Identification of compliance and regulatory items for a position are required. If you are not sure how to designate the position in each of the following areas, reach out to Employment Services for assistance.

Sensitive Positions:

The CSU designates sensitive positions as requiring heightened scrutiny of individuals holding them based on the potential for harm to children, concerns for the safety and security of people, animals, or property, or a heightened risk of financial loss to the CSU or individuals in the university community. These positions require additional background checks through LiveScan.

Campus Security Authority

Under the Clery Act, a consumer protection law that aims to provide transparency around campus crime policy and statistics, the University must identify those positions on campus that qualify as a “Campus Security Authority” (CSA). CSAs are expected to report all Clery crimes via the CSUF CSA Reporting Form. The following positions are identified as campus security authority positions:

• All Student Affairs employees, except Confidential Advocates and licensed counselors in CAPS
• All employees who are director-level and above
• All Labor and Employee relations employees
• All Risk Management employees
• All Engagement and Belonging employees
• All CSUF Police Department employees 

Conflict of Interest

If the position job responsibilities reflect that the incumbent will be making, participating in, or influencing decisions regarding any of the categories listed here, it is a Conflict of Interest position.

• The physical master plan of the University;
• The total enrollment of the University;
• The license, lease, purchase, or sale of real property of the University or for the University;
• Purchase of supplies, materials, commodities, machinery, equipment, services, or work for the University, school, department or area; and/or
• Entering into amending construction contracts or service contracts in connection with construction contracts for the University.

Mandated Reporter

There are two types of a ‘mandated reporter’ under the California Child Abuse and Neglect Reporting Act, a general reporter or a limited reporter. If a position is identified in either area it is required to comply with the requirements set forth in California Child Abuse and Neglect Reporting Act and CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment.

Specific training and forms are required from the employee and will be assigned once in the position.

General Reporters

If the answer to any question below is “yes,” then that employee or volunteer is a general reporter under the CSU’s Mandated Reporting Policy. If the answer to each question is “no,” then proceed to the questions under Section II.

Does the employee or volunteer work in one of the following departments?

• UPD
• Housing & Residential Engagement (not including custodial or maintenance staff)
• Student Life & Leadership
• Student Outreach (Summer Bridge), Orientation, Recruitment

Does the employee or volunteer work in one of the following programs?

• Trio Programs (Upward Bound, Talent Search)
• Gear Up
• ESL programs

Does the employee hold one of the CSUF following positions (including faculty if licensed by or registered in California)

• Childcare/community care/day care administrator
• Childcare/community care/day care staff
• Teaching Associate
• ELP Instructor
• Physician
• Physician Assistant
• Nurse
• Psychologist
• Registered Psychological Assistant
• Social Worker
• Marriage/Family/Child counselor, therapist, trainee (assistant)
• Alcohol counselor
• Drug counselor
• Clinical counselor
• Title IX Coordinator, Director, Officer or Investigator
• DHR Administrator
• Head, Associate or Assistant Coach
• Coach assistant or advisor
• Coaching specialist
• Athletic trainer
• Strength/Conditioning staff
• Athletic Equipment Attendant

Does the employee or volunteer perform one of the following functions:

• Have direct contact with and supervise minors in the performance of the minors’ duties in the workplace.
• Accept complaints of unlawful discrimination.
• Staff camps, workshops or clinics open to minors that either take place at the University or are operated by the University.

Limited Reporters

If the answer to any question below is “yes,” then that employee or volunteer is a limited reporter under the CSU’s Mandated Reporting Policy. If the answer to each question is “no,” then the employee or volunteer is neither a general nor a limited reporter.

• Faculty who teach or are likely to teach lower-decision undergraduate courses.
• Custodial, maintenance, facilities and trades employees who service buildings where minors are likely to be present.
• Employees whose position responsibilities require them to be in close physical proximity with minors once a week or more on average and their supervisors.
• MPPs and volunteers not designated as General Reporters.

Physical & Work Environment Requirements

Describe the physical demands required of this position (e.g., lifting, sitting, standing) and the work environment (e.g., typical office environment, moderate noise level).

Acknowledgments

A completed position description includes acknowledgment from the Employee, the Appropriate Administrator and Employment Services. When submitting a position description for review, enter only the names. Once the position description is finalized, Employment Services will obtain the appropriate approvals.

Additional Information

Complying with Fair Employment and Housing Act (FEHA) Regulations on Automated Decision-Systems (ADS) and Artificial Intelligence in Employment Decisions

The Department of Civil Rights implemented new regulations on Automated Decision-Systems (ADS).  These new regulations impose strict compliance obligations on employers regarding the use of Artificial Intelligence (AI) in hiring, promotions, evaluations, and other employment decisions.

The regulations clarify that the existing anti-discrimination obligations under the Fair Employment and Housing Act (FEHA) apply to the use of ADS, including AI, machine learning, and other automated decision-making tools. Specifically, Employers may not use ADS or related selection criteria that may discriminate against applications or employees based on any protected characteristics under FEHA. Use of online application technology that filters, ranks, or screens candidates must not disproportionately exclude protected groups. ADS that measure skills, reaction time, dexterity, or other abilities may disadvantage applicants; therefore, reasonable accommodation may need to be provided. 

Based on these new regulations, we are reinforcing that the California State University does not use automated decision systems or artificial intelligence tools in making hiring or selection decisions. All applicant evaluations and employment decisions are to be made by human reviewers, using structured candidate responses and job-related criteria to ensure fairness, consistency, and compliance with FEHA. 

ChatGPT may not be used to evaluate candidate materials. Uploading resumes or CVs or asking AI to rank or categorize applicants constitutes automated decision-making and violates the FEHA regulations. Committees must use human scoring and review methods, such as structured evaluation forms and standardized rubrics.