RIT recognizes the need for dual career assistance within the university as a means of continuing to build an inclusive campus environment and to support the university’s goals to attract and retain the highest quality candidates for full-time tenure-track faculty positions. Our Dual Career program supports this goal by providing assistance to spouses/partners of eligible newly hired full-time tenure-track faculty who are relocating to the Rochester area.
The RIT Dual Career Program application form is confidential. The information obtained from the application to this program will not be shared outside of the Office of Faculty Affairs and Human Resources unless authorized by the spouse/partner. The Dual Career program will provide assistance to the extent possible and does not guarantee placement.
(Note: In all steps below, close coordination among deans, academic unit head (AUH)/ chair, HR, and the provost’s office is expected.)
After a faculty candidate reveals a dual career need, the AUH/chair of the asking academic unit (unit carrying out authorized search) should obtain the dual career partner’s CV/résumé. The AUH/chair, in coordination with their dean, will determine where the most likely opportunities are for employment.
If the best fit appears to be in a non-faculty position inside or outside of RIT, then the AUH/chair can refer the dual career partner to RIT’s Talent Acquisition team at firstname.lastname@example.org for assistance. If the best fit appears to be within the university in a faculty position, then the AUH/chair should follow steps 3 through 9 below.
The AUH/chair should consult with the dean of the asking department’s college to discuss a strategy for finding an appropriate position, title, rank, and home department.
If the dean of the asking academic unit concurs with the AUH/chair's request, then they should contact the dean of the receiving academic unit's college (unit where dual career partner may be considered for hire) to share the CV/résumé, and if appropriate, initiate a faculty review of the dual career faculty recruit’s credentials.
If the receiving academic unit is willing to consider a dual career faculty recruit, then the college of the asking academic unit should notify the provost’s office and HR that a potential dual career hire is being considered.
The AUH/chair of the receiving college should confirm availability of funds to support a dual career hire.
The AUH/chair of the receiving academic unit should invite the candidate to campus for an interview. The interview and decision-making process should follow the receiving department’s standard interview practices and protocols for expedited hires.
If the academic unit supports the hire, the AUH/chair should request approval of the position and the candidate from the receiving dean, the asking dean, and the provost. This can be done via email.
Once all approvals are received, the receiving academic unit and the academic unit’s HR partner should follow standard procedures for expedited hires.
If a faculty hire is not feasible, this will be communicated in writing to the faculty candidate and partner by the AUH/Chair of the asking academic unit. If the dual career partner is interested in a non-faculty position inside or outside of RIT, then the AUH/chair can refer them to step 2 to work with RIT’s Talent Acquisition team at email@example.com for assistance.
Financial Support for Dual Career Hires
To facilitate dual career hires, the receiving academic unit will be eligible for a three-year cost sharing model whereby one-third of the salary of the dual career hire is paid by the asking academic unit's college, one-third by the receiving academic unit's college, and one-third by the provost. This model is subject to availability of funds and approval by the deans of the two colleges and provost. Start-up investments (if any are required) are expected to follow the model used by the receiving academic unit's college.
After three years, the receiving college must assume the full cost of the faculty hire (if the position is permanent). This could mean that an existing or subsequently open position will have to be used to support the dual career hire.
Due to unique circumstances that often arise during dual career situations, many hires can’t fit into a 1/3: 1/3: 1/3 cost share model; in these cases, other arrangements can be negotiated by the deans and provost.