Request for New Faculty Lines

Factors in College Hiring Decisions

1. College looks for robust planning at Dept. level. We want Departments to come together, not necessarily unanimously, but with broad consensus over ordered priorities over 3-5 years.   Departmental plans should grapple with trends in their disciplines, as discussed through departmental review processes, by national disciplinary societies, and meetings of disciplinary leadership. We want to know how hiring requests fit with disciplinary practices. We want to know where they follow past practices and where they diverge.

2. The College looks for hiring plans to address some, if not all of the core missions of the university. Department hiring requests need to link departmental requests for a scholar in particular areas with college and university missions, including

  • How would a hire in this area affect scholarly, research, creative activity? (In some fields, external research dollars are a metric used by university.)
  • How this hire would affect department’s undergraduate efforts: major, interdisciplinary majors, UK Core, Liberal Arts education? (Here there are clear metrics that the University looks at for all fields.)
  • How this hire would affect graduate program (Again metrics as to selectivity of graduate program, success rate, time to degree, activities of graduates are measurable.)
  • How hire would contribute to building diverse and inclusive culture in department and university. (The university uses diversity numbers here as well.)
  • How this hire would contribute to engagement with community, state, nation and the world.

Please note: In looking at the above five areas, the College looks for synergies that can magnify the value of hires.  How might a new hire increase our ability to get larger grants in an area and/or build a research area of significant national impact? How might a new hire contribute to one of interdisciplinary programs or serve majors from another department? How might a new hire bring expertise at a graduate level that serves students beyond one department? How might a diverse hire have broader impact on the community?

Please note too: There will always be opportunities and contingencies in a college with 450 faculty members. Responding to these requires timely and open conversations between the dean’s office and department chairs. Actions such as potential partner hires, mid-year department losses of critical faculty, and responses to provost and president initiatives will inevitably arise and demand immediate responses from the dean’s office.

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