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Fannie Gaston-Johansson Faculty of Excellence Program

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Honoring the first African-American woman to become a tenured full professor at Johns Hopkins University, Dr. Fannie Gaston-Johansson.

Dr. Fannie Gaston-Johansson

Meet the awardees

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Fannie Gaston-Johansson Faculty of Excellence Program (FGJFEP) Description

Established as part of the Faculty Diversity Initiative in 2015, the Fannie Gaston-Johansson Faculty of Excellence Program (formerly the Target of Opportunity Program) has been a key component to increasing faculty diversity over the past five years. The impact of this program includes the recruitment of 35 tenure track faculty across the University.

Despite the progress towards faculty diversity made over the last 6 years, two key challenges that must be addressed in the next iteration of the program are the lag in diverse faculty recruitment in Science, Technology, Engineering and Mathematics (STEM) disciplines and the need to build stronger networks to support faculty advancement and success. As a result, the FGJFEP will use cluster hiring as a strategy to encourage and support interdisciplinary cohorts of faculty with targeted community-building, leadership development, competitive start-up packages, and other strong infrastructure supports.

In order to build strong pathways for diverse scholars to the professorate, FGJFEP will work in concert with programs like the JHU Vivien Thomas Scholars Initiative and the Provost Postdoctoral Diversity Fellowship Program whose efforts are to diversify the doctoral student and postdoctoral populations at the University. For instance, it would be ideal if the faculty of the FGJFEP would serve as mentors to these aforementioned scholars and postdoctoral fellows.

FGJFEP Call for Proposals

The Office of the Provost, with support from the Vice Provosts for Diversity and Inclusion and Faculty Affairs, has developed the following Call for Proposalsfor the Fannie Gaston-Johansson Faculty of Excellence Program (FGJFEP), a program designed to support the recruitment, retention, and advancement of faculty who demonstrate a commitment to diversity and inclusive excellence.  

The program will adhere to the following:

  • Schools will have to make a commitment to locate the members of the cluster in ways which foster scholars’ opportunities for collaboration and scholarly success.
  • Each scientific cluster will be led by two senior JHU faculty members who will be responsible for and specifically trained to form and guide effective searches, act as lead mentor for the career development of all faculty members in that cluster, and facilitate the development of community and other aspects of successful retention.
  • Central Administration will provide up to $1M in matching funds for startup costs per faculty hire up to a maximum of $20M.
  • The division/department is expected to dedicate matching funds to startup, and provide appropriate salary support for the incoming faculty. 

The goal of the FGJFEP is to hire and support:

  • 20+ tenured or tenure-track faculty members
    • who substantially contribute to promoting diversity and inclusive excellence in STEM,
    • in four to seven distinct clusters over six years (FY23 through FY28)
  • 10+ non-STEM tenured or tenure-track faculty members
    • who substantially contribute to promoting diversity and inclusive excellence,
    • in non-STEM over six years (FY23 through FY28)

A key benefit of this program is that departments are allowed to recruit faculty outside the traditional search timelines.

FGJFEP Cluster Awards

Cluster Eligibility

Cluster size consists of a minimum of 3 faculty of which one must be a Senior Faculty. Departments will have 2 years to complete the hiring of their Cluster.

Cluster hires will occur in the following two categories:

STEM Clusters

  • They should be broadly intellectually coherent
  • Preference would be given to those clusters which span more than one department
  • Funding would be directed at matching startup
  • There would be a timeline for hiring (i.e. 3 people over 2 defined years)

Eligible STEM Disciplines & Departments include Applied Mathematics and Statistics, Biochemistry and Molecular Biology, Biochemistry, Cellular and Molecular Biology, Biological Chemistry, Biomedical Engineering, Biophysics, Biostatistics, Cell, Molecular, Developmental Biology and Biophysics, Cellular and Molecular Medicine, Cellular Molecular Physiology, Chemical and Biomolecular Engineering, Chemical Biology, Chemistry, and Civil And Systems Engineering, Cognitive Science, Computer Science, Cross-Disciplinary Program in Biomedical Sciences, Earth and Planetary Sciences, Electrical and Computer Engineering, Environmental Health and Engineering, Functional Anatomy and Evolution, Health Sciences Informatics, Human Genetics and Molecular Biology, Immunology, Materials Science and Engineering, Mathematics, Mechanical Engineering, Molecular Microbiology and Immunology, Neuroscience, Pathobiology, Pharmacology and Molecular Sciences, Physics and Astronomy, and Psychological and Brain Sciences.

Non-STEM Clusters

  • They should be broadly intellectually coherent
  • Preference would be given to those clusters which span more than one department
  • Broad clusters can be identified when there is an articulated strategic reason for doing it.
  • There would be a timeline for hiring (i.e. 3 people over 2 defined years)

Note | When considering clusters, we encourage you to consult with colleagues and leadership across the university. All clusters will be strengthened by co-investment from participating schools and those that are aligned with the strategic plans of the divisions.

