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Pre-Employment Criminal Background Checks

The University of Connecticut prides itself on hiring qualified employees who are prepared to work in the best interests of the University and its students.

UConn Campus

Why do we do Background Checks?

Pre-employment criminal background checks (CBC) serve as an important element of the University’s ongoing efforts to ensure a safe and secure campus and workplace. Criminal history information can identify prospective employees who may be predisposed to engage in violence, sexual misconduct, misappropriate use of resources, identity theft, data breaches and other misconduct.

Note that all offers of employment are subject to a pre-employment criminal background check.

Who Gets a Background Check?

  • All full-time and part-time final external candidates for employment in staff (professional and classified) and faculty positions
  • All Adjunct Faculty, Special Payroll Lecturers, Instructional Specialists, Academic Specialists, Academic Technicians, Clinical Supervisors, Graduate Instructional Specialist, Graduate Special Payroll Lecturer and other titles with teaching or advising responsibilities; or deemed to be in a position of trust (working with minors)
  • Other safety sensitive positions (temporary special payroll or volunteer) as requested by hiring departments

Employees who are already employed by the University and apply for transfer or promotion are not covered by this program.

Contact Information:
Heather Mokoski
Phone: (860) 486-8328
Dedicated CBC Fax: (860) 486-6773

Required Steps to Complete a Background Check

The process for conducting pre-employment criminal background checks differs slightly by the type of search and hire. Regardless of the type of hire, the Department of Human Resources will be responsible for the following:

  • Once the necessary completed Background Investigation Notification & Authorization Forms have been completed and faxed to Human Resources at (860) 486-6773, the Human Resources Background Check Coordinator will begin the background check process. Please do not e-mail scanned copies of the Background Investigation Notification & Authorization Forms to Human Resources. Due to the sensitive nature of these forms containing social security numbers and birth dates, we cannot receive them in e-mail. If you would like to mail your completed forms, please mail them to:University of Connecticut
    Department of Human Resources
    Attn: Background Check Coordinator
    9 Walters Avenue, Unit 5075
    Storrs, CT 06269-5075
  • Human Resources will work directly with the vendor approved to conduct the Criminal Background Check. A representative from Human Resources will receive the results and notify the hiring department whether the appointment can be finalized.

The forms required for use during the search and hire process are available on the Human Resources Website.

Download Entire Criminal Background Check Packet – Revised 11/3/2016

View and Download the Entire Criminal Background Check Packet – Revised 11/3/2016

Please be sure to always obtain background check forms from our webpage, as it is the best way to ensure that you have the most up-to-date versions.

Contents of the Background Check Packet:

  • Disclosure Regarding Background Investigation – Review, sign, date and return to Human Resources.
  • Acknowledgement and Authorization for Background Check – Review, sign, date and return to Human Resources.
  • Consent to Release Information for Pre-Employment Criminal Background Investigation – Review, fill in the requested information completely, sign, date and return to Human Resources.
  • Additional Page if more space is needed for addresses – To be used if additional space is needed to list addresses covering the requested seven year period. Return to Human Resources if the extra page was needed.
  • Authorization for the Social Security Administration (SSA-89) to Release Social Security Number Verification. Review, fill in the requested information completely, sign, date and return to Human Resources.
  • A Summary of Your Rights Under the Fair Credit Reporting Act – This document must be provided for information purposes and does not need to be returned to Human Resources.

Download [1.76 MB]

PLEASE NOTE: Completed forms should NOT be scanned and emailed to Human Resources due to the information they contain. Instead please do one of the following:

Fax completed forms to:
Human Resources (860) 486-6773

Mail completed forms to:
Heather L. Mokoski
University of Connecticut
Department of Human Resources
9 Walters Avenue, Unit 5075
Depot Campus, Storrs, CT 06269-5075

Deliver completed forms to:
Human Resources located in the Brown Building on the Depot Campus
Office hours Monday – Friday, 8:00 AM – 5:00 PM

Background Check Result Review

The University has selected Security Services of Connecticut, Inc. (SSC) to conduct pre-employment criminal background checks (CBC) following a RFP process. The hiring department is responsible for any vendor fees associated with the CBC.

Pre-employment criminal background checks will typically include the following: social security number verification, past address trace, statewide criminal history search (where available), statewide sex offender check, county criminal history check, federal criminal history check, nationwide criminal history check, international criminal history check (where applicable) and nationwide sex offender search.

Whether a candidate should be disqualified from employment based on criminal history information will be determined on a case-by-case basis.

Pursuant to Connecticut General Statutes 46a-79 and 46a-80 and other relevant laws, the following factors will be considered in determining whether to disqualify a candidate from employment based on criminal history information:

  • The nature of the offense and its relationship to the position
  • The degree to which the applicant has been rehabilitated
  • The length of time elapsed since conviction

A decision to disqualify a candidate based upon the results of the criminal background check will be made by the appointing authority in consultation with the Director of Faculty and Staff Labor Relations or designee. The Director of Human Resources may also be consulted as deemed necessary.

