Working With Dual Career Couples A Ten-Year Perspective by xjw19747

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									  Working With Dual Career
Couples: A Ten-Year Perspective

            John T. Snow
     Dean, College of Geosciences
     The University of Oklahoma
                    The Goal
 Build, sustain a community of scholars who
  support the institutional missions of teaching,
  research, and outreach
  – Hire a diverse mix of individuals who show
    exceptional promise as scholars/teacher-
    mentors/researchers
  – Professionally develop
  – Retain
  – Tenure/promote

 Being a faculty member is not a job, it is a lifestyle
         Dual Career Couples
 Opportunity for both the institution and the
  couple
  – Institution: Obtain exceptional faculty, some of
    whom who might not otherwise consider applying
  – Couple: Obtain satisfying careers for both
    partners
 Success depends on the couple, faculty
  colleagues, and the academic chain of
  department-college-university administrators
                   The Couple
 Key to success: Both must be sufficiently
  accomplished that each would be a
  successful on an independent basis
 Each case is unique!
  – Most consider both personal and professional goals as
    individuals … and as a couple
  – Commitment to both personal and professional
    success of oneself and of one’s partner
 Openness and honesty, planning essential
  – Establish goals, make known early in the
    interview/hiring process
                The Institution
 Be open, flexible, creative in hiring process
  – Clear policies
  – Central administration willing to work with colleges,
    departments to place/retain a partner
  – Targeted $$$: 1/3 – 1/3 - 1/3 on salary; start-up ???
 Provide a supportive environment  flexibility at
  the department level
 Couples happen!
  – Provide mentoring opportunities for own
    students/graduates who are couples seeking positions
 Privacy                Hiring Issues
   –   Institution legally bound to follow
   –   Individuals must choose what to reveal and when
   –   Continues throughout career
   –   Late “revelations”
 “Too Hard To Do” Cases
   – Both partners in same (sub-) disciplinary area
         Hard to hire in small program
   – Partner’s research area has large start-up costs
 Hiring at the senior level
 Partner is a professional, but not academic
   – Community ties essential
   – “Go extra mile”
                   Key Milestones
 Hire
  – Initial deal
 Receipt of tenure/promotion
  – Renegotiate the initial deal
 Retention
  – The outside offer
      One
      Both
 “In-house” couples – numerous combinations
  – Rethink career plans
                   Challenges
 External: Child and other family
  responsibilities (care of elderly parents,
  relatives)
 Internal: Nepotism
  – Handling of proposals, salary increases, roles in
    faculty governance, administration
  – Credit for scholarly and research activities if couple
    are also research partners
  – Institution needs to get out in front, develop policy,
    educate department heads, individuals
             Success Divergence
 Salary divergence
 Wrong career choice(s)
  – Bad fit to department, institution
  – Just not an “academic”
 Differing expectations w/i the academic
  community
 Failure of partner to obtain tenure
 Ready to move on!  administration,
  government service, industry
 Divorce, affairs, mid-life crises, etc…
                 Bottomline
 A well-structured, well-implemented dual
  career couples program, coupled with a
  supportive institutional environment at all
  levels, has big payoff for individuals and for
  the institution
 Such an environment also positive for those
  who are not a dual career couple
 Openness, honesty are keys to success

								
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