Faculty Handbook Summer 2004 edition, pg. 105-6, Chapter 4, XI.
In pursuing Case's goal of becoming the most powerful learning environment, recruitment of a highly qualified and diverse faculty and staff is one important contributing factor. Recruitment of desirable candidates and retention of valued employees is often facilitated by creating a welcoming, family-friendly, and diversity-friendly environment. Toward this goal, the University must create structures that will assist in the successful recruitment and retention of new faculty members and administrators who increase the quality and diversity of the university
In today's work environment, it is often the case that a desirable faculty candidate or staff candidate has a partner who will also wish to seek employment, in academia or elsewhere, if the faculty candidate or staff candidate relocates to Case. Similarly, a current faculty member or administrator may have a partner who needs employment in order to enable the pair to remain in Cleveland. In these dual-career situations, the following procedures will be in effect:
This partner hiring policy will apply whenever a final candidate is offered either a (1) tenured, tenure-track or non-tenure track faculty appointment or (2) a staff position requiring recruitment at the level of a national search and the final candidate would need to relocate to Case from outside the Cleveland area. It will also apply to the partners of current tenured, tenure-track or non-tenure faculty members or to staff persons recruited at the level of a national search when the appropriate dean and the Provost, in their discretion, desire to use this policy to help retain a valued faculty member or administrator who is at risk of being employed by another institution because the faculty member's or administrator's partner needs employment in order for the individual to remain at Case (hereinafter "covered faculty and administrators").
Every such final candidate described above will routinely receive a copy of this policy at the time a job offer is made. The policy will be made available to current faculty and administrators via the Faculty Handbook and Human Resources Policies and Procedures. It also will be made available to search committees for faculty and executive staff positions.
The partners of final candidates will have access to relevant placement services available for up to two years following the final candidate's first employment at Case. Partners of covered faculty and administrators will have access to relevant placement services available under this policy when the appropriate dean and the Provost, in their discretion, desire to use this policy to help retain a valued faculty member or administrator who is at risk of being employed by another institution because the faculty member's or administrator's partner needs employment in order for the individual to remain at Case. In determining whether to use this policy for such faculty members or administrators, the dean and the Provost will consider the pair's overall potential contribution to the diversity and/or strength of the university. The use of this policy for final candidates or covered faculty or administrators is in the discretion of the Provost and the dean, and is not obligatory.
The services available under this policy to partners of final candidates or partners of covered faculty or administrators include the following:
access to the University's job postings;
access to the University's database of community job postings, including openings at other
universities and/or colleges in the Greater Cleveland area, with referrals where appropriate;
access to a placement specialist for assistance with the job search process, if available; and
access to an immigration specialist when appropriate.
In the event that the partner of a final candidate or partner of a covered faculty member or administrator is pursuing an academic career, the appropriate dean and/or department chair in the initial hiring school, or appropriate supervising administrator may request, through the Office of the Provost where necessary, review of the partner for hiring by another department or school within the University. If the department or school considering the partner wishes to offer that person a position, the Provost and the Office of Equal Opportunity and Diversity (EOD) will work with the relevant dean, school, or administrator to facilitate the partner's hiring, if possible. The EOD Office will review the partner's qualifications, distinguishing characteristics, and potential contributions to the University, and if the final candidate or covered faculty member or administrator has received appropriate approval by the EOD Office, the partner of the final candidate or partner of a covered faculty member or administrator generally will be granted an exemption by the EOD Office from equal opportunity approval if documented reasons exist for such an exemption in light of the pair's overall potential contribution to the diversity and/or the strength of the University.
The Provost and the appropriate dean may, in their discretion, facilitate the hiring of the partner of a final candidate or covered faculty member or administrator in the following instances:
an open position already exists in the department desiring to hire the partner;
an open position will exist in the near future (2-3 years) due to a pending retirement or other planned departure from the faculty (leading to the possibility of a bridge position); and
a new position can be created in the department desiring to hire the partner.
In all three scenarios, to encourage hiring and retention of a highly qualified and diverse faculty, the Provost will work with the appropriate dean and department chair desiring to hire the partner of the final candidate or covered faculty member or administrator to provide funding. In the event of scenario b, the Provost, appropriate dean, and department chair will work to create the bridge position, allowing the partner to begin work at the University, with the expectation that he or she would fill the future vacancy as long as no performance problems arise during the bridge period or the appointment is not otherwise non-renewed during the bridge period. The parameters of any bridge position should be specified in the offer letter presented to the partner.