Unclassified Hires via Full Searches:

  1. External candidates for the position will be informed via the job posting as well as by the hiring department during the interview process that appointments will be subject to the successful completion of a criminal background check. Internal candidates who are already employed by the University are not covered by these procedures and do not require a CBC.
  2. The hiring manager must remind all interviewees of the criminal background check requirement when arranging interviews. (Note: Pursuant to an Act Concerning Criminal Background Checks for Prospective State Employees, effective October 1, 2010, the hiring department may not inquire about a prospective employee’s criminal history until after the prospective employee has been deemed the successful candidate for the position.)
  3. Upon receipt of the approval to hire, the department will make an offer to the final candidate contingent upon the successful completion of a criminal background check. At that time the hiring manager will distribute and collect completed Background Investigation Notification & Authorization forms. Upon acceptance of the contingent offer, the hiring department will send the signed Background Investigation Notification & Authorization Forms to Human Resources. Any candidate that refuses to authorize the criminal background check shall be ineligible for further consideration for the position.

Classified Hires:

  1. External candidates for the position will be informed via the job posting as well as by the hiring department during the interview process that appointment will be subject to the successful completion of a criminal background check. Internal candidates who are already employed by the University are not covered by these procedures and do not require a CBC.
  2. The hiring manager must remind all interviewees of the criminal background check requirement when arranging interviews. (Note: Pursuant to an Act Concerning Criminal Background Checks for Prospective State Employees, effective October 1, 2010, the hiring department may not inquire about a prospective employee’s criminal history until after the prospective employee has been deemed the successful candidate for the position.)
  3. Upon receipt of the approval to hire, the Human Resources Recruiter will make an offer to the final candidate contingent upon the successful completion of a criminal background check. Upon acceptance of the contingent offer, the Human Resources Recruiter will send out a contingent offer letter pending the completion of the criminal background check. In addition to the offer letter, the required Background Investigation Notification & Authorization Forms will be sent to the candidate for completion and return to Human Resources. Any candidate that refuses to authorize the criminal background check shall be ineligible for further consideration for the position.
  4. Once results of the CBC have been received the Human Resources Recruiter will notify the hiring department and finalize the hire.

Unclassified Hires via Search Audits or Waivers

  1. External candidates for positions filled via a search audit or search waiver will be informed at the time of offer that the appointment is subject to the successful completion of a criminal background check. (Note: Pursuant to an Act Concerning Criminal Background Checks for Prospective State Employees, effective October 1, 2010, the hiring department may not inquire about a prospective employee’s criminal history until after the prospective employee has been deemed the successful candidate for the position.)
  2. Upon receipt of the approval to hire, the department will make an offer to the candidate contingent upon the successful completion of a criminal background check. Upon acceptance of the contingent offer, the hiring department will send the signed Background Investigation Notification & Authorization Forms to Human Resources. Any candidate that refuses to authorize the criminal background check shall be ineligible for further consideration for the position.

Adjunct Faculty, Special Payroll Lecturers, Instructional Specialists, Academic Specialists, Academic Technicians, Clinical Supervisors, and Other Teaching / Advising Positions

  1. All Adjunct Faculty, Special Payroll Lecturers, Instructional Specialists, Academic Specialists, Academic Technicians, Clinical Supervisors, Graduate Instructional Specialist, Graduate Special Payroll Lecturer and other appointments with direct teaching or advising responsibility will be subject to the successful completion of a pre-employment criminal background check upon the first appointment following the implementation of the Criminal Background Check Program on February 1, 2014, and again if there has been a break in employment of a year or more. (Note: Pursuant to an Act Concerning Criminal Background Checks for Prospective State Employees, effective October 1, 2010, the hiring department may not inquire about a prospective employee’s criminal history until after the prospective employee has been deemed the successful candidate for the position.)
  2. The hiring department will submit their request for Special Payroll through SPAR. The Human Resources SPAR Coordinator will review the request for approval and will determine if a Pre-Employment Criminal Background Check is needed. The hiring department will be notified through an e-mail confirmation if a Pre-Employment Criminal Background Check is needed. If a check is needed the department will be responsible for providing the selected candidate with the Background Investigation Notification & Authorization Forms for completion and forwarding to the Human Resources Background Check Coordinator for processing.
  3. Once the Pre-Employment Criminal Background Check has been successfully completed an e-mail notification will be sent to the hiring department authorizing them to finalize the hire.

Note: Departments may request that criminal background checks be completed for other special payroll positions considered positions of trust by notifying the SPAR Coordinator as part of the SPAR request.

Gratis / Volunteers

Volunteers may be subject to criminal background checks at the request of the hiring department. The hiring department will complete the Gratis/Volunteer Appointments Form and forward to the Human Resources Background Check Coordinator for review. Upon approval of the request, the Background Check Coordinator will notify the hiring department, and the hiring department will be responsible for providing the identified individual with the Background Investigation Notification & Authorization Forms for completion and forwarding to the Human Resources Background Check Coordinator for processing.

Once the Criminal Background Check has been successfully completed the Background Check Coordinator will notify the hiring department of the results.