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Human Resources Manual
Office of Human Resources
Oregon State University
236 Kerr Administration Building
Corvallis, OR 97331
Attention: National Fingerprint Checks – Extended Timeline (May 2019): It is currently taking approximately 3 weeks to receive results after a candidate’s fingerprints are submitted for processing. We do not know if this is what we should expect moving forward or if it will return to the 1 to 2 week average at some point. In the meantime, plan your proposed start dates accordingly when hiring applicants who have lived out of state within the last 7 years.
Oregon State University is committed to protecting the security, safety, and health of faculty, staff, students and the public; as well as, safeguarding the assets and resources of the University. To meet these objectives, the University has adopted University Policy 576-055 et seq,
Criminal History Checks will be conducted as a condition prior to any applicant, employee or volunteer providing services in a critical or security-sensitive position. All categories of unclassified employees, classified employees, graduate assistants, student employees, volunteers and job applicants may be subject to this check. To ensure confidentiality and consistency of process across campus, all criminal history checks will be conducted by the Office of Human Resources. All criminal history checks will be conducted in a manner that supports the University’s commitment to non-discrimination.
Critical or security-sensitive designated positions are identified using criteria described in University Policy 576-055-0020 and in consultation with the hiring supervisor. These are positions with duties containing the following access types: direct access to persons under 18 years of age or access to student residence facilities; access to and control over information technology systems; access to confidential information, where disclosure is prohibited; access to property where hazardous materials are located; access to laboratories, nuclear facilities or utility plants where access is restricted to protect the health or safety of the public; fiscal; financial aid, payroll or purchasing responsibilities as one of the person’s primary responsibilities; access to personal information such as social security numbers, dates of birth, driver license numbers, medical information, personal financial information or criminal background information; and, access to or responsibility for the care, safety and security of animals.
A criminal history check may be required of a person currently serving as an employee or volunteer if he or she seeks appointment to a position that is designated as a critical or security-sensitive position or if new critical or security-sensitive duties are added to a current position.
Criminal History Checks may be fingerprint-based or non-fingerprint-based dependent on residency history of the applicant, access type(s) of the critical or security-sensitive position, or the necessity to verify the identity of an applicant.
The following areas were strengthened and more clearly defined in the Standard:
It is the intent of the Office of Human Resources to annually remind employees and volunteers whose position descriptions are designated as critical or security sensitive of the requirement to report relevant convictions. All solicitations, application forms, and announcements for positions designated as critical or security-sensitive will include a statement notifying potential applicants of the intent to request consent to conduct a criminal history check and the fact that such consent will be required for employment or service consideration.
If you have questions, or would like additional information please contact us at firstname.lastname@example.org.