All of our positions are posted on our jobs website at http://jobs.ncsu.edu. If you do not have an account, click “Create Account” from the panel on the left. If you already have an account on our jobs site, login using the “Login” option from the panel on the left. Once you have created an account and/or logged in, you may search for jobs using the “Search Jobs” option from the panel on the left. Search for positions using keywords or by department or college / division. To apply, click on any position that interests you, then click “Apply to this Job” above the posting to initiate the application process.
When you submit your materials via the jobs website, your application and qualifications will immediately be entered into consideration for the position(s) to which you applied. The hiring department reviews submitted applications, comparing materials to the advertised requirements, preferences, and needs of the position, and determines which applicants to contact for interviews. If you are selected for an interview, the hiring department will contact you directly.
In general, if a posting is still on our jobs website, it is still open to receive applications. The earliest date that a position may close for new applications is indicated by the “Must Be Open Until” date on the posting. Postings may remain open beyond this date in order to continue recruitment and accepting applications; however, vacancies open past the Must Be Open Until date may close at any time.
Go to the login screen and click “Forgot your username or password?”. You will be prompted for your email address or username and asked to answer the security questions you created when setting up your job application account. Follow the prompts on the screen to have your password reset or username emailed to you. If you have difficulty in resetting your password or retrieving your username, contact Talent Acquisition at 919-515-2135 or workatncstate@ncsu.edu . Please note that Talent Acquisition may ask you questions about your account in order to verify your identity.
You can check on the status of your application by logging in to the online employment system. Once you log in, go to “Your Applications” located on the top left hand corner. The most common applicant statuses are listed below:
- Materials Submitted – your application was referred to the hiring department. This means that the hiring department has not yet reviewed your application. When they do review your application, and if they are interested in an interview, they will contact you directly. This is because all recruitment and applicant selection activities at NC State University are handled by the individual departments
- Review Underway – your application was referred to the hiring department and they are currently reviewing applications. If the hiring department is interested in an interview they will contact you directly. This is because all recruitment and applicant selection activities at NC State University are handled by the individual departments.
- Does Not Meet Qualifications –Being a state institution and an AA/EO employer, we must ensure that candidates selected for opportunities meet our advertised requirements. These requirements are noted in the Minimum Education/Experience, Departmental Required Skills, and Required License/Certification sections of the posting/vacancy. It has been determined that your application materials indicate that you do not meet at least one of the minimum qualifications included in the “Minimum Experience / Education” and “Departmental Required Skills” on the posting.
- No Longer Under Consideration – The hiring department reviewed your application materials and decided not to move forward with further consideration.
- Position Filled – The hiring department has concluded their search and the vacancy has been filled.
If the system indicates that your application is incomplete, here are a few things to check that may resolve the issue.
- The very last page of the application entitled “Check for Errors and Submit” will identify sections of your application that need attention with a red “X”. Completed sections will appear with a green check mark. For any section with a red “x”, click on the header section and it will take you to the page that needs your attention. At the very top of the page, a red banner will note the fields that require attention. In addition, these fields will be surrounded by a red box. Focus your attention first on any empty red boxes.
- If all boxes are filled in, please make sure that you are using the drop down calendar to fill in dates. A month, day, and year must be entered. If you don’t remember the exact day, please choose 01. You will need to have a format of MM/DD/YYYY, example 07/17/2012.
- Another common issue that causes these error messages is extra (blank) Education and/or Employment History fields. Deleting these blank entries will allow you to complete the application.
If you continue to experience issues when trying to apply, please contact the Talent Acquisition team at (919) 515-2135 or workatncstate@ncsu.edu.
If the posting is still on our jobs website (https://jobs.ncsu.edu), then the position is still open and accepting applications. You may apply for this position. Postings may close as of 5:00 PM ET on dates listed and may close at any time after that date/time without notice.
We cannot provide names or contact details for search committee members or hiring managers. In some cases, the posting may provide a contact person for more information or additional questions. If your interest is to primarily identify to whom to address your application materials, it is acceptable to address materials using “Dear Hiring Official” or “Dear Search Committee”.
Some positions have well-defined salary and hiring ranges. Unfortunately, not all do. If the posting does not disclose the salary or hiring range, we do not have any additional information. We encourage you to apply for this position. It is likely that the hiring department can provide more information regarding salary further in the consideration process.
