How the Program Works

Lehigh University Faculty Dual Career Guidelines

The needs of dual career couples have become increasingly important in recruiting and retaining tenure-track (pre-tenure or tenured) faculty. Lehigh University is committed to responding to these needs within the context of the university's mission and goals, college strategic plans, and available resources.

Department Chairpersons and Deans should consult these guidelines when a top candidate or current tenure-track faculty member indicates that their partner or spouse seeks employment at Lehigh or elsewhere within commuting distance. An important way to increase faculty career flexibility and improve work/life balance is to assist faculty partners/ spouses in identifying positions close to Lehigh.

These guidelines do not create an entitlement. While Lehigh presents a number of strategies to address the dual career issue, the university cannot guarantee placement for faculty partners and spouses.

For further assistance with dual-career issues, Lehigh University offers the Faculty Dual Career Assistance Program which provides consulting and networking assistance for jobs in the private and public sectors, including K-12 education but not faculty jobs in higher education. Additionally, Lehigh University is a member of the NJ/Eastern PA/DE HERC, which is part of a national network of consortia that maintains a website for single and dual-career searches. For more information on the HERC, please see www.njepadeherc.org.

Faculty Dual Career Guidelines Index

Consideration for Staff Positions at Lehigh

The University maintains a list of open faculty and staff positions at Lehigh. Faculty partners and spouses are invited to apply for positions that match their credentials and career goals. If an appropriate staff position at Lehigh is not currently listed, the spouse or partner is encouraged to access the Faculty Dual Career Assistance Program for more information about staff opportunities (non-exempt and exempt, including research scientists) at Lehigh. The HERC network also includes staff positions in higher education.

Consideration for Faculty Positions at Lehigh

Lehigh University is committed to responding to the needs of tenure-track faculty (pre-tenure and tenured) in dual career couples within the context of the university's mission and goals, college strategic plans, and available resources. The University maintains a list of open faculty and staff positions at Lehigh. Faculty partners and spouses are invited to apply for positions that match their credentials and career goals. If an appropriate faculty position at Lehigh is not currently listed, the partner/ spouse is encouraged to access the HERC network (see above) and contact regional institutions as part of their strategy to identify an appropriate position within reasonable distance from Lehigh.

The following discussion provides guidelines for:
A) hiring the partner/ spouse of a faculty member to a non-tenure-track position
B) hiring the partner/ spouse of a faculty member to a tenure-track position
Allocation of a faculty position for a dual career partner/ spouse will address demonstrated university needs and goals, as articulated in college strategic plans. In addition, there must be an appropriate fit between the qualifications of the individual and the available or proposed position.

Implementation Procedures for Lehigh Faculty Positions

Informing Candidates

Because candidates may be reluctant to reveal that their partner/ spouse is seeking a position if they believe that it might negatively affect their consideration, departments can use a number of strategies to encourage candidates to let them know of their needs as early as possible in the recruitment process.

Creating a link in the posted position advertisement to Lehigh's Faculty Work/ Life Balance web site is one strategy.
Please also distribute the Balancing Work & Life: Information for Faculty at Lehigh University brochure.

Share this information with all candidates when they are invited to interview; however, do not ask candidates directly about whether they are part of a dual career couple. Such information is private and not relevant to evaluating a candidate. If a candidate volunteers such information, you may discuss Lehigh's dual-career programs but you should allow the candidate to take the lead regarding how much he/she wishes to share about a partner/ spouse.

It is important to proceed with the interview and offer process to the primary candidate even if the possibility of an appointment for the partner/ spouse is not yet clear, or the credentials of the partner/ spouse are unsuited for a position at the university. Do not discriminate against a candidate because of a dual career situation. The decision to accept or reject an offer should be made by the candidate.

Terminology

Primary: The primary faculty member/ candidate is the Lehigh tenure-track faculty member or top candidate for a tenure-track position, and is a member of (or is being recruited by) the primary department/ college.

Receiving: The receiving department/ college is the department in which the partner/ spouse is considered for a position. The partner/ spouse is offered a position only with the full participation and approval of the receiving department, Dean, and Provost.

