Christopher Celenza
Vice Provost for Faculty Affairs

265 Garland Hall
3400 N. Charles Street
Baltimore, MD 21218

(410) 516-8770
celenza@jhu.edu

Andraya Dolbee
Senior Administrative Coordinator
(410) 516-8770
andrayadolbee@jhu.edu

Larry Williams
Provost's Fellow
larryw@jhu.edu

 Faculty Affairs

The Vice Provost for Faculty Affairs works closely with the vice deans of faculty and with faculty across the university to advance and promote their important work. In collaboration with colleagues in the schools, he concentrates his efforts on ensuring the continued excellence of Johns Hopkins faculty by enhancing faculty development initiatives, increasing faculty diversity and improving the quality of faculty life.

Faculty Resources

  • Faculty Development
  • Faculty Mentoring
  • Faculty Diversity
    • Johns Hopkins University Statement on Diversity & Inclusion
    • Statement from President Daniels on Diversity at Johns Hopkins University
      • Faculty Diversity Initiative
        • Faculty Diversity Action Plans

          All schools will submit faculty diversity action plans.  Action plans will include three components: divisional self-assessment (e.g., data gathering),  faculty diversity goal-setting, and development of strategies to achieve goals.

          Final faculty diversity plans are due March 4, 2016. 

          Diversity Action Plan Template.

        • Best Practices for Faculty Searches

          Achieving faculty excellence and diversity through the faculty search process is a primary goal of the  FDI.  Recommended best practices for faculty searches include:

          • benchmarking of availability and candidate pool data,
          • unconscious bias training for search committee members,
          • inclusion of diversity advocates on search committees,
          • divisional leadership oversight of candidate short lists (prior to interviews), and
          • submission of final search activities summaries.

          In Fall 2015, faculty in the Zanvyl Krieger School of Arts and Sciences adopted and implemented their own Best Practices for Faculty Searches, which provides an excellent framework for divisional discussions on search processes.   Additional guidance can also be found in the Johns Hopkins Resource Guide for Faculty Searches.  

        • Target of Opportunity Program (TOP)

          The Target of Opportunity Program (TOP) creates a funding pool to support opportunistic recruitment of external exceptional and diverse scholars outside of planned search cycles has been established.  Schools and divisions may request funding to support up to one-half of the cost of the faculty appointment, with a cap of $100K/year per appointee, for three years.  TOP funds may be used to cover salary, fringe benefits, start-up, or any other allowable cost that would increase the compensation package of the appointee, such as support for a critical secondary appointment (e.g., spousal appointment, research staff, etc.). Requests will be accepted on a rolling basis, subject to available funding.

          Multiple requests from a school/division must include a priority ranking

          See submission process below.

          Step 1 - After a faculty member or department identifies an outstanding candidate, the candidate’s information should be brought to the attention of the school/division vice/associate dean of faculty affairs. 

          Step 2 - If the school/division leadership concurs with an off-cycle faculty recruitment, the sponsoring department must complete a Request for Target of Opportunity (TOP) Faculty Search Waiver.

          Step 3 – An authorized representative from the Dean’s Office submits an online request for TOP Funding through the JHU Online Proposal and Award system (new deadline to be announced). Submissions must include the following information:

          • Candidate’s CV
          • Request for Target of Opportunity (TOP) Faculty Search Waiver and
          • Cover memo, addressing the five (5) areas below:
            • An assessment of the scholarly accomplishments and the teaching contributions of the candidate (candidate’s credentials and/or record must be of commensurate quality hired in national searches);
            • How hiring the candidate would advance the overall scholarship, research, educational programs, and/or strategic objectives of the unit;
            • How hiring the candidate aligns with the unit’s diversity action plan;
            • The strength of the unit’s support of the candidate (faculty concurrence and financial support); and
            • The unit’s demonstrated record of promoting diversity.

          Step 4 – The Provost’s Office issues a response, either (i) authorizing the recruitment and earmarking the funding request; or (ii) denying the request for funding. 

          Final approval/fund transfer is conditioned on submission of an offer letter to the Office of the Provost.

          JHU Online Proposal and Award System (authorized school/division representatives only) (portal opens on date to be announced).

        • Visiting Professor/Scholar Funding

          The Visiting Professor program is designed to provide a funding pool to support visiting faculty and scholars.  Visiting professorships that provide maximum flexibility to departments, while encouraging and incentivizing faculty diversity programming, is a key component of the FDI.  It is our hope that increased interactions with the members of our vibrant campus community will lead to future faculty appointments at Johns Hopkins. 