Aside from the application, many of our postings request a resume and/or curriculum vitae and cover letter. All documents (required and optional) are indicated on the posting under “Application Materials Required”. Those listed are the only documents that will be accepted as part of the application for a particular posting. Additional relevant documents may be shared at the time of interview and may also be requested as the consideration process moves forward.
As long as the position is still posted, you can make changes. However, this will require assistance from Talent Acquisition. Please contact Talent Acquisition at (919) 515-2135 or workatncstate@ncsu.edu. Be prepared to provide your username and the position information (title, number, department, etc.) for the application you are attempting to update.
On the “Your Applications” page, there is a link that says “Show Your Hidden/Archived Applications” near the bottom. Click here to see any of the applications that you may have archived. Archived applications are simply moved to this area for viewing purposes only. Archiving an application has no effect on your application status. You can unarchive applications as you please.
Like all application materials, documents must be attached by the applicant. Below are a few of the most common issues we have identified regarding attaching documents.
- While our system is compatible with most browsers, we have experienced occasional issues with attaching documents when using Safari as well as older versions of Internet Explorer. Our testing has indicated that Firefox or Google Chrome work best with our online employment system.
- Not all postings require additional documents. Please check the “Application Materials Required” on the posting for which documents are required and/or optional.
- When attaching documents, the status of documents will say “PDF Conversion in Progress”. This process should not take more than a minute or so. You may refresh your browser to update your page. When complete, this status will change to “PDF Conversion Complete”.
- Official Transcripts are often password protected and/or encrypted. Our system cannot accept these files due to the protection. In order to submit them in the system, you may print the transcript, scan it as a PDF file, and then attach it.
If you continue to experience issues, please contact the Talent Acquisition team at (919) 515-2135 or workatncstate@ncsu.edu.
When looking at postings online, pay particular attention to three important fields: “Minimum Education/Experience”, “Departmental Required Skills”, and “Required Licenses/Certifications”. Qualified applicants must meet all of the requirements in these fields to be considered for a position. The most qualified applicants will likely also meet some or all of the qualifications listed in the “Preferred Experience, Skills, Training/Education” field.
Our Onboarding Center created an informative matrix to provide information on how prior state service impacts benefits and leave. Visit the Incoming Employees with Prior State of NC Service for more information.
NC State University only accepts applications for employment electronically via the jobs website (http://jobs.ncsu.edu).
Our jobs site is configured to be accessible for individuals with disabilities and usable by technology like screen readers. However, should you require an accommodation to the electronic application process due to disability, please contact Talent Acquisition at (919) 515-2135 or workatncstate@ncsu.edu for assistance.
The duration of the recruitment process at NC State can vary dramatically depending on many factors such as the number of applicants, the availability of the search committee members, etc. In addition, a majority of the day-to-day recruitment and selection process occurs within the individual departments. While it is encouraged that communication regarding recruitments occur as quickly as possible, it is not uncommon for recruitments to last weeks, or even months for our more complex recruitments. You may check the status of your application online at https://jobs.ncsu.edu, and go to “Your Applications” located on the top left hand corner of the page.
Background Checks
What We Do
The Background Check Program supports NC State in its commitment to providing a safe and secure environment for its students, faculty, staff, visitors, and other constituents and protecting its funds, property, and other assets. The ability to provide this security is facilitated, in part, by well-informed hiring decisions. Our program contributes to these decisions by performing and assessing criminal background checks for persons selected for initial employment with the University, as well as current employees who change jobs or otherwise become subject to background checks (including employees selected to volunteer in programs with minors). During the background check process, we also verify a candidate’s educational qualifications and maintain these verifications as part of the employee record.
Our program also plays a key role in ensuring compliance with Federal, State, Local and University regulations related to the employment of individuals who must hold a Commercial Driver’s License (CDL) in order to perform their job duties; this includes the management of a drug and alcohol testing program, facilitation of education, and additional pre-employment screening measures.
- Final Candidates for faculty, EHRA non-faculty, SHRA staff, unpaid appointments, and post-doctoral positions, as well as final candidates for temporary appointments, are subject to background checks once an offer of employment has been accepted. Some student positions may also require background checks based on the nature of duties.
- Current employees who change jobs due to a promotion, lateral transfer, or reassignment or who assume new duties that make a background check appropriate will need an updated background check. Current employees are also required to report any conviction to the University within five (5) days of the conviction and the University may require a background check to affirm the information.
- Non Employee/Non-Student Residents who wish to reside in University controlled housing (dormitory, research station, etc.) with an NC State employee are also subject to background checks as a condition of residency.
