Duquesne University offers a comprehensive benefits package for eligible employees. Our benefits are designed to support overall well-being including: health, wellness, work-life balance, and planning for a successful career and future.
- Generous time off
- Maternity/Parental Leave
- Retirement Planning
- Choices for comprehensive medical insurance
- Long-term disability coverage
- Flexible spending accounts
Explore Our Benefits Guide
Current Career Opportunities
The Vice President for University Advancement is Duquesne’s chief fundraising strategist and advisor to the President regarding donor cultivation and stewardship. The Vice President will have the opportunity to advance Duquesne’s successful advancement portfolio and lead a dedicated team of gift officers and advancement professionals.
Nominations and applications should be submitted electronically as soon as possible. President Gormley and Duquesne’s VPUA Search Committee will evaluate applications on a rolling basis.
To express interest in this role, please submit materials directly through the Talent Profile. Please include a letter of interest that responds to the agenda for leadership and the desired attributes for the new VPUA expressed in this search prospectus and a curriculum vitae/resumé. All materials will be considered in full confidence.
If you wish to nominate a prospective candidate or inquire regarding the role, email Julie E. Tea, Managing Director Kate Phillips, Senior Associate.Learn More and Apply
Review and apply to open faculty positions on Interfolio.
The Minority Professional Development Internship Program (now known as the Professional
Development Fellowship Program) recently received the Inclusion Cultivates Excellence
Award from the College and University Professional Association for Human Resources
(CUPA-HR). This honor recognizes institutional initiatives and programs that have
significantly impacted inclusive and equitable workplace practices, particularly those
that have brought about cultural change throughout the organization. CUPA-HR, with
support from EyeMed, contributed a monetary gift to the University in addition to
the award. Pictured here from the left are Mariana Gowdy, intern for the Division
of University Advancement; Trent Collins, Senior Employment and Diversity Recruiter
and Manager of the Professional Development Internship Program; and Venetia Khouri,
intern for the Center for Excellence in Diversity and Student Inclusion. Based on position duties, certain employees will be required to undergo the following
background checks:Pennsylvania Act 153 requires employees working at educational institutions
who have direct contact and routine interaction with minors to obtain three different
background clearances: Duquesne University partners with HireRight to facilitate employee background checks for faculty, staff and student employees. When a background check is initiated, applicants will receive an email from HireRight
requesting some basic information. The new hire will also be asked to provide consent
for HireRight to perform a background check on behalf of Duquesne University. No action is needed on the applicant's part in order to initiate an Act 34 check.
Results of the Act 34 check will be sent directly to the Office of Human Resources
by HireRight. While HireRight assists in the facilitation of a PA Act 33 check, the employee must
request the check him/herself. Please click here to access detailed instructions on initiating an Act 33 check. The applicant must apply for the FBI criminal history check her/himself. Please click here to access detailed instructions on initiating an Act 114 check.Featured content
Inclusion Cultivates Excellence Award
Applicant Background Clearances
What Applicants Can Expect
Communication from HireRight
Act 34 - PA Criminal History Check
Act 33 - PA Child Abuse History Check
Act 114 - FBI Criminal History Check
Frequently Asked Questions
Faculty and staff working at Duquesne with direct contact and routine interaction with minors during the course of their employment.
Admissions employees or other faculty and staff who interact with minors while recruiting or working off campus.
Faculty who have high school students enrolled in or attending one of their courses.
Current faculty and staff and/or newly hired faculty and staff as long as direct contact with minors is limited to prospective students visiting campus or matriculated students at the institution.
Admissions staff who interact with prospective students while recruiting those high school students on Duquesne's campus.
New employees who are required to complete the clearances may be employed as a provisional hire, not to exceed 90 days, but are not permitted to work alone with children and must work in the immediate vicinity of a permanent employee during this provisional employment period. They must also swear and affirm all of the following conditions are met:
1. The new hire is not the perpetrator of a founded report of child abuse committed within the last five years.
2. The new hire has not been convicted of any of the following offenses under Title 18 of the Pennsylvania Code (relating to crimes and offenses), or of an offense similar in nature under the law or former laws of the United States or one of its territories or possessions, another state, the District of Columbia, the Commonwealth of Puerto Rico or a foreign nation, or under a former law of this Commonwealth:
(a) Chapter 25 (relating to criminal homicide)
(b) Section 2702 (relating to aggravated assault)
(c) Section 2709.1 (relating to stalking)
(d) Section 2901 (relating to kidnapping)
(e) Section 2902 (relating to unlawful restraint)
(f) Section 3121 (relating to rape)
(g) Section 3122.1 (relating to statutory sexual assault)
(h) Section 3123 (relating to involuntary deviate sexual intercourse)
(i) Section 3124.1 (relating to sexual assault)
(j) Section 3125 (relating to aggravated indecent assault)
(k) Section 3126 (relating to indecent assault)
(l) Section 3127 (relating to indecent exposure)
(m) Section 4302 (relating to incest)
(n) Section 4303 (relating to concealing death of child)
(o) Section 4304 (relating to endangering welfare of children)
(p) Section 4305 (relating to dealing in infant children)
(q) A felony offense under section 5902(b) (relating to prostitution and related offenses)
(r) Section 5903(c) or (d) (relating to obscene and other sexual materials and performances)
(s) Section 6301 (relating to corruption of minors)
(t) Section 6312 (relating to sexual abuse of children)
(u) The attempt, solicitation or conspiracy to commit any of the above offenses; and
(v) Has not been convicted of a felony offense under the act of April 14, 1972 (P.L.
233, No. 64), known as The Controlled Substance, Drug, Device and Cosmetic Act, committed
within the last five years.
3. The new hire has applied for the three required clearances.
If an employee is arrested for or convicted of an offense that would constitute grounds for denying employment or participation in a program, activity or service, or is named as a perpetrator in a founded or indicated report, the employee must provide the Office of Human Resources or their designee with written notice not later than 72 hours after the arrest, conviction or notification that the person has been listed as a perpetrator in the statewide database.
An employee who willfully fails to disclose information as required above commits a misdemeanor of the third degree and shall be subject to discipline up to and including termination or denial of employment.
Learn more by visiting the PA Department of Human Services web site.
Clearances previously obtained for purposes of employment with another employer will be accepted so long as they are less than five years old from the start date of employment with Duquesne University.
Commencement of employment may not occur until the previously obtained clearances are received and reviewed by HR and the employee swears and affirms as set forth in the swear and affirm document.
Every member of the University community has the obligation to report suspected instances of the abuse of minors, as soon as possible. This includes instances of suspected abuse committed on or off campus by members of our campus community or suspected abuse on campus by any visitors.
A valid report means conveying all relevant information regarding the suspected abuse to the University General Counsel, the Director of Public Safety, the Director of Human Resources, or the Director, Anti-discrimination Policy and Compliance. These officials, in turn, have the obligation to insure that an appropriate investigation is initiated. Failure by any member of the University community to report information related to suspected child abuse, as soon as possible, to the above named officials will result in discipline up to and including termination for employees and dismissal for students.
Failure of these officials to initiate a timely and appropriate investigation will result in discipline up to and including termination.
Learn more by reviewing TAP No. 50, Protection of Minors