Prepared by the ADVANCE/PCOSW Work-Life Committee in collaboration with Human Resources and the Affirmative Action Office.
 

Approved Policy Statement

The University of Rhode Island acknowledges the importance of supporting dual career partners in attracting and retaining a quality workforce, and in its long-range economic benefit to the University, and is committed to offering placement advice and assistance whenever feasible and appropriate.

What is the Dual Career Assistance Program?

University of Rhode Island recognizes that top faculty candidates increasingly have partners who simultaneously are seeking employment, and acknowledges that to remain competitive in recruitment and retention, it is important to consider the employment needs of partners in any faculty hire. Nationally, it is becoming an established reality that the presence of a successful dual career assistance program enhances institutional effectiveness in recruitment, retention, overall diversity, and family friendly climate. Thus, this program includes suggested guidelines to assist accompanying partners of job candidates in searching for appropriate employment opportunities. This program is envisioned to work in coordination with other Affirmative Action programs and goals.

 

Employment Assistance, Not Job Placement

Dual Career Assistance at the University of Rhode Island is not intended to supersede Affirmative Action, Board of Governors, University policy, or collective bargaining agreement provisions. Due to the specifics of various labor union contracts, these guidelines currently are designed to meet the needs of AAUP faculty. However, the following recommendations are a first step in an ongoing process of developing guidelines that effectively address dual career needs at URI for all employees. Moreover, the University of Rhode Island recognizes the need to continuously evaluate the impact of dual career assistance on maintaining balance with the overall goals of diversity within the University.

The value of assisting individuals in dual career partnerships to obtain employment opportunities is readily acknowledged, and URI has established these guidelines in that spirit. However, it is critical to note that individuals are encouraged to take advantage of additional career search resources in Rhode Island and online, as the University does not guarantee or promise employment to job seekers.

PROPOSED DUAL CAREER GUIDELINES

 

1. Advertising

URI will add a notice of dual career guidelines to job advertisements stating that the University of Rhode Island is an EEO/AA employer that is responsive to dual career partners.

 

2. Providing Information

It is against the law for search committees to ask potential hires about their partners. However, these committees should provide information to all potential hires regarding URI’s accommodation of dual career partners. To qualify as a dual career partner, applicants must meet the “domestic partner” criteria as defined by state law and referred to in collective bargaining agreements (see III. 3. below). All candidates in a job search as well as current University employees have a right to inquire about opportunities and procedures for partner hires. Equal Employment Opportunity policies dictate that such inquiries will not influence hiring or promotion decisions.

The Office of Affirmative Action will provide these Dual Career Guidelines to all search committees at URI.

 

3. Definition of Domestic Partner

The State of Rhode Island defines “domestic partner” as an individual who is at least 18 years of age, has shared a common residence with the employee for a period of at least one year and intends to reside indefinitely with the employee; the partner and the employee are not married to anyone, they share a mutually exclusive, enduring relationship, and the partner and the employee consider themselves life partners, share joint responsibility for their common welfare and are financially interdependent.

 

4. Responding to a Request for Dual Career Assistance

(Please refer to assistance flowchart)

A. Off-Campus employment 

Partners of candidates who have received tentative job offers may seek the services of Career Services, Human Resources, the Dean of the candidate’s college, and/or Affirmative Action in searching for appropriate employment opportunities off campus. These representatives will be responsible for utilizing their formal and informal contacts to assist the partner in identifying, applying for, and interviewing for appropriate off-campus employment. A designated facilitator should be appointed in these cases, as well, and should be responsible for ensuring the best possible communication between University and community connections.

B. URI Nonacademic Employment 

Partners of candidates who have received tentative job offers may seek the services of Career Services, Human Resources, the Dean of the candidate’s college, the Unit Director and/or Affirmative Action in searching for appropriate employment opportunities on campus. These representatives will be responsible for assisting the partner in identifying, applying for, and interviewing for appropriate campus employment. The following steps should be taken:

1. The candidate who has received the tentative job offer should request assistance in identifying other on-campus employment for his or her partner.
2. The unit head/chair of the initial hires department/unit will request a copy of the partner’s curriculum vitae and other relevant materials.
3. The unit head/chair will collaborate with Career Services, Human Resources, the Dean of the candidate’s college, the Unit Director and/or Affirmative Action in identifying possible avenues for the partner.
4. The unit head/chair will collaborate in identifying an appropriate facilitator who will assist the partner in the job search, and ensure that all possible avenues are being explored for the partner.
5. An accompanying partner, like any other candidate, must be systematically reviewed by the hiring unit. If that unit believes the accompanying partner has appropriate credentials and has skills that are compatible with the unit’s needs and mission, and/or if the partner meets published deadlines for application, they may request that the accompanying partner be considered for an interview or other placement alternatives (as described below).

