As the highest-volume hiring period approaches, please review the following important updates and reminders. Your attention to these items will assist with smooth hiring experiences at the university.
Background checks
Effective immediately, changes in the criteria for background checks have been made to help HR maintain a safe, productive and compliant workplace. The criteria below are applicable to all WSU and ICAA employees, including domestic and international.
For benefit eligible employees/graduate student employees/lecturers, a background check is always required.
For regular student employees/Work Study student employees, a background check is always required, if the position:
- Requires handling of financial transactions, or
- Requires direct interaction with minors, or
- Will perform work on a project where a background check is required by contract or a third party
For temporary employees (U3/U4), a background check is always required, if the position:
- Will last six months or longer, or
- Requires handling of financial transactions, or
- Requires direct interaction with minors, or
- Will perform work on a project where a background check is required by contract or a third party.
For rehires into any of the above positions, a new background check is required unless there is a prior background check on file less than five years old and the break in service does not exceed one year.
For current employees moving to new position listed above, a background check is required, unless there is a prior background check on file less than five years old.
Additional details can be found on the background checks webpage.
Work authorization (Form I-9)
All employees, including students and graduate assistants, must present valid work authorization and be cleared by Human Resources before beginning work at Wichita State. Employees must schedule an appointment with Human Resources to complete the verification process. Departments will be notified via email when the employee is considered hired, along with the employee’s approved start date.
System inactivation and rehire requirements
NBE employees whose job in Banner has been inactive for 60 days will be terminated in the system to ensure proper security and access management. Once terminated, the individual must complete the entire new hire process again — including new hire paperwork, work authorization and background checks (if required). To avoid unintended terminations, ensure an add job ePAF for future appointments is fully approved before the 60-day inactivity window closes.
Due to the expanded background check requirements, AddJob ePAFs for Non-Benefit Eligible positions (NBE) may no longer be dated retroactively. All AddJob ePAFs for NBEs must be submitted a minimum of five business days prior to the effective date.
