stanford health care hiring process

Waiver requests are reviewed and approved by University Human Resources: Talent Management & Workforce Strategy. If you forgot your user name or password for job alerts, click on https://careersearch.stanford.edu/login and follow the prompts or go to your "Settings". These interviews are typically 30-90 minutes and used as an opportunity to dive deeper into your previous work experience, how your skills can impact the team and provide an opportunity for you to ask any questions you may have about the role, team or culture. Age (except for persons under 18 who have not graduated from high school) may not be used as a factor in hiring unless it can be shown as a necessary job qualification. Learn More about Video Visits , Get the iPhone MyHealth app Please choose "I am a current Stanford/SLAC Employee". Layoff preference also applies to regular staff whose positions are being eliminated and who have been informed that they will be laid off if they do not obtain alternative employment in the same department/administrative unit. Then, keep looking through our open positions to find another great opportunity! Note: Chrome is not a supported browser. The Diversity & Access Office, if notified by an applicant or administrator regarding a particular opening, may delay a proposed hiring action for further review if it appears inconsistent with the University's Affirmative Action Program. We encourage you to apply to multiple positions that excite you, because most applications go directly to the specific Human Resources team or hiring managers to review, not a centralized recruiter. This consisted of a telephone interview followed by panel interview. The university expects its employees to disclose relationships as appropriate, and specifically in the case of direct reporting relationships and/or potential conflict of interest situations. Employment by a related person in any position (e.g., regular staff, faculty, other teaching, temporary, casual, third party, etc.) You might be invited to watch a surgery in order to better understand the supply process, or participate in bedside visits to talk with patients about their experience. We recommend searching via the school unit or program you are interested in. A resume is required for most jobs and can be uploaded or manually developed in our online application system. Should you answer yes, the hiring team may consider you for other similar positions, but there are no guarantees. At the Stanford Center for Biomedical Research (BMIR) we develop cutting-edge ways to acquire, represent, and process information about human health. Youth Mental Health First Aid Classes. The University maintains personnel information for each employee in order to have a complete, accurate and current record of the employee's salary and job history at the University. Questions on these policies that cannot be resolved at the local level should be referred to the Vice President for Human Resources. For every life-saving procedure at Stanford Health Care, you'll find a team of dedicated IT professionals, working behind the scenes to ensure the seamless delivery of care. Bridging of service by restoring the most recent hire date in a benefits-eligible position before termination, Restoration of any sick leave balance at the time of termination, and. Should there be a dispute (grievance/litigation), the documents must be retained until the matter is resolved, if not resolved by the conclusion of the two-year period. September 20, 2021. If you're ready to be part of our legacy of hope and innovation, we encourage you to take the first step and explore . A department that receives an inquiry about reemployment of a former employee returning from the Armed Services should consult with an Employee Relations Representative. University Human Resources To find Bargaining Unit Employee information please visit: Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job. 2.1.2 Recruiting and Hiring of Regular Staff Last Updated January 6, 2023 This policy reviews all phases of the recruiting and hiring process and the corresponding areas of responsibility. This policy describes general information on the development of, administration of, and decisions about personnel policies at Stanford University. Fixed-term employees are subject to university policies applicable to regular staff except as those policies may be modified by the specific terms of their fixed-term offer letters or other written employment contracts or agreements. (*Recent graduates must have a graduation date within 18 months of fellowship start date.). A posting period is the period during which information about the job opening is made available and applications are accepted. Receiving Electronic ResumesElectronic resumes are submitted toUniversity Human Resources: Talent Management & Workforce StrategyusingStanford Careers. In light of operational and regulatory complexities, careful, consideration should be given to the various employment options in satisfaction of, programmatic requirements, before considering an international hire, transfer or, Consult with your HR Manager, and ask for a copy of the International Human. I interviewed at Stanford Health Care. 2022 Stanford Health Care. Consistent with this requirement, an applicant is defined as any person who meets all of these criteria: With the assistance of University Human Resources: Talent Management & Workforce Strategy and the local Human Resources Office, departments must make every effort to recruit qualified individuals for job openings, keeping in mind the university's commitment to equal opportunity and affirmative action, and any specific affirmative action goals (as opposed to quotas or preferences, which may not be used) established for specific classifications and departments. Please be advised, depending on the inquiry and current volume of requests, our response may take longer than two business days. As one of the largest employers in the Bay Area, you will find a wide variety of positions available across our many locations that fit your job field. Former regular staff whose employment was terminated for reasons other than layoff will have the most recent date of hire prior to termination reinstated if reemployment occurs within 12 months following the date of termination. The Stanford University is committed to providing staff flexible work options in line with the operational needs of the university and their department. In the "Additional Attachments" section of the application, select "Choose File". The names of those contacted for references