• The College's willingness to entertain requests for partner employment is a matter of public record. Thus, all short-listed candidates for faculty positions will be informed, in a like manner, of the procedures involved in a potential partner hire.

• While the College will facilitate placement of an accompanying partner (budgetary conditions permitting), it will in no way curtail the departmental prerogative (as exercised through the Chair) to make decisions on hiring. If an accompanying partner does not have the credentials or sufficient promise to be compatible in the unit in which a position is sought, then no employment will be pursued.

• Any offer of employment within any unit in the College will be contingent on the candidate's qualifications and on the availability of resources. An accompanying partner, like any candidate for any faculty position, must be systematically reviewed by the academic unit. A recommendation on whether or not to hire will be made by the Chair/Director of the academic unit after consultation (as determined by unit bylaws) with the voting members of the unit.

Procedures:

1. Every candidate for an on-campus interview for a faculty position in one of the College's units, at the time an invitation for the interview is extended, will be informed that she or he should feel free to discuss partner needs without risk of potential bias. (Search committees, following established equal opportunity policy, will not consider partner needs in arriving at hiring decisions.)

2. When a candidate who has been offered a position seeks a faculty appointment within the College for an accompanying partner, the Chair of the department recommending the original offer will request a copy of the partner's CV and other relevant credentials. The Chair will then forward the materials to the Dean

3. If the budgetary situation permits, the Dean will forward the credentials to the relevant College unit. The unit will then review the credentials, possibly requesting further information and a more complete dossier.

4. If there is sufficient interest in the unit in which the accompanying partner would seek employment, then a regular interview process may ensue.

5. After the interview process is completed, the Chair/Director will forward a recommendation to the Dean. This recommendation may be either for or against an appointment to a regular position, or the recommendation may be for an alternatively-characterized position. The Dean will then make a decision on whether or not to support an appointment (which must further be approved by the Provost) based on the unit's recommendation and budgetary considerations.

6. When a candidate who has been offered a position seeks a faculty appointment outside the College for her/his partner, the Dean (after being informed of the request by the Chair) will forward a copy of the partner's credentials to the Dean/Vice President of the relevant College, School, or other University unit for consideration under the policies governing that other unit.

October, 1995

Copyright 1995 by Arizona State University; all rights reserved.

This policy was transcribed by Eric Jensen, who takes full responsibility for any typographical errors herein. This policy is provided on these web pages as a public service; its display here was not requested nor approved by Arizona State University.

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