By Lily Beauvilliers
The Bucknellian
The University is considering conducting background checks on finalists for faculty positions.
Human Resources (HR) suggested the move after examining trends in peer schools, said Marcia Hoffman, executive director of Human Resources.
Four checks are being considered: criminal background, national sex offender registry, education credential and employment verification.
The University has been conducting background checks on all staff since April 2001 and began a pilot program testing senior staff, including the new chief information officer, provost and dean of students, in April 2007.
“We were trying it out on them,” Hoffman said.
The process to implement faculty checks was halted after HR spoke with the Faculty and Academic Personnel Committee (FAPC) last spring.
“Members of our committee are concerned that background checks are expensive, and it seems unlikely that they will do much to make Bucknell safer,” said Geoff Schneider, associate professor of economics and chair of FAPC, in an e-mail.
Schneider also raised concerns that the University couldn’t compete with other employers if it began background checks.
“Many faculty care very deeply about academic and personal freedom, so we are concerned that we might turn off the best applicants ... by instituting an overly intrusive background check policy,” he said.
Currently, the University does not officially verify an applicants’ education before offering employment.
A search committee consisting of members of the department and someone of a different ethnicity or gender reviews the applications, Hoffman said.
The committee writes a “short list” approved by the Affirmative Action Officer Linda Bennett and deans.
These applicants are interviewed, and a recommendation is made.
“The hiring official does talk to references. Those conversations check the academic credentials, but there is no official check,” said Tom Evelyn, director of media relations.
Background checks would be conducted after an applicant is already chosen. “If discrepancies arise in the background check reports, HR would provide a copy of the report to the individual, and then notify the search committee chair the respective dean, and the provost for their consideration and deliberation,” Hoffman said.
The University considers the nature of the convictions, how many there have been, the date and how a conviction impacts the duties of a position.
“You might find the time served was sufficient punishment, but might also look into their background to see if there is a larger issue,” University General Counsel Wayne Bromfield said.
All convictions would not be treated equally.
“If we had someone that came up in the National Sex Offender registry, we would not put them on our campus. Minor traffic violations? Not a major consideration,” Hoffman said.
Before background checks are implemented, HR and FAPC will clarify language added to the background check policy and faculty application.
“It is likely that this issue will eventually come before the full faculty as a committee report,” Schneider said.
Current chair of the faculty Tony Massoud, associate professor of political science, declined to comment due to lack of information.
Martin Ligare, associate professor of physics and former chair of the faculty, expressed his concern over the possibility of background checks.“Broadly targeted background checks on a routine basis are antithetical to the ideals of an academic institution,” he said.
According to Ligare, the University should not act as an arm of the law.
“It’s not our job to punish people,” he said.
Andrea Stevenson Sanjian, associate professor of political science, feels faculty should be informed about the decision process.
“I am generally uncomfortable with [faculty background checks] so far, and nobody has made any effort to change this. And I haven’t talked to anyone else who thinks this is a great idea either,” she said.
Hoffman is confident background checks will be conducted soon.
“We are hopeful that, with the additional language, the FAPC will support this effort, and that a more formal approval process will not be necessary,” she said.
The University views background checks as part of a responsible hiring process and a common trend among our peer schools.
“The basis for all of this is to give us all the information possible, so we can make a better decision before hiring,” Evelyn said.
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