Application FAQ

1. Who will review my application?
Applications are reviewed in accordance with the location and type of vacancy. Individuals named as the 'hiring manager' are typically the superintendent for principal vacancies and principals for all other school positions.

2. How long will it take to fill a position?
​Because we prioritize finding the right fit for our students and community, the hiring timeline varies depending on the specific vacancy and immediate school needs.

Standard classroom and support roles take ​4 weeks from the time the position is posted to the final offer. For specialized or ​high-need areas the process may extend to 8 weeks given specific credentialing requirements and competetive talent pools. Conversely, if a vacancy opens unexpectedly ​during the active school year, our schools ​may fast-track the process to meet urgent school needs within a shorter timeframe.

External factors like local board approval schedules and background check processing times can also shift these windows. We are committed to keeping candidates informed at each stage of the process.

3. Why do I need to provide an affidavit and declaration?
Without exception, a complete and thorough pre-screening process is conducted on each Catholic School job applicant before they are considered for employment. The initial part, the pre-screening, occurs during the application process.
 
The Affidavit and Declaration, Questions 12 and 13, respectively, are the pre-screening portion of the application.  All applicants, individuals filling out an employment application, are asked to read and answer questions carefully and answer them truthfully, especially these two. To help all applicants do that, the Office of Catholic Schools provides clarification regarding the terms used and the process followed.
 
For purposes of the Pre-Employment Affidavit for Applicant (no notarization):
The terms adjudication and conviction refer to a conviction, plea of guilty or no contest (nolo contendre), probation, suspension, or deferred adjudication.
 
Charge refers to a formal criminal charge as documented by a primary charging instrument (a complaint, information, or indictment) under the Texas Code of Criminal Procedure.
 
Inappropriate relationship refers to the crime of improper relationship between educator and student in Texas Penal Code section 21.12, and any other inappropriate relationship as determined by the State Board of Educator Certification.

See FAQ 2 above for more information regarding the process followed.

4. What do I need to include in the box at Question 12?

The Diocese of Victoria requires all priests, deacons, staff, and volunteers to uphold Christian values and follow the Code of Pastoral Conduct (CPC). The policy strictly prohibits harassment, misconduct, and boundary violations, establishing a clear framework to maintain safe environments for children, youth, and vulnerable individuals. 

To help meet these standards, applicants should respond to Question 12 by reviewing the question and selecting the option that best describes their background. 

If Option A best fits the applicant's background, they may cut the question and paste it into the box. If Option B or Option C is more accurate, the applicant should do the same (cut and paste) AND include an explanation (all relevant facts). Instead of cutting and pasting the statement option, applicants may type their response in its entirety as described above.

5. What is Question 13?

Dates of birth are not collected on the diocesan job application as they are not used to determine employment eligibility. During the pre-screening process, the Office of Catholic Schools discloses the need to collect dates of birth to fulfill the affidavit, which is offered to satisfy the requirement of Texas Education Code section 21.009 for pre-employment affidavit, in accordance with Texas Civil Practices and Remedies Code section 132.001.

Note, this initial affidavit is not notarized. Eligible applicants who are moved along the hiring pipeline and deemed candidates for employment will be required to submit a notarized affidavit.

6. Are there other screening requirements?

Yes, to comply with the Diocesan CPC and State policies mentioned above, the final screening process, which only applies to job candidates (not applicants), includes a Do Not Hire Registry check and a criminal background check.

Do Not Hire Registry Check
The Do Not Hire Registry is a centralized, searchable database maintained by the Texas Education Agency (TEA). It is used before a final employment offer is extended. Depending on the job to which the candidate has applied, the school or diocese will contact them to collect the date of birth, which will only be used to conduct this final screening. To ensure continual compliance, the database is used annually to confirm that all staff remain eligible for continued employment.

FBI & State Criminal Background Check
Candidates submit the National Child Protection Act Applicant (NCPA) Waiver and Statement for criminal history record checks. The candidate is responsible for the fees associated with this legal consent and waiver that allows the Diocese of Victoria to conduct an FBI fingerprint-based national criminal background check. 

The specific regulations and data fields are on the required form, which must include a handwritten (wet) signature.