[CED/CD/EAT] Fwd: Spousal hires

Tue Dec 10 07:37:37 MST 2019

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From: Burgess, Shane C - (shaneburgess) <sburgess at cals.arizona.edu>
Sent: Tuesday, December 10, 2019 7:27:24 AM
To: Rutledge, Bethany S - (rutledge) <rutledge at cals.arizona.edu>; Mclain, Jean - (mclainj) <mclainj at email.arizona.edu>; Antin, Parker B - (pba) <pba at email.arizona.edu>; Silvertooth, Jeffrey C - (silverto) <Silver at ag.arizona.edu>; Ratje, Jeffrey M - (jmratje) <jmratje at email.arizona.edu>; Staten, Michael E - (statenm) <statenm at email.arizona.edu>; Chorover, Jon - (chorover) <chorover at email.arizona.edu>; Farrell-Poe, Kathryn L - (kittfp) <kittfp at email.arizona.edu>; Going, Scott B - (going) <going at email.arizona.edu>; Jenks, Matthew - (jenksm) <jenksm at email.arizona.edu>; Rutledge, Bethany S - (rutledge) <rutledge at cals.arizona.edu>; Scaramella, Laura V - (scaramella) <scaramella at email.arizona.edu>; Koprowski, John L - (5quirre1) <5quirre1 at ag.arizona.edu>; Stock, S. Patricia - (spstock) <spstock at email.arizona.edu>; Tabashnik, Bruce E - (tabashnb) <BruceT at cals.arizona.edu>; Thompson, Gary D - (gdthomps) <GaryT at ag.arizona.edu>; Torres, Robert M - (rtorres1) <rtorres1 at email.arizona.edu>; Walworth, Jim - (jlw1) <Walworth at ag.arizona.edu>
Subject: Spousal hires

Everyone, please see below spousal hiring guidance from Provost Folks.

  1.  All candidates should be informed that U Arizona has a robust spousal accommodation program at the time of campus interview, and encouraged to share the spouse’s resume to the Dept Head / Chair / Director asap after the interview, if relevant.  (No other questions or comments should be made, except in response to open information sharing by the candidate.)
  2.  The process for spousal accommodations should be managed by deans’ offices, and not by unit heads / chairs / directors.
  3.  The spousal hire accommodation should not be referenced in the primary hire’s offer letter, or vice versa; separate and independent offer letters should be generated for each spouse.
  4.  The spousal hire should not be described as a non-competitive hire.
  5.  Spousal accommodations may arise either at the time of hiring, or in the years that follow, but should be treated similarly as a retention tool for valuable talent regardless of timing.
  6.  We will try to avoid placing spouses in the same department, to the extent possible, to avoid COIs.
  7.  Generic rule for salary support for the spouse, for 3 years: 1/3 provost, 1/3 primary hiring unit, 1/3 spousal accepting unit.

Space: there will be times where we should / must list assigned spaces in offer letters.  Such space assignments should always carry an explicit review at some time in the future (perhaps 5 years for a new TT faculty member, for example).  The costs to renovate space for new faculty should however not appear in the offer letter, but instead be handled by MOUs between the responsible fiscal entities.  It is always the institution’s responsibility to provide reasonable space for new hires to work in effectively.

This guidance complements, and does not change or affect in anyway, our existing practices of respecting and adhering to each unit’s faculty governance mores and norms for hiring colleagues including interview practices, assigning appropriate academic rank and property right status recommendation. This guidance does not usurp or abate in any way the unit head’s responsibility and authority to decide for fit and priority within their unit, nor the associate deans’ and/ CES director’s responsibility and authority to oversee strategy and priority within their mission areas, nor my overall fiduciary responsibility for the best interests of our enterprise.

Regards

Shane

[E5742DFE]

Shane C. Burgess
Vice President for Agriculture, Life and Veterinary Sciences, and Cooperative Extension Charles-Sander Dean of the College of Agriculture & Life Sciences
Director, Arizona Experiment Station
THE UNIVERSITY OF ARIZONA

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