Vacancies are required to remain vacant for five (5) working days after the posting date. Applications will be accepted Monday through Friday from 8:00 a.m. through 5:00 p.m., including the noon hour, in the Personnel Office. Resumes are welcome but will not be accepted in lieu of a completed application.

As per the Immigration Reform and Control Act of 1986 (5.1200) all applicants are required to provide documents that provide proof of employment authorization and identity, (i.e., Social Security card, birth certificate, etc.) prior to employment. Alternate documents may be accepted as per regulation. Proof of education such as GED certificate, high school diploma or transcript and/or College Transcript or Diploma must be provided and proof of licensure for those positions requiring a license is also required. A valid driver’s license and proof of auto liability insurance must also be provided when completing an application.

It is the policy of Lubbock Regional MHMR Center that all new employees will have a criminal records check completed to determine suitability for employment. Convictions related to sexual offenses, drug related offenses; murder, theft, assault, battery or any other crime involving personal injury or threat to another person may be considered a contraindication for employment at the Center. Falsification of an application for employment is grounds for dismissal, if employed.

The Lubbock Regional MHMR Center is an equal opportunity employer and has a commitment to the principle of diversity. We welcome applications from all individuals. Women, minorities, and person with disabilities are encouraged to apply. All positions require a period of orientation and training, which is a condition of employment. Employees need to be available to attend all sessions at the scheduled times.

The Lubbock Regional MHMR Center is committed to maintaining a drug free and productive working environment for all employees, and ensuring the safe and efficient delivery of services to those individuals served by the Center. As a condition of employment all new and rehired employees and those individuals with whom the Center contracts to provide residential services will be required to undergo pre-employment controlled substance testing. Effective September 1, 1998, the Center expanded this policy to include drug and alcohol testing of employees for reasonable suspicion, post motor-vehicle accident, and random testing for ex-offender employees working at the Billy Meeks Center as a part of the Center’s contract with the
Texas Department of Criminal Justice.