Proposing Faculty Lines

Statements of intent to apply are due by September 15, 2019.  

Proposals are due on the 4th Friday in October (October 25, 2019).

The process for line allocation for the 2019-20 academic year is outlined below.  Please contact the Dean of Faculty Office at 207-786-6066 with any questions.

To upload your proposal, go to

The AAC will approve at least 4 tenure-track faculty lines in 2019-2020 for searches to be conducted in 2020-2021. They 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 unit.

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

Proposing Faculty Lines

The AAC invites academic units to submit proposals for new faculty lines. Faculty are encouraged to contact their Division Chair, the Dean, or the Vice President for Equity and Inclusion 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: September 15, 2019

Step 2:       Full proposals – Deadline: 4th Friday in October (October 25).

Statements of Intent to Apply:

Those academic units intending to apply for a faculty line must complete a brief online “Intent to Apply” form by September 15, 2019. 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 the end of September. 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 AAC will share the proposals with all Chairs after initial review.

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. Consultation with the Vice President for Equity and Inclusion is strongly encouraged.
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.

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.