Current Status Report - September 2011
Text in red denotes new activity since previous status report.

Recruit and retain additional faculty

Action Taken

    Additional Faculty

  • Identified areas in immediate need of additional faculty
  • Appointed approximately 33 FTE faculty in temporary positions for 2002–03
  • Reviewed overall needs through the Academic Priorities Committee, and authorized searches
  • Recruited 38 new faculty members for 2003–04, including 15 for positions created as part of the Plan for Academic Enrichment
  • Faculty size reached 599 regular members in 2003–04, its largest ever
  • Conducted 72 searches in 2003–04, including 40 for positions created as part of the Plan for Academic Enrichment
  • Hired 51 new faculty for 2004–05, including 22 for PAE or target-of-opportunity positions; total faculty size reached 628
  • Additional 51 searches conducted during 2004–05, roughly equally divided between replacement and incremental positions
  • Recruited 17 of the 40 new Academic Enrichment and Program in Public Health positions approved for the Division of Medicine and Biological Sciences
  • Hired more than 40 new faculty in 2005–06; half of these were made possible by the PAE
  • Undertook more than 70 searches in 2005–06, including searches to fill more than 20 PAE positions
  • Initiated process whereby searches to replace retiring faculty may be authorized in advance of actual retirement, in order to avoid gaps in staffing and curriculum
  • Continued to identify exceptional scholars who are targets of opportunity for Brown faculty positions
  • Hired 49 new faculty in academic year 2006–2007, bringing the total number of regular faculty to 658. This represents an increase of 15 percent since the initiation of the PAE
  • Approved more than 50 searches to be undertaken during 2006– 2007, contributing to further growth in the faculty
  • Continued success in attracting accomplished individuals in international affairs and fields of study to serve as professors-at-large and similar positions: Fernando Henrique Cardoso (former president of Brazil), Lincoln Chafee ’75 (former U.S. Senator R-R.I.), Ricardo Lagos Escobar (former president of Chile; appointment starts 7/07), Carlos Fuentes (scholar in Latin American literature), Shirley Brice Heath (expert in international education and arts), Richard Holbrooke ’62 (former U.S. ambassador to the UN)
  • Continued to make progress in expanding faculty ranks: total regular faculty in 2007–08 number 679. This includes 41 new hires for 2007–08, of which 11 are a result of PAE. As of October 2007, we have hired a total of 79 new faculty members as a result of the Plan for Academic Enrichment
  • Increased numbers of faculty winning prestigious national grants and fellowships, including ACLS, Guggenheim, NEH, etc.
  • Authorized over 60 searches to be undertaken during 2007–08
  • Appointed more than 40 new faculty for 2008–09, bringing total faculty count to 689. This represents an increase of more than 17 percent over six years
  • Continued to diversify faculty ranks: of faculty hired since 2003, 36 percent are women and 24 percent are minority group members. Of current faculty, 33 percent are women and 18 percent are minorities. Both figures represent significant increases since 2001
  • Conducted more than 40 searches for appointments to begin in academic year 2009–2010, including eight new PAE positions
  • Hired 28 new faculty for AY 2010-2011, including filling 4 PAE positions
  • Partnered with NSF-funded ADVANCE program to improve support for career development for women in STEM (science, technology, engineering, mathematics) fields
  • Administered climate survey through the Collaborative on Academic Careers in Higher Education (COACHE), to assess satisfaction of junior faculty; began planning for climate survey of all faculty
  • Undertook comprehensive review of Brown’s policies regarding tenure and faculty development, which resulted in recommendations for enhancing mentoring and changing review processes in order to improve career development for junior faculty and ensure the rigor of the review process
  • Streamlined administrative staffing in academic departments to provide better support for faculty
  • Conducted nearly 50 searches and recruited 38 new faculty,  Two appointments were made through the Target of Opportunity program, and nearly one-third of new faculty hired for 2011-2012 are at the full Professor level
  • Remained attentive to faculty diversity: As of September 2011, 34 percent of all faculty hired since July 2003 are women and 22 percent are members of minority groups. Thirty-three percent of current faculty (2011-12) are women and 19 percent are minorities. Both figures represent significant increases since 2001


