Faculty Hiring Process

A number of University policies and procedures impact the process of hiring a new tenured, tenure-track, or professional-track faculty member. The campus policy on the Appointment, Promotion and Tenure (APT) of faculty establishes baseline standards for all faculty appointments, including possible faculty titles, credential requirements, contract requirements, and the tenure and promotion process.

Please note that the University currently has a hiring freeze in place for new tenured/tenure track appointments. Units must secure permission (click here to review the procedure) to hire prior to beginning a search process.

The faculty search process is governed by a number of policies and guidelines that include:

Big Ten Academic Alliance Resources

Unconscious Bias Training: The Big Ten Academic Alliance, with an AGEP grant from the National Science Foundation, has created training content for search committees. These short videos and facilitator guides explore unconscious bias in various scenarios along the development of a faculty search. The videos themselves are provided as links at the top of every guide.

Professorial Advancement Initiative (PAI): Several of the Big Ten institutions participate in an initiative to promote greater proportions of historically underrepresented faculty in STEM fields. “Through cross-institutional mentoring and coaching, the program is preparing more than 100 Big Ten URM postdoctoral scholars to transition to tenure-track faculty positions, including an online professional development program designed for focused skill development. The postdoctoral scholars also enroll in an online searchable directory used by search committees for faculty recruitment.” More information may be found here.

If you are interested in accessing the directory of postdoctoral fellows currently in the program for recruiting purposes, please contact the Office of Faculty Affairs at faculty@umd.edu.

Using eTerp

eTerp, the University’s online job posting and application system, is used to manage the documents and processes associated with searches. Information about using eTerp:

When the department is undertaking a targeted search or recruiting a star faculty member, it is still necessary to document the process through eTerp. You will need to produce a complete hiring proposal in eTerp, thus it is useful to preserve all correspondence, emails, and notes of discussion regarding such cases.

The major unit head and the equity administrator review the search committee report and the chair’s rationale for his or her selection prior to producing the hiring proposal.

Making the offer

After the hiring proposal has been approved by the appropriate hiring authority, an offer letter can be sent to the candidate. Below are resources that may be useful to review and consider prior to making an offer to a potential faculty member:

Appointments that are joint and/or include modified tenure criteria require appropriate memorandums of understanding. The APT policy and guidelines detail the procedures and requirements for these processes.

FAMILE: Faculty Advancement at Maryland for Inclusive Learning and Excellence

In accordance with our core values, mission and desire to create a more diverse, inclusive and equitable environment for all, we are announcing a new faculty initiative entitled the FAMILE-FACULTY ADVANCEMENT at MARYLAND for INCLUSIVE LEARNING AND EXCELLENCE, a diversity initiative aimed at recruiting outstanding tenured or tenure-track faculty members. The total commitment by the University with matching funds from the Deans is estimated at more than $40M over the next 10 years.  The goal is to increase faculty diversity and add over 100 new tenured, or tenure-track faculty in departments and units across campus based on demonstrated diversity objectives. This program has three components that have been informed by discussions with the Deans, and presents a uniform approach to the University’s faculty diversity initiatives. These programs include the:

  1. President's Postdoctoral Fellowship Program (PPFP);
  2. Assistant Professor Targeted Hire Program; and
  3. Senior Targeted Hire Program.

A primary focus of the FAMILE Initiative is the PPFP and Assistant Professor Targeted Hire faculty diversity programs due to the desire to strengthen the connection between the PPFP and tenure-track faculty hiring. While this is an important primary focus, an equally important secondary focus of the FAMILE Initiative is the creation of a welcoming and embracing climate in which each recruit is incorporated into a collegial academic community and is exposed to a set of connections that will advance the person’s expertise, career, and sense of agency.  

This document provides more details regarding the initial implementation of the FAMILE initiative.

President's Postdoctoral Fellowship Program

In 2016, the University of Maryland joined the University of California-sponsored consortium of universities, originally organized in 1984. This consortium collaborates in seeking postdoctoral scholars who can contribute to an enhanced understanding of the experiences of historically underrepresented scholars through their research, educational background, or personal experience. Through this program, the University seeks to facilitate the hiring of postdoctoral scholars into tenure track faculty positions at the University. More details are available here. More general information regarding the PPFP is available here

Assistant Professor Targeted Hire Program

This program provides partial support for hires at the assistant professor level that enhance faculty diversity at the department and college levels. The intention is to secure faculty early in their academic careers who show great promise. Funds are limited and available on a competitive basis. There are two application windows: April 15 and November 1. Applications must be submitted via the Faculty Affairs APA portal.  Chairs and Directors should work with their Deans on any potential proposals prior to submission.  All proposals will be reviewed at the same time by the Provost, Office of Faculty Affairs, and Finance and Personnel within the Office of the Provost.