Cluster Application Process

Please submit to Interfolio one PDF document that contains the following application components for the Fannie Gaston-Johansson Faculty of Excellence Program:

Key Cluster Information

  • Format: 11+ point font, 1-inch margins
  • Cluster title
  • Names and CVs of the two faculty leads who will organize the cluster searches with assistance from the Associate Vice Provost for Faculty Diversity
  •  100-word synopsis of the recruitment area(s) that span schools/departments
  •  Five JHU colleagues from two or more schools/divisions interested in mentoring the recruitments
  •  The names of 2 to 3 potential senior people to be hired in the cluster
  • Strategies of how the Department will identify potential junior faculty including the names of potential faculty members

Statement of Cluster Support from Deans or Directors

  • Format: 2 pages, 11+ font, 1-inch margins
  • Include a mentoring plan that identifies who will be responsible for mentoring the cluster faculty, which includes regular monitoring and feedback on scholarly progress and vitality of cluster.
  • Describe the current resources available to support the cluster
  • Agree to meet with the Associate Vice Provost of Faculty Diversity on a quarterly basis to share updates and discuss potential barrier(s)

Broad Vision for the Cluster

  • Format: 1 page, 11+ point font, 1-inch margins
  • Describe the area(s) of scholarship that the cluster will enhance at JHU and what ways is JHU optimally positioned to support this area of scholarship.
  • Describe how this cluster adds diversity to the scholarship, teaching, and service mission of JHU
  • Describe how the cluster could enhance other pathway and diversity initiatives at JHU (e.g., Vivian Thomas Scholars Initiative, Provost Postdoctoral Fellowship, etc.)

Expanded Vision for the Cluster

  • Format: 2 pages, 11+ font, 1-inch margins
  • Articulate a willingness and/or plan to adopt new strategies to educate current faculty on how to support diversity, equity, and inclusion
  • Describe the current inclusive and equitable search practices
  • Describe areas of expertise needed to enhance diverse scholarship, teaching and service at JHU
  • Articulate a commitment to adopt practices and policies that have been proven to facilitate full participation and advancement of diverse scholars
  • Articulate a willingness to address any potential culture or climate issues in the department

Commitment to Cluster Structure and Resources

  • Format: 1 page, 11+ font, 1-inch margins
  • How many faculty members would you aim to recruit (generally 3-6 slots available per cluster)?
  • What resources currently exist in your department or School that will support recruits?
  • What is needed to ensure the cluster’s success (equipment, support personnel, space, etc.)?
  • What would ensure the recruitment of high caliber faculty in this research area?

Departmental Mentoring Plan for Cluster

  • Format: 2 pages, 11+ font, 1-inch margins
  • Describe a detailed mentoring plan for the new faculty member. This plan should include a strategy for the department to develop personalized faculty career and research development plans for each faculty hired under this award. This plan should include individual, group, and peer mentoring. Example topics for the development plans include the following: identification of courses for skill development, workshops/courses/seminars around topics such as grant writing, manuscript preparation, enhancing laboratory management, staff supervision, budgeting, academic advancement, leadership skills, and balancing teaching, practice, research, and service. This plan should also address strategies the department will employ to reduce isolation, increase community building, and foster career development for the new faculty. The frequency of mentoring and the names of specific mentors should be included.
  • Eligibility of mentor(s). The mentor(s) should be an active investigator in the area of the proposed research and be committed both to the career development of the faculty member and to the direct supervision of the candidate’s research. The mentor must document the availability of sufficient research support and facilities for high-quality Faculty members will be encouraged to identify more than one mentor, i.e., a mentoring team, if this is deemed advantageous for providing expert advice in all aspects of the research career development program. In such cases, one individual must be identified as the primary mentor who will coordinate the candidate’s research. The mentor, or a member of the mentoring team, should have a successful track record of mentoring individuals at the candidate’s career stage. Where feasible, women, individuals from diverse racial and ethnic groups, and individuals with disabilities should be involved as mentors to serve as role models

SELECTED CLUSTERS | Those clusters selected by the Provost’s Office will be encouraged to recruit eligible faculty members who will contribute to the cluster(s) selected.

Cluster Timeline

  • 02-01-2023 | University-wide call for Cluster Proposals
  • 03-10-2023 | Letter of Intent due by 5 PM
  • 03-20-2023 | Invitation to Submit a Full Proposal
  • 07-19-2023 | Invited Proposals due by 5 PM
  • 09-30-2023 | Selection of 2-3 Clusters by Provost and President
  • 10-30-2023 | Public Announcement of Selected Clusters

Cluster Submission Review

The review process will be led by the Associate Vice Provost for Faculty Diversity who, at each stage of the process, will use appropriate program review committees to evaluate the submissions and present the selected proposals or individuals to the Academic Affairs Vice Provost Team, Provost, & President for final approval. 

