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Need To Know Information

Pre-Hire Information

Interviewing Process

Candidates for positions are interviewed in a formal process that may include an initial telephone interview, group interview with other candidates applying for the same position, and a one-on-one interview.  

The actual process for each position may depend upon the position type and the number of applicants who have applied. 

 Required Documentation

Candidates for positions are required to complete necessary paperwork prior to their designated start date. Upon hire, candidates are required to provide identification documentation.

Eligible forms of documentation include one item from List A; or you may choose to bring one document from each of lists B and C. 

LIST A: Documents That Establish Both Identity and Employment Authorization
All documents must be unexpired.
  1. U.S. Passport or Passport Card
  2. Permanent Resident Card or Alien Registration Receipt Card (Form I-551)
  3. Foreign passport that contains a temporary I-551 stamp or temporary I-551 printed notation on a machine-readable immigrant visa (MRIV)
  4. Employment Authorization Document (Card) that contains a photograph (Form I-766)
  5. In the case of a nonimmigrant alien authorized to work for a specific employer incident to status, a foreign passport with Form I-94 or Form I-94A bearing the same name as the passport and containing an endorsement of the alien's nonimmigrant status, as long as the period of endorsement has not yet expired and the proposed employment is not in conflict with any restrictions or limitations identified on the form
  1. Passport from the Federated States of Micronesia (FSM) or the Republic of the Marshall Islands (RMI) with Form I-94 or Form I-94A indicating nonimmigrant admission under the Compact of Free Association Between the United States and the FSM or RMI
  2. In the Commonwealth of the Northern Mariana Islands (CNMI) only, a foreign passport along with special documents issued by the CNMI.
LIST B: Documents That Establish Identity
All documents must be unexpired.

For individuals 18 years of age or older:

  1. Driver's license or ID card issued by a state or outlying possession of the United States, provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address
  2. ID card issued by federal, state, or local government agencies or entities, provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address
  3. School ID card with a photograph
  4. Voter's registration card
  1. U.S. military card or draft record
  2. Military dependent's ID card
  3. U.S. Coast Guard Merchant Mariner Card
  4. Native American tribal document
  5. Driver's license issued by a Canadian government authority

For persons under age 18 who are unable to present a document listed above:

  1. School record or report card 11. Clinic, doctor, or hospital record 12. Day-care or nursery school record
LIST C: Documents That Establish Employment Authorization
All documents must be unexpired.
  1. U.S. Social Security account number card other than one that specifies on the face that the issuance of the card does not authorize employment in the United States.
    NOTE: A copy (such as a metal or plastic reproduction) is not acceptable.
  2. Certification of Birth Abroad issued by the U.S. Department of State (Form FS-545
  3. Certification of Report of Birth issued by the U.S. Department of State (Form DS-1350)
  1. Original or certified copy of a birth certificate issued by a state, county, municipal authority, or outlying possession of the United States bearing an official seal
  2. Native American tribal document
  3. U.S. Citizen Identification Card (Form I-197)
  4. Identification Card for Use of Resident Citizen in the United States (Form I-179)
  5. Employment authorization document issued by DHS


Health Screening 

Candidates for positions are required to complete a health screening which will be scheduled prior to date of hire.

Background Check

Candidates for positions are required to complete a background screening as required for security sensitive positions in Texas Education Code 51.215.

State and Federal Exclusion

Candidates are screened for violations or sanctions related to federal healthcare programs. UTHSCT conducts routine background checks of all individuals seeking positions with UTHSCT as well as routine background cheks during active employment.

New Employee Orientation 


Appropriate dress "Business Casual" is required during New Employee Orientation. Denim is not acceptable during orientation. Please refer to the Health Science Center's Personal Appearance policy provided during the completion of pre-hire paperwork.

Employees who are required by position to wear scrubs, may wear the approved scrubs during orientation. 

Length of Training

 New Employee Orientation lasts for two consecutive days. Dates and times will be provided during your pre-hire session.

Additional orientation for clinical positions may be required and new hires will be scheduled for those sessions during the pre-hire period.

Lunch with the hiring manager or designee is provided on the first day of orientation. 

Department Orientation

After completing new employee orientation, employees will be oriented within their respective departments. This orientation should include work schedule, break periods and all other information relevant to employment within the position and scope of service. 

 Post-Hire Information

Once orientation has been completed, employees must meet competency for the positions for which they were hired. Competencies are presented during the hiring period and employees are assessed at the end of the first thirty days of employment in order to build a plan of action to meet competency.

Employees are formally rated on competencies at the end of their first six months of employment to determine a final plan of action to meet competency. Employees are expected to meet competencies within the appropriate time frame and failure to do so may result in separation of employment.

Competencies are reassessed each year and as determined by the Joint Commission, The University of Texas Board of Regents and UTHSCT senior leadership. 

 Employee performance is assessed annually using an electronic performance management system.

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