Quick Answer

Conditional, CentraCare hires individuals with felony convictions, but maintains a highly restrictive credentials policy that creates significant barriers. As Minnesota's largest regional healthcare system with over 11,500 employees across nine hospitals and 30+ clinics, CentraCare is subject to federal OIG exclusion requirements and strict state regulations for healthcare workers.

CentraCare's Credentials Policy explicitly excludes individuals with conviction of a felony OR any misdemeanor related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. This language creates significant barriers even beyond typical healthcare restrictions. However, Minnesota's Ban the Box law provides some protection by prohibiting criminal history questions until after an interview or conditional offer.

The greatest barriers are created by any felony conviction (explicitly disqualifying under policy), controlled substance offenses (federal OIG exclusion), fraud or financial crimes (zero tolerance), and violent or sexual offenses (absolute barrier).

Best opportunities may exist in Environmental Services (EVS), Nutrition/Food Services, and Facilities Maintenance positions where access to patients, controlled substances, and confidential information is minimized. However, even these positions face scrutiny under the broad credentials policy. Applicants should target non-clinical support roles and be prepared to present strong rehabilitation evidence, as successful employment will require individual assessment beyond the stated policy language.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

Before applying, honestly assess whether you meet these baseline requirements:

• No OIG Exclusion: You must NOT be on the OIG List of Excluded Individuals/Entities (LEIE). Check your status at exclusions.oig.hhs.gov before applying. Healthcare fraud, patient abuse, or controlled substance felonies result in mandatory exclusion.

  
  

• Credentials Policy Review: Understand that CentraCare's policy explicitly excludes individuals with felony convictions OR misdemeanors related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. If your offense falls into these categories, barriers are extremely high.

  
  

• Drug Screen Ready: Must pass mandatory pre-employment drug screening. CentraCare maintains a drug-free workplace. Minnesota has not legalized recreational marijuana, and any positive result is typically disqualifying.

  
  

• Complete Honesty: Must be completely truthful about criminal history when asked (after interview or conditional offer per Ban the Box). Dishonesty is treated as an integrity failure and is an automatic disqualifier.

  
  

• Rehabilitation Evidence: Given the strict policy language, strong rehabilitation documentation will be essential for any consideration. Gather certificates, employment history, references, and evidence of positive changes since conviction.

  
  

• Work Authorization: Must be legally authorized to work in the United States and able to provide required I-9 documentation.

Critical Regulatory Information

Understanding the legal landscape for criminal records in healthcare employment is essential. CentraCare operates primarily in Minnesota, which has one of the stronger Ban the Box laws covering private employers. However, healthcare-specific regulations and CentraCare's internal credentials policy create additional barriers beyond standard fair chance requirements.

EEOC Guidelines

The Equal Employment Opportunity Commission advises employers not to automatically refuse applicants based on criminal records. Employers must conduct an individualized assessment using the Green Factors:

(1) Nature and gravity of the offense;

(2) Time elapsed since the offense and/or completion of sentence;

(3) Nature of the job sought and its relationship to the offense. However, employers may cite business necessity and specific policy requirements. CentraCare's credentials policy represents their interpretation of these requirements for healthcare settings.

FCRA Requirements

If a third party conducts the background check and employment is denied based on the report, CentraCare must comply with the Fair Credit Reporting Act (FCRA) adverse action procedures:

(1) Provide pre-adverse action notice with a copy of the report and summary of FCRA rights;

(2) Allow reasonable time to dispute inaccuracies;

(3) Provide final adverse action notice if decision stands. Under FCRA, consumer reporting agencies generally cannot report criminal convictions older than seven years, though this limit may not apply to positions with salaries above $75,000.

State-Specific Considerations

Minnesota has strong Ban the Box protections covering both public and private employers under Minn. Stat. § 364.021. Employers cannot inquire about criminal history on initial applications or until the applicant has been selected for an interview. If no interview, inquiry must wait until after a conditional offer. This gives applicants opportunity to demonstrate qualifications first. However, the law contains an exception for employers with statutory duty to conduct background checks—healthcare employers often cite this exception for clinical positions. Employers may notify applicants that certain criminal backgrounds will disqualify individuals from specific positions. Violations carry fines of $500-$2,000.

