|Provost Lavernia on Diversity Statement Requirement|
|High Impact Hiring Plan and Call for Proposals|
|Provost Gillman on Inclusive Excellence|
|Vice Provost O'Dowd's memo on National Advertisement for Distinguished Scholars|
UC President's Postdoctoral Fellowship Program (PPFP): Faculty Hiring Incentive Program*
The pool of UCPPFP fellows derives from a highly competitive selection process. Hosted by campus departments throughout the University of California for up to two years, fellows dedicate their time to advancing their research and participate in professional development opportunities. Of the nearly 600 fellows since 1986, 84% have been hired into faculty positions at R-1 institutions nation-wide in all fields--STEM and Non-STEM. Since 2003, 87 fellows have been hired into faculty positions through the Hiring Incentive Program. The promotion rate of fellows meets or exceeds the campus average. UCI continues to participate in the Faculty Hiring Incentive (see announcement). The hiring incentive recruitment and appointment process is consistent with university policy and campus practice. In this recruitment as in all others, the chair must secure approval from the dean. A recruitment budget for transportation and lodging for the candidate(s) will also be necessary. The school will also provide a negotiated start-up package.
A list of current and former fellows is available at the UCPPFP web page. As part of the preliminary evaluation, it is appropriate for a department to contact a fellow or former fellow for information such as an updated vitae, writing sample, and reference letters. These materials should provide a sufficient basis for the faculty to decide whether or not to proceed with a recruitment.
Once the department has agreed to proceed, the chair will notify the candidate about the interest of the unit in their recruitment. The chair will also request application materials, including an updated vitae and reference letters as well as dissertation, other publications, and teaching portfolio. The conversation must include a clear recruitment timeline wherein the department specifies when it must have the requested materials and, in turn, will inform the candidate about the next stage (or not) of the recruitment process--i.e. on-campus visit. The on-campus visit should proceed like other searches, including departmental seminar (and/or chalk talk), meetings and meals with the faculty and graduate students, and tour of University Hills. As in all recruitments, the department faculty votes to recommend an appointment.
Should you have questions, please contact ADVANCE Program Director Douglas Haynes at firstname.lastname@example.org.
*Under the incentive program, the Office of the President will subsidize the salary of a fellow hired into a regular faculty line for five years. See announcement.
Inclusive Excellence in the Faculty Search Process *|
The UCI ADVANCE Program produced the following guidelines for search committees for achieving equity and diversity in the faculty recruitment process.
Guidelines for Multi-Unit and Multi-Disciplinary Faculty Recruitments *|
The UCI ADVANCE Program produced the following guidelines for multi-unit searches to ensure that all such searches utilize the campus’ effective practices, including the active participation of Equity Advisors in monitoring the process.
| Academic Availabilities Statistics |
The Academic Availability Statistics is for use by UC Irvine academic search committees in assessing the gender and racial/ethnic composition of candidate pools in comparison to national pools of availability.
Difference between Expected and Actual Representation of Ladder-Rank Faculty by School
Office of Equal Opportunity and Diversity: Guidelines for Search Committees*
Best Practices: The Search Committee and the Campus Visit. *|
The campus visit is critical to a successful recruitment. This is a list of best practices for a successful on-campus visit.
Guidelines for Chairs and Directors on Promoting a Faculty Culture of Transparency and Inclusion *|
This brochure provides guidelines for chairs and directors consolidate existing policies and include other effective practices for promoting a faculty culture of inclusion and transparency. They also afford deans with a framework for the recruitment, appointment and review of chairs as part of their duties as senior administrators.
| Higher Education Recruitment Consortium (HERC)
The mission of HERC is to support the efforts of each of the member campuses to retain and recruit outstanding faculty, administrators, and staff through the sharing of information and resources.
|Recommended Reading Material for Search Committees|
Global Gender Disparities in Science (2013). C. R. Sugimoto. Nature (Dec. 11, 2013)
Gender and the Administrative Search (2003). J. Dowdall. The Chronicle of Higher Education (Jun. 20, 2003)
The Subtle Side of Discrimination (2002). Williams, John. The Chronicle of Higher Education (April 14, 2003)
Benchmarking What Women on Campus Need (2003). Mary Dee Wenniger. Women in Higher Education (Feb. 2003)
Exploring the Color of Glass: Letters of recommendation for female and male medical faculty (2003). F. Trix and C. Psenka. Discourse & Society
A Message to Hiring Committees (2002). M.M. Heilberger, J.M. Vick. The Chronicle of Higher Education (Aug. 9, 2002)
Faculty Diversity - Too Little for Too Long (2002). C. A. Trower, R. P. Chait. Harvard Magazine (Mar.-Apr. 2002)
Panelists offer Strategies For Raising the Number of Women Scientists in Academe (2002). Lila Guterman. The Chronicle of Higher Education (Feb. 20, 2002)
|Databases and Directories for Information on Potential Candidates for Faculty Appointments|
|Professional Organizations for Equity & Diversity