Opportunity Hire Programs
- Tenure track faculty member
- Underrepresented Minority
- National search resulted in two highly qualified individuals, one who would bring diversity to the department, both are hired
- Hiring both would address a need in the department with regards to teaching, research, service, or administration
- Academic Affairs provides 75% of salary (up to $67,500) for one of the finalists in the national search the first year, 50% the second year, 25% the third year, and the department picks up 100% of the salary the fourth year.
- After three years, the salaries for both faculty members will be paid for by the academic department
When it becomes apparent that you have a search with this possibility, submit a written request to be considered for an Opportunity Hire to Vice Provost and Chief Diversity Officer, Dereck Rovaris (email@example.com) and Senior Vice Provost, Jane Cassidy (firstname.lastname@example.org). In your request you should provide the rationale for this hire as well as the merits of the candidate. Also include the faculty vote, department chair recommendation, dean recommendation, and salary offer for both candidates.
Notification of approval by the Office of Diversity and Academic Affairs will be provided within 48 hours of receipt of written request.
Spousal Accommodations Program
- Spouse of a tenured/tenure-track faculty member
- Hired faculty is a new hire, used as a recruiting tool or current employee who has a dual hire offer from another university
- Spouse will hold faculty status
- Spouse will interview for position with positive outcome from
- Department with no compromise in academic standard
- Position for spouse will address a need in the department
- Both employees will be faculty members on the main campus
- Hiring unit provides 33% of salary for three years
- Accommodating unit provides 33% of salary for three years
- Academic Affairs provides 33% (up to $40K) for three years
- After three years, accommodating unit picks up entire salary
- Hiring unit identifies outstanding candidate for open tenure-track position and has a spouse who is a potential faculty member (candidate may or may not have interviewed when it becomes apparent there will be a request for a spousal hire)
- Hiring dean collects professional portfolio of materials from spouse (CV, recordings, etc.)
- Hiring dean reaches out to accommodating dean to discuss potential for spouse to contribute to college/department (need for expertise, appropriateness of qualifications, etc.)
- If both deans agree to move forward, short proposal with justifications sent to Academic
- Outstanding qualifications of original candidate with CV
- Need and qualifications of spouse with CV
- Any other pertinent information
- Academic Affairs gives preliminary approval to move forward in the process based on competitiveness of candidates as well as availability of funds
- Both original candidate and spouse interview with appropriate faculty, faculty vote is taken, department chairs make recommendation to deans on hiring and, if necessary, rank and tenure. Deans will work out cost share for interview expenses using department/college funds.
- Final proposal sent to Academic Affairs with faculty vote, department chair recommendation, dean recommendation, and salary offer for both original candidate and spouse.
- Academic Affairs will review and respond within 48 hours