• To achieve the university’s commitment to and goal of improving diversity among the faculty in order to meet critical research and teaching needs
  • 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 policies on Affirmative Action and Nondiscrimination, the university shall promote efforts to attract, hire, and retain qualified individuals whose creative work or research, teaching, and service will contribute to diversity and equal opportunity in higher education including scholars who may bring a critical perspective that comes from a non-traditional educational background or an understanding of the experiences of groups historically underrepresented in higher education. Stemming most recently from the IDEA Plan, 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, following campus guidance on searches and hires. 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:

  • Deans shall reiterate the central values and core mission in the Statement of Hiring Authority 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 committee members are required to inform themselves of applicable laws and policies 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 Diversity Search and Hiring Online Course, Manual and Guidebooks including recruitment, outreach, advertising, evaluating applicants, interviews, and hiring decisions. Hiring committees shall seek advice from the campus affirmative action officer regarding the search and hiring process.
  • Faculty hiring groups, through the support of their Deans, may seek financial support pursuant to the terms indicated below with the understanding that faculty hiring should always aim to recruit diverse faculty as outlined in this Call for Proposals. 

Pursuant to this plan, all faculty searches shall aim to uphold the values of diversity. Deans may seek financial support from the Faculty Vacancy Reallocation Program for hiring faculty to help achieve the purposes and aims stated herein. To do so, Deans shall submit an application requesting salary support to the Faculty Diversity Action Advisory Committee, which 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. Decisions will be made annually within several weeks of receiving the request.

As a complement to the Faculty Diversity Action Plan, the remainder of this document lays out the Faculty Vacancy Reallocation Methodology for funding Faculty Diversity Action Plan hiring.*

Faculty Vacancy Reallocation Methodology for Funding Faculty Diversity Action Plan Hiring

  • All hiring must follow equitable, inclusive, and unbiased hiring practices. All requests must demonstrate the unit’s commitment to inclusive excellence.
  • Prioritization of requests will consider the following:
    • Units converting a previously awarded Chancellor’s Postdoctoral Fellowship to a tenure-track appointment
    • Units that demonstrate critical teaching and/or research needs
    • Units with demonstrated TTT faculty need to satisfy discipline-based accreditation requirements.
    • 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.)

*Note: The Provost’s Office recognizes that an annual application process may not meet more time-sensitive opportunities to hire diverse faculty that may occur on a different timeframe than a typical faculty search process. Because of this, the Faculty Vacancy Reallocation process will retain some funds for occasional off-cycle applications that Deans may present to the Provost. 

  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. The dean’s ranking is advisory and one of many factors the Faculty Diversity Action Advisory Committee will consider. Unranked proposals will not be considered. Separate proposals must be submitted for each faculty line requested as part of a cluster hire proposal.
  3. Requests that are part of a cluster hire should be proposed individually. (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.; 2021 note: While the committee will try to give them serious consideration, it may not be possible to award large-scale cluster hires, though the campus may be able to award smaller-scale cluster hires.) 
  4. If the hire request is approved, the unit will need to undergo search committee training through campus Human Resources. Units will also be provided with support for the hiring process through consultation with the campus affirmative action officer.
  5. Before making a verbal offer to any candidate, the hiring authority must check with the Vice Provost and Associate Vice Chancellor for Faculty Affairs. The Vice Provost will confirm that the candidate’s experiences and expertise reflect the original hire request.
  6. If a hire is approved, continuing salary budget will be provided for at least the AAU public average salary for the approved rank in the discipline, plus associated benefits; where AAU public information is not available (e.g., the Libraries), comparable peer data will be used.
  7. The school/college/institute is responsible for recruitment and startup expenses, and for ensuring that relevant office/lab space is available for the hire. In addition, the school/college/institute/department must cover the cost of the National Center for Faculty Development and Diversity’s Faculty Success Program for the new hire when they are ready to participate in the program.
  8. 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.
  9. Individual units that have made a hire funded through the FVR must wait three years before applying again.

Faculty Diversity Action Hire Request Form


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

Units should seek guidance from the campus affirmative action officer on how to use these data properly.**

The unit and school/college/institute are not responsible for compiling the dashboard; this will be generated and, for any information not already available to the unit on the ODA website, ARPAC reports, etc., communicated to the unit and the approval committee by relevant offices once ODECE and ODA receive hire requests.

The dashboard and the form it supplements are meant to provide a holistic overview of the request and the unit(s) submitting the request. Because units and disciplines vary, no one factor or data point will supersede others.

For newer units (<10 years), data for available years will be supplied.

**Note: Departments, programs, schools, and colleges should reach out to the campus Affirmative Action Officer to obtain guidance on affirmative action and the proper use of the unit dashboard.

