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• The selected applicant or employee must demonstrate s/he meets the minimum education requirement(s) for the position as posted.
• The Hiring Department Representative should contact hr-records@usf.edu (Tampa Campus) or Branch Campus HR to review the official аÄÃÅÁùºÏ²ÊÄÚÄ»ÐÅÏ¢personnel file for each  applicant.
• Verification documents (e.g. unofficial transcripts, copies of the degree) must be uploaded into the Activities and Attachments section of the job opening.

• The Hiring Authority or Hiring Department Representative is required to verify employment to confirm the applicant meets the minimum years of experience requirement for the position as posted.
• If the applicant is a current or former аÄÃÅÁùºÏ²ÊÄÚÄ»ÐÅÏ¢employee, contact hr-records@usf.edu (Tampa Campus), Branch Campus HR to schedule an appointment to review the internal (Staff/Administrative) applicant’s official personnel file.
• For applicants with periods of self-employment, it is acceptable to provide copies of IRS Forms 1099, articles of incorporation with the State, and/or former client contact information. Alternatively, the Hiring Authority may contact and document conversations with former clients. 
• The applicant’s work experience is to be documented on the CHR Employment Verification Form.
• The verification document(s) will be uploaded into the Activities and Attachments section of the job opening in GEMS.

Satisfactory reference checks are a condition of employment at USF, and all offers of employment will be contingent upon satisfactory reference checks. Reference checks must be conducted for both external applicants and for current employees who are applying for transfer or promotion.

References are not required for:

• Students – including graduate assistants, medical residents, and federal work-study recipients
• Individuals hired for a temporary role that does not exceed 60 days of employment or that does not exceed a total of 480 hours worked in a calendar year
• Non-compensated courtesy faculty appointed in аÄÃÅÁùºÏ²ÊÄÚÄ»ÐÅÏ¢Health who directly support graduate medical education
• Emeritus faculty
  • Post-retiree faculty

The employment reference check is in addition to applicable checks of employment verification, criminal background, credit check, sanction lists and licensure. Any offer of employment must be contingent on satisfactory completion of all applicable reference checks.

 When conducting employment reference checks,

• The Hiring Authority or Hiring Department Representative must contact at least three (3) of the applicant's references,
• One of whom must be the applicant’s current immediate supervisor (the person to whom the applicant has a direct reporting relationship) or someone with sufficient knowledge about the candidate professionally to answer the reference questions.
  • If the applicant is not currently employed, then the applicant’s most recent supervisor should be contacted.
• The Hiring Authority or Hiring Department Representative will ask the applicant for authorization to contact the applicant’s current supervisor for a reference check, prior to contacting an applicant’s current supervisor.
• In the event the applicant’s current supervisor provides an unsatisfactory reference, the Hiring Authority will document the same.
  • Thereafter, the Hiring Authority must decide whether to proceed with employment of the applicant despite the current supervisor’s unsatisfactory reference.
  • If after considering all factors, references, and information obtained about the applicant the Hiring Authority decides to hire the applicant despite the current supervisor’s unsatisfactory reference, the Hiring Authority must document that decision.
• The references and/or the Hiring Authority decision must be uploaded into the Activities and Attachments section of the job opening in GEMS.
• See: and . Faculty References may submit Letters of Reference. 

 Determine a salary within the posted hiring salary range.

Identify a proposed start date

A background check that includes a nationwide criminal history background check through validated national database sources, and a check of the National Sex Offenders Registry. It may also include a local criminal record check through local law enforcement agencies.

How to initiate: Level 1 background check is initiated by the department using the university’s approved third-party online vendor, .

An enhanced background check that includes, in addition to the requirements of a Level 1 background check, a state or national fingerprint-based check.

How to initiate: Departments are responsible for coordinating level two background checks.

A level 2 finger-print based background check conducted by The Department of Children and Families (DCF) through a state-run, web based system called the Care Provider Background Screening Clearinghouse, described in .

How to initiate: Contact Central Human Resources, аÄÃÅÁùºÏ²ÊÄÚÄ»ÐÅÏ¢Health HR or your branch campus contact to initiate this background check. Contact information can be found here. 

Review Foreign Influence Screening Process here.

There are exemptions from criminal background checks for individuals who meet the following conditions, unless their job duties require them, by law or internal procedure, to undergo a criminal history background check:

• Rehired employees who have returned to аÄÃÅÁùºÏ²ÊÄÚÄ»ÐÅÏ¢after a period of no more than 120 days.
• Students and volunteers will generally not be subject to criminal background checks. A department may designate limited positions as subject to criminal background check. Applicants will be notified of the requirement at the time the position is posted.
• Temporary employees hired for a period of 60 days or less. (Includes courtesy appointments). Extensions or reappointments beyond the initial 60-day period will require a background check.
• Emergency appointments of 7 days or less with the approval of the appropriate Vice President or the Associate Vice President of Human Resources.