The University of North Carolina at Greensboro Police Department
	General Order 1-3.3	Employment Backgrounds

1. Background Investigations
   
   All background investigations on potential employees will be the responsibility of the Professional Standards Commander.
   
   Background investigations will be conducted on all candidates prior to being hired by the department. Background investigations for sworn candidates will be conducted in accordance with North Carolina Criminal Justice Education and Training Standards Commission requirements. All candidate backgrounds will include the verification of qualifying credentials, review of criminal records, and personal reference checks.
   
   Background investigations for non-sworn employees will depend on the job description for each position. Each background process may differ depending on the job function.
   
   It is more reliable to conduct the inquiry in person for reference checks, although telephone and mail inquiries are appropriate in obtaining this information. If possible, the background investigator should visit with the candidates' past employers to review their personnel file. Background investigations are generally listed among the final stages in the selection process only to suggest that this is when they should be completed; they are likely to have commenced much earlier.
2. Background Investigations Training
   
   Personnel conducting background investigations will receive training in the collection of required information.
3. Medical Examinations and Drug Screening
   
   All candidates will be given a conditional job offer prior to a medical examination and drug screening by a licensed physician certifying their general health.
   
   The results of these tests will be maintained in the employee's personnel file.
4. Psychological Fitness Examinations
   
   Psychological testing designed to evaluate emotional and psychological stability will be administered to sworn candidates prior to their hire. Only valid, useful, and non-discriminatory procedures will be used, and the department will use only licensed professionals to administer psychological testing.
   
   The results of psychological assessment report will be maintained in a sealed envelope in the employee's personnel file.
5. Records Retention
   
   The records of candidates not appointed or hired will be maintained on file for a minimum of one year. All federal, state, and university documentation requirements will be met.
   
   The emotional stability, psychological fitness examinations, and medical examinations will be maintained on file in the employee's personnel file, which is in a secure area. Only approved personnel will have access to the personnel records.
6. Entry Level Probation
   
   Candidates selected for employment will serve a probationary period in accordance with University policy before being granted permanent status.
   
   For candidates hired in trainee sworn status prior to completing Basic Law Enforcement Training, the probationary period through the university will start on the date of hire. In addition, there is a required probationary status for sworn personnel through the Criminal Justice Training Standards Commission, and it will start after the candidate's sworn-in date.
   
   Newly appointed employees of the department will be evaluated throughout their probationary period. Employees not meeting expectations during the probationary period may contest the evaluation by appealing to the immediate supervisor of the training officer. If such appeal is unsatisfactory, the contesting employee may appeal the evaluation through the chain of command up to the Chief of Police.