The primary and receiving department may be the same department. Please see the “Employment and Placement of Relatives” policy for more information.

Identifying Possibilities for Appointment

The primary faculty member/ candidate informs the primary Department Chair about the need for dual career consideration and supplies information regarding the partner's educational background, experience, and employment history (curriculum vitae). Suggestions for appropriate placements should be solicited from the faculty member/ candidate and/or partner. The primary Department Chair discusses the situation and best possibilities for employment with his or her Dean, who will explore the situation and possibilities with the Provost. If an appointment for the partner/ spouse seems appropriate, the primary Dean will initiate discussions with the Dean of the college in which the potential receiving department is located. If the primary and receiving departments are in the same college, the Dean will foster discussions with the Department Chairs.

A. Procedures for Adjunct Faculty, Lecturer, and Professor of Practice Positions at Lehigh

Please see below for brief descriptions of these non-tenure-track positions.

  1. Receiving Department Evaluates the Potential Candidate:
    The receiving department initiates an evaluation process, including review of the curriculum vitae, letters of reference, and other pertinent materials such as course syllabi.
  2. Funding:
    Adjunct Faculty, Lecturer, and Professor of Practice positions may be funded in one of two ways:
    1. The receiving department and/or college have an available position and are prepared to hire the dual career partner.
    2. An appointment is proposed in which the primary and receiving colleges/departments may share in funding the position on a transitional basis for up to two years. After the transition period, continuing support is the responsibility of the receiving department and/or college.
  3. Adjunct faculty:
    An adjunct faculty appointment for a faculty partner/ spouse will follow the normal college procedures for hiring adjunct faculty.
  4. Professors of Practice and Lecturers:
    Appointment of a faculty partner/ spouse as a Professor of Practice or Lecturer requires approval by the receiving department voting faculty, the Dean of the receiving college, and Provost. The receiving department submits to their Dean a Dual Career Hiring Proposal, which must be approved by the Dean and Provost prior to the interview. The following information must be included in the hiring proposal:
    • Faculty Employment Request Form, including the job description;
    • An explanation of how the university will benefit from the appointment and how the proposed appointment fits within the priorities of the receiving department and/or college;
    • The curriculum vitae and reference letters of the individual under consideration;
    • Brief outline of plan for interviewing the candidate;
    • A statement indicating the proposed salary; the source(s) and amount of funds.
  5. Interviewing and Job Offer: Professors of Practice and Lecturers:
    If the Dean and Provost approve the dual career hiring proposal, the receiving department will conduct an interview with the potential candidate, following the required format for the position. The candidate's qualifications will be evaluated using criteria appropriate to the proposed position and credentials required in the field. The department follows standard procedures in making the recommendation for appointment to the Dean and Provost.

B. Procedures for Tenure-Track Faculty Positions at Lehigh

Tenure-track faculty positions at Lehigh include the ranks of instructor, assistant professor, associate professor, and professor. Please see below for brief descriptions of these positions.

As discussed above, allocation of a tenure-track faculty position for a dual career partner/ spouse will address demonstrated university needs/goals as articulated in college strategic plans. A new tenure-track position will not be created for the purpose of hiring a faculty partner/ spouse.

Following initial discussions with their Dean, receiving departments may choose one of the following strategies to evaluate a faculty partner/ spouse for a tenure-track position. 1) When the receiving department decides that the faculty partner/ spouse is an excellent candidate for a planned hire, the receiving department may initiate an evaluation process that will include a full interview of the partner/ spouse. 2) Alternatively, the receiving department may recommend a national search for the planned hire earlier than specified in the college plan.

Bridge funding may be available in both cases: 1) with the receiving department's recommendation to hire the faculty partner/ spouse after the full interview process; or 2) to create a one-year Visiting Professor position (see below under non-tenure-track positions) and to expedite tenure-track hiring through a national search. For example, if the receiving department expects an opening in two years, in a field for which a faculty partner/ spouse is an excellent candidate, bridge funding may be available for 1) hiring for the tenure-track position after the full interview process; or 2) a Visiting Professorship for one year and moving up the national search.

