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Human Resources  |  Employment  |  Background Checks

 Background Checks

Background Checks

Criteria for 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 background check will be based upon job responsibilities and/or position location. Refer to UBPPM #3280 for examples of safety and security sensitive criteria (section 2) and for categories of background checks. (section 5.1).

To determine if a position requires a background check:

  1. Check list of titles that require background check or check the position description for required language.
  2. If the position does not have required language in the job description and it is deemed "safety and security sensitive" for your department, please fill out the Memo to Request Position Specific Background Check and attach it to the UNMJobs posting documents tab. This will ensure that required language will be in your posting for applicants to review. Please see the Department Specific Background Check List for currently approved department specific requests.

Please click the links below if you would like to view inProcess maps of the background check process.

How to Request a Background Check

  1. Fill out the Request for Background Check Form with applicant's email and phone number.
  2. Have the candidate fill out the hard copy HireRight Consent and Disclosure form located in the HR Forms Section to be submitted with the Request for Background Check Form. Please verify the candidates identity with information on the consent form. Detach the portion of the form with the Fair Credit Reporting Act (FCRA) for the applicant to keep.
  3. Please submit your Background Check Request to UNMTemps@unm.edu prior to submitting hiring proposal. Please see the Certification Process Job Aidfor more information.
Background Check Forms
Applicant Consent and Disclosure Authorization Form
Background Check Confidentiality Agreement
Background Check Request
Memo to Request Position Specific Background Check

Compliance with the Fair Credit Reporting Act

The Fair Credit Reporting Act (FCRA) is a federal law that regulates the activities of credit reporting bureaus. The law governs the use of third-party credit reporting agencies to investigate the background of applicants for employment and imposes notice requirements for employers as well as monetary penalties for failure to comply with its provisions.

Under the FCRA, employers must take certain actions whenever they obtain a consumer report on a job applicant or employee. All background screening reports are classified as consumer reports and requirements include notification, certification and action before and after an adverse event. A summary of your rights under FCRA is available on pages 3-5.

If a consumer report uncovers information that may disqualify an applicant from employment consideration, the University shall notify the applicant of the information and provide a minimum of five (5) days for the applicant to refute, explain or correct the information.

NOTE: The FCRA law only applies to background screenings performed by an outside company. It does not apply in situations where the employer conducts in-house Standard Pre-Employment Screenings. Hiring departments should contact their Human Resources Consultant for assistance when adverse action will be taken against a candidate or UNM employee.

Frequently Asked Questions

  1. Q: Which positions will require background checks?
  2. Q: Are background checks legal?
  3. Q: Which positions currently require background checks?
  4. Q: Will all designated positions require the same type of background check?
  5. Q: Who will conduct the background checks?
  6. Q: How much should a department expect to pay for background checks?
  7. Q: Why are faculty currently exempted from this policy?
  8. Q: Will applicants or current employees be told that they must undergo a background check?
  9. Q: What will happen if an applicant or current employee refuses to complete a background check release form?
  10. Q: How will statutes of limitations and expunged letters be treated?
  11. Q: How will adverse information that may be incorrect or that could result in a disqualification be handled?
  12. Q: If a current employee is disqualified from employment, promotion, or transfer because of an adverse finding, is there an appeal process?
  13. Q: If an applicant believes there is an error in the information provided by the background check, will the disqualification be reconsidered?
  14. Q: How often may current employees in safety or security sensitive positions be required to undergo "periodic" background checks?
  15. Q: What controls have been put in place to ensure protection from potential abuses of background checks?
  16. Q: What is being done to ensure confidentiality of information acquired through background checks?

Background Check Contact Information

For questions or additional information, please contact Norma Dye at:
(505) 277-2851, or
ndye@unm.edu