Front Page

In This Issue

Compass Features

Job Opps

CrimeStats

Between Issues

January at PENN


Almanac Homepage

Compass Homepage

Staff Box

OF RECORD

In April, I forwarded to the Faculty Senate a proposed revised policy on the Employment of More than One Family Member that was developed by an ad hoc faculty committee chaired by Associate Provost Barbara Lowery and subsequently approved by the Council of Deans. The Senate Committee on the Faculty suggested several changes in the proposed policy, including a broadened definition of what constitutes a family, which were accepted by the President and me. The policy follows below and is effective immediately.

--Stanley Chodorow, Provost

Employment of More Than One Family Member

University policy permits the employment of more than one member of a family (defined as being related by blood, marriage and former marriage, or adoption, or defined as partners recognized under University benefits policy), whether or not the persons concerned are in the same academic or administrative department. The University's primary concern in such cases of appointment, as in all others, is that faculty or staff members are the best candidates with respect to the requisite qualifications for employment. The University has a parallel concern, however, in the avoidance of a conflict of interest or the appearance of such conflict, where an employee's professional decisions or actions pertaining to the performance of his or her job would be colored by considerations arising from a family relationship with another employee. The University also recognizes that the appointment of two or more family members, especially within the same department, could generate pressures and prejudice among colleagues. To guard against such conflicts and abuses, the following rules must be observed:

A. Family Members Appointed to the Faculty

1. No faculty member shall participate in any way whatsoever in the decision to employ, promote, reappoint, or terminate the appointment of a member of his or her family on the Standing Faculty or the Associated Faculty.

2. Any proposal to employ as a faculty member a person who is related to a member of the faculty or administration must be brought to the attention of the dean before an offer of appointment is made. In cases where there is a potential conflict of interest in the professional relationships of family members or with respect to other employees of the University arising from the family relationship, the department chair must outline in writing the steps being taken to avoid or manage conflicts of interest or the appearance of such conflicts, subject to approval by the dean. Deans will report such arrangements to the provost in the course of normal administrative oversight.

3. No faculty member shall participate in any other decision, including determining the salary, teaching and/or administrative assignments, and space assignments, directly and individually affecting a member of his or her family on the Standing Faculty or Associated Faculty.

B. Family Members Appointed to Non-faculty Positions

Faculty members should take care to avoid conflicts of interest or the appearance of such conflicts in the employment of, and in any ongoing University-related professional relationship with, a family member in a non-faculty position. All decisions regarding such employment should be conducted in strict conformance with the Human Resources Policy.

C. Reporting

In the course of normal administrative oversight, department chairs or other heads of department will report periodically to deans, and deans will report to the provost, on steps that have been taken to avoid or manage conflicts of interest or the appearance of such conflicts among faculty members and/or academic administrators who are related as family. In each case, the faculty members and/or academic administrators who are subject to such reports shall receive copies of such reports on a timely basis.

These requirements extend to part-time faculty appointments whenever such a person may exercise decision-making power over the employment and/or administration of a family member employed by the University.


Return to:Almanac, University of Pennsylvania, December 16, 1997, Volume 44, Number 16