Starting at GW


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Human Resource Management and Development oversees the recruitment and selection process for staff positions and works with applicants, candidates, and hiring managers to ensure that qualified candidates are identified and given appropriate consideration. Staff positions are posted daily for recruitment at GW Jobs. Inquiries regarding vacancies should be directed to the appropriate Human Resources representative or [email protected].

Professional references, employment verifications, and background screenings are conducted as part of the recruitment and selection process and in accordance with the university’s Background Screening Policy. More detailed information is available on the Prospective Employees page. Staff members seeking promotion or transfer should consult with a Human Resource representative to clarify Background Screening requirements listed on GW Jobs.

New Employee Orientation is a day-long session that provides new employees an opportunity to learn about the GW community and culture. Regular staff hired through Human Resource Management and Development are typically scheduled to attend an Orientation session on their first Monday at the university. Sessions are held on Mondays, and dates and locations can be found on the New Employee Orientation page.

Staff members who work with the School of Medicine and Health Sciences or the Milken Institute School of Public Health may be required to attend additional orientation sessions that cover site specific topics such as hazard communications, blood-borne pathogens, laboratory safety, emergency management and fire safety.

Staff members generally work within their assigned units to become familiar with the standard operating procedures and protocol as part of a departmental onboarding or overview. To assist new employees, milestones have been provided for staff to begin identifying recommended areas of focus during the first six months of employment. These milestones can be found in the New Employees section.

Regular staff members are subject to an Introductory Employment Period. The Introductory Employment Period (IEP) is the first 180 calendar days of employment following hire, transfer, or promotion into a regular staff position (including research staff). During this period, staff performance is evaluated. The manager conducts an Introductory Performance Review (PDF) prior to the 180th day of employment in the new position. Read additional information regarding the Introductory Employment Period.

Employees within an Introductory Employment Period are ineligible for transfer/promotion to another regular position at the university. GW employees within an IEP who apply to open positions will be disqualified.

Employees covered by a collective bargaining agreement should refer to that document; its provisions supersede these policies if there is a specific conflict.

Staff members are eligible to receive a photo ID card called the GWorld Card. It is important to carry this card while you are at work. Your card identifies you as a GW employee and may be required for you to access available services and facilities. The GWorld card is university property and must be returned upon termination of employment.

If you lose your GWorld card, you may obtain a replacement from the GWorld Card Office. There may be a replacement charge for the card. Your department may have additional instructions on identification, including procedures for access to various campus buildings. Consult your manager for details.

Anyone with a GWorld card can add money to their Colonial Cash account to pay for on campus dining as well as off campus dining and other retail with a number of local merchants. Colonial Cash may also be used to pay for on campus parking.

As a condition of employment, and in compliance with federal law, staff members hired after November 6, 1986, must complete an Employment Eligibility Verification Form, commonly called the I-9 Form. The I-9 form establishes identity and eligibility to legally work in the United States and at GW.

To comply, staff must:

  1. Complete Section 1 (Employee Information and Attestation Section) of the I-9 Form on or before the first day of employment; AND
  2. Present original documentation of identity and work eligibility to an authorized GW university representative as designated in the “List of Acceptable Documents” that accompanies I-9 Form, prior to the third business day following the start of employment for completion of Section 2 (Employer or Authorized Representative Review and Verification Section).

Completion of Section 1 of the I-9 Form using, the school’s code 14290 may be accomplished electronically using the university’s I-9 Management process.

Original documentation from the “List of Acceptable Documents” may be presented in person* for completion of Section 2 at the following locations:

Faculty and Staff Service Center (FSSC)
Marvin Center, Suite 242
800 21st Street, NW
Washington, DC 20052
202-994-8500

Human Resources Information Systems (HRIS)
44894 Knoll Square, Suite 391
Ashburn, VA 20147
571-553-3679

Faxed, digital, copied or laminated documents are not acceptable.

*Staff members that work outside of the Washington metropolitan area and are unable to present documentation at the locations listed in a timely manner relative to the requirements noted may request Remote I-9 assistance.

Failure to complete the I-9 Form as required by law will result in termination of employment.

The university is a participant in the E-Verify Program which verifies the employment eligibility of new and continuing employees who are assigned to work on select federal contracts.

In some cases, documentation presented to verify employment authorization for Section 2 of the I-9 form carries an expiration date. It is the responsibility of the staff member to monitor expiration dates and to obtain and present documentation of continuing work authorization for re-verification by an authorized university representative prior to the expiration date. Failure to provide documentation of continued employment authorization to work at GW by the expiration date will result in termination. U.S. Passports and Permanent Resident Cards may have expiration dates but do not require re-verification.

Staff members whose immigration status changes (change in visa type, citizenship status, etc.) during the course of employment, must report the status change and present updated documentation of continued work authorization under the new status to an authorized university representative in the Faculty and Staff Service Center or HRIS.

The Human Resources Information Systems (HRIS) unit maintains official employee records for staff. These records are the property of the university. To obtain a copy of a specific document, staff members must complete a Request for Review of Employee Record in person and present current picture identification to HRIS staff, located in Enterprise Hall 391 or, if in Foggy Bottom, at the Faculty & Staff Service Center. Copies of documents will be provided within two business days. Staff members are also entitled to one copy of the contents of their file per year.

Staff members are encouraged to use GWeb to maintain their employee record where allowable. Items such campus address, emergency contact, GW Alert information can be updated through this self-service process. Where documentation of the requested change or further validation is required, the Employee Data Questionnaire/BioDemo, the Employee Data Change Request or other documentation may be required.

For more information regarding your employment records, please contact HRIS at [email protected].

Obtaining Information Regarding a Current or Former Employee

Unless legally compelled, HRMD will only confirm dates of service and the last position title held without receiving a written release from an employee. No confidential information such as salary, performance, eligibility for rehire, etc. may be released.

With a written release, HRMD will release information as designated in the release document. For information regarding current or former employees, contact HRIS at 571-553-3679. Positive identification and current release documents (dated within one year) will be required.

Obtaining Proof of Employment

The Work Number is an automated service that protects your personal information during the verification process. This secure service is used when you apply for a mortgage or loan, a job, lease an apartment or any other instance where proof of employment or income is needed.

How it works

Give the person needing proof of your employment the following information:

  • Your Social Security Number
  • The George Washington University Employer Code: 14290
  • The Work Number access options for verifiers: The Work Number or 1-800-367-5690

To Create a Salary Key

A salary key is one form of employee authorization used to release income. If a verifier is requesting a salary key from you, please take the following steps:

  • Access the Work Number for employees online at The Work Number or at 1-800-367-2884
  • Select "I’m an Employee"
  • Select “Enter Site”
  • Enter the Employer Code (14290) and select “Log In”
  • Select "I want to provide proof of employment and income"
  • Enter your User ID (your full social security number) and select “Continue”
  • Enter your PIN and select “Log in” - your initial PIN is the last 4 digits of your Social Security Number followed by your 4-digit birth year.
  • Select “Create a Salary Key”
  • Select “Create Another Salary Key”
  • Write down the six-digit number ______________
  • Provide the person requesting the salary key with the following information:
    • Your Social Security Number
    • The George Washington University Employer Code: 14290
    • Your salary key
    • The Work Number access options for verifiers: The Work Number or 1-800-367-5690

While the university does not employ persons under the age of 15, in the course of working at the university staff may interact with minors in the community or with students under the age of 18. The university’s policy on Protection of Minors provides information to assist in ensuring that minors are protected from abuse and neglect.