Saint Louis University

  1. Reference Policy at Saint Louis University
    • Reference checking is required by Job Performance Referencing policy (policies/jobref.html) and is the verification of work history and performance with current and previous supervisors; verification of college and/or university attendance and degree(s) earned; verification of license or certification; and other verification based on business necessity. A minimum of one reference, preferably two (2) must be conducted prior to the job offer being extended.
    • As a service, the Human Resources Office typically conducts the reference check(s).
    • Typically, reference checking is not conducted until the candidate becomes a primary candidate for the position and the human resources recruiter has obtained permission from the candidate to contact their current and past supervisors.
    • If the references obtained are positive, after consulting with the hiring manager, the recruiter will proceed with extending the job offer. If the references are not positive or provide conflicting information, the recruiter will contact the department to discuss other candidates.
    • Reference checks will also be conducted for internal candidates applying for other positions within the University should they become a primary candidate. The human resources recruiter will obtain permission from the employee before their supervisor is contacted. In addition, the employee's performance appraisals will be reviewed.
    • Prior to extending a job offer, a Criminal Background check and OIG Exclusions List check will be conducted for candidates working in patient care.

  2. 2) Job Offers
    • Consulting and Client Services will make the job offer for all staff positions, in accordance with current policies.
    • The human resources recruiter must insure that the job offer is within the pay range for the pay grade. Typically the job offer for external candidates is between the minimum and the mid-point of the pay grade depending on the level of education and years of directly related experience.
    • The recruiter will verify that internal equity is maintained by checking appropriate salary reports.
    • The recruiter will consult with the compensation office when the job offer exceeds the mid-point (for external hires) or creates internal inequities.
    • The recruiter will inform new employees about completing tax and I-9 forms, scheduling physicals if appropriate, and on parking and how to obtain a staff ID.
    • The recruiter will schedule the new employee for Benefits and New Employee Orientation.
    • The new employee will provide original transcripts from the university or college from which he/she graduated.
    • The recruiter will send out the confirmation letters via mail and regret emails via the online employment system once the job offer is accepted.
    • The recruiter will complete and submit applicable information to HRIS in order to have the new employee entered into the system.