The Tenured Faculty Diversity Initiative (TFDI) is designed to help enhance the culture of racial and ethnic diversity at OSU through hires that promote positive changes to the academic climate. Faculty members will be selected for academic excellence and for their ability to positively impact the hiring unit’s (and/or the university’s) organizational culture to be more inclusive of and accommodating to students, faculty and staff from diverse backgrounds. Preference will be given to faculty appointments that meet the requirements to be hired with tenure, though strong candidates who meet all other criteria will be considered for hire at the advanced assistant professor level. Academic Affairs and a continuing TFDI committee identified by the Senior Vice Provost for Academic Affairs select one or more units each year to participate in the program, based on proposals submitted by the units and supported by the relevant colleges.
Because of variability in awards, the amount of available funds varies from year to year. Therefore, if funds remain after tenured faculty hiring proposals are evaluated this year, the TFDI committee and Academic Affairs will consider other proposals to create a positive impact on institutional culture for a diverse community. While proposals can be submitted at any time, the amount of uncommitted funds typically will not be known until the end of the academic year.
- Unit proposals require college approval, and must be submitted to the Senior Vice Provost for Academic Affairs. Applications are accepted year around.
- Proposal describes a recruitment and selection process specifically tailored to the TFDI program, including the following characteristics:
- Required position qualifications shall include:
- has a demonstrated record of working with racial/ethnic minority students and faculty;
- has a demonstrable commitment to promoting and enhancing diversity.
- Preferred qualifications shall include:
- meets OSU requirements to be hired with tenure at the associate or full professor level.
- Appointees shall be expected to create impact in most, if not all, of the following areas, and that expectation shall be documented in recruiting materials and by an appropriate allocation of FTE in the position description:
- Address the needs of a student population of increasing racial and ethnic diversity;
- Positively impact the culture of the institution for people of color, including but not limited to providing support and mentoring to students and faculty of color, advocating for normative and policy changes, etc.;
- Address a need for Difference, Power and Discrimination courses specific to the discipline;
- Participate in scholarship and teaching that is interdisciplinary and is related to one or more of the three signature areas identified in the OSU strategic plan.
- Candidates shall be identified through active, targeted searches or through the opportunity hire process;
- Appropriate departmental, college, and university support for each appointment shall be required before appointment is approved;
- Concurrence of the TFDI committee and/or the Senior Vice Provost for Academic Affairs shall be required before final appointment from a search is approved.
- The Provost’s Office will pay 75% of salary (or salary plus OPE) up to a maximum annual commitment of $150,000 per initiative hire for 2 years.
- College or department will identify funds to pay all salary plus OPE after the TFDI two- year commitment ends;
- College and department will describe a mentoring plan and identify specific available resources to assist appointees in creating the required impacts;
- College and department will describe an internal method for assessing efforts of both the faculty member and his/her academic unit to support the required impacts.
The TFDI Committee and the Senior Vice Provost for Academic Affairs will select proposals to be funded based on the strength of the proposals, availability of funds, time considerations, and an analysis of the following factors:
- Academic climate of the unit as assessed by the 2004 OSU Climate Survey and follow-on studies;
- Assessed potential for one or more TFDI hires to positively impact the culture of the unit;
- Assessed potential for one or more TFDI hires to positively impact the culture of the institution;
- Assessed potential to promote interdisciplinary scholarship in one or more signature areas identified in the OSU strategic plan;
- Assessed potential to contribute and succeed when the hire meets all other criteria but must be made at the assistant professor level with annual rather than indefinite tenure.
- Other relevant information furnished by deans, department heads/chairs, faculty, and students.
The Senior Vice Provost for Academic Affairs and the TFDI committee weigh all factors in reaching their decision.
- Program assessment will consist of regular sampling of success measures, which may include:
- Climate information from ongoing survey results and/or individual interviews;
- Rate of employment of faculty of color at higher ranks;
- Rate of advancement of faculty of color;
- Rate of enrollment and retention of students of color;
- Graduation rate of students of color;
- Course offerings in the Difference, Power and Discrimination program;
- Faculty/unit interdisciplinary initiatives and their impacts on scholarship and culture;
- Faculty/unit diversity initiatives and their impacts on scholarship and culture;
- Other evidence of positive cultural growth;
- Other unit assessment measures as described in hiring proposal.
- Dean and Department Head/Chair shall make extra efforts to ensure the success of TFDI faculty members on an ongoing basis. (This is an appropriate expectation, but it is and should be separate from this program.)
- Department chairs will submit an annual report for the two years while receiving TFDI funding outlining the work done by the TFDI faculty member to enhance the culture of racial and ethnic diversity at OSU.
Proposal Guidelines for the Tenured Faculty Diversity Initiative
- Attach the position description that will be used in the hiring process. This should address the proposal requirements listed in the TDFI document.
- Describe the recruitment and selection process that you will use, including steps you will take to identify strong candidates and screening methods that recognize and accommodate strengths and weaknesses of diverse candidates. Alternatively, if an opportunity hire is being proposed, attach a request for unclassified waiver of search, including the candidate’s CV and a rationale for making an exception to the usual faculty selection process. (1/2 page)
- Describe a mentoring plan and identify available resources to assist appointees in creating the required impacts and describe an internal method for assessing your efforts. (1/2 page)
- Include the following statement at the end of the proposal: “The college or department will identify funds to pay all salary plus OPE after the TFDI two-year commitment ends.”
- All searches will require the appointment of an Affirmative Action Search Advocate whose participation on the search/screening committee should begin before the final position is approved and advertised. If an Affirmative Action Search Advocate has participated in development of the unit’s TFDI proposal, please include this information along with the advocates name in the proposal. Include the Department Head and Dean signature on the proposal.
- Submit the proposal to the Senior Vice Provost for Academic, 628 Kerr Administration Building.