Equal Opportunity Office

(EOO)

1.

Provides DCA information to the search committee chair and search committee members during the EOO briefing. (Both EOO and Human Resources (HR) will have a link to the Appointments of Opportunity Policy and DCA and these Procedures on their websites.)

Department Heads/Directors

2.

Identify opportunities that may qualify for a DCA and inform the candidates and new hires about the DCA policy.

Candidate/Employee

3.

Informs Hiring Department (or the department in which they are already employed) of the need for DCA (before or after an offer is tendered) so that opportunities can be identified.  The candidate or employee is responsible for working with the Department and HR.  Incumbent employees should make their Department Chair or Director aware of a DCA need as soon as one arises.  The candidate or incumbent must supply information regarding the partner’s educational background, experience, and employment history to the primary hiring authority (in a resume or vita).

Requesting Department Chair/Director

4.

Informs the primary hiring authority (Dean or Vice President) of a DCA need as quickly as is reasonably possible after (ideally within 2 working days of) receiving the information that a candidate who has been offered a position or an incumbent employee has requested DCA.

Requesting Department’s Dean/Vice President     

5.

Reviews the candidate or existing employee’s request, along with relevant materials, as quickly as is reasonably possible (ideally within 3 working days). Then, makes the decision on whether to proceed with the request.  If a decision is made not to proceed with a DCA request, then, the Dean/Vice President must provide written notification to the requesting Department Chair/Director with reasons for denying the request;

Or

Initiates contact with his/her counterparts in appropriate (targeted) departments/units in which the partner might find employment. 

Requesting Dean/VP  or Chair/Director (with Assistance from HR)

6.

Consults with the dual career couple and identifies the best possibilities for potential opportunities.  In cases where off-campus opportunities are of interest to the individuals seeking DCA, HR initiates contact with potential off-campus employers.

Requesting Dean/VP                          

7.

Contacts Target Units.  If an opportunity exists (i.e., an   appropriate and unfilled position or a clearly identifiable institutional need) that matches the DCA candidate’s qualifications, the requesting Dean or Vice President contacts the Dean or Vice President of the appropriate unit regarding the need for a DCA, and identifies possibilities for employment of the partner.  It is important to note that placements occur only when mutually beneficial to the individual and the target unit, and in a manner consistent with the hiring policies of the University.   ALSO:

The Targeted Department

a.      In the case where a currently existing and open position is unfilled, whether a search is presently on-going or not, the targeted department evaluates the potential candidate against the posted job description and requirements and may put the regular search on hold.  The targeted department also contacts the EOO and the HR Office to seek advice on affirmative action and equal opportunity or human resources issues.

Or

Provost/President

b.      In the case where a new position is proposed to meet an identifiable institutional need, the Provost and President must consider and approve the position.  A job description with appropriate candidate qualifications should be developed as a reference point for establishing institutional need within the target unit.  The job description should be developed by the target unit in consultation with the target Dean/VP, and is subject to the approval of the Provost/President.  New, non-academic positions must be coordinated from the beginning with the HR Office.

Targeted Dean/VP     

8.    

Reviews and evaluates the DCA request and associated materials, and upon approval, forwards them to the appropriate department Chair/Director for further, detailed review.  If the targeted Dean/VP decides not to proceed with a DCA request then he/she will provide written notification to the requesting Dean/VP and to his/her Department Chair/Director outlining reasons for denying the request.

Targeted Department Chairs and Faculty /Directors and Staff       

9.

Evaluate and Interview the Potential DCA Candidate.  The target unit considering the DCA candidate must initiate a timely evaluation process, including a review of a vita/resume and references, and conduct an interview with that individual.  The target unit should consider both the qualifications of the candidate and the suitability of the candidate to meet the needs or fulfill the plans of the Department.  If a position is not currently available, and cannot be created, or if the DCA candidate does not fill an identifiable institutional need, an exploratory interview with the target Department Chair/Director would still be appropriate.  If a position is available, the DCA candidate’s qualifications will be evaluated against a written job description, including minimum requirements.  However,

a.      When a DCA Candidate is Satisfactory.  As quickly as is reasonably possible after (ideally within 3 working days of) their review, the target Department Chair/Director must provide a written recommendation, including a recommendation as to the nature of the appointment (full-time or part-time, tenure track/permanent or limited term) given the qualifications of the DCA candidate, and the needs of the target Department, reflecting faculty/staff consensus to the Dean/VP who made the request.

b.      When a DCA Candidate is Not Satisfactory.  As quickly as is reasonably possible after (ideally within 3 working days of) their review, the target Department Chair/Director must communicate a specific reason for non-selection to the Dean/VP and the EOO and HR Office.  Departments are not required to hire a DCA candidate, but they must have a reason for non-selection which the Dept. Chair/Director should communicate back to the DCA Candidate.

Targeted Dean/VP                                  

10.

Reviews recommendation.  As quickly as is reasonably possible (ideally within 3 working days), the target Dean/VP will review the Department Chairs/Director’s recommendation, and upon his/her review, provides a written recommendation or reason for non-selection back to his/her Department Chair/Director, as well a copy to the Provost and the requesting Dean/VP.

Requesting Dean/VP                                 

11.

Receives Provost/President approval and negotiates a Financial Package.  When clear mutual benefit to the DCA candidate and target unit is established as a basis for making an offer of employment, the requesting Dean/VP seeks final approval from the Provost or President and negotiates the nature of position (full-time or part-time, tenure track/permanent or limited term) as is appropriate given the qualifications of the DCA candidate, the needs of the receiving Department, and the resources available, and a financial package in consultation with the target Dean/VP and the Provost or President.  However, where bridge funding is requested from the Provost or President’s Office, the requesting and target Deans/VPs advance the proposed employment package to the Provost or President’s Office.  The package should include an explicit discussion of the need for, and utility of, a DCA employment package, including explicit information regarding contributions to the package from all partnering units.

Provost and President

12.

Considers and approves the final employment package and sends a letter detailing the approved version of the employment package and contributions from all participating units to all unit administrators who are party to the DCA proposal, as well as to the EOO and HR Office.

Target Department

13.

Makes the offer and completes the hiring process of the DCA candidate when the offer is accepted.  If an active search was put on hold and there are candidates in the pool, these individuals must be informed that the position has been closed.