Committee on Faculty Recruitment, Career Development, and Retention

  • Kevin McLaughlin, Co-Chair, Dean of Faculty
  • Edward Wing, Co-Chair, Dean of Medicine and Biological Sciences
  • Liza Cariaga-Lo, Associate Provost for Academic Development and Diversity
  • David Lindstrom, Professor of Sociology 
  • Vesna Mitrovic, Associate Professor of Physics
  • Tayhas Palmore, Professor of Engineering
  • Melinda Rabb, Professor of English
  • Ralph Rodriguez, Associate Professor, American Studies
  • Tricia Rose, Professor of Africana Studies
  • Kristi Wharton, Associate Professor, Molecular and Cellular Biology
  • Brian J. Zink, Department of Emergency Medicine

To contact the committee chairs, send email to faculty-development@brown.edu.

Building the strength of Brown’s faculty involves three interrelated efforts: recruitment of a diverse community of outstanding scholars; appropriate selection, intensive mentoring and rigorous evaluation of tenure track assistant professors; and the creation of an environment that enhances our ability to retain outstanding faculty members who attract offers from other universities.

Over the last decade under the Plan for Academic Enrichment the Brown faculty has grown by nearly 20%. The charge of this committee will be to recommend the next steps to be taken to enhance further the strength of the Brown faculty and to maximize the impact of the investments made by the university over the last ten years.

How should Brown approach the trade-off between increases in the overall size of the faculty, on the one hand, and more robust resource investments for the benefit of existing faculty on the other? Presuming that overall faculty growth will be more modest than under the PAE, how should this growth best be structured? What is the appropriate balance between assignment of new positions to specific departments as opposed to extra-departmental initiatives, centers or institutes? Can we improve faculty search practices to enhance the outcome of searches? How can we more effectively identify and recruit outstanding faculty from under-represented groups? What types of approaches should we be taking to address spousal and partner issues during the hiring process or in the setting of retentions? What are the most important investments we can make in the success of our existing faculty? How might our sabbatical, leave, and teaching policies be enhanced to increase faculty productivity? How can we better support the teaching efforts of the faculty?

In exploring these questions, the committee will work closely with department chairs and will reach out to the broader community of faculty at large. The committee should plan on discussing its preliminary findings, analyses, and ideas with the President and Provost by early December. A final report and prioritized recommendations will be anticipated by the end of the Spring semester.