Career Opportunities

Questions & Answers

How long do positions stay open?

New positions are initially posted with a filing deadline, usually...

What is the status of my application?

To check the status of your application(s), click here to log on to...

Do you have information for applicants with disabilities?

Individuals with disabilities are given reasonable accommodation in...

May I email, fax or mail my resume to you?

UC Irvine Health does not accept emailed, mailed or faxed...

How do I apply for a job?

Employment applications must be submitted online through our...

What system requirements do I need to apply?

The UC Irvine Health application system supports a variety of...

Who may I contact if I have a question?

If you have not found that answer to your question, you may send us...

Do I need an email account to apply for a position?

UC Irvine Health accepts only online applications and requires an...

Can I revise an application I have already submitted?

Once submitted, applications cannot be revised. You must create a...

May I submit my application directly to the hiring department?

Human Resources functions as the gateway for employment...

How do I apply if I am an employee at UCI Medical Center?

UC Irvine Medical Center employees apply by logging on to>>...

Important Applicant Information

UC Irvine Health is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment

It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy (1), physical or mental disability, medical condition (cancer-related or genetic characteristics) , gender information (including family medical history), ancestry, Marital status, age, sexual orientation, citizenship, or service in the uniformed services (as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994) (2). This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion and separation. This policy is intended to be consistent with the provisions of applicable state and federal laws and university policies.
University policy also prohibits retaliation against any employee or person seeking employment for bringing a complaint of discrimination or harassment pursuant to this policy. This policy also prohibits retaliation against a person who assists someone with a complaint of discrimination or harassment, or participates in any manner in an investigation or resolution of a complaint of discrimination or harassment. Retaliation includes threats, intimidation, reprisals and/or adverse actions related to employment.
In addition, it is the policy of the university to undertake affirmative action, consistent with its obligations as a Federal contractor, for minorities and women, for persons with disabilities and for covered veterans (3). The university commits itself to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. These efforts conform to all current legal and regulatory requirements, and are consistent with university standards of quality and excellence.
In confirmation with federal regulations, written affirmative action plans shall be prepared and maintained by each campus of the University, by the Lawrence Berkley National Laboratory, by the Office of the President, and by the Division of Agriculture and Natural Resources. Such plans shall be reviewed and approved by the Office of the President and the Office of the General Counsel before they are officially promulgated.

(1.)  Pregnancy includes pregnancy, childbirth and medical conditions related to pregnancy or childbirth.

(2.)  Service in the uniformed services includes membership, application for membership, performance or service, application for service or obligation for service in the uniformed services.

(3.)  Covered veterans includes veterans with disabilities, recently separated veterans, Vietnam-era veterans, veterans who served on active duty in the U.S. Military, Ground, Naval or Air Service during a war or in a campaign or expedition for which a campaign badge has been authorized or Armed Forces service medal veterans.

UC Diversity Statement (pdf)

Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment (pdf)

Personnel Policies for Staff Members 12, Nondiscrimination in Employment (pdf)

Personnel Policies for Staff Members 14, Affirmative Action (pdf)

Nondiscrimination and Affirmative Action Policy Statement for University of California Publications Regarding Employment Practices (pdf)

Guidelines for Academic and Staff Affirmative Action Compliance Programs for Minorities and Women, Individuals with Disabilities, and Covered Veterans

Nondiscrimination on the Basis of Sexual Orientation

EEO is the Law (English)

EEO is the Law Poster Supplement (English)

EEO is the Law (Spanish)

EEO is the Law Poster Supplement (Spanish)

Privacy Notice 
The State of California Information Practices Act of 1977 (effective July, 1977) requires the University of California to provide the following information to individuals asked to supply information about themselves:
  1. The principal purpose for requesting information on the employment application is for evaluating qualification for employment. University policy and state and federal statutes authorize the maintenance of this information. Information furnished on this form may be used by various university departments for personnel administration and will be transmitted to the federal and state governments if required by law. 
  2. Furnishing the information is mandatory. Failure to provide the information will prevent evaluation of your qualifications for employment.
  3. Individuals have the right to review their own records in accordance with university personnel policies. Information on these policies can be obtained from the Human Resources Department.
  4. The records management coordinator is responsible for maintaining information supplied on these forms.

UC Privacy Policy Information

Records Management Coordinator Contact Information


Background Check

Federal law prohibits healthcare organizations that receive reimbursement from federal healthcare programs or provide services or items to program beneficiaries from employing individuals who have been excluded or sanctioned from participation in government programs. The General Services Administration GSA list of Parties Excluded from Federal Programs and the Health and Human Services Office of Inspector General’s List of Excluded Individuals/Entities, will be checked for all potential applicants for positions at University of California Irvine Medical Center. Excluded individuals identified through the verification process will not be eligible for hire.

Background checks are completed on all individuals who are offered employment. Additionally, some positions require cash handling. Examples include but are not limited to: admit worker series, specific clerical positions, biller and some positions requiring a “trustworthy” designation require fingerprinting and a Department of Justice and FBI database search. Job descriptions for these positions indicate the requirement to handle cash in the job summary and/or the specific job duties. Positions that require a “trustworthy” designation indicate the fingerprint requirement in the “requirements section” of the job description.

Medical Clearance

As a condition of employment at UC Irvine Medical Center, employees must abide by the terms of the university policy on substance abuse. Candidates who have received a job offer will be required to pass a physical exam (including but not limited to a drug screen and validation of immunity to specific diseases per Occupational Health Policy) prior to their first day of work.

Employment Eligibility
Proof of U.S. citizenship or eligibility for U.S. employment upon hire will be required in conformance with regulation established pursuant to the Immigration Reform and Control Act of 1986.
Homeland Security Verification
Effective Sept. 8, 2009, all employers receiving specific federal contracts are required to comply with E-Verify, an Internet-based system operated by the Department of Homeland Security (DHS) in partnership with the Social Security Administration (SSA). The E-Verify system electronically verifies employment eligibility by comparing information provided on the I-9 form to records in the DHS and SSA databases. UC Irvine Medical Center is required to notify job applicants of positions that require the final candidate to complete the E-Verify electronic employment verification process.

UCI and UC Irvine Medical Center Clery Act Annual Security Report and Annual Fire Safety Report are available at:

UCI Jean Cleary Act Annual Report


The ASR, coordinated by the UCI Police Department, includes information regarding campus security and personal safety including topics such as information on crime reporting, crime prevention, emergency response and evacuation, emergency notifications, timely warnings, alcohol, drug and weapon policies, sexual violence prevention, and other topics. This report also contains crime statistics for the three previous calendar years (2014, 2013, 2012) concerning reported crimes at UCI and UC Irvine Medical Center that occurred on campus, in certain off-campus buildings or property, and on public property within, or immediately adjacent to and accessible from each campus.


The AFSR, coordinated by Environmental Health & Safety, includes information on fire safety policies and fire safety systems as well as fire statistics for the three previous calendar years concerning fires that occurred in UCI on-campus student housing facilities.


Paper copies of these reports are available upon request by calling the UCI Police Department at (949) 824-1885 or by visiting the UCI Police Department located at 100 Public Services Building.


This notice of availability is distributed annually in accordance with the federal Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”).

Loyalty Oath
U.S. Citizens are required to sign a State of California oath of allegiance upon employment.
Patent Agreement 
All employees must sign the University of California Patent Acknowledgement or Agreement upon employment.
Smoke-Free Workplace

UC Irvine Health maintains a smoke-free campus policy for all employees, patients and visitors. Smoking on the medical center campus, or within any leased or owned properties, is prohibited.


Agency Fees

Agency Fees (union dues)


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Orange , CA , United States
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