Healthcare-Specific Considerations

Healthcare employment carries unique regulatory requirements. The OIG List of Excluded Individuals/Entities (LEIE) is a mandatory check for all healthcare organizations receiving federal healthcare program payments. Mandatory exclusions include: Medicare/Medicaid fraud; patient abuse or neglect; healthcare-related theft or financial misconduct; and felony controlled substance offenses. CentraCare's Credentials Policy goes beyond OIG requirements by explicitly excluding any felony conviction and misdemeanors related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. As a Catholic healthcare organization founded by the Sisters of the Order of St. Benedict, CentraCare operates under ethical and religious directives that may influence hiring philosophy around patient safety and integrity.

Company Overview

CentraCare is an integrated nonprofit healthcare system serving Central Minnesota. Founded in 1886 when St. Cloud Hospital was established by the Sisters of the Order of St. Benedict, the organization has grown into one of Minnesota's largest health systems. CentraCare was formally established in 1995 through the merger of St. Cloud Hospital and St. Cloud Clinic of Internal Medicine. The system continues to operate as a Catholic, nonprofit institution in collaboration with the Diocese of St. Cloud.

Today, CentraCare includes nine hospitals located in St. Cloud, Benson, Long Prairie, Melrose, Monticello, Paynesville, Redwood Falls, Sauk Centre, and Willmar. The system also operates more than 30 clinics, seven senior care facilities, and numerous specialty care services throughout the region. St. Cloud Hospital, the flagship facility, is the largest healthcare facility in Central Minnesota with over 6,500 employees and more than 550 physicians. It has been named a 100 Top Hospital by Truven Health Analytics 11 times—more than any other hospital in Minnesota—and has received Magnet designation for nursing excellence five times.

Company Fast Facts

• Founded: 1886 (St. Cloud Hospital); 1995 (CentraCare formed)

• Headquarters: St. Cloud, Minnesota

• Employees: Over 11,500 across system

• Hospitals: 9 hospitals across Central Minnesota

• Clinics: More than 30 clinic locations

• Service Area: 690,000 people in 12-county region

• Revenue: Over $2 billion annually

• Status: Catholic nonprofit healthcare system

• Recognition: U.S. News #2 hospital in Minnesota (2025); 11-time 100 Top Hospital; 5-time Magnet designation

Hiring Policy Analysis

CentraCare maintains a Credentials Policy that creates significant barriers for applicants with criminal records. The policy explicitly states threshold eligibility criteria that exclude individuals with conviction of a felony or any misdemeanor related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. This language is notably strict compared to many healthcare employers that focus only on job-related offenses. Despite Minnesota's Ban the Box law, CentraCare's internal policy represents their determination of business necessity for healthcare positions. The organization recently underwent layoffs of approximately 535 workers (August 2025) affecting 44 locations, with about 70% in administrative and support positions.

Position-Specific Barriers

Barrier levels are determined by the credentials policy language, access to patients, controlled substances, confidential information, and regulatory requirements.

Available Positions and Pay

Pay data compiled from Glassdoor, Indeed, PayScale, and job postings. Actual compensation varies by location, experience, and shift. Recent layoffs may affect hiring volumes.

Career Path Examples

CentraCare offers career pathways across operational support, nursing, and technical fields. However, advancement into clinical or patient-care roles faces the same credentials policy barriers as initial hiring.

Operational Support Track: EVS Tech ($14-17/hr) → EVS Lead ($16-19/hr) → EVS Supervisor ($45K-55K/yr) → Support Services Manager. Focus on demonstrated reliability and leadership skills.

Nutrition Services Track: Food Service Worker ($15-17/hr) → Cook ($17-19/hr) → Lead Cook ($18-21/hr) → Food Service Supervisor ($42K-52K/yr). Food safety certification required for advancement.

Distribution Track: Distribution Clerk ($15-17/hr) → Distribution Tech ($17-19/hr) → Lead Tech ($18-21/hr) → Materials Manager ($50K-65K/yr). Supply chain experience valued.

Background Check Process

Understanding CentraCare's background check process is essential given their strict credentials policy. Minnesota's Ban the Box law means criminal history cannot be asked on the initial application, but the background check after interview or conditional offer will be comprehensive.

• What They Check: National Criminal Search; county and state criminal records; OIG/SAM Exclusion List verification; sex offender registry; employment history verification; education verification; professional license verification (for licensed positions); drug screening (mandatory).

  
  

• Lookback Period: Under FCRA, consumer reporting agencies generally limit criminal conviction reporting to seven years. However, CentraCare's credentials policy language regarding "felony" does not specify a timeframe, suggesting all felony convictions may be considered. OIG exclusions have no time limit and are typically permanent or last 5+ years.

  
  

• Timeline: Background checks typically take 1-2 weeks after authorization. Drug screening results are usually available within 2-3 days. Total hiring timeline averages 2-4 weeks from interview to start date, depending on position and results.