- Volunteers who have been selected to participate in a university-sponsored program that is offered to minors may also be subject to a background check prior to participation.
- After a candidate has undergone the initial vetting process, been selected for hire, and has accepted a contingent offer, a background check is performed.
- NC State uses an electronic process to securely gather background check information. To begin the background check process, your hiring department’s HR Representative must enter the action (hire/transfer/promotion, etc.) into the HR system. This entry triggers the vendor-linked system to send an email invitation to the candidates to access the online background check and disclosure release forms, hosted by our approved background check vendor.
- Once the form is submitted, the background check process takes about 3-5 business days. In some cases, particularly when a candidate has lived in states outside of North Carolina, background checks may take up to two weeks.
- After the completion of a background check by the vendor, the Background Check Program reviews the information provided and endorses the candidate profile as applicable. When the check is endorsed, the hiring department will be notified to proceed with completing the job hire action with the candidate.
- In cases of non-endorsem*nt, the candidate and HR initiator will be notified as appropriate.
- Per university regulation (REG 05.55.08), most candidates will have a background check conducted. For candidates whose jobs have additional duties such as cash-handling or driving a university vehicle, we may run additional checks such as credit checks or motor vehicle records, respectively.”
As a part of NC State’s dedication to excellence, we work hard to ensure that your interaction with our program is a positive one. We continually adapt our processes to improve our security and privacy procedures and to ensure that the background check form is easy to access and complete. We recognize that some of the security elements within our process may complicate access to the form. If you do experience difficulty accessing or completing the form, please review the information below for solutions to common complications:
- If you do not receive the email(s) that include the link and/or your temporary user ID and password please follow the instructions below:
- Check your SPAM folder for the access email (the email with instructions and a link to the form). You should also check your SPAM folder for an email containing your temporary user ID and password if you do not have an active Unity ID (i.e. you are not a current student or employee at NC State, or have been separated from NC State affiliation for more than 30 days). This user ID and password will allow you to access your electronic form. Please check your Trash folder as well.
- Ensure that your email address is correct by checking with your hiring department’s HR Representative (if you are not sure who this is, please contact your supervisor).
- If the email address was incorrect, provide your corrected email address to the HR Representative who will report it to the Background Check Program. Once the email has been corrected, the emails will be re-sent.
- If you run into any difficulty while accessing or completing your background check application, please review our Step-by-Step Guide: How to Complete the Electronic Background Check Form outlined below. This guide will explain how to access the form, what information should be gathered prior to filling out the form, and then walk through each section of each page of the form.
If you continue to have difficulty after reviewing the appropriate help documents, please contact the Background Check Program for assistance. We are available to provide assistance with completing the electronic form, answering any questions, and making appointments for on-site assistance at 919-513-2283 or background-checks@ncsu.edu during normal business hours, excluding holidays.
NC State is committed to diversity, inclusion and equal opportunity.
The existence of a criminal record does not automatically disqualify a candidate from consideration. NC State evaluates criminal history results considering 1) relatedness to the job being hired to perform, 2) the potential risk to the safety of students, employees, or the community, 3) and the potential risk to property or assets of NC State.
In each background check assessment, the Background Check Program evaluates the following:
- Time since the criminal conduct
- Nature and gravity of the criminal conduct
- Pattern(s) of criminal conduct
- Proof of rehabilitation after conviction
- Job relatedness
Please reach out to the Background Check Program if you have any questions.
- Consent to Perform Background Check of Minor
- REG 01.25.18 – Programs that Involve the Participation of Minors
- REG 05.55.08 – Background Checks
- A Summary of Your Rights Under the Fair Credit Reporting Act
- Article 23-A of the New York Correction Law
- Notice Regarding Background Check Investigation pursuant to California Law
- Policy, Regulations and Rules, REG 05.55.08
- RUL 05.56.01 – General and Commercial Driver’s License Holders (CDL)
Education Verification
The Background Check Program verifies academic credentials to ensure a highly qualified and competent workforce is in place to meet university needs.
Final candidates for faculty (including unpaid/adjunct faculty and/or all individuals who serve as instructors of record)
The University must verify the highest degree held by final candidates for faculty, EHRA non-faculty, SHRA, and post-doctoral positions prior to hire.
Final candidates for faculty appointments may also require verification of any additional graduate-level degrees.
