UTMDACC INSTITUTIONAL POLICY # ADM1161
INTERNAL JOB APPLICATION POLICY
PURPOSE
The purpose of the policy is to provide guidance to employees about the employee-initiated job change
process and eligibility requirements.
POLICY STATEMENT
It is the policy of The University of Texas MD Anderson Cancer Center (MD Anderson) to provide equal
employment opportunity without regard to race, color, religion, age, national origin, sex, sexual
orientation, gender identity/expression, disability, veteran status, genetic information, or any other basis
protected by institutional policy or by federal, state, or local laws, unless such distinction is required by
law.
SCOPE
This policy applies to all classified and administrative staff employees of MD Anderson. This policy does
not apply to employees in per diem or temporary positions.
Compliance with this policy is the responsibility of all MD Anderson workforce members.
TARGET AUDIENCE
The target audience for this policy includes, but is not limited to, all classified and administrative staff
employees seeking job opportunities within the institution.
STRATEGIC VISION
Strategic Goal 5: Our People
Enhance our most valuable asset, the people who work, volunteer, and contribute to advancing our
mission.
Strategic Goal 6: Collaboration
Enhance and disseminate our knowledge in all mission areas through collaborative and productive
relationships locally, nationally, and worldwide.
Strategic Goal 7: Resources
Safeguard and enhance our resources.
DEFINITIONS
Assessment: A standardized knowledge, skill, ability, or personal characteristics test used for screening
purposes during the recruitment process. A validated test is administered by Human Resources and a
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This document is the property of The University of Texas MD Anderson Cancer Center and, with few exceptions, may not be used,
distributed, or reproduced outside of MD Anderson without written permission from the Institutional Compliance Office.
UTMDACC INSTITUTIONAL POLICY # ADM1161
passing score is required (see Recruitment and Selection Policy (UTMDACC Institutional Policy #
ADM0307)).
Compensation Administrative Guide: A reference tool which provides procedural guidance associated
with classified employee actions related to compensation (see Compensation Administrative Guide).
Current Skills Test:
ADM0307).
See Recruitment and Selection Policy (UTMDACC Institutional Policy #
Demotion: A change from one job to another job, with a reduction in scope, responsibility, and/or skill.
Demotions are either voluntary or involuntary (see Compensation Administrative Guide).
Involuntary Demotion: A change from one job to another job, with a reduction in scope, responsibility,
and/or skill based on performance reasons (see Compensation Administrative Guide).
Minimum Qualifications: Education, experience, licenses, and certification required to perform the
essential functions of a position, as stated in the job description (see Compensation Administrative
Guide).
Posted Position: A position opened for Recruitment and listed in the applicant tracking system through
the Talent Department.
Promotion: A change from one job to another job, with an increase in scope, responsibility, and/or skill
(see Compensation Administrative Guide).
Talent Organization: Department within Human Resources that includes recruitment, executive
recruitment, on-boarding, and employee talent development.
Transfer: A change from one position to another position with similar scope of duties, responsibilities,
and/or skills (see Compensation Administrative Guide).
PROCEDURE
1.0
Posted Positions
Employees who are interested in pursuing different job opportunities may apply for Posted
Positions.
2.0
Qualifying for a Posted Position
2.1
To be considered as an applicant for a Posted Position, employees must meet the following
criteria:
A.
Service Requirements:

Newly hired employees will be eligible to be considered in an applicant pool for
current posted vacancies after completion of 365 days of service.

Employees who have Transferred to new positions or departments by accepting
job offers for previously Posted Positions will be eligible to be considered in an
applicant pool for current posted vacancies after 365 days in their existing
departments or positions.
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This document is the property of The University of Texas MD Anderson Cancer Center and, with few exceptions, may not be used,
distributed, or reproduced outside of MD Anderson without written permission from the Institutional Compliance Office.
UTMDACC INSTITUTIONAL POLICY # ADM1161
B.
C.
D.

