Special Opportunities Fund

Introduction

The goal of the Special Opportunities Fund is to assist deans and department chairs in the recruitment (or, in special cases, in the retention) of specific faculty candidates who will contribute to the diversity of the faculty and who might otherwise not be recruited successfully because of intense competition.

It can be difficult in some instances for a department or school to compete for quality faculty who are members of groups historically underrepresented in certain academic fields.  In addition, a quality candidate who would enhance diversity can become known to a department or school that does not currently have a faculty slot available.  The Special Opportunity Fund should be used for assisting in the hiring or retention of only specifically identified candidates. The Fund can also provide supplemental support to permit hiring of the faculty spouse or partner of such candidate.

Schools also may submit proposals for Special Opportunities funding where such proposals specify the development or expansion of programs that are expected to attract diverse faculty or clusters of faculty, or those who will otherwise enhance the overall University educational goals of inclusion and diversity. Proposals to fund the establishment of innovative recruitment programs for faculty who will enhance diversity also will be considered.

Distribution of Funds

Special Opportunities funds will be distributed by the Provost and the Vice Provost for Faculty Development and Diversity.  Funds will be made available to schools for a limited duration and awarded only in cases where the school has presented a well-developed plan for how the faculty member(s) to be hired or the proposed program(s) fit into its longer term academic goals and budget.

It is expected that schools will demonstrate the ability to contribute to the extent possible their own substantial funds to the initial hiring or program development.  Schools must provide a plan for the assumption of the total cost of maintaining the faculty member(s) and/or the innovative program by the beginning of the fourth year, if not sooner.

Application Process

Applications should be developed in consultation with appropriate dean’s office personnel and must be submitted with the approval of the school dean, or Senior Vice President for Health Sciences when applicable.  Before submitting a request, the dean should identify and articulate goals for enhancing the diversity of the faculty in the school and, in some cases, in the specific field for which these funds are being requested.

Individual communication with the Provost and the Vice Provost for Faculty Development and Diversity is encouraged throughout the process.  Requests for funds to hire or retain faculty or to establish innovative recruitment programs will be accepted and reviewed on a rolling basis.

Applications should be submitted through the dean to the Vice Provost for Faculty Development and Diversity and should include the following information:

1. The name and contact information of the school making the request, as well as appropriate signatures.
2. Identification of the faculty diversity challenges in the school or department and how this funding will address those challenges.
3. Description of how the school or department intends to use the support funds, including the span of time for which the funds are needed.
4. Identification of the school or department resources that are available to support this request.

All schools that utilize Special Opportunities Funds are expected to submit an annual report to the Vice Provost for Faculty Development and Diversity documenting progress toward meeting the identified faculty diversity challenges. The Vice Provost will prepare a year-end report for the President and the University community that summarizes each school’s progress toward the accomplishment of the University’s faculty diversity goals.