Per REG. 05.20.40, Faculty and Instructors of Record must request original transcripts of their highest degree(s), whether foreign or domestic and send them directly to NC State Human Resources. In addition, the department head, or equivalent for an interdisciplinary program outside of a department, is responsible for justifying and approving the qualifications of Instructors of Record and Classroom Instructors for each course offered by the department/program before instructors teach the course for the first time. Please note that all verifications must be completed within 90 days of employment. If you would like for a candidate to begin working prior to the completion of the education verification, please submit a request using the exception request form on HRNow.
Final candidates for temporary positions
The University may verify the highest degree held by final candidates for temporary appointments when appropriate or requested by the hiring department.
Current employees
Current employees who would like to have their education information updated in MyPack as verified can complete the Education Verification Authorization form and return to the Background Check Program in order to make this update.
- REG 05.20.40 – Instructor Qualifications
- REG 05.55.04 – SHRA Recruitment and Selection
- REG 10.10.08 – Postdoctoral Scholars
CDL Program
Individuals who use a commercial driver’s license (CDL) during employment with NC State are subject to rules and regulations governed by the Federal Motor Carrier Safety Administration (FMCSA) and the Department of Transportation (DOT), in addition to policies established by NC State. The Background Check Program prioritizes compliance with these rules and regulations to ensure the safety of the university community.
The Background Check Program is responsible for performing additional due diligence prior to hiring CDL drivers, coordinating a DOT-regulated drug and alcohol testing program, facilitating training, and maintaining all records related to these efforts.
The Background Check program will meet with finalist candidates in order to provide information about NC State policies and procedures and FMCSA & DOT regulations and resources.
Candidates will complete a Release of Information Form – 49 CFR Part 40 Drug and Alcohol Testing. This release authorizes NC State to contact previous employers for which the applicant / candidates drove in a CDL capacity. The previous employer will provide information about whether the applicant / current employee tested positive for alcohol and/or drugs or refused to test within the last three years. In addition, the previous employer will be asked to provide information about other violations of DOT agency drug and alcohol testing regulations.
Candidates must complete a drug screen prior to hire, as well as current employees prior to assuming CDL duties.
Candidates who test positive may be removed from consideration for employment; they will also be provided information on how to receive an evaluation for assistance from a substance abuse professional (SAP). The applicant is responsible for any costs associated with evaluation and treatment services.
NC State employees who have been endorsed to drive in a CDL capacity will be active in a random testing pool. The Background Check Program will notify supervisors when their employees have been selected and will coordinate to schedule a time to send the employee to be screened. Random drug and alcohol tests will be unannounced to the employees.
There are other times when an employee may be required to undergo a drug or alcohol test. All testing scenarios and procedures are outlined below.
Employees also must notify the University in the event that:
- Their license is suspended, revoked, or canceled, or they are disqualified from driving (within 2 days)
- They are convicted of any traffic violation (within 30 days)
- They are convicted of any other misdemeanor (within 5 days)
- RUL 05.56.01 – General and Commercial Driver’s License Holders (CDL)
- Policy on Illegal Drugs
- What Employees need to know about DOT drug and alcohol testing
- NC Commercial Driver License Manual (July 2017)
- Prevention Services
CDL Alcohol and Drug Testing
Testing is performed to deter employees who perform safety-sensitive functions related to the operation of vehicles requiring a CDL licensed driver from reporting to work or remaining on the job under the influence of alcohol or controlled substances/drugs.
Employees who are required to hold a Commercial Driver’s License (CDL) based on duties performed are subject to testing. A CDL is required for
- Vehicles with a gross weight rating of 26,001 or more pounds
- Vehicles designed to transport 16 or more passengers, including the driver
- Vehicles used to transport hazardous materials and are required to be placarded in accordance with the Hazardous Materials Transportation Administration
All testing is conducted by a certified testing facility that complies with the federal regulations pertaining to the Federal Motor Carrier Safety Act.
After an offer (contingent on receiving a negative result from drug test) is made, but before a candidate begins employment in a position requiring a CDL, a drug test must be conducted and results received. Human Resources coordinates the testing; however, the hiring department is responsible for test costs.
Applicants who test positive are removed from consideration for employment and are provided information on how to receive an evaluation for assistance from a substance abuse professional (SAP). The applicant is responsible for any costs associated with evaluation and treatment services.
The University does not conduct pre-employment alcohol testing.
