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[alonso_quijano]

My spouse and I are on the job market to attempt to solve the two-body problem.  We are in very different departments.  She has one campus visit at Charming Midsize University, where campus visits in my field have not yet been scheduled, but where I am on a short list.  I am by no means a star, but have been very fortunate on the market this year, and have received already six requests for campus visits, with no rejections yet from any of the fifteen places I interviewed with.  (I expect to get two or three more.)  Some of the places that are inviting me are very highly ranked in their categories.  That's a bit of background.

If, as it is likely to be the case, we don't both get offers in Charming Midsize University, I have a plan B.  Small West Coast Comprehensive University had advertised in both my area and my spouse's, only to cancel the latter search due to budgetary constraints.  I have a campus visit there.  Plan B consists in attempting to negotiate, should I get an offer, with SWCCU a spousal hire.  The details of this plan follow below.  I hope to get some feedback on whether it is a reasonable plan.

My spouse and I are looking for both to be employed long-term nearby, to both feel valued members of a community of scholars, and to enjoy a sense of belonging to that community.  Money (though important) is less of an issue.  A shared position would be okay for us.  I am aware that shared positions have occurred in the past, but I am only aware of intra-departmental shared positions, not inter-departmental ones.

I understand that a negotiation that involves two radically different departments, with different needs, is quite difficult.  So I've attempted to address the needs of both departments in my plan.  Department A, the one that canceled its search, would be getting someone to help with their needs when they thought this wouldn't happen at all---provided, of course, they like the candidate.  (My spouse did get interviews at some very good places, but one never knows.)  Department B is a tougher sell: they thought they would be getting someone to teach a full teaching load, and now this person is wanting to share a position.  Not good.  But here's the deal.  I am so invested in having my spouse and I solve the two-body problem, that I am willing to teach a full teaching load (and assume the service roles that Department A wishes me to fill) in exchange for a creative contract along the following lines: we start out sharing one salary (perhaps better, 1.25 salaries), and every year or second year, departments A and B assess their needs and our performances (this gives them lots of agency, which one hopes would make them more receptive), and have a chance to request the administration to expand our loads, in which case, the administration commits to increasing the 1.25 salary to a 1.5, und so weider.

I realize the proposal is not very clear, but the spirit is this. Our needs are basic human needs: affirmation, a sense of belonging, dignifying work, security and stability, economic viability.  We are not exclusively interested in getting two t-t positions at the same place.  We are more flexible than that.  Needless to say, institutions are not quite as flexible as we are.  But is it worth a try?  Are ideas like these ever discussed among those of you who know more about how things work?

[msparticularity]

You don't mention whether both departments are in the same college or unit. If they are, you might have some slight chance because the Dean or director in question might see it as a way to solve a larger problem. If they're not, the budget savings won't actually be a savings for anyone--it would be a loss for the one and an added cost for the other. It would also, as you point out, screw over your department.

In my opinion, you would be better off trying to negotiate for a half-time VAP for your spouse and not messing around with "your" position, since the other department clearly needs someone in that area, and a half-time VAP is less costly and less of a commitment than the TT line that was canceled.

[alonso_quijano]

msparticularity-- The departments are both within the Arts and Sciences.

I realize now that I wasn't very clear describing the proposal.  A few more words might clarify.  My idea is to "officially" have a shared 1.25 position, say, but unofficially, for me to work a full teaching load, and for my spouse to work a .5 position.  For the purposes of tenure evaluation, we would both be evaluated individually within our departments according to the usual standards of evaluation on the rubrics of service and research, and with the understanding that teaching is a slightly more complicated rubric for my spouse (and perhaps even for me, given the "official" form of the agreement).  Tenure for the shared position would be granted if both individuals earn good marks.

I realize that it is easier to negotiate a temporary VAP position or an adjunct position, but that is exactly what we already have.  It may be an okay financial fix, but it is actually a raw deal on the human side.

Here's the problem that *I* see with my proposal.  I imagine that this is the sort of proposal that would irk unions, since it (my working a full teaching load but getting paid for a .75 one) effectively devalues the work that a t.-t. professor is doing.  This is a legitimate concern, but I say that unions, academic institutions, and academics in general, have an atrocious record of protecting the interests of academic couples, and it makes sense for academic couples to look for creative ways of resolving their situation, even when doing so creates legitimate concerns for others.

[cgfunmathguy]

Not only would it irk unions (assuming one is in play here), but it might also violate some labor laws. Allowing someone to work for free, EVEN IF THEY OFFER IT, is verboten in most circumstances in most states.

[sciencephd]

The main problem with share positions is that they are sufficiently uncommon that nobody really knows how to handle them. 

I've never heard of a shared position across two departments...they are usually within a single department.

[saintslanding]

... My idea is to "officially" have a shared 1.25 position, say, but unofficially, for me to work a full teaching load, and for my spouse to work a .5 position. 

What if the unthinkable occurs, and your spouse is no longer in a position to participate in this shared position (e.g., death, divorce, ...)? Are you still willing to work more for less pay?

But before any of that could occur, I doubt the dean would consider such an offer. Aside from the legal landmines (which I suspect are many), there is just so much room for resentment to grow... how long are you willing to overwork before the school repays you? What if they never bring you to full time? Do you continue to overwork hoping that someday they will recognize your value?

[grendels_mother]

Can I rephrase the question a bit?   What might be the best way to negotiate a shared position between departments?   Should one start by asking for two tenure track lines? Or begin by suggesting a shared position that's maybe 1.5 appointments (each person works 3/4 time)?  In today's poor economy, it seems like such a proposal might be attractive to some universities...   any thoughts?

[helpful]

I would try for one tenure track position and one contract position. There is always a good chance the contract position could make the other person eligible for a tenure track position down the line.