Proposals must include the following items, provided in a single PDF packet:

  1. The Candidate's CV;
  2. A letter of support from the unit head;
  3. A vote of the unit faculty indicating support for the hire;
  4. A letter of support from the dean (for departmentalized colleges), including prioritization when applicable;
  5. A ranking of faculty if multiple simultaneous requests are being made;
  6. Data regarding demographics of tenure-track faculty of the unit, college, and field / discipline;
  7. Data regarding student enrollment and demographics;
  8. A retention plan for the hire(s). See Appendix B of the FAMILE Call for Proposals for more information about what to include in a retention plan; and
  9. At least three reference letters collected as part of the search process.

Senior Targeted Hire Diversity Program

This program provides support for the targeted recruiting of renowned senior faculty (tenured) who enhance faculty diversity and mentoring and foster the university’s goal of inclusive excellence. Funds are limited, and there are two application windows: April 15 and November 1. Applications must be submitted via the Faculty Affairs APA portal.  Chairs and Directors should work with their Deans on any potential proposals prior to submission

Proposals must include the following items, provided in a single PDF packet:

  1. The Candidate's CV;
  2. A letter of support from the unit head;
  3. A vote of the unit faculty indicating support for the hire;
  4. A letter of support from the dean (for departmentalized colleges), including prioritization when applicable;
  5. A ranking of faculty if multiple simultaneous requests are being made;
  6. Data regarding demographics of tenure-track faculty of the unit, college, and field / discipline;
  7. Data regarding student enrollment and demographics;
  8. The impact of the scholarship of the candidate;
  9. A retention plan for the hire(s). See Appendix B of the FAMILE Call for Proposals for more information about what to include in a retention plan; and
  10. A description of how the candidate would contribute to building an inclusive department, college, and university culture and environment, including description of past efforts at prior institutions.

Note: Fund transfer to units to support senior hires are contingent upon a successful APT review process.

Additional Programs and Supports 

In addition to to the diversity hiring programs, the University also offers

  • Spousal Hire Support. In order to aid recruitment efforts for an excellent and diverse faculty, previously informal guidance for hiring dual-career couples has been codified into official guidelines and procedures
  • Leadership and Development Initiatives—The Office of Faculty Affairs and the Office of Postdoctoral Affairs provide a range of leadership, development, and mentoring opportunities for faculty and postdoctoral scholars. These efforts include the Big Ten Academic Alliance Academic Leadership and Department Executive Officer Programs, Department Chair workshops, Faculty Forums, grant writing and productivity support groups, mentoring networks, and postdoctoral scholar workshops.
  • ADVANCE. The ADVANCE program offers a range of networking, leadership, and support communities and opportunities, in particular for women and faculty of color.

 

Leadership and Development Initiatives

The Office of Faculty Affairs and the Office of Postdoctoral Affairs provide a range of leadership, development, and mentoring opportunities for faculty and/or postdoctoral scholars. These efforts include:

  • Big Ten Academic Alliance Leadership Programs. Leveraging resources and cultivating the expertise of its member institutions, the Big Ten Academic Alliance offers professional development opportunities that are highly relevant and effective. Specific programs include:
    • Academic Leadership Program (ALP): One of the most successful Big Ten Academic Alliance Leadership initiatives is the Academic Leadership Program (ALP). Established in 1989, this intensive year-long professional development experience develops the leadership and managerial skills of faculty who have demonstrated exceptional ability and academic promise. Many of the program’s nearly 1,000 fellows have gone on to serve with distinction as college presidents, provosts, and deans.
    • Department Executive Officer Seminars (DEO): Each year, approximately 50 department heads and chairs from Big Ten Academic Alliance universities come together for a unique leadership development seminar. Topics at this three-day event range from conflict resolution and time management to faculty development, performance reviews, and group problem solving. 
  • Chair Workshops. These workshops provide an opportunity for chairs to discuss issues related to academic leadership, campus affairs and university administration. The sessions are designed for department/unit leaders to meet, discuss, and share best practices with each other and campus-level academic administrators.
  • Faculty Forums. Addressing issues faced by the faculty, our campus community, and higher education in general, the forums provide timely information, discussion, and relevant resources to navigate the current context in academia.
  • Faculty Productivity Groups. Faculty writing and workshop productivity groups are designed to support faculty members as they write for publication, and by extension, for promotion, tenure, and continuing contribution to scholarship. The program works with faculty members to promote and share strong writing practices and build communities of faculty on campus.
  • Faculty Workshops. Often presented in partnership with other campus groups, these sessions cover a range of topics for different faculty audiences, such as promotion workshops (for tenure/tenure-track and professional-track faculty) and teaching dossier development. Specific workshops are offered throughout the year as orientation follow-ups for new faculty members to learn about university resources, connect with campus colleagues across disciplines, and assist in career progression.
  • University of Maryland Emeritus/Emerita Association (UMEAA). Established in 2017 for retired faculty members with emeritus and emerita status, UMEEA organizes programming to connect and engage with the university, and to support its members involved in academic, educational and social initiatives.

More information about these initiatives is available from the Leadership and Development menu tab above.