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.
There are several options and opportunities when recruiting and hiring faculty at Lehigh. 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.
For further assistance with dual-career issues, Lehigh University offers the Faculty Dual Career Assistance Program;
Lehigh Valley Inter-regional Networking & Connecting (LINC) LINC is the newly founded non-profit organization seeking to solve challenges Lehigh Valley employers face in terms of recruiting and retaining diverse top-talent for the long term. The project, LINC stems from the Career Life Balance Initiative Supplemental Grant to the National Science Foundation ADVANCE Institutional Transformation Grant awarded to Lehigh University. LINC focuses attention back onto newly transplanted and diverse employees through multifaceted services. As a region, will be able to improve and maintain support in areas of recruitment and retention for top-level, highly educated talent. Please contact email@example.com for more information.
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 - Life & DCConnect 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.
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:
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.
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, department personnel can use strategies to encourage the candidates to express their needs as early as possible in the recruitment process. One such strategy would be to include a link to Life & DCConnect and Lehigh's Faculty Work/ Life Balance in the position advertisement.
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 program, 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.
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.
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.
Please see below for brief descriptions of these non-tenure-track positions.
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.
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.
For additional information about Lehigh's employment policies, see R&P section 2.
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.
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.