- 2.0 Faculty fellow program
- 2.1 Purpose
- 2.2 Compensation
- 2.3 Appointment process
- 2.4 Carole A. Anderson Fellow
- 2.5 Fellow leadership development program
- 3.0 Dual career hiring cost-sharing fund
2.1 Purpose
This program enables OAA to obtain the services of tenure track or clinical/teaching/practice associate professor or professor for an in-depth, time-limited administrative project, releasing them from 20% or more of their regular duties. The program also is designed to provide a leadership development opportunity for faculty who are in a later stage of their careers.
2.2 Compensation
A faculty fellow appointment does not entail additional compensation. OAA will transfer funds to the faculty fellow’s home unit to cover their compensation in proportion to the percent FTE that OAA is obtaining for their time.
OAA Administration Compensation can include summer funding for faculty who are on 9-month appointments.
2.3 Appointment process
Vice provosts, vice presidents, or senior vice provosts will submit a proposal for an administrative project for a faculty fellow to lead beginning the following academic year. Projects will usually be one year but could be proposed for two years. Proposal due dates will be announced each spring. The senior vice provost for academic leadership will appoint a screening committee to review proposals and make a recommendation to the provost for a maximum of eight projects. The provost will approve the final proposals for projects to be undertaken.
Once the proposals are approved, OAA will call for nominations, including self-nominations, through OnCampus and an electronic message sent to faculty, department chairs, school directors, and deans. Applicants will be requested to provide a statement of interest, and a CV. The statement of interest is to include the candidate's vision for their future academic leadership roles.
The hiring individual will interview and recommend a faculty fellow for their proposal to the provost and senior vice provost for academic leadership who must approve the final candidate. The selection process must include consideration for future leadership potential. Faculty members who have demonstrated academic leadership (e.g., a chair, department-level leadership, college-level leadership such as an associate dean or center director) will be given preference. Selections will be completed by May 1.
2.4 Carole A. Anderson Fellow
Participation in a leadership development program or significant university service will be a factor in the selection of the Carole A. Anderson Fellow, named in honor of Carole A. Anderson, professor emerita of Nursing, retired July 31, 2011, passed away June 5, 2023. Only one Anderson Fellow will generally be appointed at any given time. A vice provost, vice president, or senior vice provost whose project has been approved may propose a candidate for this distinction when recommending that candidate for selection by the provost and senior vice provost for academic leadership.
2.5 Fellow leadership development program
The senior vice provost for academic leadership will lead the leadership development program of the OAA faculty fellows. The cohort of OAA faculty fellows will join the Big Ten Academic Alliance Academic Leadership Program cohort in on campus program meetings with academic leaders and will participate in monthly programs.
3.0 Dual career hiring cost-sharing fund
Ohio State is committed to enhancing academic excellence. Recruiting, supporting, and retaining faculty of the highest caliber is a core component of this commitment. As part of this commitment, OAA has established a hiring fund to help support dual career academic appointments. This fund provides up to three years of partial salary support for dual career partner opportunity hires in which a potential or current tenure-track, clinical/teaching/professional practice, or research faculty member has a spouse or partner who also is interested in an academic appointment. In such cases, the chair or dean of the hiring unit may engage the Office of Dual Careers and Faculty Relocation (DCFR) to assist with identifying a possible unit(s) of interest for the dual careers partner. The office also can assist in establishing (in collaboration with both the requesting unit and the potential hiring unit) whether the dual career partner is to be given consideration based on appointment criteria in the hiring unit.
If there is alignment between the dual career partner and the hiring unit, that unit will determine the appropriate type of appointment and consult with its faculty in accordance with its own APT document. The unit can either perform this appointment review as part of a national search or following obtaining a search waiver (all TIUs' processes of reviews and recommendation need to be followed after that point).
Once there is an agreement to offer an appointment, OAA will provide one-third of the initial salary, on a cash basis, for a period of up to three years. The remaining salary and all of the benefits will be split between the hiring units, or in the case of a dual career couple being hired into the same unit, assumed by that unit. The unit making the initial hire is responsible for initiating a Memorandum of Understanding that outlines how the funding will be split and administered. The OAA dual career hiring fund applies to any faculty or postdoctoral position. The units can be within a single college, as well as across colleges. Colleges should submit requests for cost-sharing from this fund using the Faculty Affairs Request process. Once the unit has initiated the dual career funding request, it will route to the vice provost for academic policy and faculty resources for review and response. If a Dual Career Search Waiver is desired, the Faculty Affairs Request process is to be used to initiate the search waiver for the dual careers partner hire. Allocations to this fund are made annually and disbursements are subject to the availability of funds at the time of the request.
Units may choose among three funding packages, all equivalent to a year of salary support, excluding benefits:
- 75% of the salary in the 1st year and 25% in the 2nd year
- 50% of the salary in the 1st and 2nd years
- 33% of the salary over each of 3 years
The university does not expect any department/school/college to hire candidates that do not meet the same quality standards as candidates hired in the receiving department.
The process will be conducted with all deliberate speed to reach a final agreement in time to allow a successful recruitment of the faculty candidate.