          Schools and divisions may submit requests for funding to provide full- or partial support to visiting faculty/scholars whose activities support unit- or school diversity goals.  The duration of the visit may vary -- from one day, up to one year.  Funding amounts will vary, and will be based on the nature of the request.

          Requests for Visiting Professor/Scholar funds will be accepted on a rolling basis until funding has been awarded.

          Approvals will be based on an assessment of how the Visiting Professor/Scholar will support divisional and possibly campus-wide diversity initiatives and priorities.

          Allocations will be made in order of receipt.

          Multiple requests from a school/division must include a priority ranking

          See submission instructions below.

          Step 1 - After a faculty member or department identifies an outstanding scholar whom they would like to invite to campus, the candidate’s information should be brought to the attention of the school/division vice/associate dean of faculty affairs. 

          Step 2 - If the school/division leadership concurs with the recommendation, an authorized representative from the Dean’s Office submits an online request for Visiting Professor/Scholar Funding through the JHU Online Proposal and Award system (date to be announced).  Submissions must include the following information:

          • Candidate’s CV
          • Cover memo, addressing the three (3) areas below:

          o    How bringing the scholar to campus would advance the overall scholarship, research, educational programs, and/or strategic objectives of the unit;

          o    The kinds of activities the visiting scholar will engage in while on campus (both within the school/division and across campus); and

          o    The proposed duration of the visit.

          The visiting appointment should conform to school/division appointment requirements and guidelines, if applicable.

          Step 3 – The Provost’s Office issues a response, either (i) authorizing the recruitment and earmarking the funding request; or (ii) denying the request for funding. 

          Funding is conditioned on the appointment of the candidate; schools and divisions are expected to expedite recruitments, or risk loss of the earmark.

          Provost’s Diversity Postdoctoral Fellowship Program

        • The Provost's Diversity Postdoctoral Fellowship Program will prepare postdocs for tenure track faculty positions at JHU or peer institutions, particularly in fields where there are fewer women and/or underrepresented minorities.  Awardees will receive competitive two-year postdoctoral fellowships.  In addition, the Program will increase career and professional development programming for a broad cross section of the Hopkins postdoc community.

          Program details will be announced at a later date.

        • Award for Excellence in Diversity & Inclusion Research

          The Provost’s Office will grant an annual Award for Excellence in Diversity & Inclusion Research of $50,000 to a JHU full-time faculty member who is pursuing exceptional research that advances our knowledge and scholarship of underserved populations, or any issue related to equity, diversity, and inclusion. Awarded funds may be used at the discretion of the faculty member for research, graduate student support, or operational expenses.  Award criteria will be announced in late fall 2016.

        • Accountability & Reporting

          To increase transparency and ensure our shared accountability for achieving Initiative outcomes, units will report out on the effectiveness of their action plans.  In addition, bi-annual progress reports will be announced to the campus community.

        • Resource Guide for Faculty Searches
    • Diversity Leadership Council
    • Status of Women Faculty at the Johns Hopkins University (Faculty Subcommittee Report)
    • Principles for Insuring Equity, Civility and Respect for All
  • Miscellaneous Policies
  • Family Friendly/ Work-Life Balance Resources
  • Safety & Well Being

Academic Leadership

  • Deans
  • Vice / Associate Deans of Faculty
    • Valerie Y. Suslow, Vice Dean of Faculty and Research, Carey Business School
    • Janet DiPietro, Associate Dean for Faculty & Research, Bloomberg School of Public Health
    • Mariale Hardiman, Interim Dean and Vice Dean of Academic Affairs, School of Education
    • Betsy Bryan, Vice Dean, Humanities & Social Sciences, Zanvyl Krieger School of Arts and Sciences
    • John Toscano, Vice Dean, Science and Research Infrastructure, Zanvyl Krieger School of Arts and Sciences
    • Janice E. Clements, Vice Dean of Faculty, School of Medicine
    • Peter M. Lewis, Associate Dean for Academic Affairs, Paul H. Nitze School of Advanced International Studies
    • Marie T. Nolan, Executive Vice Dean for Academic Affairs, School of Nursing
    • Abra Bush, Associate Dean for Academic Affairs, The Peabody Institute
    • Andrew S. Douglas, Vice Dean of Faculty, G.W.C Whiting School of Engineering