The University of Colorado Boulder will conduct additional reference checks on final candidates for tenured faculty appointments. The reference check program will enable CU Boulder to collect and review information about a candidate's conduct at their previous institutions, specifically conduct related to sexual misconduct, harassment, and/or discrimination – prior to making hiring decisions. 

Applicants to tenured faculty appointments will be advised within the job posting that CU Boulder will conduct reference checks into potential misconduct and that the campus will not be able to continue to consider any applicant who fails to authorize the reference check. This reference check is separate from the current process of verifying a candidate’s qualifications by soliciting outside letters of recommendation and running a background check.

To conduct the reference check, Central Human Resources (CHR) would contact previous institutions of any finalist to ask whether there are substantiated findings of harassment, sexual misconduct, or discriminatory behaviors similar to the conduct under the University of Colorado Sexual Misconduct, Intimate Partner Violence, and Stalking Policy. This reference check will be conducted concurrently with the required background check to avoid potential delays in the hiring process.

The appropriate dean and department chair, in consultation with OIEC, University Counsel, and Faculty Affairs, will perform an individual assessment of the information received, including the nature of the conduct, length of time passed, any corrective action taken, and any explanation offered by the candidate. After reviewing the information, the dean and department chair, in consultation with OIEC, University Counsel, and Faculty Affairs, will determine whether the candidate should still be eligible to be considered for the position. 

The University of Colorado Boulder is committed to creating a safe and inclusive environment where all students, faculty, and staff can achieve academic and professional aspirations free from violence, discrimination, harassment, exploitation, or intimidation.  We believe the hiring and recruitment practices for our faculty should reflect this university's commitment by including additional measures to prevent sexual misconduct and sexual harassment on campus. A faculty appointment with tenure has particular long-term impacts. The reference check program will allow the university to ask former employers about an applicant’s conduct in a previous appointment, enabling us to make better faculty hiring decisions by exposing any concerning behavior that might not be discovered through a background check or outside letters.

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The Process

The program will follow these steps to perform the reference check of any candidate who is a finalist for a faculty tenure position.

  1.  Campus Human Resources (CHR) will include the following information in all job postings for tenured faculty positions to provide notice to applicants that CU Boulder will conduct additional reference checks on final candidates prior to hiring:
    • As part of the University of Colorado Boulder’s deep commitment to equity, diversity, and inclusion, the campus has implemented a reference check program with respect to final candidates for tenured faculty appointments. The reference check program is intended to allow CU Boulder to collect and review information about a candidate's conduct at their previous institutions, specifically conduct related to sexual misconduct, harassment, and/or discrimination – before making hiring decisions. All final candidates for tenured faculty appointments are required to complete an Authorization to Release Information.
  2.  Once the selection of the first choice candidate (the finalist) has been identified, the department will notify CHR to initiate the reference check process in conjunction with the background check. 
    • The department can proceed with the offer negotiations but CHR must clear the reference check and background check prior to the actual hire start date.
  3.  CHR will contact the finalist to obtain a signed authorization form to authorize the reference check.  Any finalist who refuses to sign the authorization form will be removed from consideration, and the department can proceed with evaluating their next candidate.
  4.  CHR will research the contact information for the academic personnel office (or equivalent) from former employers/institutions over the previous 7 years (at minimum).  
  5.  CHR will send the signed authorization form, along with template letter/instructions to previous institutions, to ask whether there are substantiated findings of harassment, sexual misconduct, intimate partner violence, stalking, or other discriminatory behaviors as described in the University of Colorado Sexual Misconduct, Intimate Partner Violence, and Stalking Policy.
  6.  CHR will actively monitor for responses from previous institutions. If any of the previous institutions do not respond, CHR can request support from the candidate or escalate to the appropriate dean (or Provost).
  7.  Once reference check responses are received, CHR will share the results with the department. 

If the reference check results are favorable:

  • CHR will notify the department, once the background check is complete, that the candidate is clear to hire and provide copies of the signed authorization form and reference check result.
  • The department must include the signed authorization form, along with the confirmation from HR that the candidate is clear to hire, in the final hiring packet that is sent to Faculty Affairs for final approval to be stored in the faculty personnel file.

If the results are unfavorable:

  • CHR will arrange a meeting with the appropriate dean and department chair, OIEC, University Counsel, and Faculty Affairs to discuss the results of the additional reference check.
  • The dean and department chair, OIEC, University Counsel, Faculty Affairs, and CHR will perform an individual assessment of the information received, including the nature of the conduct, length of time passed, any corrective action taken, and any explanation offered by the candidate.
  • If needed, the dean and OIEC will contact the candidate or previous institution(s) to gather additional information to assist with the review process, and reconvene with OIEC, University Council, Faculty Affairs, and CHR to review those additional findings.
  • After reviewing the information, the dean and department chair, in consultation with OIEC, University Counsel, Faculty Affairs, and CHR will determine whether the candidate should still be eligible to be considered for the position.
  • If the candidate is determined eligible for the position after deliberating, and the background check is complete, CHR will provide confirmation to the department that the candidate is clear for hire. The department can proceed with finalizing the offer.
  • If after deliberating the candidate is determined not eligible, the dean (or representative from the dean’s office) will notify the candidate that they will be removed from consideration. The candidate will not be allowed to appeal the decision.
    • If an offer must be rescinded, University Counsel can advise on the approach.   
    • The department can proceed with considering their next candidate, subject to the reference check process.