Rise 100

Recruiting Innovative Scholars for Excellence

The University of Texas at Arlington’s excellence as a national research university is defined by the success of our faculty and their contributions to our mission.

UTA President Cowley Announces RISE 100 Initiative

President Cowley is pleased to announce the launch of the first phase of the Recruiting Innovative Scholars for Excellence 100 initiative with a goal of amplifying our research success and positioning UTA to be recognized as a leader in key areas of research.

The hiring process will have multiple phases, enabling the hiring of 100 tenure-system faculty.

Approximately half of the positions will build off existing faculty research strengths enabling greater recognition through targeted investment. This growth in faculty will improve the undergraduate experience, enhance graduate education and amplify the impact of research in existing academic programs.

The other half of the positions will enable the development of new academic programs and/or existing programs projected to see growth in alignment with workforce demands. This growth in faculty will continue to improve the undergraduate experience, enhance graduate education and amplify the impact of research.

An important aspect will be our focus on fostering greater collaboration among departments.

Phase One:

Approximately 35 tenure-system faculty searches will commence in the Fall of 2023. The positions selected are based on areas of critical need, aligned with college and university priorities, and enhance research reputation.

Faculty recruitment will be available at all ranks, with individual positions identifying the rank(s) authorized for search. There will be limited opportunities for Target of Excellence Scholars with the highest levels of accomplishment.

This phase uses existing facilities and instrumentation to the greatest extent possible.

Phase 1 hires includes:

10 positions for Targets of Excellence

12 positions for cluster hires in the following areas:

  • Brain Health
  • Community Engaged Research
  • Semiconductors

One position has been allocated to the following departments with critical needs:

  • Architecture
  • Chemistry
  • Civil Engineering
  • Computer Science
  • Earth and Environmental Science
  • Educational Leadership
  • Kinesiology
  • Information Systems and Operations Management
  • Linguistics
  • Nursing
  • Psychology

Phase Two:

Our second phase expands UTA’s capacity to pursue research priorities defined in our UTA 2030 strategic plan, which will be complete in early 2024.  These searches will be authorized to commence in the Fall of 2024. This phase of the hiring plan will include a mix of individual positions and clusters.


Individual Positions

Deans may submit prioritized proposals for consideration beginning November 1 with all submissions to be complete by December 31, 2023.

  • All proposals should include the following information as a PDF in an email to the respective dean and within a maximum of four pages:
    • Description of the research area for the proposed hire
    • How the proposed hire meets the evaluation criteria
    • Established, specific faculty member(s)/lab(s)/research group or area that would be strengthened through the proposed hire. Summary of current research productivity and grant funding of faculty member(s), lab(s), group, or area, plus potential for future grant funding
    • Peer and aspirational leaders in this discipline (if known)
    • Estimated startup needs, availability of the space (if known)
    • Potential candidates, with links to publicly available CVs or profile information (if known)
    • Intra-campus synergies (where applicable)
    • Proposals should include a brief note or acknowledgment of support from the department chair(s)/supervisor, not included in the page count limit.
  • Funding decisions will be based on the following criteria, as applicable:
    • Likelihood of further establishing UTA as a leader in the given area of expertise
    • Capacity to grow UTA’s scholarship output
    • Potential for transformative and/or translational impact
    • Availability and scale of external funding for research in the specific research area
    • The ability of the new hire to attract (or bring) grant funding at a scale that is commensurate with the area (all reasonable scales will be considered eligible)
    • The ability of the new hire to support doctoral education
    • Ability to house the candidate in existing space

 

Proposals from across campus will be reviewed and prioritized by the RISE 100 committee. Decisions regarding positions are expected to be made by the end of April 2024.


Cluster Proposals

Clusters typically contain four (4) positions, but can range from 3-6 positions. Clusters advance one of the strategic research themes as part of the UTA strategic plan and are tied to research that is currently at UTA. Clusters are expected to include cross-college clusters developed in collaboration with faculty across the university.

  • All cluster concepts should include the following information in a PDF format within a maximum of four pages.
    • Description of the research area for the cluster
    • How the proposed cluster meets the evaluation criteria, listed below
    • The colleges that candidates would likely come from
    • Established intra-campus synergies, specific faculty member(s)/lab(s)/research group or area that would be strengthened through the proposed cluster. Summary of current research productivity and grant funding of faculty member(s), lab(s), group, or area, plus potential for future grant funding
    • Peer and aspirational universities that are leaders in this cluster area
    • Estimated startup needs, availability of the space (if known)
    • Note if this cluster would support a new proposed academic program (if applicable)
    • Proposals should include the point of contact for cluster concept communication.
  • A recommendation to advance to the proposal stage will be based on the following criteria:
    • Likelihood of further establishing UTA as a leader in the given area of expertise
    • Capacity to grow UTA’s scholarship output
    • Potential for transformative and/or translational impact
    • Availability and scale of external funding for research in the specific research area
    • The ability of the cluster to attract (or bring) grant funding at a scale that is commensurate with the area (all reasonable scales will be considered eligible)
    • The ability of the cluster to support doctoral education
    • Ability to house the cluster in existing or anticipated to be available space

The RISE 100 committee will review all cluster concepts and select 5-6 for further development into a proposal by early February. The selected teams will be provided with guidance from the VPRI’s office on further information needed for the full proposal. The full proposal will be due by March 18th.

The RISE 100 Committee will review the proposals, with input from the college deans. It is anticipated that up to three clusters will be selected by the end of April.

