Application Process

On-site Interviews

Following application, candidates' credentials are reviewed, with particular attention to the prerequisites noted on the Entrance Requirements page. 

Interviews are conducted in May and November to determine admission for the class beginning in August of the following year.

  • There are two application deadlines, relating to two interview periods in a given year. Applications which are complete by March 1 will be considered for interview dates in May, and applications which are complete by September 1 will be considered for interview dates in November.
  • Interview slots are limited, so applicants are encouraged to apply early. Applications which are completed after September 1 may still be considered for admission in the upcoming year, however, note that classes are generally filled after the November interviews.
  • An applicant may be interviewed only once per calendar year. Applicants considered "most competitive" may be offered an early admission decision in May; otherwise, they will continue to be considered part of the candidate pool for the remainder of the cycle, culminating in August of the following calendar year. 

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For on-site interviews, candidates considered "most qualified" will be invited to meet with the selection committee.  Those who do not meet the prerequisites, or who have been denied admission following two previous interviews, may be declined an invitation to interview.  Due to an abundance of highly-qualified applicants, even some who meet the prerequisites may not be invited to interview if their qualifications are not among the most competitive.  Therefore, applicants who wish to reapply the following year may do so by updating their application.

The Admissions Committee of the Nurse Anesthesia Program reviews the credentials of each applicant.  Final selection is based upon many factors; no single criterion has a decisive influence on the applicant’s acceptability.  Selection of candidates for interview or program admission will also be based upon qualities of professionalism and communication with the program during the application and interview process.  

Affirmative Action/Equal Employment Opportunity

As an Affirmative Action and Equal Opportunity Employer, Wake Forest Baptist Medical Center and its affiliates administer all educational and employment activities without discrimination or based on any protected characteristics such as race, sex, age, religion, national origin, disability, sexual orientation, gender identity or Veteran status (except where sex is a bona fide occupational qualification or a statutory requirement) in accordance with all local, state, national laws, Executive Order 11246,  Executive Order 13496, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4214 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 7903), regulations, and guidelines. 


For Students, Prospective Students, Parents, Employees and the Public please click on file below to view the Wake Forest Baptist Medical Center Campus & Innovation Quarter Campus Crime and Fire Report.

Annual Crime and Fire Report


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Last Updated: 11-17-2016
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Disclaimer: The information on this website is for general informational purposes only and SHOULD NOT be relied upon as a substitute for sound professional medical advice, evaluation or care from your physician or other qualified health care provider.

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