C. URI Academic Employment

When any candidate or existing employee inquires about academic employment at URI for a partner, the following steps are recommended:

1. The candidate who has received the tentative job offer should request assistance in identifying academic employment at URI for her or his partner.
2. The chair of his or her unit requests a copy of the partner’s curriculum vitae and other relevant materials.
3. This information then is forwarded confidentially to the Department Chair and Dean of the College in which the accompanying partner is seeking employment, as well as to the Office of the Provost. These administrators will explore the fit between the partner and the target department.
4. Requesting departments should contact the Director of Affirmative Action as soon as possible in this process to discuss the feasibility of a specific Dual Career Partner request/waiver (see below) before submitting the paperwork, which includes the Dual Career Partner Request form, the vita of the individual under consideration, additional supporting documentation (per search committee leader), and a Request to Fill form.
5. An accompanying partner, like any other candidate, must be systematically reviewed by the hiring department. If that department believes the accompanying partner has appropriate credentials and has skills that are compatible with the department’s needs and mission (e.g., if a forthcoming position is expected or if a new position is in line with planned program expansion), they may request that the accompanying partner be considered for a search waiver or other placement alternatives (as describe below).
6. The appropriate Dean or Director must sign the Dual Career Partner Hire Request form. The Director of Affirmative Action will forward a recommendation to the Provost, who is responsible for the final review. Various options for placing partners are listed below (Section 5.).

D. Monitoring and Oversight

The AA/EEO will review the process of all dual career hires to ensure that discrimination of any type has not occurred.

The AA/EEO in cooperation with Human Resources (HR) and Institutional Research (IR) will regularly collect and provide information on dual career requests and request outcomes to monitor the effectiveness of these guidelines in recruitment, retention, and diversity, and to ensure that no negative effects or discrimination against specific subgroups has occurred because of these guidelines.

 

5. Accommodation Strategies

Expedited application for open position. A partner of a finalist in a University search may request an interview for another open University position as long as they meet the published qualifications and as long as the application deadline is met. If a search committee chair receives such a request, Affirmative Action must be contacted.

Split position
In order to meet the needs of several departments/units, split positions can also be considered. The Vice Provost and/or Human Resources will coordinate these efforts.

Shared appointment
Faculty partners in the same academic discipline may ask to be considered for a shared appointment. In such cases, the concerned department must determine whether both individuals have appropriate credentials and have the potential to become tenured members of the department. The dean and chair will negotiate the terms arrangements on an individual basis.

Soft money appointment
Eligible partners may be hired as soft money positions, postdoctoral positions, or other short-term internal payroll positions. These appointments are fully eligible to apply for any tenure-line or more permanent positions that become available.

Visiting Professor Position
In some situations, a temporary (usually not to exceed one year) Visiting Professor Position may be created in order to either meet the needs of a particular department or offer a specialty area to a department that would otherwise be unavailable. During this temporary Professorship, the academic partner is encouraged to apply for other open job opportunities within and outside the University.

Lectureships & per course instruction
If no position can be identified, partners who teach may ask to be hired on a per-course basis, or for a lectureship.

Search Waiver Request
University Policy requires a national or regional search for faculty and professional staff appointments. The URI Dual Career Partner Guidelines are designed for appointments that meet institutional priorities and that require rapid University action. In some cases, the Director of Affirmative Action may grant search waivers upon request based upon the criteria listed below. For staff postings, only external posting waivers may be granted as the University must comply with internal posting requirements as well as with requirements of specific unions. Decisions on request for waivers of search under this policy are made by the Director of Affirmative Action.

Criteria for a waiver of search: criteria are based whether or not the request contributes to the academic excellence, over-all productivity, or goal of gender equity and diversity of the particular unit and overall university climate.

Additional criteria for evaluating these requests include:

• Rationale for waiving the normal search requirement within the context of Affirmative Action
• Qualifications of the individual proposed in context of University need
• Impact of the hire on the University’s Strategic Plan and institutional goals
• Consensus within the hiring department/unit for the requested appointment
• Degree to which department/college/university funds support the position over time
• Likelihood of future success (e.g., job excellence, promotion and tenure)

While the University of Rhode Island recognizes the value of promoting opportunities for dual career partners, and has established these guidelines to help secure this value, IT CANNOT GUARANTEE EMPLOYMENT TO ANYONE SIMPLY ON THE BASIS OF THESE GUIDELINES.