CHAPTER THREE: 3085
EMPLOYMENT INFORMATION CONCERNING FACULTY AND STAFF
DUAL CAREER ACCOMMODATION
Preamble.This section was created in July 2011 to enhance the university’s ability to recruit and retain the best qualified staff and faculty. Further information may be obtained from the Provost's Office or Human Resources.
A. Policy. In recognition that professional employment opportunities for a spouse can enhance faculty and staff recruitment and retention, the University of Idaho may aid in the employment of an employee’s spouse. Any such help will be consistent with the principles of affirmative action and fairness and available to both new recruits and established employees. Dual career accommodation is a non-mandated program available to the university to assist units in recruiting and retaining employees. No unit is required to participate in this program. Prospective employees are not to view dual career accommodation as an entitlement.
NOTE: It is illegal to ask a job candidate if he or she needs dual career accommodation. However, the appointing authority or employing official may provide the information included in this section and the candidate may then request consideration for such support.
B. Process. Human Resources shall assign a staff member who will be responsible for providing reasonable assistance to a staff or faculty member’s spouse, including a spouse of those prospective staff or faculty who have received a position offer, in finding local employment. This person shall maintain an information base and support network pertaining to local employers, both on and off campus and will actively coordinate with other educational institutions in the area. This person will contact and offer service to all new hires, will be available at the time of interview, and will be available to existing employees.
B-1. Existing Vacancy. Initially, the university may attempt to find accommodation in existing vacancies, including jobs listed as “open only to current UI employees.” However, the candidate’s qualifications, as determined by the search committee, must be competitive with other applicants in the pool.
B-2. Temporary Position. If there are no appropriate existing vacancies and if a spouse’s qualifications meet a demonstrated need at the university, a one to three year temporary position may be created to provide appropriate employment opportunity. In order to safeguard individuals, departments, and other units, any offer of employment under these circumstances must be approved by the unit’s administrator or hiring committee, and following approved HR and/or affirmative action hiring procedures. The Office of the Provost & Executive Vice President (Provost) may, but is not required to, assist with the funding of created positions for the purpose of temporary dual career accommodation. These temporary accommodations may be supported in part by limited funds set aside by the provost for this purpose.
Hiring units must advise candidates of the time limits for temporary dual career accommodation support. Support beyond the initial temporary accommodation period of one to three years may be available if the candidate has completed a successful performance evaluation rating of “meets expectations” or above each year and if:
1) The position becomes permanent and funding is available outside of the Office of the Provost, or
2) The hiring unit has planned for future permanent funding.
1) There must be an appropriate fit between the qualifications of the candidate and the proposed position, and
2) The university must benefit if the accommodation is provided.
b. Written Proposal. Units requesting temporary dual career accommodation must submit a written proposal through the responsible dean (or equivalent administrator) to the Provost. Units are to provide the following:
1) An explanation of the situation,
2) An explanation of how the university will benefit from the accommodation,
3) The vita of the spouse,
4) A list of possible positions for consideration,
5) The proposed time period of the temporary accommodation,
6) The proposed salary,
7) An explanation indicating why permanent funds are not available if there is a need for the position in an area,
8) A statement indicating that the requesting unit will provide the required matching funds or an indication of the source of such matching funds, and
9) Information about potential future funding. NOTE: The goal is to move employees from temporary funds to permanent funds whenever feasible and appropriate.
c. Funding. After approval of the proposal, the Provost commits funding for temporary dual career accommodation as follows:
1) One year for .50 FTE (matched by funds from the hiring or receiving unit),
2) Two years for .50 FTE (matched by funds from the hiring or receiving unit), or
3) Three years for .33 FTE (.67 FTE matched by funds from the hiring or receiving unit).
If the position is less than full-time, the funding support is prorated based on the formula described above. Either the hiring unit or the receiving unit may provide the funds to make the position full-time. A unit interested in pursuing a dual career accommodation may provide funds to enable the temporary hire to take place in a different unit.
In general units are to view dual career accommodations as a university priority. A unit with available funds and a need for temporary assistance should be willing to participate in a temporary accommodation.
Any unused temporary accommodation funds revert to the provost.
d. Approval. Approval by the provost is contingent upon the availability of funds and the evaluation of the temporary accommodation proposal.
e. Report. The Office of Human Rights, Access and Inclusion shall collect and store the following data and periodically report to the Faculty Senate an analysis of the use and the effectiveness of the policy including the following:
1) Number of accommodations processed as related to sections C-1 and C-2;
2) Types of positions filled and/or created (administrative, faculty, exempt, classified) for those accommodations;
3) Types of positions for which the accommodations were made (administrative, faculty, exempt, classified);
4) The reasons for the accommodations (recruitment, retention); and
5) Salary amounts provided.
B-3. Office of Human Rights, Access and Inclusion Review. The Provost must submit copies of all dual career accommodation requests to the Office of Human Rights, Access and Inclusion for review to ensure that requests conform to EEO policies and regulations.