The first African-American woman to be a tenured full professor at Johns Hopkins University, Fannie Gaston-Johansson is an internationally renowned nurse educator, researcher, and clinical practitioner. In 2007, she was named the first chair of the School of Nursing Department of Acute and Chronic Care.

Dr. Gaston-Johansson directed the Center on Health Disparities Research, was named to the Maryland Task Force on Health Care Access and Reimbursement by former Maryland Governor Martin O’Malley, is the recipient of the National Black Nurses Association’s Trailblazer Award, and has received citations from the U.S. Congress and the government of Sweden for her international and domestic research endeavors.

JH affiliates can view a recorded informational webinar on accessing the Fannie Gaston-Johansson Faculty of Excellence Program.

Please contact Roland J. Thorpe, Jr., PhD, Associate Vice Provost of Faculty Diversity, via email at     
rthorpe@jhu.edu.

Fannie Gaston-Johansson Faculty of Excellence Program


The 2022 cycle for the Fannie Gaston-Johansson Faculty of Excellence Program is now closed.


Hopkins’ Demonstrated Commitment to Faculty Diversity and Excellence

Johns Hopkins University aims to be a preeminent welcoming and supportive institution where outstanding scholars can reach their full academic and professional potential. To achieve this, the university and its divisions must not only do more to address gaps in our recruiting of a diverse faculty, particularly in areas where there has been little or no progress, but also to address the impact of culture and climate on retention and advancement.  To that end, we have developed goals in the Second Roadmap on Diversity, Equity, and Inclusion that deepen and expand our commitment to inclusive faculty excellence, building on what has worked while delving deeper into areas that are vital to the current and long-term success of our institution.

An important cornerstone of this commitment is a re-investment in our Faculty Diversity Initiative (FDI).  The second iteration of this successful program will continue to build strong pathways for diverse scholars to the professorate by working in concert with programs like the JHU Vivien Thomas Scholars Initiative and the Provost Postdoctoral Program.


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.

Johns Hopkins aims to be a preeminent place that outstanding diverse scholars seek for their academic and professional home and then remain and reach their full potential in a welcoming, supportive and intellectually stimulating environment. To achieve this, the university and its divisions must not only do more to address gaps in our recruiting of a diverse faculty, particularly in areas where there has been little or no progress, but also to address persistent feedback regarding the impact of culture and climate on retention and advancement, as well as establish more firmly our commitment to inclusive excellence.

The overall goal of the Second Roadmap Faculty Diversity Initiative (FDI) 2.0 is to deepen and expand our commitments around diversity, equity and inclusion, building on what has worked while delving deeper into areas that are vital to the current and long-term success of our institution. In order to build strong pathways for diverse scholars to the professorate, FDI 2.0 will work in concert with programs like the JHU Vivien Thomas Scholars Initiative and the Provost Postdoctoral 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 students.

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); and

» 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.


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 Proposals for 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 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.


Eligibility

Cluster size consists of a minimum of 3 faculty of which one has to 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 Clusters1

  • 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
  • Proposals would be received on a set date each academic year
  • There would be a timeline for hiring (i.e. 3 people over 2 defined years)

» Non-STEM Clusters2

  • They should be broadly intellectually coherent
  • Individual faculty would be proposed by a set date with matching funds for the costs of bringing the faculty member to JHU.
  • Broad clusters can be identified when there is an articulated strategic reason for doing it.

Application Process

The application process for the Fannie Gaston-Johansson Faculty of Excellence Program will occur annually with a three-step process, as follows:

  • A pre-proposal (“Letter of Intent”)
  • For pre-proposals selected by the Provost’s Office, an invitation will be extended to submit a full “Invited Proposal”
  • In January, clusters approved by the Provost’s Office (“Selected Clusters”) will submit “Proposed Individuals” that the Selected Cluster intends to hire for review. At this time startup funding for the candidates approved by the Provost’s Office (“Selected Individuals”) will be committed.

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.

LETTER OF INTENT (“LOI”) | Submit ONE PDF document as an attachment via email to FacultyAffairs@jhu.edu | For the “Letter of Intent” competition, there will be a broad focus on the cluster discipline, the internal faculty members who drive the cluster and those who will be part of the cluster and on the possible external faculty candidates who could contribute to the cluster. Support from the schools is required at this stage as detailed below.

» 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 Support from Deans (Schools) and/or Directors (APL/Berman) Involved (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 (attachment; 1 page, 11+ 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 the resources/support that the department will put in place to retain the faculty
  • Describe how the cluster could enhance other pathway and diversity initiatives at JHU (e.g., Vivian Thomas Scholars Initiative, Provost Postdoctoral Fellowship, etc.)

INVITED PROPOSALS | The Provost’s Office will select proposals from the clusters proposed in the Letters of Intent competition and will invite the cluster leads to compete for Presidential funding3; these are the “Invited Proposals” for which details are provided below:

» Expanded Vision for the Cluster (2 pages, 11+ font, 1-inch margins):

  • Describe the current inclusive and equitable search practices
  • Articulate a willingness and/or plan to adopt new strategies to educate current faculty on how to support diversity, equity, and inclusion
  • 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 (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 (2 page, 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, research, and 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.

PROPOSED INDIVIDUALS | By mid-January, Selected Clusters will submit identified candidates for selection by the Provost’s Office for startup funding. This competition will focus on specific candidates to be recruited and the final commitment of resources. The Associate Vice Provost for Faculty Diversity and the Vice Provost for Faculty Affairs will help with the recruitments of the Selected Individuals.


2022 Timeline

APRIL 15 University-wide call for Cluster Proposals
MAY 13 Letter of Intent Due by 5PM
*clusters only
MAY 20 Invitation to Submit a Full Proposal
JUNE 10 Invited Proposals due by 5PM
JULY 15 Selection of 2-3 Clusters by Academic Affairs workgroup, Provost, and President
SEPTEMBER 15 Public Announcement of Selected Clusters

 


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 Provost for final approval.

The FGJFEP Program 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 (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

1 Eligible STEM disciplines: STEM 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.

2Non-STEM Individuals: Under special circumstances, we will consider proposals for individual non-STEM faculty using the following criteria:

  • These individuals should be able to be more impactful here than elsewhere. That impact could be in their own scholarship (a better scholarly fit here at JHU) or in their impact on minority doctoral production.
  • Funding would be directed at matching startup.
  • Proposals would be received on a set date in the Fall and Spring of each academic year.

3Invited teams will receive a link to the full proposal submission portal.