1. Update on Dual Career Initiative

2. Original Proposal – Dual Career
Working with the Office of the Provost, review and revise current practices to allow for more employment opportunities for qualified academic partners
In partnership with the University of Rochester, explore synergistic activities which assist in placing partners within either university
Build a partnership with The Chief Diversity Officers in Western New York, support dual career efforts for academic and non-academic partners by disseminating needs and networking

3. Action Items from 2013 CLB funding request
Hire program developer(s) to report to the project manager in order to design and roll-out the proposed program
Empower the program developers to collaborate with Human Resources (HR), the Office of Faculty Recruitment and Retention (OFRR), and Academic Affairs (AA)
Program developers will use a design approach which includes needs assessment to fully inform the design process and gain input from key stakeholders
Program developers, collaborators, and PIs from the project will create a policy statement around dual career hires which can be taken up through the faculty governance process
Lead the establishment of a process by which hiring department heads can gain visibility to adjunct, lecturer, post-doc, visiting professor, research and tenure-track faculty opportunities in departments and colleges across the university
Through CLB initiative and internal funds, RIT will establish a fund to encourage and support the partner/spouse hire and guidelines by which to distribute the funds (cost of first adjunct hire, top off for lecturer or visiting professor, supplemental funds for post doc, etc.)

4. Action Items from 2013 CLB funding request
The program developer(s) will create a “couple hiring climate” at RIT through creating and executing a communication plan to disseminate key information about this program to all university stakeholders which will likely include activities such as the following:
Posting/Ad Language expand beyond “responsive to dual career” blurb which was added this past faculty hiring season
Encouraging open dialogue across colleges and units in regards to this initiative
Embed materials and information on dual career hire process within search committee training
Create information document highlighting dual career process for target stakeholders and design delivery strategies
The program developer(s) will work with NSF leadership team members to develop a coherent career-development plan for new faculty hired through this initiative.
Working with the NSF grant internal evaluator, the program developer(s) will create an evaluation plan for this activity and an annual reporting out structure to disseminate program success and effectiveness results to key stakeholders

5. Update on Dual Career Initiative
Part-time program developer was hired by Advance in January, 2015; Deanna Kimbrel
DK completed research, identified best practices and created a Benchmark report (finalized August, 2016) reviewing practices of 69 schools.
DK gathered data on the internal, informal process that has been used to date by interviewing deans, department heads and faculty who have been engaged in these types of actions at RIT.
DK met with staff at University of Rochester, Cornell University and Syracuse University to better understand their programs, make connections and re-initiate the HERC network in Upstate NY.
DK and co-PI MV established a draft policy statement and proposed program to review with stakeholders. The program was vetted with several groups of faculty and administrators (those who had shared information previously, expressed interest, participated in an informal dual hire, etc.).
A draft flyer was developed with a graphic designer.
Webpage designs were drafted but not implemented
Worked with Internal Evaluator to create a draft evaluation tool.
Working Together to Succeed

6. Update on Dual Career Initiative
Document was created to outline the draft program – titled AdvanceRIT Dual Hire Employment Assistance Program (August, 2015) – DK, MV and MB as authors
The draft program used an employment assistance approach, including job coaching assistance, informational interviews, benefit meetings, internal and external networking opportunities and employment resources over a 12 month period. Additionally, it was proposed that a small fund be maintained for the short term hire of high profile candidates.
The draft program addressed key scope items:
Support partners of new faculty hires through direct interaction with a Dual Hire Administrator
Address the needs of Academic partners separate from Non-academic partners
utilize the HERC network when opportunities are not available at RIT
Build on a partnership between HR, Office of Faculty Recruitment, Deans and college liaisons.
Suggested evaluation - level of satisfaction participations experienced while in the program, how much the program was used, how often were services rendered (ex. job coaching) and how many people were placed through the efforts of the DH program according to gender, race and referral source.
Establish an advisory committee to help ensure that the program is effective and continues to develop.
Concensus could not be reached between Advance, HR and the provost on key items in the proposed program.

