Employment Requirements

Fortress does not discriminate on any non-merit based factors, including race, color, national origin, age, disability, sex, and sexual orientation. However, as a faith-based center, a core component of all employee’s responsibilities and a factor in employment eligibility is self-identification as a practicing Christian. We do not discriminate on the basis of individual doctrine, but do ask that all employees agree to espousing our basic faith beliefs.

As a licensed child care facility, we are obligated to ensure the safety of our students through a variety of screening measures, including a criminal background check. Click here to see which criminal offenses may be disqualifying for a position working in our facility.

All employees must maintain the training and personal requirements of a caregiver as defined by Texas Health & Human Services’ Minimum Standards for Child-Care Centers, including completing an annual 24 clock hours of training. Fortress provides on-the-clock time and access to maintain all requirements for these standards.

At this time, COVID-19 vaccination is not required, but is strongly recommended for all employees and volunteers. Fortress will continue to follow the lead of the CDC and other local, state, and national leaders and reserves the right to mandate vaccination as a requirement of employment in the future within the bounds of the law.

Our Hiring Procedures

We are committed to equitable and transparent hiring practices. Please read below what you can expect from us during this process:

  1. A hiring committee is chosen whenever a position becomes available at Fortress. That committee reviews Fortress’s equitable hiring standards and practices and is re-trained on how to recognize and avoid hiring biases. The hiring committee will always include the direct supervisor for the position, the Director or Programs & Impact, and the Director of Finance & Administration. Other individuals who serve on the hiring committee include program and leadership staff who will work closely with the position and clients who will work closely the position. The hiring committee will always be comprised of 50% people of color who assume the responsibility of challenging and correcting the committee when there are potential implicit biases.

  2. For screening purposes, candidates for all positions must complete both portions of the online application process to be considered for a position with us (an application and a questionnaire).

  3. All candidates who apply within our application window (minimum one week from the job posting or until 30 applications have been submitted) and meet our minimum qualifications will be called for a phone screening interview, which is used to assess basic competency for and interest in the position.

  4. Candidates who pass a phone screening will be asked to complete a one-hour online training on child safety and sexual abuse risk. This is a safety measure we take before we allow any candidates into the building for in-person interviews.

  5. Candidates who complete that training will be invited to an in-person interview with a two-person interview team: the position’s direct supervisor and a member of our executive team. That interview will last approximately 90 minutes. Candidates may be asked to prepare a brief skills demonstration or bring a sample from their existing body of work to that interview. The interview team will use a rubric to assess each candidate’s strength and potential.

  6. Candidates who reach a high threshold on the interview rubric will be invited to a meet and greet style interview with the hiring committee and the rest of the potential candidates for the position. After the meet and greet, each committee member will submit their recommendation. A consensus will be reached automatically or by debate within the committee, and an offer will be made to a candidate approved by the majority of the committee.

  7. Additional screening measures put into place before or after the meet and greet interview will include a reference check and a background check.

Additional points to note in our hiring practices:

  • Salary offers are based on the candidate’s education, credentials, and years of experience, including lived experience. These are pre-set by a pay scale to reduce the risk of non-merit based bias in salary offers.

  • We place hiring value on candidates’ having lived experience in regards to the economic and racial injustices faced by many of our clients. Candidates who are familiar with our community or communities similarly situated are strongly encouraged to apply.

  • Our foremost concern when we are making hiring decisions is the safety and well-being of our children and families. We use MinistrySafe screening techniques and reserve the right to reject any candidate based on risk factors associated with the abuse of children.

  • Fortress is a laid-back, child-friendly work environment. Candidates are strongly encouraged to dress comfortably (no more formal than business casual) for interviews.

Our Orientation & Training Procedures

All new hires participate in a minimum one week orientation before they begin their normal work duties. Additionally, all employees create an annual training plan with their direct supervisor to meet the state qualifications for caregivers and to further their own professional development goals. Employees are strongly encouraged to pursue continuing education above the minimum requirements, and receive financial and supervisory support to the highest degree possible in that pursuit.

New teachers are placed with an experienced Fortress teacher during their probationary period. New teachers are also assigned to a peer coach for their first year of employment. New leadership employees are assigned to a mentor from outside the agency when appropriate.