Objective I: Cultivating Faculty Excellence and Diversity

“We seek to cultivate faculty excellence and diversity to enhance competitiveness with peer institutions, support development of new research, improve the quality of education, and enhance the school’s reputation and influence. We will prioritize the recruitment of diverse faculty with specializations underrepresented at the school and whose expertise can serve the school’s intellectual needs across multiple academic programs.”

Our tenured and tenure-track faculty grew by 35%

During fiscal year 2016, we welcomed 10 new faculty members to tenured and tenure-track positions who will teach and conduct research in the areas of grand strategy, American Foreign Policy, Middle East Studies, Energy, and International Economics.
The school has successfully recruited a number of well-established scholars and rising stars for the Henry A. Kissinger Center for Global Affairs, including Niall Ferguson and Margaret MacMillan as non-resident distinguished scholars, and full-time tenured faculty such as Hal Brands and Frank Gavin.
Moving forward, the school would like to increase the role current faculty play in recruitment as well as engage organizations like the American Political Science Association in reaching the most competitive faculty candidates.

Efforts to cultivate faculty excellence and strengthen the tenure-track process are yielding positive results

In addition to a very active high-profile faculty recruitment calendar focused on hiring for the Kissinger Center, the Bloomberg Distinguished Professorships, and the Aronson Professorships, efforts aimed at retention included new action plans on mentorship and diversity, new faculty onboarding, new application procedures for visiting scholars, and the development of resources to support faculty research, seminars, and professional development. 
In the past year, two tenure-track professors successfully obtained tenure, including one Latino faculty member and one female faculty member. We will continue to enhance the resources available for faculty to help them excel in their teaching and research and help us retain our best and brightest junior and senior faculty.

We made diversity a permanent feature of our recruitment efforts.

With the Associate Dean of Academic and Faculty Affairs acting as the diversity advocate on all faculty searches, noticeable progress was made to prioritize diversity in faculty recruitment. We achieved 40% female representation in the tenured and tenure-track faculty hired last year and expect to reach 60% female representation among new hires for the upcoming academic year. Recruiting for intellectual diversity also enabled us to broaden our curricular offerings, such as offering new courses and programming on gender politics and international relations.
We recognize that the scale of diversity recruitment needs to be expanded. The Office of Academic and Faculty Affairs plans to focus more on diversity initiatives, in particular normalizing diversity considerations into hiring decisions. In the coming year, we plan to train more faculty members to be “Diversity Advocates” for search committees. We do so with the keen awareness that success in this area is partially dependent upon market and competitor dynamics. Therefore, we must remain flexible on any approaches we take.
Of great importance in our recruitment and diversity efforts going forward are the school’s significant strides in academic governance. Before 2015, only 10% of the Johns Hopkins SAIS Academic Board was female; in just two years, this figure more than doubled (22%), with the potential of increasing significantly in the coming years. In the past year, the Academic Board also gained one Latino member. Of the remaining 21 tenured and tenure-track faculty, including three planned hires that are prospective Academic Board members (pending successful tenure review), eight are female and 16 are international.