Human Resources verifies with the final candidate whether he or she has had a positive alcohol or drug test or a refusal to test within the last 3 years. If there is a positive response, the applicant may be removed from consideration for employment or the hiring department may choose to allow the applicant to be hired with proof of completion of return to duty requirements from their previous employer.
The hiring department is responsible for ensuring that the candidate completes (once hired) or completed the substance abuse treatment program, including follow up drug testing, as directed by the evaluation recommendation from their original substance abuse professional.
The final candidate must meet with a Human Resources representative to verify the past 3 years of employment in which a CDL license was required and to have the candidate sign a Release of Information Form. This form is sent to the candidate’s employers from the past 3 years to obtain previous drug and alcohol testing results and other related information. If the candidate does not grant permission for the release of this background information, he or she is not eligible for employment.
The final candidate may begin employment with the University before Human Resources receives the drug and alcohol testing and background information from previous employers. Human Resources completes the drug and alcohol background check as soon as possible but not longer than 30 days from the new employee first performing safety-sensitive duties.
If a previous employer reports a drug or alcohol violation, the employee will face disciplinary action, up to and including dismissal, if he or she had not provided this information to Human Resources during the pre-employment verification process.
CDL-licensed employees are subject to random testing on a regular basis to comply with federal regulations. Human Resources notifies the hiring department of the need for testing. The employee must cease performing safety-sensitive duties and report to the collection or testing facility immediately. If the employee is not at work, the employee should not be given prior notice, but should be notified to go for testing on return to work.
If a supervisor who has received required training under Department of Transportation (DOT) rules observes behavior or other signs of possible alcohol or controlled substance abuse immediately before, during, or immediately after performing safety-sensitive duties, the employee is directed to undergo testing. The person observing the behavior must notify Human Resources of the need for testing and complete the Reasonable Suspicion Drug and Alcohol Testing form.
The employee is provided with transport to and from the collection or testing facility and arrangements will be made for transporting them home. Tests should be performed immediately and must be conducted within 8 hours for reasonable suspicion of alcohol abuse and within 32 hours for reasonable suspicion of controlled substance abuse. The employee must not engage in safety-sensitive duties until negative test results are received.
After an accident involving
- A fatality or
- Where the employee receives a moving traffic violation and
- Either bodily injury occurred requiring immediate medical treatment away from the scene or
- A vehicle incurred disabling damage
the employee must be tested for alcohol and controlled substances. Tests should be performed immediately following the accident; however, the alcohol test must be conducted within 8 hours and the controlled substance test must be administered within 32 hours.
If positive drug test results or alcohol tests of 0.04 BAC or greater are received, the employee must immediately be removed from safety-sensitive duties. Human Resources reports any positive drug and alcohol test results, other than pre-employment, to the Division of Motor Vehicles (DMV) within 5 business days following the receipt of confirmation of a positive drug test.
In addition, the employee is subject to disciplinary action, up to and including dismissal, under the University’s policy for improper personal conduct. The employee is also provided with information to obtain a substance abuse evaluation by a substance abuse professional (SAP).
If allowed to return to work, the employee must complete the evaluation and any recommended treatment, and produce a negative test result prior to return. The employee is subject to a minimum of 6 follow up tests during the 12 months after return to duty. The University is not required to pay for rehabilitation or to hold a job for an employee.
If positive alcohol tests of 0.02 to 0.039 are received, the employee must be removed from safety-sensitive duties for 24 hours and then be evaluated by his or her supervisor for approval to return to duty. The employee is subject to disciplinary action, up to and including dismissal, under the University’s rules for improper personal conduct.
All of the following are considered a refusal to be tested.
- Failure to appear for testing
- Not appearing for testing in a timely manner as determined by the employer
- Leaving the collection site before testing is completed
- Failure to provide a specimen
- Failure to allow direct observation for reasonable suspicion
- Providing an insufficient specimen without a valid medical reason
- Failure to undergo medical examination when directed
- Failure to cooperate with the testing process
- Providing an adulterated or substituted specimen
Employees who refuse to be tested are subject to disciplinary action, up to and including dismissal, and will be referred for evaluation by a substance abuse professional (SAP).
Verified positive diluted specimens are treated as positive test results. The University will require employees with negative dilute specimens to undergo immediate unobserved recollection.
The collection or testing facility must perform a split specimen collection. If an applicant or employee tests positively for drugs, he or she can request a re-test using the split specimen. The applicant or employee will bear the cost of the re-test. If already employed, the individual will be placed on investigatory leave pending the results of the split test.
