Explore career opportunities where you will be able to build a meaningful career, make an impact working alongside your neighbors, embrace our mission to improve the lives of others- to create a future everyone can share in.  We are looking for problem-solvers who always think bigger- and whose ingenuity is driven by passion, compassion and empathy. 

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

Achieve greater goals as you make an impact on the world, one student at a time.

The University’s Enrollment Management group seeks an innovative, forward-thinking, inclusive leader to serve as its next Assistant Vice President and Director of Financial Aid. As an essential leader on campus, the AVP will lead a financial aid office committed to supporting the transformational education experience Duquesne provides.

The AVP will serve as an integral member of the enrollment management leadership team and will be charged with providing an exceptional level of customer service to students and families throughout the financial aid process, recruiting and retaining a strong team of professionals, optimizing the current financial aid systems, and working collaboratively with other student-facing areas across the University.

The ideal AVP will be student-centered, collaborative, intellectually curious and solution-seeking. Preferred candidates will embrace the University’s mission and understand that it is implemented through commitments to academic excellence, a spirit of service, moral and spiritual values, sensitivity to world concerns and an ecumenical campus community.

Learn more about the University’s financial aid and enrollment priorities, position requirements and how to apply.

Duquesne University selects applicants based on their knowledge, skills, and abilities and the correlation to the requirements of a particular position.  We seek a diverse group of faculty, to broaden the knowledge and experience of our students during their time at Duquesne. 

Review and apply to open faculty positions on Interfolio.

Applicant Background Clearances

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:

  • Pennsylvania Criminal History Check through the Pennsylvania State Police (Act 34)
  • Pennsylvania Child Abuse History Check through the Pennsylvania Department of Human Services (Act 33)
  • FBI Criminal History Check; this check requires the individual to submit their fingerprints to the FBI (Act 114)

Duquesne University partners with HireRight to facilitate employee background checks for faculty, staff and student employees.

What Applicants Can Expect

Communication from HireRight

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.

Act 34 - PA Criminal History Check

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.

Act 33 - PA Child Abuse History Check

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.

Act 114 - FBI Criminal History 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.

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.

Duquesne University partners with our background check vendor, HireRight, to facilitate the clearances for employees. More information about the process can be found here.
For employees who have direct contact with minors as part of their employment with Duquesne and are required to obtain the clearances, the costs will be covered by the University.

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.

No. A clearance received for volunteer purposes cannot be used when applying for an employment position.
Yes. FBI fingerprint checks are necessary for all employees who are in positions which require Act 153 checks based on job duties. Act 153 has different requirements for employees (i.e. those who have contact with minors as part of their job duties) and for volunteers (those who voluntarily choose to interact with minors). Volunteer Act 153 clearances are coordinated by the Office of Risk Management.

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

Contact Us

Debra Cummins-Dunn

Assistant Director, Employment and Recruiting

Office Of Human Resources

Trent Collins

Senior Employment & Diversity Recruiter and Manager of the Minority Professional Development Internship Program

Office of Human Resources