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Human Resources  |  Employment  |  Background Checks

Background Checks

It is the practice of the University of New Mexico to conduct in-depth background checks on candidates identified as a finalist for employment consideration in certain positions. Positions that require a UNM background check and/or FBI fingerprinting are based upon job responsibilities, duties, position location, and/or State of New Mexico legislative provisions.

Criteria for Background Checks

How to determine if a position requires a background check:

1

UNM Position Titles deemed as safety and security sensitive are reflected in the position description. Departments should review the position description or click here for a current list of position titles deemed as safety and security sensitive and require a UNM standard background check.

2

If the position title has not been pre-determined as safety and security sensitive within the position description, the department should review the following reference resources and documents and determine if the position within a specific department or program will require all or any background check elements.

Reference Resources

How to Request a Background Check

A Department Specific Position Background Check:

1

Complete the Memo to Request Position Specific Background Check and send it to your departments' HR Consultant via email for approval.

2

If applicable, once HR approval is obtained, departments will receive an approval email from the assigned HR Consultant.

3

The department will be required to attach the email approval to the posting request/action in UNMJobs.

Background Check Request Process

1

Departments should complete the Request for Background Check Form* and submit the request via email to bcrequests@unm.edu.

2

Should the department position title require fingerprinting as set out by the New Mexico Department of Health or the New Mexico Department of Children, Youth and Families, the department should reference the Fingerprinting Packet designated to and for each State agency and follow the instructions provided. Please note, depending on the background check elements required, additional steps and forms may need to be submitted along with the Request for Background Check Form.

3

The applicant will be sent a link from Sterling Info Systems, UNM's background check vendor, inviting the finalist to submit their consent and provide identifying information to complete the background check. The applicant will also receive a copy of the Fair Credit Reporting Act (FCRA) information when they are asked to provide consent.

*If the candidate does not have an email address, the department should have the applicant complete and sign the hard copy Applicant Consent and Disclosure Form and submit it with the Request for Background Check Form. In these cases, the department will also be responsible for printing out a copy of the Fair Credit Reporting Act (FCRA) for the applicant to keep.

Background Check (BC) Packages/Pricing

Standard UNM BC Package: (Package A) $61.95

  • AKA Selection Services (all logical alias identified)
  • Criminal Felony & Misdemeanor - 7 years, all counties including AKA's
  • Federal Criminal - 7 year, all districts as revealed from SSN Trace and AKA's
  • SSN Trace & validation
  • National Criminal Check (includes National Sex Offender Registry, including AKA's)
  • Arrest Direct

Standard UNM HSC BC Package: (Package B) $63.81

  • AKA Selection Services (all logical alias identified)
  • Criminal Felony & Misdemeanor - 7 years, all counties including AKA's
  • Federal Criminal - 7 year, all districts as revealed from SSN Trace and AKA
  • SSN Trace & Validation
  • National Criminal Check (includes National Sex Offender Registry, including AKA's)
  • Arrest Direct
  • OIG check

OIG Check Only: (Package C) $1.90

  • OIG check

Standard UNM BC Package: (Package D) $68.19

  • Package A
  • Motor Vehicle Record (MVR)

Standard UNM HSC Package: (Package E) $70.05

  • Package B
  • Motor Vehicle Record (MVR)

DOH Fingerprinting $106.55

  • Collection of 3 fingerprint cards
  • Processing of cards with the Department of Health

CYFD Fingerprinting $60.00

  • Collection of 2 fingerprint cards
  • Processing of cards with Children, Youth and Family Division

Frequently Asked Questions

Which positions will require background checks?

Positions which are considered "safety or security sensitive" will require background checks. Some examples of elements that are considered in making this assessment are listed in Section 2 of University Administrative Policy 3280.

Are background checks legal?

The proposed policy is in compliance with the Federal Fair Credit Reporting Act that sets national standards for employment screenings. The policy is also in compliance with the New Mexico Criminal Offender Employment Act, New Mexico Caregivers Criminal History Screening Act, Safety and Health Administration (OSHA) regulations, and the Sex Offender Registration and Notification Act.

