The purpose of this policy is to set forth the process for conducting Background Checks on Final Applicants and current employees as well as to identify the type of Background Check required.
The University’s policy on Student Employment sets certain requirements, restrictions, and guidelines for the employment of UCCS students utilizing any University of Colorado financial source (i.e., fund, speedtype) regardless of whether the student is engaged in work on campus or off campus. This policy is in compliance with the Internal Revenue Service which considers the University of Colorado, which includes the Anschutz, Boulder, Denver, and Colorado Springs campuses as well as the CU system office as one employer. Additional procedures regarding student employment are available in the UCCS Student Employment Handbook located on the Student Employment website.
The purpose of this policy is to outline the UCCS campus practice and process for completion of five-year comprehensive evaluations of the performance of vice chancellors, deans of schools, colleges and libraries, vice provosts and associate vice chancellors by the Chancellor or supervising authority, as applicable.
The purpose of this policy is to establish a procedure for eligible vice chancellors and associate vice chancellors to receive a title change. This policy does not apply to a promotion of a vice chancellor or associate vice chancellor because of a permanent change in job duties or responsibilities resulting in a pay increase, but is intended as recognition for meritorious service. This policy only applies to employees holding an Associate Vice Chancellor or Vice Chancellor title.
The purpose of this policy is to define compensation principles for faculty.
The purpose of this policy is to establish and determine compensation strategies for Officers and University Staff as outlined in Regent Policy 11.
The University of Colorado ensures equal employment opportunity for all employees and applicants for employment at the University of Colorado.
In accordance with applicable federal and state law, and Article 10 of the Laws of the Regents, the University of Colorado does not engage in employment discrimination against any employee or applicant for employment on the basis of race, color, national origin, sex, age, disability, creed, religion, sexual orientation, or veteran status.
The University of Colorado Colorado Springs educational programs, activities, and services offered to students and/or employees are nondiscriminatory and consistent with State affirmative action guidelines, as well as with Federal laws and orders.
In addition, the University of Colorado takes affirmative action to employ and advance in employment qualified women, people of color, individuals with disabilities, and veterans. The University of Colorado takes affirmative action pursuant to its obligations as a federal contractor under the following federal laws and regulations: Executive Order 11246, the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, Section 503 of the Rehabilitation Act of 1973, as amended, and the federal regulations found at 41 CFR §§ 60-2, 60-300 and 60-741.
For information about the UCCS Strategic Plan for Diversity and for training in this area, contact the office of the Associate Vice Chancellor for Diversity at 719-255-3203. For a copy of the Affirmative Action Plan, please visit: https://www.uccs.edu/hrcompliance/affirmative-action-plan.html.
Below are select links pertaining to Professional Exempt and Faculty Employment at UCCS. For additional information, please visit the Human Resources webpage: http://www.uccs.edu/hr
Annual Performance Ratings for Exempt Professionals/University Staff:
Annual Performance Ratings for Faculty:
Below are select links pertaining to Classified Employment at UCCS. For additional information, please visit the Human Resources webpage: http://www.uccs.edu/hr
Responsible Party: Human Resources Office, 719-255-3372 or firstname.lastname@example.org