New position application submission and review PROCESS—
Late October/early November: Department Profiles report available to faculty
December 1: intent to apply for a position—part 1 of application due
Early December: APC discusses if there are departments who did not submit intent to apply, but
whom we think should apply
February 1: application deadline—parts 2 & 3 of the application due
February-April: applications reviewed in APC meetings; invite chairs to respond to APC questions
By April 15: final deliberations (invite Jonathan to this meeting); APC members fill out preference
forms; Jorge makes recommendation to Jonathan; Jorge contacts departments who applied,
giving them the decision and justification for decision
Updated November 2012
New faculty proposal application
Occidental College
Part 1: Logistical information on the proposed position
DUE December 1, 2012
1. Briefly describe the subject area of the proposed position.
2. Would the proposed position replace any faculty members already teaching in the department
(e.g., one or more non-tenure track faculty, faculty entering phased retirement, faculty leaving
Oxy, etc.)? If so, which faculty?
3. Specify the resources—additions to the library collection, equipment, hardware/software, facilities,
risk management issues, etc.—that this hire would require at the time of their hire, as well as the
upkeep required over time to sustain their teaching/research agenda. Also specify a range of what
you believe would be the amount needed for the new hire’s start-up package.
4. Is there a logical place for the new hire’s office to be located (please be as specific as possible)?
Updated November 2012
Part 2: Intellectual justification for the proposed position
Due February 1, 2013
In this section of the application, we would like you to explain the intellectual justification of
your position proposal. Provide complete yet succinct responses to the questions below. If there
is additional information you believe is relevant, please include it at the end of the application. A
separate application must be completed for each faculty position requested.
Departmental vision and impact—500-750 words
 What do you want your student to learn by the time they graduate? How is your curriculum
shaped to get them to this place by the time they graduate?
 Tell us how your department’s offerings and structure compares with similar departments at
comparable liberal arts institutions. What aspects are similar and/or different? What’s your
intellectual justification (or the practical constraints) that account for the differences?
 Where do you anticipate and/or want the department to be in five years with regard to the
development of your curriculum, staffing, etc.? Explain how this relates to or deviates from the
most recent self-study and external team report. (Attach your most recent Self-Study and
External Team Report with your application.)
 How does the position you are proposing contribute to or address all of the above?
Affiliated departments/programs coordination—250 words
 Characterize the conversations you have had with affiliated departments/programs about the
proposed position. How does the proposed position mutually benefit those involved in the
conversation (e.g., does it contributes to an aspect of departmental interdependence or
materials/topics caught between fields)? How might the proposed position put additional
burdens on affiliated departments or alleviate burdens of affiliated departments?
 Attach letters of support from affiliated departments/faculty (REQUIRED if significant curricular
impact).
 If there are no affiliated faculty or departments, explain how this new position fills an existing
gap in the curriculum or strikes out in a new direction and justify why this is a good direction in
which to commit Occidental resources.
Institutional mission, vision, and impact—500-750 words
 Tell us how the proposed position supports Occidental’s commitment to diversity.
 Tell us how the proposed position specifically supports Occidental’s first-year CSP program
and/or the Core Distribution Requirements, as well as broadly contributes to the liberal arts and
sciences in the 21st century.
 Tell us how the proposed position supports priorities of the College’s Strategic Plan.
 Review the Department Profiles report and explain to us how the data provides further
justification for your proposal. You should define the strength of your arguments relative to
other departments. (For help accessing the Departmental Profiles, contact Institutional
Research.)
Diversity candidates—250 words
 Conduct research on the under-represented groups specific to your discipline at the Ph.D. level
and above (recent Ph.D., faculty by rank, etc.).
 Characterize your departmental conversations about how you plan to attract diversity
candidates. For instance, you could discuss any of the following: how the proposed subject area
of expertise might attract diversity candidates, how the department’s decision to move in this
Updated November 2012
direction is linked to a longer-term strategy for departmental and curricular diversity, the search
strategies and processes you will develop to target diversity candidates (beyond the
conventional job postings and colleague networking) and the manner in which your department
will implement such a strategy to attract diversity candidates.
Pedagogical impact—200 words
 Were your application for the proposed position to be approved, explain how this would
enhance your department’s ability to work with students (with regard to teaching, mentoring,
advising, summer research, majors/minors, etc.).
Final Remarks—
 Is there any additional departmental, institutional, intellectual rationale (not covered in the
questions above) that you want to offer as justification for this position?
PART 3: Attachments
Due February 1, 2013
Please attach the following to your application:
1. your department’s most recent self-study and external team report
2. data on under-represented groups in your discipline or field
Updated November 2012