Spousal/Partner Search Waiver Policy

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Last Updated: Dec 19, 2023, 05:41 PM

Purpose:

Southern Illinois University Carbondale (SIUC) recognizes the importance of a formal spousal/partner search waiver policy for the recruitment of faculty or other administrative/professional employees, and the importance of accommodating dual-career academic/professional couples. The ability to recruit a qualified faculty member or A/P employee may be dependent on the University’s ability to offer a suitable position to that individual’s spouse/partner. A partner shall mean the candidate’s domestic partner, as defined by the SIUC Domestic Partner Policy. The purpose of this Policy is to establish the requirements and process for offering a candidate’s spouse/partner a position at SIUC through a process other than a competitive search process. This policy shall not be used for the purpose of hiring a spouse/partner into a civil service position via a search waiver.

In implementing this policy, the University will consider opportunities for spouses / partners of candidates for faculty and/or A/P positions, as appropriate.  Dedicated funds for spousal / partner positions have not been committed under this policy. In cases where an open, advertised position at the University may be suitable for a spouse/partner, the spouse/partner should be encouraged to apply for the position through the standard competitive search process.

General Procedures and Requirements:

If SIUC has a candidate approved for hire for a tenure-track or tenured faculty position or an administrative/professional position (hereinafter “candidate”), and a department/unit of the University seeks to make an offer of employment to the principal candidate’s spouse/partner, the academic / administrative unit seeking to hire the candidate shall, with the approval of the unit director of the proposed hiring unit of the spouse/partner, and appropriate Dean(s) or Director(s), request permission from the Chancellor (or designee) to make an offer to the candidate’s spouse/partner.

If a current tenured or tenure-track faculty member or administrative/professional employee (hereinafter “candidate”) has received an offer from another employer and the academic/administrative unit seeks to make a counter-offer which includes the hire of a spouse/partner, the candidate’s academic/administrative unit, with the approval of the unit director of the hiring unit of the proposed spouse/partner, and appropriate  Dean(s) or Director(s), may also request permission from the Chancellor (or designee) to make a counter offer which includes an offer of employment for the spouse/partner.

Procedures for submitting such requests shall be determined by the University. The request shall, at a minimum, contain the following:

  1. The curriculum vitae/ résumé of the candidate and an explanation of the benefits the candidate would bring to the university if hired or retained;
  2. The curriculum vitae/résumé of the spouse/partner; and
  3. Whether the department/unit intends or is able to fund all or a portion of the spouse’s/partner’s salary, and, if so, for what period of time.

Review of the Request:

To qualify for a spousal hire, the following criteria must be met:

  1. The candidate is in an area of strategic importance to SIUC or the college and/or the hire or retention of the candidate would otherwise provide a substantial benefit to SIUC; and
  2. SIUC has an unfilled position or need for a position and the spouse/partner’s qualifications and credentials meet the minimum requirements for the position being considered and the needs of the department/unit in which the spouse/partner may be hired.

Search Waiver Request:

Once support for a spousal/partner hire request has been received from the Chancellor or designee, and an appropriate position has been identified, the University shall utilize its search waiver process, including but not limited to, submitting all documentation and obtaining all approvals required under that process, prior to making an offer to the spouse/partner. The spouse’s/partner’s offer of employment shall be contingent on the candidate accepting the job offer at or counter-offer from the University. The University shall not be required to offer a permanent or continuing contract to the spouse/partner. Rather an assessment of the needs of SIUC, the candidate’s spouse’s/partner’s credentials, and the needs of the hiring unit and university shall be assessed to determine the type of position offered.

In all cases, the University and all involved parties shall ensure compliance with the Board of Trustees’ and the University’s Nepotism Policy and any rules or regulations thereunder.