7. Update on Dual Career Initiative
In the fall of 2015, Provost created a committee co-chaired by Judy Bender in HR, Maureen Valentine from Advance, and Nabil Nasr, Associate Provost, to further refine the proposed program.
Members included representatives from HR, OFR, Advance, deans, department chairs, faculty & Provosts Office.
Charges to committee
Review the work that was completed by Advance, provide input and suggestions
Formalize a policy statement to guide the work
Determine the extent of and measures for a pilot program (original charge)
Develop optional processes with clear guidance on potential resource and funding requirements
Develop recommendation for Dean’s council/Academic Affairs (not part of initial charge document)

8. Update on Dual Career Initiative
Committee established a connection between the Dual Career Initiative and the Strategic Plan
Dimension One: The Student-Centered Research University
Dimension Three: Leveraging Difference
Dimension Five: Organizational Agility
RIT has long recognized the importance of diversity to organizational growth and synergy.
research indicates that a dual career program may be attractive to faculty candidates, especially those who are women and minorities.
RIT has an ongoing commitment to continue to diversify its faculty.
RIT’s commitment to diversifying its faculty contributes to creating an environment that embraces a variety of backgrounds and perspectives, enriching the learning experience for the entire RIT community.

9. Update on Dual Career Initiative
Committee redrafted the policy statement, as follows:
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 faculty positions.
Our dual career assistance program supports this goal by providing assistance to spouses/partners* of eligible newly hired, tenured and pre-tenured full time faculty who are relocating to the Rochester area.
The program excludes guaranteed job placement as all final employment decisions are made by the hiring unit.
*Partner is defined in RIT’s Domestic Partner Benefits policy
Committee assessed three optional plans for the DC program, including estimated costs for each and presented these to the Deans Council
Internal Process: Create internal position to facilitate entire program.
External Process: Work with external partner to facilitate program.
Hybrid Process: Utilize a combination of internal and external resources based on the type of position sought.

10. Update on Dual Career Initiative
Committee recommended RIT adopt a hybrid model:
Utilize internal resources to coordinate efforts for academic positions and staff positions within RIT
Utilize HERC network for academic positions outside of RIT
Utilize external resources for non-academic positions outside of RIT
Provide 3 to 6 months of assistance to spouses/partners* of eligible newly hired, tenured/pre-tenured full time faculty who are relocating to the Rochester area.

11. Update on Dual Career Initiative
Description of Hybrid Model:
After original applicant receives a request for an on-campus interview:
Spouse/partner completes a dual career application form to indicate interest in the program.
Exploratory interview conducted by Human Resources includes:
Resume review
Confirmation of areas of interest within RIT (or outside of RIT)
Assistance with RIT’s CareerZone website
Engagement of appropriate College Liaison
Once spouse/partner receives offer – dual career assistance services made available:
Internal process used for academic positions and RIT staff positions and external academic positions (HERC)
External process used for non-academic positions
HR to provide regular follow up with dual career program participants.
Participant asked to complete an evaluation at conclusion of process.

12. Update on Dual Career Initiative
Next Steps include:
Determine which area has responsibility for the following:
Hire internal resource – HR is looking to use existing capacity to start
Develop communication materials including intake form, website, brochure for candidates, and guidelines for search committees and department heads – HR has revised brochure and intake form
Conduct RFP for external vendor – HR
Establish standard processes for:
Distribution of resumes internally using College Liaison network
Collecting internal adjunct needs
Formalize connection with HERC (faculty networking) and other local colleges
Initiate dialogue to create a “couple hiring climate”
Enable the new faculty hired through this initiative to attend appropriate programs in efforts to help reduce isolation and plan career navitation
Reconvene committee to provide feedback on brochure and evaluation tool
Determine source of funding –half-time position in HR, external vendor, fund to assist departments with hire