  
  

• Process Flow: Application submitted (no criminal history questions per Ban the Box) → Selected for interview → Interview conducted → Criminal history may be discussed → Conditional offer extended → Background check and drug screen authorization → Checks conducted → Results reviewed against credentials policy → Pre-adverse or adverse action notice if applicable → Final hiring decision → Start date confirmed.

Disqualifying Factors

Automatic Disqualification (Per Policy): OIG exclusion status; felony conviction (per credentials policy language); misdemeanor conviction related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude; dishonesty during application process.

High Risk for Disqualification: Healthcare fraud or financial crimes; patient abuse or neglect; any drug-related offenses; theft (especially from employers); assault or violent crimes; sex offenses; any crime involving vulnerable populations.

Case-by-Case Consideration: Very old felonies unrelated to policy categories; minor non-violent offenses; traffic violations (unless driving required); offenses with substantial rehabilitation evidence. Note: Even these require overcoming the explicit policy language through individual assessment.

Your Rights as Applicant

• Minnesota Ban the Box: Employers cannot ask about criminal history on initial applications or until you've been selected for an interview. If no interview, inquiry must wait until conditional offer. However, employers may notify applicants that certain criminal backgrounds will disqualify individuals from specific positions.

  
  

• FCRA Protections: You must receive written notice and provide consent before a background check. If denied based on the report, you're entitled to a copy and the right to dispute inaccuracies. Seven-year lookback limitation applies to most positions.

  
  

• EEOC Protection: You have the right to individualized assessment. However, employers can establish job-related criteria and demonstrate business necessity for their policies.

  
  

• Dispute Rights: You can dispute inaccurate information on background reports with the reporting agency. Check your own records beforehand through Minnesota Bureau of Criminal Apprehension.

Application Strategy

1. Check OIG Status First: Before applying, verify you are NOT on the OIG List of Excluded Individuals/Entities at exclusions.oig.hhs.gov. If excluded, do not apply to any healthcare position—exclusion is a permanent legal bar.

   
   

2. Assess Your Record Against Policy: Review CentraCare's credentials policy categories: felony, controlled substances, fraud, violence, sexual misconduct, moral turpitude. If your offense falls into these categories, barriers are extremely high. Consider alternative employers first.

   
   

3. Target Support Services Positions: Focus on Environmental Services, Laundry, Grounds, and Facilities Maintenance. These roles have minimal patient contact and limited access to controlled substances—offering the best chance for consideration despite policy language.

   
   

4. Apply Through Official Channels: Submit your application through jobs.centracare.com. Take advantage of Ban the Box protections—no criminal history will be asked on the initial application. Focus on presenting strong qualifications.

   
   

5. Prepare Extensive Rehabilitation Evidence: Given the strict policy, you will need exceptional documentation: treatment completion certificates, education credentials, stable employment history, volunteer work, character references from employers or probation officers, evidence of community involvement.

   
   

6. Be Completely Honest When Asked: After interview or conditional offer, you will be asked about criminal history. Be completely truthful. Dishonesty is treated as an integrity failure and is an automatic disqualifier. Prepare a brief, honest explanation.

   
   

7. Make the Case for Why Policy Shouldn't Apply: If your felony is not directly related to the policy's concern categories (controlled substances, fraud, violence, sexual misconduct, moral turpitude), be prepared to argue why your specific offense should not automatically disqualify you.

   
   

8. Check Minnesota Expungement Eligibility: Minnesota has expungement laws that can seal certain records. Research whether your conviction qualifies. Sealed records generally cannot be considered in employment decisions. Contact Legal Aid or a criminal defense attorney.

Tips for Applicants with Records

1. Understand This is a Challenging Employer: CentraCare's explicit credentials policy creates significant barriers. Be realistic about your chances and have backup plans with other employers who may be more accessible.

   
   

2. Leverage Minnesota's Ban the Box: You have the right to demonstrate qualifications before criminal history is discussed. Make the most of this opportunity by presenting a strong application and interview performance.

   
   

3. Run Your Own Background Check First: Know exactly what will appear. Request your Minnesota criminal record from the Bureau of Criminal Apprehension. Dispute any errors before applying.

   
   

4. Focus on Non-Clinical Entry Points: EVS, Laundry, Grounds, and Facilities positions face fewer regulatory barriers. Prove yourself in these roles before attempting to advance to positions with more patient contact.

   
   

5. Document Everything Positive: Build a portfolio of rehabilitation evidence: certificates, letters of recommendation, employment records, volunteer documentation. The stricter the employer, the more evidence you need.

