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Faculty Recruitment

Faculty Recruitment

Dual Career Faculty Hiring Procedures

Clemson University recognizes that meeting the needs of today’s professional couples is a key factor in recruiting and retaining new faculty. Many prospective candidates for faculty positions at Clemson have spouses or partners who are also seeking employment. The Dual Career Program brings a new level of support to couples and their families when considering employment opportunities with the university and in the surrounding community.

  • Overview, Definitions and Scope

    Dual career families are common among faculty. This presents both challenges and opportunities. Universities with clearly articulated dual career hiring programs can overcome the challenges and become highly competitive for attracting talented individuals. The purpose of this document is to enhance dual career hiring success in those cases where both individuals being hired are seeking faculty positions within the University. It includes guiding principles, a plan for resource flow that can enable dual career hires and recommended procedures for the vetting of candidates. It was developed by Clemson administrators and faculty with guidance from models of dual career hiring practices at peer institutions.

    Faculty = all regular and special ranks including tenured and non-tenured appointments.  

    Initial faculty recruit = an individual being recruited for a regular or special rank faculty position.

    Dual faculty recruit = an individual who has knowledge, skills and/or abilities that can satisfy additional needs at the university, and who is a partner or spouse of an “initial faculty recruit."

    Asking and receiving department = the asking department is hiring the initial faculty recruit; the receiving department is being asked to consider a dual faculty recruit. Asking and receiving units can be one and the same, or different departments in the same college or different college.    

  • Guiding Principles
    • A culture of accommodating dual career hiring for faculty, as much as is reasonably possible, should be established and supported.
    • Priority will be given to dual career hires requested as part of initial faculty recruitment. However, faculty can request dual career accommodation for a spouse or partner at any time. For current faculty members, a number of factors can be considered in a dual career accommodation decision including: current faculty member’s performance, retention concerns, the educational and/or employment status of the spouse/partner and the financial resources available.  
    • Rapid decision making is important; delays in evaluation and decision making run the risk of losing viable candidates to other universities.
    • The credentials of dual career faculty MUST be sufficient and appropriate for the appointment being considered. There must be honest assessment of the candidates without undue pressure that may lead to a poor decision.    
    • Numerous dual hires in a department might hamper strategic planning and long-term success; therefore receiving departments and/or colleges are free to decline the hire if they believe the candidate is unqualified, or if the department’s ability to deliver on its mission would be jeopardized by a particular hire. Equally, however, receiving departments should be willing to relax fit somewhat to make an accommodation so long as the candidate is qualified and the strategic plan of the department is not hampered.   
    • The standard for a dual career hire should be a full-time, permanent position. Exceptions to this arrangement require approval of the asking and receiving deans and the Provost.
    • A time limited resource sharing model will be available to help receiving departments deal with the financial strain of an unexpected faculty hire.
    • The university’s hiring processes will support these guiding principles. All normal HR processes must be followed, but HR will expedite processing of dual career hiring upon request.
  • Procedure for Dual Career Faculty Hiring

    (Note: In all steps below, close coordination among deans, department chairs, HR, and the provost’s office is expected.)

    1. After a faculty candidate reveals a dual career need, the chair of the asking department should obtain the spouse/partner’s resume. The chair, in coordination with his/her dean, will determine where the most likely opportunities are for employment.      
    2. If the best fit appears to be in a non-faculty position or outside of Clemson, then the chair can refer the spouse to Clemson’s HR department for assistance. If the best fit appears to be within the University in a faculty position, the chair should follow the steps 3 through 9 below.
    3. The chair should consult with the dean of the asking department’s college to discuss a strategy for finding an appropriate position, title, rank and home department.
    4. If the dean of the asking department concurs with the chair’s request, s/he contacts the dean of the receiving department’s college to pave the way for chairs of the two departments to share the resume, and if appropriate, initiate a faculty review of the dual career faculty’s credentials.
    5. If the receiving department is willing to consider a dual career recruit, then the college of the asking department should notify the provost’s office and the office of human resources that a potential dual career hire is being considered.
    6. The chair of the receiving department should confirm availability of funds to support a dual career hire (see below).
    7. The chair of the receiving department should invite the candidate to campus for an interview. The interview and decision making process should follow the receiving department’s standard interview practices and protocols for targeted hires.
    8. If the department supports the hire, the chair should request approval of the position and the candidate from the receiving dean, the asking dean and the provost. This can be done via email. 
    9. Once all approvals are received, the receiving department and the department’s HR partner should follow standard procedures for targeted hires. 
  • Financial Support for Dual Career Hires
    1. To facilitate dual career hires, the receiving department will be eligible for a three-year cost sharing model whereby one-third of the salary of the dual career hire is paid by the asking department (or the asking department’s college), one-third by the receiving department (or its college) and one-third by the provost. This model is subject to availability of funds and approval by the deans of the two colleges and provost. Startup investments (if any are required) are expected to follow the model used for standard targeted faculty hires. 
    2. After three years, the receiving department must assume the full cost of the faculty hire (if the position is permanent). The receiving department is expected to find funds to continue the position as appropriate. This could mean that an existing or subsequently open position will have to be used to support the dual career hire.
    3. Due to unique circumstances that often arise during dual career situations, many hires can’t fit into a 1/3: 1/3: 1/3 cost share model; in these cases, other arrangements can be negotiated by the deans and provost.

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