No evidence of Senate involvement at https://provost.uoregon.edu/ay2020-21-institutional-hiring-plan
Applying Metrics and Data
The IHP process is intended to be data-informed. Reference data for the IHP process is hosted on the Institutional Research website and will be updated in early November.
The provost expects each proposal to be developed based on institutional metrics (https://provost.uoregon.edu/institutional-metrics), including operational metrics, graduate and undergraduate metrics, and scholarship and excellence (“mission”) metrics as defined by the relevant unit. The Office of the Provost and the IHP advisory groups use these metrics during the proposal review process.
Units are expected to include field availability estimates in their proposals. Provided by Human Resources and Institutional Research (https://ir.uoregon.edu/FAE), field availability estimates give domestic context for the terminal degree field in which a unit is searching. Units may also reference additional data sources within the discipline (e.g., data on international applicant pools, data on postdocs) and what they already know about availability in the field (e.g., insights on graduates who seek positions in academia vs industry).
And of course there will be diversity, as defined by the the administration’s well-paid diversity professionals:
- October 2019: Provost launches the 2020 IHP process, directing deans to work with their faculty to develop hiring proposals for the 2020-21 search year.
- October 2019 – February 2020: Deans work with faculty to identify needs and generate ideas for faculty searches. Questions about internal school or college IHP processes should be directed to the respective dean’s office.
- February 7, 2020: Deadline for deans to submit school and college-level proposals to the Office of the Provost.
- February 2020: Provost reviews proposals and meets with deans individually.
- March 2020: Provost drafts proposed plan, discusses with Deans Council and Provost’s Faculty Hiring Advisory Committee, reviews** proposed plan for potential diversity impacts, finalizes IHP.
- Mid-April 2020: Announcement of the 2020 IHP.
** Diversity Portfolio Analysis of the draft IHP will be conducted by a subset of the Active Recruitment Team, including faculty representatives and representatives from the Office of the Provost and the Division of Equity and Inclusion.
Consider the following when developing proposals:
- Proposals that are related to negative tenure or pre-tenure personnel decisions will receive special consideration.
- Proposals that connect with the Presidential Initiative in Data Science (DSI) should be developed in consultation with DSI (firstname.lastname@example.org).
- The provost will consider clusters of positions if they are proposed by the participating deans and if the cluster clearly supports a substantial and tangible increase in the excellence of the university.
- Proposals in areas with declining student demand are more likely to be successful in the IHP process if the focus of the position’s research or creative activity is critical to maintaining a well-established excellence in an area that remains central and relevant.
- Units with historical challenges regarding unit climate and/or faculty retention issues should work with their deans to ensure that a well-articulated plan is in place that directly addresses these issues before submitting an IHP proposal.