Proposing Faculty Lines

Statements of intent to apply are due by October 17, 2018.  Proposals are due on January 12, 2019. 

The process for line allocation for the 2018-19 academic year is outlined below.  Please contact the Dean of Faculty Office at 207-786-6066 with any questions.

 

The AAC will approve up to 5 tenure-track faculty lines in 2018-2019 for searches to be conducted in 2019-2020. Academic units that received a 2-year visiting position in 2017-2018 may apply during this round, but any approved lines would have searches delayed so as to coordinate with the end of the visiting position.

  • Of the lines available for allocation in this cycle, one has already been reserved for a tenure-track position in medieval history based on an AAC decision in April 2017. As stated in the agreement of 2017 for this approved line, the AAC invites proposals from any academic unit in which medieval history is a significant element of the curriculum.
  • The other 4 tenure-track lines will be allocated through an open call for positions that will take Bates in new directions and will strengthen our educational mission. “New directions” can be interpreted broadly and might include requests for colleagues who will contribute to initiatives focused on equity and inclusivity, who will develop new pedagogies, who are experts in emerging fields of scholarship, or who contribute to existing fields in novel ways. Creative approaches to this open call are encouraged, and the AAC welcomes joint proposals submitted by more than one academic

The process for proposing lines, and the criteria that will be used to evaluate proposals, are described below.

Proposing Faculty Lines

The AAC invites departments and programs to submit proposals for new faculty lines. Faculty are encouraged to contact their division chair for an informal conversation about their proposal at any stage of this process, either before submitting the statement of intent, before submitting the full proposal, or both. The two steps to the process are:

Step 1:       Statements of intent to apply – Deadline: October 17, 2018.

Step 2:       Full proposals – Deadline: January 12, 2019.

Statements of Intent to Apply:

Those academic units intending to apply for a faculty line in January 2019 must complete a brief online “Intent to Apply” form by October 17, 2018. This form asks for a title for the position, a brief description (no more than 300 words) of the proposed line, and an indication of the department(s) or program(s) requesting the position. When relevant, submitters should include information about other departments or programs with which the new colleague might interact.  The AAC will review all submitted statements of intent, and the statements will be shared with the chairs by November 1, 2018. If the proposed position might also support other academic units, the AAC encourages colleagues to consider collaborating on full proposals after reviewing the “Intent to Apply” submissions.

Full Proposals:

The full proposal has two main components, the Narrative and the Active and Inclusive Search Plan (AISP). The proposal, including the AISP, should not exceed 10 single-spaced pages.

The Narrative should include the following components and will be evaluated according to the criteria, described below, that are associated with each component:

A description of how the proposed position will enhance diverse and inclusive perspectives at Bates.
  • A strong and clear argument about how the proposed position advances the College’s goals to promote embodied, curricular, and/or pedagogical diversity.
A description of the ways that the position will contribute to the intellectual life of Bates.
  • Evidence that the proposed position invigorates the existing curriculum (i.e., How might this appointment affect course offerings, address persistent staffing demands, alleviate enrollment and thesis advising pressures, fill gaps created by faculty leaves, and extend the depth and breadth of faculty research expertise?).
  • Evidence that the position brings expertise in new areas that will strengthen the College (e.g., How does the proposed position address the department/program’s future configuration of courses or offerings? What are the future plans for the curriculum in the department/program or in related academic units?).
  • A detailed, specific, and realistic projection of how and to what extent the new position might benefit multiple academic units (e.g., Would this appointment allow your department or program colleagues to collaborate with and/or contribute to [or support] other departments and programs? Would this appointment allow you to address educational and curricular needs of the College beyond those of your major and minor programs?).
A thoughtful and practical mentoring plan for the new colleague.
  • Well thought out mechanisms that will be used to ensure that scholars new to the Bates community can thrive in their teaching, scholarship, and service.
  • For proposals that involve multiple academic units, mechanisms by which the mentorship will be coordinated to support the new colleague.

 

The Active and Inclusive Search Plan (AISP) should describe specific actions that will make the search, recruitment, and review process attentive to issues of equity and inclusion. Faculty should consult this document to learn more about the purpose of and process for drafting an effective plan: http://www.bates.edu/dof/files/2010/09/0_Active-and-Inclusive-Search-Plan_2014- Toolkit.pdf.

The AISP will be evaluated according to the criteria below:

  • Evidence that the academic unit has surveyed needs and opportunities for developing intercultural knowledge and competence to create an inclusive setting for all students.
  • An assessment of the existing embodied diversity of the faculty in the relevant academic unit(s) and at the college broadly, including an examination of the demographics within the discipline itself.
  • Identification of specific, proactive strategies that members of the academic unit(s) will use to attend to diversity, inclusion, and excellence during all stages of the search process.
  • A job description that clearly articulates the skills and competencies required in prospective applicants to advance the educational mission of the college and support a diverse student body.