The FGJFEP Review Committee will be selected to review to provide guidance on the final selection. Each reviewer will provide a recommendation that includes an assessment of the proposed cluster’s potential to advance the university’s standing in strategically significant ways, including by contributing to the Faculty Diversity Initiative in particular and JHU’s commitment to diversity, equity and inclusion more broadly. 

The Associate Vice Provost of Faculty Diversity will provide the recommendations to the Academic Affairs Vice Provost Team, Provost, & President for a final selection of 2 clusters. Divisional leadership will collaboratively construct financial, administrative, and operational commitments for each of the selected clusters. 

Cluster Evaluation Criteria

Prerequisites:

  • Aligns with priorities of divisional leadership (support from the deans/directors)
  • Cluster Hire will add to the diversity at Johns Hopkins

Evaluation Criteria (scored 1 – 5)

  • Recruitment area seeks to solve a pressing world problem or is focused on important scientific discovery and scholarship that improves diversity at Hopkins
  • Clear description of potential hires and the range of departments/center in which they might be located, and how these hires will work with each other and other faculty in their respective departments/centers.
  • Cluster hires have past experience in DEI efforts
  • Detailed Mentoring and Success plans for the Cluster hires regarding faculty development, retention, progression, and promotion
  • Reasonable resources needed for cluster’s success

FGJFEP Individual Awards

Individual Eligibility

The Fannie Gaston-Johansson Faculty of Excellence Program (FGJFEP) is devoted to enhancing the diversity of the Faculty at Johns Hopkins University.  While cluster hiring is the key recruitment strategy for the FGJFEP, under rare circumstances, we will consider proposals for individual Non-STEM faculty and individuals who will be in administrative leadership positions.  These positions include Department Chairs, Division Directors, and Deans.

Non-STEM Faculty

  • These individuals should be able to be more impactful at JHU than elsewhere. That impact could be in their own scholarship (a better scholarly fit here at JHU) or in their impact on production of students of color obtaining their doctorates.
  • Funding would be directed at matching startup.

Faculty for a Leadership Position

  • These individuals should be in the hiring process at the time of application.
  • Funding would be directed at contributing to startup.
  • The individual must submit a cluster proposal the next cycle.
  • Positions include Department Chairs, Division Directors, and Deans

Individual Application Process

Non-Stem Faculty

The application process for Individual Non-STEM faculty will occur on a rolling basis. Please submit the following materials to faculty_diversity@jhu.edu.

  • CV of Applicant
  • Statement of Support from Deans (Schools) and/or Directors (APL/Berman)
    • Format: 5 pages, 11+ font, 1-inch margins
    • Describe the area(s) of scholarship that the faculty member will be more impactful at JHU than elsewhere.
    • Describe what ways is JHU optimally positioned to support this area of scholarship.
    • Describe how this faculty member adds diversity to the scholarship, teaching, and service mission of JHU
    • If early or mid-career faculty, include a mentoring plan that identifies who will be responsible for mentoring the faculty, which includes regular monitoring and feedback on scholarly progress of the faculty member.
    • If senior faculty, include a plan to acclimate the faculty member in the Department/School.
    • JHU colleagues who could serve as mentors for the faculty member
    • Describe the resources/support that the department will put in place to recruit and retain the faculty
    • Describe how the individual could enhance other pathway and diversity initiatives at JHU (e.g., Vivian Thomas Scholars Initiative, Provost Postdoctoral Fellowship, etc.)
    • Agree to meet with the Associate Vice Provost of Faculty Diversity on a quarterly basis to share updates and discuss potential barrier(s)

Faculty for Leadership Position

The application process for the Leadership Hire faculty will occur on a rolling basis. This hire is expected to submit a proposal to the FGJFEP in the next cycle. Please submit the following materials to faculty_diversity@jhu.edu.

  • CV of Applicant
  • Statement of Support from Deans (Schools) and/or Directors (APL/Berman)
    • Format: 5 pages, 11+ font, 1-inch margins
    • Describe the area(s) of scholarship that the faculty member will be engaged in at JHU.
    • Describe what ways is JHU optimally positioned to support this area of scholarship.
    • Describe how this faculty member adds diversity to the scholarship, teaching, and service mission of their School and at JHU
    • Describe the resources/support that the department/School will put in place to recruit and retain the faculty
    • Describe the research area for the FGJFEP cluster proposal

Individual Submission Review

The review process will be led by the Associate Vice Provost for Faculty Diversity who, at each stage of the process, will use appropriate individuals or program review committees to evaluate the submissions and present the selected proposals or individuals to the Academic Affairs Vice Provost Team, Provost, & President Provost for final approval. 

The Associate Vice Provost of Faculty Diversity will provide the recommendations to the Provost and President for a final decision. Divisional leadership will collaboratively construct financial, administrative, and operational commitments for each of the faculty members. 

We will work to provide a decision within a month for each of these applications.