Salary Support for Strategic Faculty Recruitment and Partner Accommodation

(Updated January 2018)

Recruiting a talented, innovative, and inclusive faculty remains a top university priority. To bring both flexibility and consistency to our recruitment process, the Office of the Senior Vice President and Provost operates a central partnership for recruitment of outstanding and diverse faculty.

Principles

The Office of the Senior Vice President and Provost (SVPP) manages central salary funding support for strategic recruitment of faculty and partner accommodation from a single fund.  This allows for flexibility in partnering with colleges.

Strategic recruitment 

We expect all departments to vigorously seek out excellent and diverse candidates in all their faculty searches. In exceptional circumstances, central funds can be requested to support the strategic or targeted recruitment of a faculty member, either tenured/tenure-eligible or term faculty, who enhances the diversity or breadth of our faculty community.  A compelling case must be made that the targeted hire meets the strategic goals of the university.  

Partner accommodations

Central funds can be requested to support partner accommodations for new tenured or tenure-eligible faculty hires (within 12 months of hire). The partner accommodation may entail a tenured/tenure-eligible, term faculty, or P&S appointment. 

When the partner is hired into a tenured/tenure-eligible position or a continuous P&S position, the funding is considered continuous, and there is a reallocation to the college base budget, as long as the partner remains at the university. 

For all other term positions (term faculty or P&S term) the funding is provided for the length of the term, but is eligible for renewal.  The term of the funding should align with the term of the appointment.   

Colleges are responsible for clarifying to faculty the nature of the funding attached to their positions. 

The partner accommodation funding for term faculty or P&S partner positions is contingent upon the continued employment of the primary faculty hire.   The following language should be included on the LOI and in the offer letter: "The offer is the result of a partner accommodation. As a result, continued funding for this position is contingent on the continued employment of [NAME], your partner, in the Dept of XYX."  Partners hired into a tenured/tenure-eligible position are considered continuous and no special language is needed in their LOI or offer letter. 

If the primary faculty member is no longer employed by the university but the unit employing the partner wishes to retain the partner in his/her position, the funding agreement for the partner position must be reviewed by all units involved and an agreement made regarding continuation of contributed funding.  

If the partner chooses to pursue another position at the university, accommodation funding may be discontinued. 

Start-up and other research funding 

Support for start-up and research funding is managed by the Vice President for Research. Start-up funding is not covered or shared by the SVPP. Please see Cost Sharing – Faculty Start-up Funding on the VPR website for details about scope and process.

Retention

Central support for faculty retention is managed jointly by the SVPP and VPR. Please check back for additional information on Faculty Retention Guidelines (under development).  

Availability of salary funding

The SVPP will provide up to 1/3 of the proposed starting salary and benefit costs for strategic recruitment and partner accommodations. The source of the remaining 2/3 of the salary and benefits is determined by the units seeking the accommodation or strategic hire (e.g., if two units are involved, each may contribute 1/3). The central contribution from the SVPP remains a fixed dollar amount for the term of the commitment (i.e., the salary is not incremented for successive year salary increases) and for as long as the primary faculty hire remains employed at ISU.  Annual support is adjusted with annual fringe benefit rate. In the case of a partner accommodation, the home college/department of the partner should include the individual’s position as a budgeted line in the respective budget development cycle.

Consultation on Notice of Vacancy and Search Process

In the case of partner accommodations, once a dean receives funding approval from the SVPP, the college Human Resources Liaison will review the request to ensure that hiring protocols and procedures are followed. These may include: creating a job description and classification of any new position, requesting a waiver of advertisement, managing application and interview process, facilitating required background checks and disclosures, ensuring visa questions are referred to ISSO, etc.   This consultation early in the process will allow for more timely approval of the final hire by University Human Resources and/or Equal Opportunity.

Performance

In the case of partner accommodation, the partner must perform to expectations as required of any employee.   When the partner is hired into a term position (term faculty or P&S), the partner's renewal will be based on performance considerations.  Poor performance can result in non-renewal or termination.  Performance will be judged by the hiring unit and not the home department of the primary faculty member.

Tracking commitments for strategic recruitment and partner accommodation

The SVPP will track commitments and expenditures for strategic recruitment or partner accommodations.  Because many recruitment efforts include partner accommodation, any single commitment may help departments and colleges meet multiple goals.  The SVPP will monitor the effectiveness of all commitments in strategic recruitment and partner accommodations.

Each fiscal year, the SVPP will report out to colleges the list of central funding committed to its departments for strategic hires and continuous accommodations so that units can plan.  When a continuous commitment ends due to the departure of a strategic hire or a partner, the SVPP will take back from the unit the same fraction of the original contribution, in most cases that is 1/3 of the ending salary and benefits. 
 

Guidelines for Salary Requests

 

Strategic Recruitment

Retention

 

Partner Accommodation

What cost elements will Provost funds support?

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary plus benefits.

Summer support is not funded.

 

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary increment plus benefits at the current institutional average rates.

Summer support is not funded.

 

 

 

Provost funds salary and fringe benefits. Standard contribution from Provost is 1/3 of salary plus benefits.

Summer support is not funded.

 

Are funds provided on a continuous* or term basis?

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

 

Funds are continuous when 1/3 is matched by 2/3 continuous commitment from other partners.

For term appointments, the commitment from Provost remains fixed for length of term.

If funds are continuous, do they return when the individual leaves?

Yes, funds revert to Provost at same fraction as original contribution (1/3 of beginning salary and benefits becomes 1/3 of ending salary and benefits).

Salary and fringe benefit increments remain with college.

 

Yes, funds revert to Provost and other funding partners at same fraction as original contribution.

*Continuous = a reallocation to the college base        

Submitting a Salary Request for Strategic Recruitment or Partner Accommodation

The Request for Salary Support for Strategic Recruitment or Partner Accommodation form is available at http://www.provost.iastate.edu/administrator-resources/recruitment. The form must be completed in full and sent electronically to the Office of the Senior Vice President and Provost with the current CV(s) of both partners and/or the strategic hire.  All requests must be submitted by the dean(s) or her/his designee to the SVPP. 

A college may submit a funding request at any time, however the SVPP will always need sufficient information to make a decision.   Final decisions will be communicated by the SVPP within 10 days of submission of the funding requests. No funds will be transferred until the appointment of the strategic hire or partner is confirmed.  For continuous agreements processed after March 1, there will be a soft transfer of funds with a base reallocation the following year.