Tulane University remains dedicated to fostering and expanding international collaborations that bring significant benefits to our faculty, students, and research objectives. We understand that science and research often involve collaborations with individuals and organizations beyond U.S. borders.
While recognizing the value of international partnerships, Tulane is also aware of the potential risks they may pose, such as threats to national security and the unauthorized access or theft of intellectual property and sensitive information. Undisclosed international collaborations can also raise conflicts of interest and distract researchers from their primary commitments.
To address these concerns, Tulane has developed a research security policy and implemented enhanced background screening processes for research and research-related support positions. These measures help protect intellectual property, ensure compliance with national security requirements, and safeguard the university’s research efforts.
Screening applies to final candidates for research and research-support roles, regardless of national origin, consistent with Tulane’s Equal Opportunity and Anti-Discrimination policies.
Screened roles include:
- Students – PhD students and research assistants
- Faculty – tenure and research track professionals
- Postdocs – all
- Staff – positions involved in or supporting research
Screening is not required for:
- Adjunct faculty
- Non–research track faculty whose roles do not include research
- Volunteers or unpaid positions
- Undergraduate students participating in research
- Staff roles that are not research related
How are candidates identified?
HR is alerted to candidates through existing systems:
- Graduate students: identified through Slate
- Staff, faculty, and postdocs: identified through HCM (including a list of research-related staff positions)
- Faculty: offer letters determine whether screening is required (tenure and research track)
For candidates
If you have been selected for a research or research-support role, you will complete a two-step research security screening. Please respond to emails quickly to avoid delays in onboarding.
What email will I receive first? (Step 1)
You will receive an email from ResearchChecks@tulane.edu with a link to the Research Security Information Form.
This email will:
- Explain that you have been selected for research security screening.
- Provide a secure link to the form.
- Tell you to upload several supporting documents (see “Required attachments”).
Please complete the form in full, even if some information does not seem directly related to your position at Tulane.
Have the following ready to upload:
- Resume/CV with all higher education, all employment since age 18, and publications (separate files allowed)
- Research funding – current and pending, with role and description
- Non-university professional activities – including foreign affiliations
- If not a U.S. citizen or LPR: passport and most recent DS-160
If you’re unsure, include the document and note the context.
What happens next? (HireRight email – Step 2)
After submitting your information, you will receive a second email from HireRight.com, Tulane’s background check vendor.
HireRight may verify:
- Employment from the previous 10 years
- Enrollment and educational progress from all institutions listed
- Whether you are subject to federal or state sanctions or restrictions
- Whether you (or an affiliated organization) are excluded from receiving federal contracts, subcontracts, assistance, or benefits
Complete this step promptly so your appointment or onboarding is not delayed.
Contact ResearchChecks@tulane.edu if you are unsure what to submit or what happens after the HireRight email.
For hiring managers and HR partners
Hiring managers and recruiters play a key role in initiating the research security background check and preparing candidates for the two-step process. Please review the information below.
Once a staff or postdoc candidate accepts an offer, inform the assigned recruiter so the research security background check can be started.
Faculty offers should be submitted to HR as soon as countersigned offer letters are obtained (when applicable).
This screening takes additional time and depends on the candidate completing all requested information. Peer institutions report an average of about 30 days for completion, so please factor this into onboarding and start-date conversations.
- Tell them to watch for two emails (ResearchChecks, then HireRight).
- Ask them to respond quickly to prevent delays.
- Let them know they may need to upload IDs, funding, and foreign affiliations.
