504: Background Checks
Student Employment Policy & Procedure Manual
Section 500: Employment Eligibility Requirements
Criminal History Checks
Student employees with critical or security-sensitive duties in designated access types must successfully complete a criminal history check prior to placement. Please refer to the Criminal History Check Crosswalk for access types and corresponding duty examples. Student employee position descriptions must include all duties that are, or could be, assigned to the student employee. Supervisors may not assign new critical or security-sensitive duties in a new access type without initiating a position description update through Human Resources; new duties may necessitate a new criminal history check.
New criminal history checks may be conducted every 24 months following the date of hire, initial service date or position assignment for student employees providing service in a University-sponsored Youth Program.
All student employees whose position descriptions are designated as critical or security-sensitive are required to notify the Assistant Vice President or the Associate Director of the Office of Human Resources to self-report convictions if they are convicted of a crime relevant to the determination of fitness as identified in OAR 576-055-0060.
A Criminal History Check Disclosure Notice and Release Authorization [insert link to release] must be completed and returned to the Office of Human Resources (contact information is listed on the signature page) to begin the criminal history check process.
Satisfactory completion of a criminal history check is considered a minimum qualification for a critical or security-sensitive position. No applicant with critical or security-sensitive duties may begin employment until the criminal history check process is complete.
Motor Vehicle Checks
Student employees with driving as an essential function of their position must successfully complete a motor vehicle check prior to placement. Student employee position descriptions must include the driving duties that are assigned to the student employee. Supervisors may not assign new driving duties without initiating a position description update through the Office of Human Resources.
Driving history submission instructions [insert link to directions] – unless you would rather have them spelled out here as follows: This position requires driving a University vehicle, or a personal vehicle, on behalf of the University. The incumbent is required to possess and maintain a valid driver's license in their state of residence. Please obtain your non-employment driving record/history from the issuing state's DMV for the past 24 months (this may include multiple states if the applicant has held a driver’s license in multiple states in the past 24 months) and either submit an electronic copy to DPSCHC@oregonstate.edu, or fax a copy to 541.737.7771 Attn: Michele Spaulding (most DMV offices will fax directly if requested) or submit a hard copy to: Office of Human Resources Attn: Michele Spaulding.
All student employees with driving as an essential function of their position are required to notify the Assistant Vice President or the Associate Director of the Office of Human Resources to self-report convictions (as per Voluntary and Compulsory Driver Standards OAR 125-155-0200) as per OAR 576-056-0000 et seq.
Satisfactory completion of a motor vehicle check is considered a minimum qualification for positions with driving as an essential function. No applicant with driving duties will begin employment until the motor vehicle check process is complete.