Live-in staff live and serve in their role for one academic year (fall, winter, spring) with the potential for a summer appointment and/or renewal for another year.
Regular (at minimum termly) feedback on work will be given. Unsatisfactory performance may lead to an early move-out request.
Employment in a live-in position is contingent upon consent to and successful completion of a pre-employment background check, which may include a criminal background check, reference checks, verification of work history, and verification of any required academic credentials, licenses, and/or certifications, with results acceptable to Dartmouth College. A criminal conviction will not automatically disqualify an applicant from employment. Background check information will be used in a confidential, non-discriminatory manner consistent with state and federal law.
Live-in partners or families are allowed. Adults who share your residence must consent to and successfully complete a background check and must comply with Dartmouth policies, including those set forth below, and may be required to participate in compliance and health and safety training. Upon accepting a job offer, please notify us if you have a live-in partner or family.
All live-in staff and families must comply with Office of Residential Life policies.
Because of the attention we pay to and the priority we place on harm reduction around alcohol use, it is particularly important that live-in staff and families serve as positive role models. Live-in staff, as well as their partners and families, are expected to comply with all College, local, state, and federal alcohol and other drug-related policies and laws. Live-in staff cannot purchase or provide alcohol to anyone, except within the alcohol service guidelines and policies established by the College. Live-in staff must be able to function as appropriate and credible role models at all times. Live-in staff are expected to behave in a mature and responsible manner as it relates to alcohol consumption. Live-in staff should not place themselves in a position where they need to be cared for by residents, fellow staff members, or College and local officials due to irresponsible alcohol consumption. Engaging in behavior that compromises one’s ability to serve effectively as a live-in staff member will be grounds for employment discipline, up to and including employment termination.
Live-in staff, as well as their partners and families, are expected to be appropriate role models and have professional relationships with students. They are responsible for ensuring the well-being of students in the residential context, including providing guidance and serving as a programmatic and intellectual advisor to students. They are also identified as Campus Security Authorities (CSAs) under the Clery Act and are obligated to share disclosures involving sexual or gender-based harassment, sexual assault, dating violence, domestic violence, and stalking with the Title IX Coordinator. Training on these responsibilities will be provided.
Live-in staff, as well as their partners and families, must adhere to the "Policy on Instructor-Student and Staff-Student Consensual Relationships," particularly points 7 and 8, found in the "Consensual Relationships and Employment of Relatives" section of the Human Resources Employment Policies and Procedures Manual.
Specifically, according to this policy, “no Staff member shall have a romantic or sexual relationship, regardless of whether the relationship is consensual, with a student for whom that Staff member has advising, mentoring, evaluation, or student organization management responsibility.”
Please review the Notice of Nondiscrimination on the sexual respect website.