  1. Receiving Department Evaluates the Potential Candidate:
    The receiving department initiates an evaluation process, including review of the curriculum vitae, letters of reference, and other pertinent materials such as course syllabi.
  2. Funding:
    1. When the receiving department decides to request bridge funding to hire a faculty partner/ spouse on tenure track, or as a Visiting Professor with the intention of conducting a national search, the expectation is that the primary and receiving colleges/departments and the Provost may share in funding the position on a transitional basis for up to two years. The Provost's share of the bridge funding may be up to one-half of the salary for two years, with the remainder shared by the primary and receiving departments and/or colleges.

      Permanent funding for tenure-track appointments is the responsibility of the receiving department and/or college at the end of the transition period, as identified in the college hiring plan. Contributions to bridge funding from the Provost are limited and may not be available to support all requests.
    2. Start-up packages for tenure-track positions: The Dean of the receiving college, receiving department, and Provost will normally share the cost of start-up packages for tenure-track faculty. Start-up packages will be negotiated on a case-by-case basis.
  3. Dual Career Hiring Proposal for Faculty Partner/ Spouse:
    Receiving departments requesting to hire a dual career partner/ spouse on tenure track or as a Visiting Professor (with the expectation of a national search) will submit a written dual career hiring proposal through their Dean to the Provost's office. The hiring proposal must be approved by the Dean and Provost prior to the interview. The following information must be included in the hiring proposal:
    • Faculty Employment Request Form, including the job description;
    • An explanation of how the university will benefit from the appointment and how the proposed appointment fits within the priorities of the receiving department and/or college;
    • The curriculum vitae and reference letters of the individual under consideration;
    • Plan for interviewing the candidate;
    • A statement indicating the proposed salary; the sources and amount of funds and the time period, up to two years, of the bridge funding request; and the source and amount of funds needed for start-up costs for the tenure-track position;
    • Plan and proposed timing of national search (if applicable).
  4. Interviewing and Job Offer:
    If the Dean and Provost approve the dual career hiring proposal, the department will conduct a full on-campus interview with the candidate, following the required format for the position. The candidate's qualifications will be evaluated using criteria appropriate to the proposed position and credentials required in the field.

The department follows standard procedures in making the recommendation for appointment to the Dean and Provost. Standard review and appointment procedures will be used and the level of review (for a tenure-track or Visiting Professor position) will be consistent with the Rules and Procedures of the Faculty. If the appointment involves tenure, then the R&P process for appointments with tenure will be followed.

List of Lehigh faculty positions

For additional information about Lehigh's employment policies, see R&P section 2.

Non-tenure-track positions

Adjunct Lecturers and Professors are part-time temporary faculty who are hired to teach one or more courses on a semester basis. R&P 2.2.3.

Lecturers are full-time non-tenure-track faculty whose appointments focus on teaching. They may be appointed for up to five years; appointments can be renewed. No more than ten lecturers may hold appointments at the university at one time. R&P 2.9.

Professors of Practice are individuals with significant experience and expertise, whose appointment will add instructional value to university programs, enhance the research or applied missions of departments, and permit the university to expand its course offerings. Their appointments may be for one to five years. R&P 2.12.

Visiting Professors are full-time temporary faculty who receive one-year appointments. They may be reappointed for a second year. Visiting appointments going beyond two consecutive years require review by the faculty personnel committee. R&P 2.2.3.

Tenure-track ranks

Instructors are faculty members appointed to tenure-track positions who are working for a terminal degree in their field but have not completed all of the requirements, and are expected to complete the requirements within two years. R&P 2.2.3.

Assistant Professors are untenured faculty members who hold the terminal degree in their field. The normal probationary period for assistant professors at Lehigh is six years, with consideration for promotion to associate professor with tenure during the sixth year.

Associate Professors are generally tenured faculty members who have been promoted to the rank with tenure by the end of their sixth year at Lehigh (see R&P 2.2.6). In addition, faculty with significant credentials may receive an initial appointment as associate professor with or without tenure.

Professors are generally tenured faculty members who have been promoted from the rank of associate professor after formal promotion review (see R&P 2.2.9). In addition, faculty with high credentials may receive an initial appointment as professor with or without tenure.

 

Female student taking notes