Update: Fall 2020
As an update to the Faculty Diversity Action Plan (FDAP), the Provost’s Office has received over 40 proposals for the 2020 cycle from across campus and the FDAP committee has commenced work on reviewing these proposals. The FDAP committee is making every effort to ensure that decisions are made and announced to the respective deans at the end of September.

 

Frequently Asked Questions:

The committee consists of a faculty representative from the Boulder Faculty Assembly (BFA), a faculty representative from the Academic Affairs Budget Advisory Committee (AABAC), the Vice Chancellor for Diversity, Equity and Community Engagement, the Vice Provost and Associate Vice Chancellor for Faculty Affairs, and an additional at-large faculty representative. 

The committee members were selected based on their representation across faculty ranks and domains of expertise. Committee membership will change partially from year to year in an effort to have committee members with diverse identities and disciplines/fields.

The recent call for proposals for fall 2021 faculty hires is only one part of the FDAP.

Taken as a whole, the FDAP addresses a clear call for a more diverse faculty in the campus’ Inclusion, Diversity, and Excellence in Academics (IDEA) Plan. It aims to achieve the university’s commitment to and goal of improving diversity among our faculty and university community, to further implement the university’s existing affirmative action policy, and to promote measures to prevent discrimination in faculty hiring and retention. Through the FDAP, the campus is investing in its faculty, supported by a partial reallocation of faculty vacancy funds.

As part of both the IDEA Plan and the Chancellor’s 8 Actions against Racism, the FDAP informs and supplements current faculty search and hiring practices:

  • All faculty hiring groups/committee members are required to inform themselves of applicable law and policy relevant to faculty hiring by completing and reviewing the University of Colorado Boulder Diversity Search and Hiring Online Course, Manual and Guidebooks prior to commencing any faculty search and hiring activities.
  • All faculty hiring committee members shall adopt inclusive practices concerning the faculty hiring process as outlined in the Faculty Search Process Manual including recruitment, outreach, advertising, evaluating applicants, interviews and hiring decisions.

The Dean and Dean’s office would be informed of the committee’s decisions and details of the approved hiring request. As is standard for any faculty search, the unit and Dean’s office would work with campus Human Resources to post the position and proceed with the search. In addition, through the FDAP, academic units will be provided guidance and advice to enhance their recruiting practices.

In the event of a failed search, the unit would be allowed to search for the same position for one additional hiring cycle. In the event of two failed searches, the unit would need to submit a new request through their dean’s office as part of the standard Faculty Vacancy Reallocation (FVR) process.

The Provost’s Office will track approved FDAP searches through established Office of Faculty Affairs processes, i.e., the information the school/college provides on the Faculty Recruitment Authorization Form that results in the final offer letter. In addition, the status of FDAP searches will be confirmed on an annual basis by the Provost’s Office.

  • To achieve the university’s commitment to and goal of improving diversity among the faculty and in our university community 

  • To further implement the University’s existing affirmative action policy  

  • To promote measures to prevent discrimination in faculty hiring and retention. 

Under the leadership of the Chancellor and Provost and with the endorsement of the Council of Deans, all faculty hiring at the University of Colorado Boulder should endeavor to achieve diversity inclusive of age, creed, color, disability, ethnicity, gender expression, gender identity, indigenous origin, nationality, national origin, political affiliation, political philosophy, race, religion, sex, sexual orientation and veteran status. Herein, and in accordance with the university’s Affirmative Action policy, the university shall promote efforts to attract, hire and retain qualified individuals from underrepresented and historically marginalized groups including wider representation of women and U.S. minoritized people. Our commitment to inclusion means that faculty hiring practices shall advance meaningful measures to ensure that faculty search and hiring processes are welcoming to all candidates. We will identify and work to eliminate barriers that have prevented equitable access to faculty positions. In accordance with applicable national, state and Regent laws and policies, the University of Colorado Boulder is committed to nondiscrimination and to equal employment opportunity.

Faculty Diversity Action Plan (FDAP) informs and supplements the following faculty search and hiring practices:

  • The central values and core mission in the Statement of Hiring Authority shall be reiterated by the Deans to their constituents on an annual basis. 
  • Deans, Chairs/Directors, or their designees shall convene faculty hiring committees and appoint a chair.   
  • All faculty hiring groups/committee members are required to inform themselves of applicable law and policy relevant to faculty hiring by completing and reviewing the University of Colorado Boulder Diversity Search and Hiring Online Course, Manual and Guidebooks prior to commencing any faculty search and hiring activities. 
  • All faculty hiring committee members shall adopt inclusive practices concerning the faculty hiring process as outlined in the Faculty Search Process Manual including recruitment, outreach, advertising, evaluating applicants, interviews and hiring decisions. 
  • Faculty hiring groups/committees, through the support of their Deans, may seek financial support with the understanding that faculty hiring should always aim to recruit diverse faculty. 

