Understanding the Dual Career Process and Available Services

1
Understanding the Dual Career Process and
Available Services

• Melissa Dorfman
• Director, Dual Career Program
• dorfmanm_at_umich.edu
• 5-6417

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What Are Your Questions?
3
Agenda

• Why is it important to consider dual career
  services when recruiting faculty?
• What are dual career services?
• What funding is available?
• How does the process work?
• What are the best practices for working together
  on dual career situations?

4
Setting the Stage Prevalence of Dual Career
Situations in Academia
Dual Hires Hired as a couple at current
institution(s). 10
Sequential One partner, first hire,
negotiates for the other, or second hire 8
13 Have Stay-at-Home Partner
36 Have Academic Partner
Independent Hires Partners hired independently
of their couple status. Each partner replied to
separate advertisements or met after each was
hired 17
14 Are Single
Joint Recruited by university as a couple 2
36 Have Employed (Non-Academic) Partner
Solo Hires Only one partner in the couple is
currently employed in academia 9
n 9,043 Full-time faculty from 13 Leading
Research Universities 40 for female faculty
members
Source Schiebinger, Londa Henderson, Andrea
Davies and Gilmartin, Shannon K., Dual Career
Academic Couples What Universities Need to
Know. Michelle R. Clayman Institute for Gender
Research, Stanford University, 2008.
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Setting the Stage Dual Career Partners Among
Engineering Faculty
Percentage of Faculty Members with Academic
Partners, by Field and Gender
Percent of Respondents
Percentage of Academic Couples in Same Field, by
Field and Gender
Percent of Respondents
Source Schiebinger, Londa Henderson, Andrea
Davies and Gilmartin, Shannon K., Dual Career
Academic Couples What Universities Need to
Know. Michelle R. Clayman Institute for Gender
Research, Stanford University, 2008.
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Prevalence of Dual Career Partners Among
U of M CoE Recruits
Partner Status of College of Engineering Faculty
Recruits, 2007-2008 Cycle
6 (2) Faculty Position Offered as Result of
Dual Career Services
50 (18) Faculty Recruit Requested Dual Career
Services
44 (16) Faculty Recruit Did Not Request Dual
Career Services
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What Are Dual Career Services?
Coaching, support and help with networking for
partners conducting job searches not guaranteed
placement. Partners are expected to take an
active part in their own job search.

• Services for Partners Interested in Working
  within the University

Services for Partners Searching for Positions
Outside the University

• Networking and Job Exploration
• Connecting the partner with the appropriate
  faculty and staff at the University of Michigan
• Gathering feedback on the partners
  qualifications and fit with the unit of interest,
  as well as potential openings
• Facilitating networking at other nearby
  institutions of higher education if appropriate
• Job Creation
• Working with units to explore the fit between the
  partner and open positions / created positions
  that would help the partner transition to the
  University
• Arranging the funding for created positions
• Collaborating with units to address the issues
  that might arise related to the position
  (funding, visas, appointment, etc.)
• Job Search Skills
• Coaching on initial informational discussions
  with faculty and staff in the partners area(s)
  of interest
• Providing advice on CVs and cover letters,
  interviewing and negotiation

• Networking and Job Exploration
• Providing information about the local job market
  and area companies, as well as the range of
  employment opportunities in Ann Arbor and
  southeast Michigan
• Helping to arrange informational interviews
  and/or identify positions of interest
• Following up on job applications to encourage
  interviews and gather feedback (where have
  contacts)
• Job Counseling and Search Skills
• Providing advice on overall job search direction,
  including career counseling
• Reviewing and helping to revise résumés and cover
  letters
• Assisting in enhancing interviewing techniques,
  including role plays

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What Funding Is Available?

• For what positions those created for partners
  not for open positions
• 40 (8) of the dual career situations for
  2007-2008 hires required dual career funding
• For which partners Provost (or PFIP) funding is
  for the partners of Instructional Track faculty
  only
• Your department or the College may decide to
  provide funding for the partner of a Research
  track faculty member
• For how long always time limited usually
  available for 2-3 years
• Sometimes available up to the tenure decision
• What funding models commitments vary depending
  on departmental resources, level of priority of
  the case and previous commitments, but there are
  some typical models
• Funding shared equally among the department
  hiring the faculty member, the partner hiring the
  partner and the Provost for three years. Each
  funder pays 1/3 of salary plus benefits.
• Funding shared equally between the department
  hiring the faculty member and the Provost for two
  years. Each funder pays ½ of salary plus
  benefits.
• Important to note
• It takes money to get money the Department
  hiring the faculty member must contribute for the
  Provost to approve funds
• Provide requested information to the Dual Career
  Director as quickly as possible to expedite the
  funding application process
• There are no guarantees never offer or discuss
  the availability of a position that is contingent
  on funding until funding is approved. Review
  takes 2-5 business days.
• Funding is confidential and its existence (or
  details) should not be disclosed to primary
  candidates /faculty members or partners

