Family Friendly Policies
The University of Washington has policies and programs designed to help academic personnel balance productive academic careers with satisfying personal lives. Our goal is to support employees through the various stages of life.
If you are a new faculty member whose spouse or partner is looking for employment, the University can provide informal assistance. You can start the process by asking your unit director/chair or dean/chancellor’s office to help you identify appropriate positions at UW. Additionally, here is a list of resources for a self-directed job search in the Seattle, Tacoma and Bothell areas.
Jobs at the University of Washington
- UW Faculty Jobs
- UW Staff jobs
- The UW Career Center on the Seattle campus offers limited fee-based services to the general public. The center’s website has a wealth of information about local employers and employment resources.
- Greater Washington State Higher Education Recruitment Consortium (HERC) – Job board lists the faculty, staff and executive positions in the region.
Childcare is a very important benefit to our employees with children. For information on various options for childcare, please visit the Childcare page of the Benefits and Worklife division of UW Human Resources.
Promotion and Tenure Extensions
Under special circumstances, an assistant professor may have the promotion/tenure clock extended with the approval of the Office of the Provost. Extensions are generally not granted during the year of mandatory review. Assistant professors who work less than 50% for more than six months in a given academic year – based on an approved leave – will automatically have their promotion/tenure clock extended (i.e. that year does not count toward the promotion/tenure clock). In such cases, a formal request from the faculty member is not required.
In the case of the birth or newly placed adoption of a child, an assistant professor may request a clock extension for the year of the event at any time prior to the academic year of mandatory promotion and tenure review. Such requests should be made by the faculty member – noting the specific date of the birth or adoption – through the faculty member’s appointing unit. These requests will automatically be approved for any year prior to the year of mandatory review.
Extensions may also be requested for other good cause reasons including, but not limited to:
- A serious documented personal health condition
- Exceptional family care responsibilities
- Caring for a newly-placed foster child
- Other extenuating circumstances outside the control of the faculty member that have substantially limited the faculty member from having the full benefit of the probationary period
Such requests are reviewed on a case-by-case basis and should generally be submitted within twelve months of the occurrence of the triggering event. In these cases, the assistant professor should make the request to the chair/director/dean (unit head) of the primary appointing unit providing as much detail as appropriate. Factors to consider include, but are not limited to:
- The level of impact the circumstance has had on the faculty member’s teaching, research, and service
- The faculty member’s performance and trajectory for successful promotion and tenure
If the requested extension is supported by the unit head and the dean/chancellor, it should then be submitted to Academic Human Resources for final review.
The final approval or denial of extension requests will be communicated by Academic Human Resources to the dean or chancellor. The dean/chancellor shall then inform the requesting faculty member in writing of the outcome.
Below is a breakdown of the potential promotion/tenure schedule for employees at the rank of Assistant Professor. The initial appointment is for a three-year term. The length of the second term of appointment varies according to the percentage of appointment (Faculty Code Section 24-45D):
- 90%-100%: three years
- 70%-89%: four years
- 60%-69%: five years
- 50%-59%: six years
In all cases, the mandatory review for promotion/tenure must be made during the last year of the second appointment term. For specifics regarding other promotion/tenure-eligible positions, use the information found on the Job Class Codes page to determine exact timelines.
UW CareLink offers a wide range of services that can help you manage through the different stages of life, develop a healthy lifestyle, maintain resilience, create a quality work environment, and save time by providing easy access to trusted experts, including counselors, attorneys, financial advisors, and eldercare consultants.
Services are available nationwide for benefits-eligible UW faculty and staff, their dependents and household members. In addition, faculty and staff may include in the counseling session anyone who may be involved in their issue, such as a friend or relative.