Villanova University is committed to protecting the security and safety of students, faculty, staff, and visitors, and safeguarding the assets and resources of the University. In support of this commitment, pre-employment background checks have been an important part of the employment selection process and are required prior to hiring all faculty, staff, and student employees regardless of the duration of employment. These pre-employment background checks have included criminal history screening, verification of social security number, prior work verification, verification of academic credentials, credit history, motor vehicle history, drug testing, and other testing deemed relevant based on the nature and duties of the position(s) sought (collectively the “Pre-employment Background Checks”). These pre-employment background checks are conducted by a qualified vendor selected and approved by the University.

For more information, please review the University's Background Screening Policy.


The Commonwealth of Pennsylvania, with the objective to protect minors, enacted Act 153 of the Pennsylvania Child Protective Services Law (CPSL) in 2014. In compliance with this Act, Villanova University requires that all employees undergo the three criminal background checks. In addition, contractors, subcontractors, and facility users, and/or individuals having “direct contact” with minors will be required to complete background checks prior to their presence on campus for the project, program, or event in which they are involved.

Under PA Act 153, the three required background checks are:

  • Report of criminal history from the PA State Police;
  • Child Abuse Clearance from the Pennsylvania Department of Human Services; and 
  • Fingerprint-based Federal criminal history submitted to the FBI. 

Results of the three PA Act 153 clearances must be on file with Human Resources prior to the first day of employment. 


Act 153 Background Checks are valid for 60 months from the date of issuance. As a condition of continued employment, faculty and staff who are determined to have direct contact with minors shall contact Human Resources at least three months prior to the expiration of their clearances to initiate the renewal process. It is the responsibility of supervisors, managers, directors, academic deans, and chairpersons (collectively, “supervisors”) to provide updated information to Human Resources, upon request, regarding which of the employees under their supervision have direct contact with minors. In addition, supervisors are required to inform Human Resources, in writing, when any employee under their supervision is assigned new duties that would require the employee to have in place, or renew, their Act 153 clearances.

Please use our PA Act 153 Renewal Form to begin the process of updating your clearances.