C.W. Putnam is professor emeritus, Department of Surgery, College of Medicine-Tucson, University of Arizona, Tucson, Arizona. J. DiMarco is deputy dean, Administration, College of Medicine-Tucson, University of Arizona, Tucson, Arizona. C.B. Cairns is dean, College of Medicine-Tucson, and professor, Department of Emergency Medicine, University of Arizona, Tucson, Arizona; ORCID: https://orcid.org/0000-0003-2291-5415.
Acad Med. 2018 Nov;93(11):1604-1606. doi: 10.1097/ACM.0000000000002084.
Today it is not uncommon to discover that a candidate for a faculty position has a partner or spouse who is also an academician, adding complexity to the recruitment process. Here, the authors address two practical obstacles to the recruitment of faculty who have an academic partner: dual recruitment and conflict of interest. The authors have found that tandem recruitment works best when suitable positions for both spouses are first identified so that recruitment can proceed synchronously. This approach decreases misperceptions of favoritism toward either's candidacy. Managing conflict of interest, generated by the appointment of one spouse in a supervisory position over the other, requires a proactive, transparent, well-designed plan. After canvassing human resource policies and conducting interviews with national academic leaders, the authors have developed an administrative structure that places "key" decisions (hiring and retention; promotion and tenure; salary, bonuses, and benefits; performance evaluations; and disciplinary matters) regarding the supervised spouse in the jurisdiction of an alternative administrator or committee. The authors also offer suggestions both for mitigating misperceptions of bias in day-to-day decisions and for the support and mentoring of the supervised partner or spouse.
如今，发现教职候选人的伴侣或配偶也是院士的情况并不罕见，这给招聘过程增加了复杂性。在这里，作者解决了招聘有学术伴侣的教师时面临的两个实际障碍：双重招聘和利益冲突。作者发现，当首先确定双方配偶的合适职位，以便同步进行招聘时，串联招聘效果最佳。这种方法减少了对任一方候选人的偏袒的误解。管理由一方配偶担任另一方监督职位所产生的利益冲突，需要一个积极主动、透明、精心设计的计划。在调查人力资源政策并采访全国学术领袖后，作者制定了一种管理结构，将有关被监督配偶的“关键”决策（招聘和留任；晋升和终身教职；薪酬、奖金和福利；绩效评估；以及纪律事项）置于替代管理员或委员会的管辖范围内。作者还就减轻日常决策中偏见的误解以及对被监督的合作伙伴或配偶的支持和指导提出了建议。
