Overview
As a condition of employment for any position, all final candidates for staff and student staff positions, including former UC employees who accept a conditional offer of employment are required to disclose whether they are subject to any Final Administrative or Judicial Decision(s) within the last seven years that determined that they committed Misconduct.
Misconduct is defined as follows in University of California PPSM-21: Selection and Appointment:
Misconduct: Any violation of the policies governing employee conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies prohibiting sexual harassment, sexual assault, or other forms of harassment or discrimination, as defined by the employer.
A UC Personnel File Review is required for current and former UC employees and athletic department volunteers. This review must be conducted only for candidates who meet minimum qualifications and must be completed prior to an offer of employment.
About Misconduct Disclosure Questionnaires and Release Forms
After the candidate has accepted a conditional offer of employment or a volunteer assignment, the candidate is required to complete a Staff Employment Misconduct Disclosure Questionnaire. This Questionnaire requires disclosure of any administrative or judicial decisions issued within the last seven years (from the date of submission of an employment application) that determined that the proposed hire committed Misconduct.
The following are required to sign a release form authorizing the release of information by the final candidate’s previous employer(s) to the University concerning any Substantiated Allegations of Misconduct in order to permit the University to evaluate the released information with respect to the criteria for potential employment:
•Final candidates for Athletic Head Coach, Athletic Assistant Coach, Athletic Trainer, Supervising Athletic Trainer staff positions; or volunteers in an athletic department
•Any final candidate that discloses Final Administrative Decision(s) of Misconduct on the Staff Employment Misconduct Questionnaire
For all final candidates that disclose in the Staff Employment Misconduct Questionnaire any Final Administrative of Judicial Decision(s) that determined that they committed Misconduct, the local central or decentral Human Resources department may use the signed release form, as needed, to obtain information from the previous employer.
Frequently Asked Questions
Proposed hires must disclose any violation of the policies or laws governing conduct at a candidate’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct as defined by the previous employer. This includes decisions from educational institutions, employers, courts, or other relevant bodies.
Only Final Administrative or Judicial Decision(s) within the last seven years from the date of application submission that determined that the candidate committed misconduct are required to be disclosed.
Failure to disclose required information can result in disqualification from the hiring process, or termination of employment if the omission is discovered after hiring. It is crucial for maintaining integrity and trust in the hiring process.
For those newly hired or rehired at UCSF, this will happen as part of the background check process.
The disclosed information will be reviewed as part of the overall assessment of the final candidate’s suitability for the position. It will be handled with confidentiality and used solely for the purpose of evaluating the final candidate's qualifications.
UCSF Human Resources will review responses from a final candidate’s misconduct disclosure questionnaire and any information obtained from previous employers. Consultation with other offices (i.e., the Title IX Office, Labor and Employee Relations, Office of the Prevention of Harassment and Discrimination, Office of Legal Affairs, etc.) may be involved in final determination of hiring eligibility.
Not necessarily. The disclosed information will be reviewed as part of the overall assessment of the final candidate's suitability for the position.
By enforcing this requirement, the University of California demonstrates its commitment to fostering a safe, respectful, and inclusive environment for everyone.