 

Expectations for Hires

  • The faculty member will support PhD mentorship.
  • The faculty member should be able to attract or bring grant funding, with the scale of funding commensurate with the area of scholarship.
  • The faculty member will further establish UTA as a leader in the given area of expertise.
  • The faculty member, at the rank of Professor, will serve as a leader in building research capacity within UTA.

Phase Three:

Our third phase expands UTA’s capacity to pursue research priorities defined in our UTA 2030 strategic plan through the addition of 20-25 non-tenure research track faculty. A portion of these searches will be authorized to commence in the Spring of 2024, with the remainder authorized for Fall of 2024.

 

Faculty recruitment will be available at all ranks on the non-tenure research track. These positions are three-year contracts, with 100% of the position funded in year one, 66% in year two and 40% in year three. The faculty member hired will be expected to bring in extramural funding to support the specified proportion of their salary in years two and three. The position will be eligible for renewal based on performance and the ability to financially sustain the position.

 

This phase uses existing facilities and instrumentation to the greatest extent possible.

The following colleges have been allocated positions:

  • Engineering (5 positions)
  • Nursing and Health Innovation (5 positions)
  • Science (5 positions)

 

Other colleges and University Institutes may submit proposals for consideration beginning March 15th. All proposals should include the following information as a PDF in an email to the respective dean of VP of Research and Innovation and within a maximum of four pages:

    • Description of the research area for the proposed hire
    • How the proposed hire meets the evaluation criteria
    • Established, specific faculty member(s)/lab(s)/research group or area that would be strengthened through the proposed hire. Summary of current research productivity and grant funding of faculty member(s), lab(s), group, or area, plus potential for future grant funding
    • Potential candidates, with links to publicly available CVs or profile information (if known)
    • Intra-campus synergies (where applicable)
    • Proposals should include a brief note or acknowledgment of support from the department chair(s)/supervisor, not included in the page count limit.
  • Funding decisions will be based on the following criteria, as applicable:
    • Availability and scale of external funding for research in the specific research area to sustain the position after the seed funding is complete.
    • Likelihood of further establishing UTA as a leader in the given area of expertise
    • Capacity to grow UTA’s scholarship output
    • The ability of the position to support doctoral education
    • Ability to house the candidate in existing space

 

Proposals from across campus will be reviewed and prioritized by the RISE 100 committee with decisions released by the end of the spring semester.

RISE 100 Faculty Review Committee

The role of the RISE 100 review committee will be to aid in the prioritization of Phase 2 hiring proposals. And aid in the identification of and recruitment of Target of Excellence Scholars.

RISE 100 Faculty Review Committee Membership:

  • Tamara L. Brown, Provost and Sr. Vice President for Academic Affairs
  • Kate Miller, Vice President for Research and Innovation
  • Minerva Cordero, Interim Vice Provost for Faculty Affairs
  • Andy Milson, Chair of Faculty Senate, Professor of History
  • Peter Crouch, Dean of the College of Engineering
  • Todd Castoe, Associate Dean of Research of the College of Science
  • Chengkai Li, Professor of Computer Science and Engineering, Co-Director for the Center for Artificial Intelligence and Big Data
  • Florence Haseltine, Member of the National Academy of Medicine, Presidential Distinguished Professor of Nursing
  • Daniel Armstrong, ACS Award for Chromatography, Robert A. Welch Distinguished Professor of Chemistry
  • Larry Chonko, UTA Academy of Distinguished Scholars, Professor of Marketing
  • Carla Amaro-Jimenez, UTA Academy of Distinguished Teachers, Associate Professor of Curriculum and Instruction

Target of Excellence Recruiting

As part of the RISE 100 hiring plan, 10 positions will be held for Target of Excellence Scholars. The purpose of which is to accelerate our success in recruiting highly accomplished full-time tenure-system faculty who will advance UTA's research excellence in alignment with the University's strategic plan. Candidates suitable for consideration are required to meet the highest AAU/Carnegie R1 standards for academic accomplishment, which may be demonstrated by having received a National Council of Research Highly Prestigious Award, as well as contribute to the college's programmatic needs.

  • Requests for Target of Excellence Scholars, should be submitted online.
  • The request should include a written candidate nomination and CV. The written nomination should describe the candidate’s background, experience and other qualifications that will advance research excellence at UTA.
    • Colleges and departments will actively work together to identify candidates and make nominations, which will be received by the Provost's Office and reviewed by the RISE 100 committee.
    • The RISE 100 committee may also make nominations which will be reviewed by the provost and sent to college for consideration and response.
  • The RISE 100 committee will review and make a recommendation to the provost on whether Target of Excellence Scholar nominees should move forward to recruitment.
  • Should the nominee be recommended, the Provost's Office will consider the recommendation, including conferring with the College/Unit regarding anticipated space, startup and other resource needs prior to making a determination of whether the recruitment process may proceed.
  • Target of Excellence Scholar nominees will be reviewed on a rolling basis.
    • If an authorized recruitment fails, then the position will be authorized for the next currently awaiting prioritized request.

Submit Ideas

We invite our current faculty to submit ideas on our phase two hiring plans, based on UTA’s strategic research areas, which our committee and leadership will use to help guide them. Note that all hiring requests must be submitted through an Academic Dean for consideration.

Submit an Idea

Questions

Questions on the RISE 100 initiative can be sent to rise100@uta.edu.