   
   

6. Pass the Drug Test: Absolutely mandatory in healthcare. Address any substance issues completely before applying. Healthcare has zero tolerance for positive drug tests.

   
   

7. Consider Smaller CentraCare Facilities: Rural locations in Long Prairie, Melrose, Paynesville, or Sauk Centre may have different hiring needs than St. Cloud. Smaller facilities sometimes have more flexibility in staffing.

   
   

8. Be Flexible on Schedule and Location: Willingness to work nights, weekends, and less desirable shifts increases your chances. Consider all nine hospital locations and 30+ clinics across the system.

Benefits Overview

CentraCare offers a comprehensive benefits package for eligible full-time and part-time employees. Benefits eligibility and details vary by position and employment status.

• Health Insurance: Medical insurance with tiered system (Tier I for CentraCare facilities). Dental insurance. Vision insurance. Health Savings Account (HSA) with employer contribution—noted as a particularly strong benefit.

  
  

• Retirement: 401(k) retirement savings plan with employer matching. Start saving for retirement with company contribution.

  
  

• Life and Disability Insurance: Basic life insurance equal to base salary (minimum $10,000, maximum $200,000) available at no cost upon hire. Long-term disability insurance available.

  
  

• Paid Time Off: PTO program with 10-20 days reported. Scale-based accrual system. Paid holidays included.

  
  

• Education and Development: Tuition reimbursement program. Career pathways in operational support, nursing, and technical fields. Professional development opportunities.

  
  

• Additional Benefits: Employee Assistance Program (AiRCare) providing counseling and support. Employee discounts through various programs. Flexible scheduling in some positions. Work from home opportunities for certain roles.

Employee Perspectives

Pros: Strong HSA employer contribution; good vacation and CME for clinical staff; insurance benefits generally good; career pathway opportunities; community-focused organization; technology investments (EPIC, Dragon, AI).

Cons: Pay reported below average and not matched to experience; health insurance tier system limits options; benefits have gotten worse over years; staffing concerns; PTO scale system not favorable to new employees; recent layoffs affecting morale.

Frequently Asked Questions

1. Does CentraCare hire people with felonies?

   Conditionally. CentraCare's Credentials Policy explicitly states that individuals with felony convictions do not meet threshold eligibility criteria. Additionally, misdemeanors related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude are also explicitly disqualifying. Despite this strict policy language, some individuals with criminal records may be hired for support services positions through individual assessment, particularly if the offense is old, unrelated to the policy categories, and accompanied by strong rehabilitation evidence. Best opportunities are in Environmental Services, Laundry, and Facilities positions.

   
   

2. What is the background check process at CentraCare?

   Per Minnesota's Ban the Box law, criminal history cannot be asked on the initial application. After you've been selected for an interview (or received a conditional offer if no interview), CentraCare will conduct a comprehensive background check including National Criminal Search, OIG/SAM Exclusion List verification, employment verification, and mandatory drug screening. Results are reviewed against their credentials policy. If issues are found, you should receive pre-adverse action notice with opportunity to respond.

   
   

3. How far back does the background check go at CentraCare—what is the lookback period?

   Under FCRA, consumer reporting agencies generally limit criminal conviction reporting to seven years for most positions. However, CentraCare's credentials policy language regarding "felony" does not specify a timeframe, suggesting they may consider all felony convictions regardless of age. OIG exclusions have no time limit—most are permanent or last a minimum of five years. Employment verification typically goes back 7-10 years.

   
   

4. What types of convictions make hiring more difficult at CentraCare?

   CentraCare's policy is explicit: any felony conviction and any misdemeanor related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. This includes: drug offenses (any level); theft, fraud, or financial crimes; assault or violent crimes; sexual offenses; crimes against vulnerable populations; healthcare fraud; dishonesty-related offenses. Even offenses not explicitly in these categories face scrutiny under the broad "felony" exclusion and "moral turpitude" language.

   
   

5. What are the best entry-level roles at CentraCare for applicants with a record?

   Environmental Services ($14-17/hr), Laundry Services ($14-16/hr), Grounds/Facilities Maintenance, and possibly Food Service positions offer the best entry points due to minimal patient contact and limited access to controlled substances. These roles still fall under the credentials policy, but present fewer regulatory barriers than clinical positions. Focus on proving reliability in these roles before attempting advancement.

   
   

6. Does CentraCare drug test, and what kind of test do they use?

   Yes, CentraCare requires mandatory pre-employment drug screening for all positions. Healthcare environments maintain strict drug-free workplace policies due to patient safety and controlled substance access concerns. Minnesota has not legalized recreational marijuana, and any positive drug test result is typically disqualifying. Testing is usually a urine panel screening.

