The Operational Plan for Investing in Research announced the Research Appointments Work Group, with the charge of recommending consistent practices and policies for the University's research faculty, research staff, and postdoctoral scholars.  The Work Group formally launched in March 2023 and is planning on delivering recommendations to the Provost during the Fall 2023 semester.  The following individuals are appointed to serve on the Work Group.

  • Leah VanWey - Dean of the Faculty (Chair)
  • Richard Bennett - Chair of Molecular Microbiology and Immunology
  • Alison Field - Associate Dean for Faculty Affairs in the School of Public Health
  • Joel Revill - Senior Associate Dean of the Faculty, Associate Provost for Special Projects
  • Jim Russell - Chair of Earth, Environmental, and Planetary Sciences
  • Audra van Wart - Director of University Postdoctoral Affairs, Associate Dean in the Division of Biology and Medicine
  • Jay Rowan - Chief of Staff to the Provost, Associate Provost for Strategy (staffing the Work Group)
  • Sam Caldis - Assistant Dean of the Faculty (staffing the Work Group)

The Research Appointments Work Group will engage three independent but coordinated Workstreams as well, focused on each of the target populations (research faculty, research staff, and postdoctoral scholars).  The charges for these Workstreams, adapted from the Operational Plan for Investing in Research, are listed below.  Dean VanWey will invite members to serve on these Workstreams in April and May 2023. The Workstreams will engage closely with their respective populations to hear feedback, identify needs, and solicit recommendations.

Workstream #1: Research Faculty

Jim Russell, who will become the Senior Associate Dean of the Faculty on July 1, 2023, will lead this Workstream, focusing on:

  • Reviewing the structure and terms for research faculty appointments (e.g., research scholars, “parens” research faculty), with a particular focus on ensuring consistency and equity across academic units;

  • Determining how initial appointments should be made or voted on in academic units;

  • Developing a clear career ladder for research faculty with an explanation of the expectations and benefits of the different levels;

  • Evaluating the level of base funding for salary and research expenses that should be offered to research faculty by the University or individual academic units, recognizing that there may need to be a minimum threshold and flexibility; and

  • Identifying other resources, rights, responsibilities, or support for research faculty to ensure they are treated equitably and supported in achieving their professional goals.

Workstream #2: Postdoctoral Scholars

Audra van Wart, who serves as the inaugural Director of University Postdoctoral Affairs, will lead this Workstream, focusing on:

  • Defining possible career pathways for postdocs at Brown and elsewhere, such as moving into regular/tenure-track faculty appointments, research faculty appointments, and research staff positions depending on their qualifications and disciplines;

  • Evaluating the compensation levels and funding for research expenses for postdocs, recognizing that there may need to be a minimum threshold and flexibility; and

  • Identifying other resources or support for postdocs to ensure they are treated equitably and supported in achieving their professional goals.

Workstream #3: Research Staff

This Workstream will be supported by a wide array of researchers and representatives from University Human Resources, focusing on:

  • Determining an appropriate set of job titles, job responsibilities, and job descriptions that can be adapted by academic units based on their individual needs;

  • Establishing a clear career ladder for research staff including options to continue as staff or transition into available faculty positions;

  • Establishing consistent policies and practices for hiring research staff and job protections;

  • Evaluating the professional development resources that should be offered to research staff by the University or individual academic units; and

  • Identifying other resources or support for research staff to ensure they are treated equitably and supported in achieving their professional goals.