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What Is the Dual Career Process for the Partners
of Faculty Recruits?
When a U of M position Is Created for the Partner
For All Partners
Unit or Director Becomes Aware of Partners Need
for Help in Finding Employment
Dual Career Director Works with Partner to
Identify Opportunities
Chair / Chief, Administrator Dual Career
Director Assemble Funding
Hiring Unit Sends Offer Letter to Partner

• Can become aware of a partner issue at any point
  in the process of interviewing a candidate
• Unit / Director gathers key information
• Names of faculty hire and partner
• Proposed position and track for faculty hire
• Understanding of current employment situation of
  faculty member and partner, including key dates
  (e.g., deadlines for making decision on other
  offers, scheduled visits) and stage in the
  recruiting process

• Position is not created until the faculty search
  committee has decided on a candidate and is
  assembling an offer
• Hiring unit suggests salary range
• Dual Career Director proposes potential funding
  formulas and negotiates with funders
• Dual Career Director works with appropriate
  groups (Office of the Provost, Office of the
  Dean, Hiring Unit) to secure commitments to fund
  the partners position

• Once funding is finalized, Dual Career Director
  informs all parties involved
• Hiring unit prepares a draft offer letter
• Dual Career Director reviews the offer letter
• Hiring unit sends offer letter to Partner
• Hiring unit sends a copy of the signed offer
  letter to the Director for the funding parties
• Commitment memo / memo of understanding is issued

• Discussions of areas of professional interest
• Identification and exploration of potential
  opportunities, including coordination of visit
• At the University (open or to be created)
• In the community (other colleges / universities,
  private sector, public sector)

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What Are Best Practices For Working Together on
Dual Career Issues?

• Get the word out early that dual career help is
  available
• Communicate early and often to Director
• Your help in identifying and reaching out to
  potential contacts is helpful, but communicating
  the content of these discussions to the Director
  is critical
• Keeping the Director up to date about your search
  committee decisions and key time lines is
  critical to ensuring that we are coordinated in
  our efforts
• Do not promise anything to the faculty member or
  partner other than services
• Pass along any feedback or questions
• Be supportive of efforts to recruit the faculty
  members partner, including partner visits
• Identify an administrative professional in your
  department who can work with the Director on the
  details of partner visits (e.g., booking travel,
  developing itineraries, escorting partners)
• Respond promptly to queries about your
  departments willingness to fund a dual career
  partner
• but never share information about funding with a
  faculty member or partner
• If you are hiring someone who will have a
  cross-departmental or cross-school hire, figure
  out who is on point and ensure all communications
  are coordinated
• Consider both the short- and long-term when
  considering what position to create (and fund)
  for a partner
• Partners in certain positions tend to be less
  successful at securing long-term positions than
  other partners
• Recognize the quid pro quo of the dual career
  system
• If your unit is hiring a partner, treat them like
  any other new hire
• It may be appropriate to ask for help /
  collaboration from

11
Communicate as Early as Possible that Dual Career
Help is Available
Ranges and Averages of Time to Position,
2007-2008 CoE Dual Career Partners
Average 2.9 months
Academic Positions at U of M
2 months
4 months
Select candidates for second round interviews
Send candidate names contact info to Sherry
Folsom
Director contacts candidates directly to offer
dual career services
Average 4.5 months
Non-Academic Positions at U of M
2.5 months
7 months

• sfolsom_at_umich.edu
• 7-7018

• Candidates can choose to pursue services
  confidentially early in the interview process

Average 4 months
Employment Outside of U of M
3 months
5 months
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Consider Dual Career Partners in Your
Departmental Strategic Planning
Location of Academic U of M Positions Sought by
the Partners of College of Engineering Faculty
Members in AY2007-2008
Seeking Position In Another Part of the University
44 (4)
Seeking Position within CoE
56 (5)