are retained in the search documentation with any unsolicited written references provided by the candidate, Inconsistent or negative information obtained in a reference check is corroborated, if possible, before it is used in making a hiring decision, and. A Brief Overview. If you only want hiring teams for specific openings to see your application information, selecting "No" is recommended. The Job Description Library contains job descriptions for non-academic, non-bargaining unit and librarian jobs at Stanford. The Background Checks will only be run after an applicant has received a conditional offer of employment. Under no circumstances may a supervisor hire or approve any compensation action for any employee to whom the supervisor is related. Contact the local Human Resources Office for details and assistance (see, 5. To accomplish this, Stanford strongly encourages hiring supervisors to develop the broadest possible applicant pool allowing the best and the brightest candidatesinternal and externalto fairly compete for all open positions. Generally speaking, Stanford does not sponsor non-U.S. citizens for employment. Full Job Description. Terminated employment to serve in the military. Leave all other documents unchecked. February 8, 2022, Last Updated This Guide Memo defines various types of academic and non-academic employees, and other groups who have a specified relationship with the University. Applications are accepted through the full posting period. You can also filter by location or area of work by clicking on Areas of Work or Location at the top of the webpage. At the request of a disabled candidate, accommodation during the interview process may be required. However, they are not required. All testing or screening devices used in the employment process must be approved by the AVP, Recruitment & Talent Management in consultation with the Diversity & Access Office, as appropriate. If you are a policy owner or designee and need to update a policy, send email to: guide-editor@lists.stanford.edu with your request. January 1, 2023, Last Updated If the position is no longer posted on our Stanford Careers website, the hiring team is no longer accepting applications. The university recognizes that relationships may develop in the workplace. University Human Resources/Employee & Labor Relations will conduct an individualized assessment of any criminal record revealed during the background check process. Find your role by browsing our areas of work. The type of documentation necessary to verify the disability may vary depending on the nature and extent of the disability and the accommodation requested. For IE users, turn off browser compatibility mode. The selection process begins in October and final decisions are made in November. Please type in a location you are interested in. Because of you. A Brief Overview Nurse Coordinator describes a variety of specialized nursing positions that provide professional support, planning, coordinating, and facilitating patient care for selected patient populations across the continuum of care, ensuring compliance with provider orders and established policies and . This position administers and coordinates referrals and service authorization process, rooming duties and performs other clinic front desk activities. Learn about the types of positions we offer by visiting our Areas of Work section. Together, we're working towards our collective future. Additionally, on the first page of the application, the last question is "Please indicate how you heard about this Job". Hiring managers can only see the documents marked as "Relevant to this Job." Records must include the resume and application materials of all applicants for a position, as well as documents pertaining to individuals considered for the position. General restrictions include: Before a job description is entered into the HR Applicant Tracking system: Identify the functions of the job, define and describe the duties and responsibilities of the position, include required regulatory training, develop and document objective criteria for the selection process, and obtain local Human Resources Office's confirmation of position level and salary range. Copies of such approvals should be forwarded to the Global HR Programs Manager in University Human Resources and the Global Business Director in Business Affairs. In general, the same policies and practices are required for international hires as detailed in the ensuing guidelines for U.S. employment. Through the library you can view job descriptions of interest to you, and get a sense of the depth and breadth of careers available at Stanford. After a conditional offer is made and before any Background Check is performed, applicants will be given Background Check disclosure and consent forms under state and federal law, such as the Fair Credit Reporting Act and the Investigative Consumer Reporting Agencies Act. Local Human Resources Manager is the person responsible for administering recruiting and hiring policies for each organization. Microsoft Word or PDF files) rather than an object format (i.e. Additional guidance may be obtained from the Global HR Programs Manager at, 2.1.2 Recruiting and Hiring of Regular Staff, 2.1.4 Hiring Employees from Stanford Health Care or its Predecessor Companies, 2.1.7 Sick Time: Regular Staff Employees, Regular Academic Staff-Research and Regular Academic Staff-Professional Librarians, 2.1.16 Addressing Conduct and Performance Issues, 2.1.20 Hybrid (Telecommuting) Work Arrangements, 2.1.22 Sick Time for Temporary and Casual Staff Employees, 1.7.3 Equal Employment Opportunity, Non-Discrimination, and Affirmative Action Policy, Guide Memo 1.7.2: Consensual Sexual or Romantic Relationships In the Workplace and Educational Setting, Guide Memo 2.1.4: Hiring Employees from Stanford Health Care or its Predecessor Companies, Getting Started & Job Descriptions section, University Human Resources: Talent Management & Workforce Strategy, Guide Memo 2.1.3: Personnel Files and Data, Guide Memo 2.2.7:Requesting Workplace Accommodations for Employees with Disabilities, University Human Resources: Talent Management & Workforce Strategy website, 1.7.4 Equal Employment Opportunity, Non-Discrimination, and Affirmative Action Policy, 2.2.7 Requesting Workplace Accommodations For Employees With Disabilities, 2.4.1 Visas for and Employment of Foreign Nationals, Graduate Academic Policies and Procedures Handbook, Stanford Safety, Security and Fire Report, Academic Staff-Teaching and Other Teaching Staff Handbook. 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