   
   

7. When during the hiring process will CentraCare ask about criminal history?

   Under Minnesota's Ban the Box law (Minn. Stat. § 364.021), CentraCare cannot ask about criminal history on the initial job application. They can ask after you've been selected for an interview, or if no interview is conducted, after they've made a conditional offer. However, they may notify applicants that certain criminal backgrounds will disqualify individuals from specific positions—this notification doesn't violate Ban the Box.

   
   

8. Can someone advance to management at CentraCare if they have a felony?

   Very challenging. Advancement into supervisory or management positions would require overcoming the same credentials policy barriers. Management roles typically have greater access to confidential information, financial systems, and oversight of patient care—all increasing scrutiny. The best strategy is to establish an excellent track record in support services, document your reliability extensively, and pursue advancement only after several years of proven performance.

   
   

9. How long does the hiring and background check process take at CentraCare?

   The total process typically takes 2-4 weeks from interview to start date. Application review takes 1-2 weeks depending on hiring volume. Background checks take 1-2 weeks after authorization. Drug screening results are usually available within 2-3 days. Clinical positions requiring license verification may take longer. Recent layoffs and restructuring may affect current hiring timelines.

   
   

10. What can applicants do to improve their chances of getting hired at CentraCare?

    Given CentraCare's strict credentials policy:

    (1) Verify OIG status before applying;

    (2) Honestly assess whether your offense falls into policy categories;

    (3) Target EVS, Laundry, or Facilities positions;

    (4) Prepare extensive rehabilitation documentation;

    (5) Check Minnesota expungement eligibility;

    (6) Be completely honest when asked about criminal history;

    (7) Make the case for why your specific offense shouldn't apply under the policy;

    (8) Consider smaller CentraCare facilities in rural locations;

    (9) Be flexible on schedule and shift;

    (10) Have backup plans with more accessible employers.

Alternative Second Chance Employers

If CentraCare's strict credentials policy presents insurmountable barriers, consider these employers known for fair chance hiring practices in Minnesota and surrounding areas:

Conclusion

CentraCare presents significant challenges for individuals with criminal records due to their explicit Credentials Policy that excludes felony convictions and misdemeanors related to controlled substances, fraud, violence, sexual misconduct, or moral turpitude. This language is stricter than many healthcare employers and creates barriers beyond standard OIG exclusion requirements. Minnesota's Ban the Box law provides some protection by delaying criminal history inquiry, but does not override CentraCare's stated policy requirements.

The best opportunities exist in support services positions—Environmental Services, Laundry, Grounds, and Facilities—where access to patients, controlled substances, and confidential information is minimized. Even these positions face policy scrutiny, requiring strong rehabilitation evidence and likely individual assessment beyond the stated policy language. The organization offers good benefits including HSA employer contributions, 401(k) matching, and tuition reimbursement, but pay has been reported below average and recent layoffs may affect hiring.

Key Success Factors: Verify OIG status; assess offense against policy categories; target EVS/support services; prepare extensive rehabilitation documentation; check Minnesota expungement eligibility; be completely honest; make the case for individual assessment; be flexible on location and schedule.

Biggest Barriers: Explicit policy excluding felonies; broad "moral turpitude" language; zero tolerance for fraud/controlled substance offenses; OIG exclusion requirements; Catholic healthcare mission emphasizing patient safety; recent organizational changes and layoffs.

For applicants whose offenses fall into CentraCare's explicit policy categories, pursuing employment with more accessible employers may be more productive. Minnesota's strong Ban the Box law and numerous manufacturing, retail, and service employers offer better opportunities. However, for those with older, unrelated offenses and strong rehabilitation evidence, CentraCare's support services positions may be worth pursuing—but approach with realistic expectations and backup plans.

Disclaimer

This guide provides general information and should not be considered legal advice. Hiring policies vary by position, location, and individual circumstances. While we strive for accuracy using publicly available sources including company websites, job postings, employee reviews (Glassdoor, Indeed, PayScale), and policy documents, employment information and company policies may change without notice. Always verify current practices directly with CentraCare.

Inclusion in this guide does not guarantee employment. Background check laws, expungement procedures, and fair chance hiring requirements vary by state and should be confirmed with legal professionals. OIG exclusion status is a federal matter with serious legal implications. Consult with an employment attorney or Legal Aid of Minnesota for specific legal advice about your situation.

Apply Now: https://jobs.centracare.com