GW Background Screening Policy FAQs
Q. Why has GW decided to implement a Background Screening Policy?A. Background screenings and verification of relevant information help protect the safety and security of the university’s students, faculty, staff, and guests, as well as university assets, by reducing the likelihood of crime, injury or loss, and increasing confidence in the university’s workforce.
Q. Does the policy apply to all departments?
A. This policy applies to all GW departments across the university.
Q. Which positions are covered under this policy?
A. All faculty, student workers and staff positions are covered in this policy.
Q. What does the standard background screening include?
A. The standard background screening includes:
- Criminal History Screening (Sex Offender Registry Search)
- Education/Degree/Certifications Verification
- Social Security Number Trace
Additional screenings, as determined by the VP of HR or designee, may include, but are not limited to, a Motor Vehicle Record Search (MVR), medical examinations by a physician and drug screenings as appropriate to the position and consistent with business necessity.
Q. When I apply for a position, how will I know what types of background screening will be required?
A. All jobs posted through GW Jobs identify the types of background screening required for the particular position.
Q. What if I am a current employee being considered for a promotion or transfer? Will I still be required to undergo a background screening?
A. Background screenings for current employees being promoted or transferred are only required if a background screening has not been conducted in the past five years. Additional screenings like a Motor Vehicle Records Search (MVR) may be required based on the position and if it has not been conducted in the past five years. Internal finalists will be notified if a screening is required.
Q. What happens to my current job if I do not pass the background screening?
A. Should the background screening result in a current employee not being hired into the covered position, s/he may lose employment, remain in his/her original position, or the original position may be altered, at the discretion of the university.
Q. What happens if a finalist decides not to participate in the background screening?
A. In that instance, the university would conclude that the finalist has withdrawn her/his name and the finalist would no longer be under consideration.
Q. If a finalist has something negative reported in the background screening, is that person automatically disqualified?
A. No. A criminal record or other adverse results are not an automatic bar to employment at the university. The university will consider the duties and responsibilities of the job sought, impact the adverse result will have on ability to perform job duties, age at the time of the adverse result, passage of time and the severity, frequency, and nature of the report, and information produced establishing rehabilitation or good character.