Pursuant to the Faculty Diversity Action Plan (FDAP), all faculty searches shall aim to uphold the values of diversity. Deans may seek financial support for hiring that achieves the purposes and aims stated herein from the Faculty Vacancy Reallocation Fund.

To do so, Deans shall submit an application requesting financial support to the Faculty Diversity Action Committee, which consists of a faculty representative from the Boulder Faculty Assembly (BFA), a faculty representative from the AABAC, the Vice Chancellor for Diversity, Equity and Community Engagement, the Vice Provost and Associate Vice Chancellor for Faculty Affairs, and an additional at-large faculty representative. Decisions will be made annually within several weeks of receiving the request. 

Faculty Vacancy Reallocation Methodology for Funding Faculty Diversity Action Plan Hiring

  • All hiring must follow equitable, inclusive, unbiased hiring practices. All requests must demonstrate the unit’s commitment to diversity and inclusion. An updated unit Inclusive Excellence Narrative must accompany all requests.
  • Prioritization of requests will consider the following:
    • Units converting a previously awarded Chancellor’s Postdoctoral Fellow to a tenure-track appointment
    • Units requesting a position as part of a cluster hire (Note: units are encouraged to explore disciplinary and interdisciplinary cluster hire opportunities for multiple positions not only within the unit, but also across several units, schools/colleges, institutes, the Libraries, etc.)
    • Units in which considerable time has passed since the last receipt of a faculty diversity action (formerly STAR) position
    • Units that demonstrate critical teaching and/or research needs
    • Units with demonstrated TTT need to satisfy discipline-based accreditation requirements.

  1. The Faculty Diversity Action hire request form must be submitted and signed by a school/college/institute dean.
  2. Deans may request multiple lines; however, if more than one faculty line is requested, separate, individual proposals must be submitted for each request, and the dean must rank the requested lines. Unranked proposals will not be considered. Separate requests must be submitted for each faculty line requested as part of a cluster hire proposal.
  3. The school/college/institute is responsible for recruitment and startup expenses, and for ensuring that relevant office/lab space is available for the hire.
  4. If a hire is approved, continuing budget will be provided at at least the AAU public average salary level for the approved rank in the discipline, plus associated benefits; where AAU public information is not available (e.g., Libraries), comparable peer data will be used.
  5. In the event of a failed search, the unit will be allowed to search for the same position for one additional hiring cycle. In the event of two failed searches, the unit will need to submit a new request through their dean’s office as part of the standard FVR process.

Faculty Diversity Action Hire Request Form

Unit Information Dashboard: Supplement to Faculty Diversity Action Hire Request Form

As a supplement to the Faculty Diversity Action Hire Request form, a dashboard of unit-specific information will be generated. The unit and school/college are not responsible for compiling the dashboard; instead, data will be supplied by the Office of Data Analytics (ODA) and relevant Academic Affairs offices after the Faculty Diversity Action Hire Request form is received. Any dashboard information not already available to the unit on the ODA website, in ARPAC reports, etc., will be communicated to the unit after the dashboard is generated, so that the unit has full access to information considered by the approval committee. The dashboard and the form it supplements are meant to provide a holistic overview of the request and the unit submitting the request. Because units and disciplines vary, no one factor or data point will supersede others.

The dashboard will include the following information: 
Note: For newer units (<10 years), data for available years will be supplied.

For all units
  • TTT faculty demographics in the unit by race/ethnicity, gender, and rank over last 10 years
  • TTT faculty demographics in the unit by race/ethnicity, gender, and rank of hires made over the last 10 years
  • Most recent ARPAC report
  • Academic Analytics research data (if applicable)
  • Research, publications, creative works per TTT (FRPA) over last 10 years
  • If grant discipline, research awards over last 10 years
For all units except Institutes and University Libraries
  • 10-year sponsor SCH visualization
  • 10-year increase/decrease in sponsor SCH as a percentage of campus SCH
  • 10-year increase/decrease in sponsor SCH compared to ARPAC cohort (rank in ARPAC cohort), if applicable
  • 10-year TTT/SCH visualization
  • 10-year # of majors visualization
  • 10-year increase/decrease in majors as a percentage of campus majors
  • 10-year # of minors visualization (if applicable)
  • 10-year visualization of SCH taught by various instructional ranks in unit
  • 10-year visualization of instructional faculty headcount (by rank)
  • Interdisciplinarity: number of crosslisted/cross-enrolled courses; SCH taught to non-majors