Faculty Search Guide > Appendices > Appendix H: Partner Hiring Program Guidelines and Procedures

Appendix H: Partner Hiring Program Guidelines and Procedures

Guiding Principles

The University of California Berkeley recognizes that addressing the needs of dual career couples is necessary to recruit and retain the highest quality ladder-rank faculty. The University of California at Berkeley is committed to furthering institutional excellence by providing an array of services in support of the partner hiring needs of ladder rank faculty and candidates for ladder rank faculty appointments.

In all cases, a partner hire into a campus appointment is not an entitlement. Every partner hire must meet the qualifications and standard of excellence for the appropriate appointment. A partner hire that is made without an open search must meet the criteria for a targeted search. All partner hiring opportunities are contingent on available funding.

Options for Addressing Partner Hire Needs

The office of the Vice Provost for Academic Affairs and Faculty Welfare will coordinate services addressing the partner hiring needs of ladder rank faculty and candidates. For partner hires who may meet the standards for Berkeley faculty or research appointments, the Vice Provost will act as a broker to facilitate cooperation between departments and schools. For partner hires looking for non-academic employment or appointments at other colleges and universities, the "CALcierge" office will provide information and assistance.

1. Placement in Academic Appointments at Berkeley
   In some cases, the partner qualifications may match needs for an academic appointment at Berkeley. Such appointments may be full or part time, with or without salary, and include the following options:

   • Ladder Rank Faculty
   • Split Ladder Rank Faculty Appointment 4
   • Professor in Residence
   • Adjunct Professor
   • Lecturer
   • Researcher
   • Postdoctoral Fellow
   • Visiting Scholar
   • Academic Coordinator
   • Librarian

   Funding for the position for the partner will be considered on a case-by-case basis. Possible sources include splitting of necessary funds or FTE positions among the primary department (candidate) and secondary department (partner) as well as with the administration. Possible funding for partner hires on the part of the administration will come from resources established for the specific purpose of this program.

   Terms of the partner appointment also will be worked out on a case-by-case basis. These terms may include the length of support from the program, whether the appointment is temporary or permanent, renewal criteria, the ultimate allocation of the partner position to a home department, and other factors that concern the relationship between the partner and the hiring departments.

   The campus' Budget Committee will review and advise on the appointment of any partner who is considered for an appointment into a title normally reviewed by the Budget Committee.

2. Placement in other Universities or in Non-Academic Employment
   Through the "CALcierge" office, the campus will provide general assistance to partners of faculty, including information about local employment resources, resume and cover letter writing, and career assessment. The campus will provide access to employment opportunities at local colleges and universities through its partnership with the Northern California Higher Education Recruitment Consortium, a searchable web resource for higher education that provides both academic and administrative job listings for colleges and universities throughout Northern California.

3. Placement in Academic Degree Programs at Berkeley
   In some cases, the partner may be interested in and qualified for admission to a graduate, professional or undergraduate degree program. The "CALcierge" office will provide information and assistance in coordination with the appropriate campus offices. Admission cannot be guaranteed in advance of application and review through the appropriate department, school or undergraduate admissions process.

Procedures for Investigating Partner Hire Options

1. Eligibility
   In order to be eligible for partner hiring consideration, one member of the couple must have an appointment or an offer in a ladder rank faculty position. The couple must be either legally married or eligible for domestic partner benefits under UC policy.

2. During the Search
   A department conducting a search for a ladder rank faculty appointment will provide the names and contact information for all "short list" candidates to the "CALcierge" office. The "CALcierge" office will send the candidates information about Berkeley and invite them to make an appointment to discuss transition issues, including partner hire needs. The information about partner hiring should be transparent and equally available to all candidates. The "CALcierge" will share no information about the candidate with the department, including information about whether a candidate has contacted the "CALcierge" unless the candidate has agreed to release such information.

   The partner hire needs of a candidate should never be discussed or considered by the department in the selection process. Candidates for faculty positions should be considered on their individual merits without regard to marital or partner status. The challenges or opportunities associated with a partner hire must not be a factor in the decision to make an offer to a candidate.

   If a candidate discloses information to the search committee about partner hire needs or if partner hire needs are generally known during a search, the candidate should be referred to the "CALcierge" office for more information about academic/non-academic appointment possibilities.

3. After an Offer is Made
   After the top candidate has been selected and recommended for an offer, the department chair may initiate a discussion of partner hire needs with the candidate. If the candidate has partner hire needs, the department chair should consult with the dean. The dean may contact the Vice Provost if the candidate's partner is interested in an academic appointment at Berkeley. The department chair should refer the candidate to the "CALcierge" for information about partner hire opportunities in non-academic employment or appointments at other colleges and universities.

4. Retention Cases
   If a partner hire need is identified as important for the retention of a ladder rank faculty member, the department chair should consult with the dean or refer the candidate to the "CALcierge" for information in accordance with the procedures for "after an offer is made." The dean may contact the Vice Provost for assistance as needed.

Legal Considerations in Partner Hiring

1. Equity
   The partner hire program should be implemented, to the greatest extent possible, so that each eligible partner is considered for appropriate positions in an equitable manner. It is the goal of the program that partners be evaluated on their own merits.

2. Nepotism
   University policy permits the employment of near relatives in the same department, upon recommendation, if the appointment is justified and in the best interests of the University (APM 520). Members of the same department who are near relatives shall not participate in the process of review or decision-making on any matter concerning the appointment, promotion, salary, retention or termination of a near relative.

3. Non-discrimination
   The implementation of the partner hire program may not discriminate against any individual protected by the University non-discrimination policies (APM 035). Partner hiring should be monitored to ensure that policies and practices do not foster inequities on the basis of gender, marital status, race or other protected classifications.

4. Affirmative Action and Targeted Searches
   As a federal contractor, Berkeley must comply with federal regulations governing employment, affirmative action and equal opportunity. These regulations support conducting open searches for academic appointments. Because partner hiring supports academic excellence, it is recognized as a justification for a targeted search. All targeted searches must be reviewed by the Associate Vice Provost for Faculty Equity and approved by the Vice Provost for Academic Affairs and Faculty Welfare.

4 For example, two individuals may split one appointment at 50% each or .5 FTE might be added for two 75% appointments.