Unit Information Dashboard

The dashboard will include the following information: 

For all units
  • TTT faculty demographics in the unit by race/ethnicity, gender, and rank over last five years
  • TTT faculty demographics in the unit by race/ethnicity, gender, and rank of hires made over the last five 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 five 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 

  1. Proposed hires should meet critical research/creative work and teaching needs in the unit.
  2. The requested position should help contribute to diversity consistent with the University of Colorado’s commitment to nondiscrimination, equal opportunity, and affirmative action by, for example, bringing a critical perspective that comes from a non-traditional educational background or an understanding of the experiences of groups historically underrepresented in higher education;[1] and meet the qualification expectations of the unit.
  3. The unit shall demonstrate serious commitment and actions to foster diversity and inclusion in accordance with the university’s policies on Affirmative Action and Nondiscrimination, through efforts to attract, hire, and retain qualified individuals whose creative work or research, teaching, and service will contribute to diversity and equal opportunity in higher education including, for example, scholars who may bring a critical perspective that comes from a non-traditional educational background or an understanding of the experiences of groups historically underrepresented in higher education.
  4. Proposals to convert a Chancellor’s Postdoctoral Fellowship to a tenure-track appointment shall be prioritized if possible.
  5. The unit shall have planned hiring practices that advance meaningful measures to ensure that faculty search and hiring processes are welcoming to all candidates. (See Diversity Search and Hiring Online Course, Manual and Guidebooks.)
  6. The proposal should note a clear plan for recruiting, mentoring, retaining, and supporting the professional success of the proposed hire.
  7. If applicable, the unit should demonstrate the need for TTT faculty to satisfy discipline-based accreditation requirements.

[1] See Regent Law 8A (“The University of Colorado does not discriminate on the basis of race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy in admission and access to, and treatment and employment in, its educational programs and activities.”); Regent Policy 10A: Nondiscrimination/Affirmative Action – General Policy Statement and Long-Range Goals (“To achieve within each academic and non-academic unit and within the University as a whole, a diverse, multi-racial faculty and staff capable of providing for excellence in the education of its students and for the enrichment of the communities which it serves.”); University of Colorado Boulder, Equal Opportunity/Affirmative Action Policy (Effective date: Oct. 29, 2010); University of Colorado Boulder, Human Resources, Policy and Guidance on Affirmative Action.

The following units have been awarded financial support from the Faculty Vacancy Reallocation Program for hiring faculty in pursuant of the FDAP:

2020 (Faculty search to take place during AY 2020-2021, with hire start dates for fall 2021.)

  • Applied Mathematics
  • Cinema Studies and Moving Image Arts
  • College of Engineering and Applied Science
  • College of Media, Communication and Information: Information Science
  • English
  • Ethnic Studies
  • Geography
  • History
  • Institute of Arctic and Alpine Research (INSTAAR)
  • Linguistics
  • Renewable and Sustainable Energy Institute (RASEI)
  • School of Education

2021 (Faculty search to take place during AY 2021-2022, with hire start dates for fall 2022.)

  • Art and Art History
  • Atmospheric and Oceanic Sciences
  • Biochemistry
  • College of Engineering and Applied Science 
  • Ecology and Evolutionary Biology
  • Germanic and Slavic Languages and Literatures
  • Molecular, Cellular and Development Biology
  • Women and Gender Studies

Frequently Asked Questions
The Faculty Diversity Action Plan (FDAP) is supported by the Provost’s Office, funded by the Faculty Vacancy Reallocation Program. The aim is to meet critical teaching and research needs by further diversifying our faculty so that the campus can better fulfill its academic mission. Proposed hires would conform to the university’s nondiscrimination policy under Regent Law 8A.  

 

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 annual call for proposals for 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. In order to fulfill the campus mission around teaching and knowledge production, 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 and its future, 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.

Proposals should consider how a new hire would meet critical teaching and research needs so that the campus can better fulfill its academic mission.

The provost will decide which recommended hires can move forward. The Dean and Dean’s office will be informed of the committee’s decisions and details of the approved hiring request(s). 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.

The annual call for proposals will be issued each December, with the proposals for hiring requests due in March. The advisory committee will review the proposals in April. Decisions will be announced in May. This will allow successful units to begin recruiting applicants and begin to conduct the search in early fall the next academic year, so that they may make a hire to start in the fall of the following academic year. For example, a proposal approved in May 2022 would be for a search in the 2022-2023 academic year, and the hire would start in fall of the 2023-2024 academic year. 

Because there are numerous proposals, the committee cannot provide detailed individual feedback on declined requests. While we wish that each of the hiring requests could be granted, please note that because there are many more FDAP hiring requests than the campus can fund with available FVR funds, even excellent proposals may not be funded.