The Vice Provost for Faculty Affairs works closely with the deans and vice/associate deans of faculty and with faculty members 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.
This office supports the following faculty resources:
Johns Hopkins is committed to supporting, facilitating, and enhancing the development of faculty throughout the early and middle stages of their careers. The schools have developed faculty mentoring programs to provide both specific, content-oriented mentoring and general career advice relevant to advancing as a faculty member, with a key goal of promoting independence in each individual’s career.
Faculty Diversity Initiative
As stated in the JHU Roadmap on Diversity and Inclusion, for the university to fulfill its purpose of critical inquiry and discovery, diversity of people and of thought is not a luxury; it is a necessity. Our goal in this area is to locate, attract, and retain the best and most talented faculty, representing a broad array of backgrounds, thought, and experiences.
The cornerstone of efforts to recruit and retain a diverse faculty is the Faculty Diversity Initiative, launched in 2015. With support from all the deans, the university has committed more than $25 million in funding to this effort over five years with two overarching goals: to reorient faculty search and hiring practices, ensuring searches stretch beyond our customary networks to include new and diverse sources of talented candidates; and to provide resources that can support and sustain a more diverse faculty community.
Key elements of the initiative include:
Faculty Diversity Action Plans
All schools were asked to submit plans consisting of three components: a divisional self-assessment (e.g. data gathering), faculty diversity goal setting, and development of strategies to achieve goals. Read the faculty diversity plans for each school or see the diversity action plan template.
Best Practices for Faculty Searches
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. Learn more about the submission process.
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. Learn more about the application process.
Provost 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. Learn more about the program guidelines and application.
Provost's Prize for Faculty Excellence in Diversity
The Provost’s Office will grant an annual award of $50,000 to a full-time JHU faculty member with a body of work focused on diversity and inclusion. The prize acknowledges faculty efforts across a broad spectrum of disciplines, such as international affairs, business, education, science, health, public policy, the arts, and other fields. For the award, diversity is broadly defined and includes issues related to underrepresented minorities, women, gender identity, sexual orientation, and/or disabilities. Learn more about the nomination process.
Accountability and 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, biannual progress reports will be announced to the campus community.
Resources for Work-Life Balance and Well-Being
In addition to policies and procedures to protect the safety and well-being of everyone at Johns Hopkins, the university offers several programs and resources to support faculty in creating a healthy work-life balance. See a list of resources.