Which positions currently require background checks?

A comprehensive list of positions that currently require background checks is posted under the Criteria tab of this page.

Will all designated positions require the same type of background check?

No. The level of the background check will depend on the nature of the job. Information obtained may range from a confirmation of identity to a full review of criminal records depending on the nature of the job and/or any legal requirements.

Who will conduct the background checks?

UNM currently uses a third party vendor who is required to maintain expertise, conduct the background checks in accordance with all laws and regulations, and comply with all aspects of UNM policy. Trained personnel in the Division of Human Resources administer the program. In some case, certain programs with state, federal, or contractual requirements may go through other agencies for background checking.

Why are faculty currently exempted from this policy?

The majority of safety and security sensitive positions are held by staff. Therefore, there is a greater need for background checks on staff. Student employees, volunteers, and contractors who are in safety and security sensitive positions will also have background checks.

Will applicants or current employees be told that they must undergo a background check?

All applicants and current employees will be told in advance that a background check is required and will be asked to fill out the Applicant Consent and Disclosure Authorization Form.

What will happen if an applicant or current employee refuses to complete a background check release form?

Individuals who apply for a position at UNM who are unwilling to submit to a background check will not be considered for employment, promotion, or transfer to a safety or security sensitive position. Existing employees in need of a background check who are unwilling to submit to a background check may be subject to disciplinary action, up to and including discharge.

How will statutes of limitations and expunged letters be treated?

Generally, background checks will be limited to the past seven years unless the governing statute of limitations is longer. Background checks will not include information that has been expunged by court order.

How will adverse information that may be incorrect or that could result in a disqualification be handled?

Human Resources will send the applicant or employee a pre-adverse action notice letter that outlines the preliminary findings and gives the individual an opportunity to respond before a final decision is made. Please see the Applicant Consent and Disclosure Authorization Form for a summary of the employee's or applicant's rights under the Fair Credit Reporting Act (FCRA).

If a current employee is disqualified from employment, promotion, or transfer because of an adverse finding, is there an appeal process?

Employees who wish to appeal an adverse decision must follow the procedures described in University Administrative Policy 3215 - Performance Management and University Administrative Policy 3220 - Dispute Resolution. Employees in bargaining unit titles should also review the respective collective bargaining agreement.

If an applicant believes there is an error in the information provided by the background check, will the disqualification be reconsidered?

The applicant or employee may request an administrative reconsideration by contacting the Division of Human Resources or by contacting the vendor that ran the background check.

How often may current employees in safety or security sensitive positions be required to undergo "periodic" background checks?

How often may current employees in safety or security sensitive positions be required to undergo "periodic" background checks?

What controls have been put in place to ensure protection from potential abuses of background checks?

To ensure that this policy is administered consistently and solely for the purposes for which it is intended, only the Division of Human Resources or the Police Department can request background checks for individuals applying for or occupying positions designated as safety and security sensitive with the exception of programs with state, federal, or contractual requirements that necessitate that checks be done through another entity. Supervisors may not request or conduct background checks.

What is being done to ensure confidentiality of information acquired through background checks?

All background check records, which are protected by law, will be maintained and secured by the Division of Human Resources. Records will not be disclosed to any person or agency except on receipt of legal process or with the written consent of the individual.

Where can I obtain more information about the Department of Health Caregiver Criminal Screening Act?

The fingerprinting requirement for the Caregiver Criminal Screening Act is governed by the State of New Mexico, Department of Health. For more information, including frequently asked questions, please visit the Department of Health website.

Where can I obtain more information about the Children, Youth and Families Criminal Screening Act?

For more information, see the CYFD Background Check and Employment Verification provisions.

Background Check Contact Information

For questions or additional information, please Kim Herron-Singleton at (505) 277-2854 or khsingleton@unm.edu