{"id":1758,"date":"2025-04-27T07:31:39","date_gmt":"2025-04-27T07:31:39","guid":{"rendered":"https:\/\/www.tarleton.edu\/hr\/?page_id=1758"},"modified":"2025-06-05T16:35:18","modified_gmt":"2025-06-05T16:35:18","slug":"hiring-preference","status":"publish","type":"page","link":"https:\/\/www.tarleton.edu\/human-resources\/employees\/talent-acquisition\/hiring-preference\/","title":{"rendered":"Hiring Preferences"},"content":{"rendered":"\n

Texas state regulation — Texas Statutes; Government Code; Title 6 Public Officers and Employees; Chapter 657 Veteran’s Employment Preferences<\/a>, Texas Statutes; Government Code; Title 6 Public Officers and Employees; Chapter 672 Employment Preference for Former Foster Children<\/a> and The Texas A&M University System procedure 33.99.15 Reduction in Force for Non-faculty Employees <\/a> will inform the hiring manager of preferences required to be given under very specific circumstances at outlined below.<\/p>\n\n\n\n

If preference(s) are applicable and used in the hiring decision, the candidate, if hired, must provide proof of eligibility to claim such preference(s). Please note that according to State regulation, Veteran\u2019s and Former Foster Child preferences take precedence over the RIF\u2019s preference.<\/p>\n\n\n\n

Please refer to Veteran\u2019s Employment Preferences – Interviewing<\/a> for specific instruction regarding state regulation and the interview process.<\/p>\n\n\n\n

Scoring<\/h2>\n\n\n\n

After all scoring is completed and top finalists are determined to be completely identical in score and equally qualified, there may be a finalist entitled to a hiring preference. Hiring preferences include Veteran\u2019s, Former Foster Child, and employees qualified by Reduction in Force (RIF) procedure. Hiring managers can consult with Human Resources if this instance arises for further evaluation and instruction. Hiring managers can locate veteran status and former foster child status on the finalists’ applications in the “Personal Information \/ Preference Information” section.<\/p>\n\n\n\n

Veteran’s Preference<\/h2>\n\n\n\n

Hire if equally qualified with top candidate. Individuals entitled to Veteran’s Employment Preference include:<\/p>\n\n\n\n

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Veteran<\/h3><\/div>
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An individual who served in the military for not less than 90 consecutive days during a national emergency declared in accordance with federal law or was discharged from military service for an established service-connected disability; was honorably discharged from military service; and is competent.<\/p>\n<\/div><\/div>\n\n\n\n

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Surviving Spouse of a Veteran<\/h3><\/div>
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A person who is the spouse of a veteran who was killed while on active duty; veteran served in the military for not less than 90 consecutive days during a national emergency; the spouse has not remarried, and is competent.<\/p>\n<\/div><\/div>\n\n\n\n

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Orphan of a Veteran<\/h3><\/div>
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A person who is the child of a veteran who was killed while on active duty; veteran served in the military for not less than 90 consecutive days during a national emergency; and is competent<\/p>\n\n\n\n

Texas Statutes; Government Code; Title 6 Public Officers and Employees; Chapter 657 Veteran’s Employment Preferences<\/a><\/p>\n\n\n\n

Upon hire, the candidate must produce a government document certifying their right to such a preference if the preference is used in the hiring decision.<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n

Former Foster Child Preference<\/h2>\n\n\n\n

Employment Preference includes:<\/p>\n\n\n\n

An individual who was under the permanent managing conservatorship of the Department of Family and Protective Services on the day preceding the individual’s 18th birthday is entitled to a preference in employment with a state agency over other candidates for the same position who do not have a greater qualification.Hire if equally qualified with top candidate.<\/p>\n\n\n\n

This chapter does not apply to:<\/p>\n\n\n\n