1. New Staff Background Check Program December 2007

2. Background Checks – Executive Committee Craig Carnaroli Executive Vice President Andrew BinnsProvost’s Office Lori Doyle Communications Jack Heuer Human Resources Greg Rost President’s Office Maureen Rush Public Safety Wendy White General Counsel

3. Background Checks – Working Group Suzanne Bellan Penn Professional Staff Assembly Pierce Buller Office of General Counsel Pat Burns Arts and Sciences Susan Curran Provost Office/HR Michael Morrin Public Safety Sharon Jacobs HR/Compensation Donna Showell HR/Recruitment Lauren Steinfeld Audit and Compliance Gary Truhlar, Chair Human Resources

4. Background Checks – Current Status Background checks on ORG opt in/out basis New staff hires only Checks performed on ~70% of new hires Current staff are grandfathered Criminal background, credit check, driving history Convictions only Performed by a division of ADP Findings reviewed by HR, OGC, Audit/Compliance Costs ($100) charged back to department

5. Background Checks – January 2008 Background checks performed University wide Based on job related criteria New staff hires only Current staff are grandfathered Criminal background, credit check, driving history, education, reference checks Performed by HireRight Convictions only Explicit employment criteria Costs centrally funded

6. Background Check Criteria Handle credit cards (customer cards or Penn cards) Purchase supplies or material? Financial control/access to budgets, salaries, sensitive data? Access private information? (SSN, credit card, personal/financial) Controlled substances? (pharmaceutical, radiological, hazardous) Broad access to Penn buildings? (keys/PennCard, custodian, etc) Work with children under the age of 18? Live in a University residence/student dormitory? Operate University vehicle or drive vehicle on University business?

7. HR Manager - Requisition

8. Process Flow  Applicant receives electronic request for release form  No response, HireRight will call the applicant  HireRight introduction  HireRight conducts checks post-offer  Turn around time < 3 days  Any negative finding reviewed for job relevance  Human Resources  General Counsel  Audit and Compliance  If adverse action, follow up with Hiring Officer

9. HireRight Introduction HireRight, Inc. will be verifying the information you provided to the University of Pennsylvania during the pre-employment process and researching background information at our request. Our objective is to complete this process quickly. Please make every effort to accurately provide all of the information requested on the application. A HireRight associate may contact you for additional information during the verification process. Please return the associate’s call or e-mail promptly to help ensure that your application is processed as quickly as possible. Thank you, Division of Human Resources Office of Recruitment and Staffing