    Improved Compensation and Benefits

  • Allocated an additional $3 million to faculty salaries in 2002–03 over and above normal increases
  • Outpaced peer institutions in faculty salary increases in 2002–03
  • Developed a plan for an enhanced faculty development program, including more frequent sabbatic leaves
  • Developed and approved two new family-friendly policies: a semester of teaching relief for care of a new child and an extension of the probationary period before tenure
  • Launched a new Mortgage Assistance Partnership Program
  • Continued our success in retaining faculty when they receive outside offers
  • Furthered progress in 2006–07 to make faculty salaries competitive. Budgeted gross faculty salaries have risen by more than 50 percent in five years, reflecting both the hiring of incremental faculty and improvements in the salaries of continuing faculty; gains have been across all divisions and ranks
  • Established travel fund to support dependent care expenses associated with professional travel. Awards of up to $750 will be made to help defray costs of providing above-the-ordinary care for dependents at home or costs incurred in taking a child (or caregiver) on a professional trip
  • Modified policy on extensions of the probationary period for primary caregivers to make such extensions automatic for new parents
  • Worked with other area institutions of higher education to found the New England Higher Education Recruitment Consortium, which assists with job placement for dual-career couples and provides assistance for faculty who are relocating to Providence and New England
  • Enhanced Brown’s sabbatical leave policy for tenured faculty in order to provide more time for faculty to pursue research and to make Brown more competitive with leading peer institutions
  • Developed plan for phasing in new sabbatical program in order to balance more research time with curricular commitments
  • Implemented new sabbatical leave policy for tenured faculty in order to provide more time for faculty to pursue research and to make Brown more competitive with leading peer institutions
  • Provided increased funding to address teaching needs caused by higher number of sabbaticals
  • Worked with Faculty Executive Committee to develop policy for enhancing promotion prospects of associate professors
  • Conducted study of child care needs of faculty, and considered enhancements to existing programs and facilities. Arranged collaborative relationship with a local child care provider to expand availability of infant care
  • Worked with Human Resources to establish low-cost back-up care for occasions when there is a temporary breakdown in arrangements for child care or care for dependent adults. Contracted with outside firm that will find and schedule licensed, qualified care any time the usual provider cannot be there
  • Undertook salary study to examine equity in compensation across departments, divisions, and by gender and ethnicity, the results of which will be summarized and disseminated
  • Began comprehensive review of Brown’s early retirement program for faculty, to determine efficacy and assess best use of resources
  • Renewed membership in the Collaborative on Academic Careers in Higher Education, a national program to assess institutional policies and to gauge junior faculty job satisfaction. It provides strategies for enhancing support for faculty, and for recruiting and retaining the best scholars and teachers
  • Continued to be attentive to the competitiveness of faculty compensation: following the “pause” in salary increases for AY 2009-2010, the pool grew by 4 percent this year
  • Reviewed retirement incentives, and introduced a new retirement policy that offers faculty the option of phasing out of active service over a three-year period
  • Worked with Faculty Executive Committee to review Brown’s policies regarding tenure and faculty development; approved significant modifications to review processes
  • Lengthened the probationary period for tenure-track faculty from seven to eight years, to provide junior colleagues more time for scholarly development and to help ensure that departments have adequate evidence at the time of the tenure review
  • Monitored the effectiveness of retirement policies and developed a new retirement plan for Associate Professors
  • In AY 2010-2011 increased the faculty salary pool by 4.25% in an effort to maintain our competitive position
  • Administered a climate survey to all faculty under the auspices of the Association of American Universities Data Exchange, which will complement information gathered through previous surveys of junior faculty and also make it possible to situate Brown in comparison to peer institutions
  • The Division of Biology and Medicine administration implemented new compensation-based incentive for faculty to reward exceptional research productivity and a Dean’s award for excellence in teaching


    Increased Start-up Funds and Other Support

  • Included an additional $2 million in the 2002–03 budget for improved start-up packages for new faculty
  • Attracted a $750,000 grant for support of academic innovation
  • Raised a $1 million fund for the support of the Humanities Center
  • Allocated an additional $2.46 million for start-up funds as part of the FY05 budget
  • Allocated $1 million in incremental start-up funding in the FY06 budget, bringing the total to $7.2 million (non-Medical School)
  • Budgeted additional $1.54 million in FY06 for Medical School start-up funds
  • Allocated another incremental $1 million in start-up funds in FY07, bringing the total budget to $8.2 million (not including Medical School)
  • Improved administrative support for academic departments through the establishment of a central service center
  • Developed a Faculty Information System to bring together data on faculty appointments from all areas of the University

Action Needed

  • Identify additional sources of funding for new faculty positions
  • Consider additions to the budget for improved recruitment efforts and research support for new faculty
  • Continue further improvements in faculty benefits and leave programs
  • Allocate additional funding for salary pools in order to make further progress
  • Identify areas in which additional faculty growth and support can make the biggest difference
  • Continue external reviews of academic departments, to be conducted by distinguished scholars from other institutions and intended to provide advice about how best to strengthen Brown’s academic programs in those areas


  • Provost
  • Dean of the Faculty
  • Dean of Medicine and Biological Sciences

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