Employees who are currently in positions which they did not obtain by applying for
Posted Positions are not bound by service requirements.

Employees who have been involuntarily demoted will be eligible to be considered
in an applicant pool for current posted vacancies after 365 days in their existing
position.

Service requirements will be waived for part-time employees applying for full-time
employment and full-time employees applying for part-time employment.

Service requirements may also be waived for operational exigency as deemed
appropriate by the Vice President of Human Resources and Chief Human
Resources Officer.

Service requirements will be waived for employees whose positions are realigned.
Qualifications:

Employees must meet the Minimum Qualifications of the open jobs described in
the approved institutional job descriptions and Posted Position descriptions.

Employees must pass any Current Skill Tests required by the Open Positions.

Employees must meet testing/Assessment requirements as required by the Open
Positions.
Performance:

The employee must not be on disciplinary action (see the Disciplinary Action
Policy (UTMDACC Institutional Policy # ADM0256)) at the time of application.
The employee must inform the Recruiter and Hiring Manager of any disciplinary
action which takes place during the job change process. Failure to do so may
result in the candidate being removed from the applicant pool or rescinding the job
offer.

The employees should have (1) an overall performance evaluation rating of at
least “Achieves” on his/her most recent performance evaluation, or (2) have
successfully completed his/her probationary period.
Background Check:
Employees seeking a Transfer, Promotion, or voluntary Demotion must clear a criminal
background check in accordance with the institution’s Criminal and Personal
Background Check Policy (UTMDACC Institutional Policy # ADM0312).
2.2
3.0
The Talent Organization Department is responsible for verifying all eligibility requirements.
Applying for a New Position
3.1
Current employees interested in applying for new job opportunities should review the
institution’s Careers site.
3.2
Refer to the Recruitment and Selection Policy (UTMDACC Institutional Policy #
ADM0307) for additional guidance.
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This document is the property of The University of Texas MD Anderson Cancer Center and, with few exceptions, may not be used,
distributed, or reproduced outside of MD Anderson without written permission from the Institutional Compliance Office.
UTMDACC INSTITUTIONAL POLICY # ADM1161
3.3
Refer to the Compensation Administrative Guide for definition and handling of Promotion,
Demotion, and Transfer.
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This document is the property of The University of Texas MD Anderson Cancer Center and, with few exceptions, may not be used,
distributed, or reproduced outside of MD Anderson without written permission from the Institutional Compliance Office.
UTMDACC INSTITUTIONAL POLICY # ADM1161
ATTACHMENTS/LINKS
Compensation Administrative Guide.
HR Consultant Assignments
RELATED POLICIES
Criminal and Personal Background Check Policy (UTMDACC Institutional Policy # ADM0312).
Disciplinary Action Policy (UTMDACC Institutional Policy # ADM0256).
Licensure, Certification, and Registration Policy (UTMDACC Institutional Policy # ADM0313).
Position Posting Policy (UTMDACC Institutional Policy # ADM1162).
Recruitment and Selection Policy (UTMDACC Institutional Policy # ADM0307).
JOINT COMMISSION STANDARDS / NATIONAL PATIENT SAFETY GOALS
None.
OTHER RELATED ACCREDITATION / REGULATORY STANDARDS
US Department of Labor. Office of Federal Contract Compliance Programs (OFCCP). Executive Order
11246 – Equal Employment Opportunity.
REFERENCES
None.
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This document is the property of The University of Texas MD Anderson Cancer Center and, with few exceptions, may not be used,
distributed, or reproduced outside of MD Anderson without written permission from the Institutional Compliance Office.
UTMDACC INSTITUTIONAL POLICY # ADM1161
___________________________________________________________________________________
POLICY APPROVAL
Approved With Revisions Date: 11/20/2013
Approved Without Revisions Date:
Implementation Date: 11/20/2013
Version: 10.0
___________________________________________________________________________________
RESPONSIBLE DEPARTMENT(S)
Human Resources
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