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Faculty Resources


Current Recruitments

Current Recruitments

View open recruitment opportunities for academic positions in the School of Arts and Humanities via 

Arts and Humanities Academic Personnel (AP)

General AP Information

AP Deadlines

Senate Faculty File Deadlines for 7/1/25

Due to Dean's Office:  September 30, 2024

  • Deferrals
  • CER request memo

Due to Dean's Office: November 1, 2024

  • Appraisals
  • Further Above Scale (including accelerations)
  • Normal Merits
  • Merit/Reappointments of Assistants (including accelerations)
  • Reappointments of Non-Tenured
  • Non-Salaried Actions
  • No Change Actions


Due to Dean's Office: December 1, 2024

  • Accelerated Merits
  • Merit with New Bonus off-scale
  • Bonus Off-Scale (w/out other actions)


Due to Dean's Office: January 17, 2025

  • Merit to/through Step VI
  • Merit to Above Scale
  • Career Equity Reviews
  • Promotions
  • Terminal Reappointments
  • Reconsideration of Terminal Reappointments


Continuing Lecturer and Temporary Faculty File Deadlines

Due to Dean's Office: March 22, 2024

  • 23/24 Pre-Six Review/Teaching Effectiveness files (with or without reappt)


Due to Dean's Office: April 5, 2024

  • 23/24 Pre-Six first-year Assessments


Due to Dean's Office: May 1, 2024

  • 7/1/24 Academic Year Lecturer appts/reappts


Due to Dean's Office: July 12, 2024

  • Fall quarter temp files (10/1/24)


Due to Dean's Office:  October 18, 2024

  • Winter quarter temp files (1/1/25)


Due to Dean's Office: January 17, 2025

  • Spring quarter temp files (4/1/25)


Due to Dean's Office: February 3, 2025

  • Continuing Lecturer Initial Appt, Merit, Promotions (7/1/25)


Due to Dean's Office: March 3, 2025

  • Academic Coordinator appts/reappts

Leave Deadlines

EVC authority leaves are due two months before pay period start date.

Dean authority leaves are due one month before pay period start date.

Fall (7/1 start date): EVC authority leaves due 5/1; DA leaves due 6/1

Winter (11/1 start date): EVC authority leaves due 9/1; DA leaves due 10/1

Spring (3/1 start date): EVC authority leaves due 1/1; DA leaves due 2/1


Jennifer Johnson

Department-related Resources

Departmental Bylaws

School and Departmental Review Standards

Candidate Outreach Guidance for Indigenous Studies Job Searches

Indigenous research methodologies do not cleanly map onto conventional disciplinary methodologies and areas of study. Indigenous intellectual traditions and research practices can lead to creative and important innovations across departments and in classrooms. When preparing and executing search plans, it’s important to be aware of some of these distinctions. Thus, we suggest that departments and search committees engage in sustained conversation with Indigenous faculty and experts in Indigenous Studies throughout the entire search process, giving them ample time to participate in all deliberations, and taking their recommendations seriously.

Scholars working in Indigenous studies may use terminology and methods that differ from those that are most common in a given field. Language in a job advertisement, even the most well-intended, may reproduce hurtful or biased terminology or methods that may be off-putting to candidates. Periodization can also be limiting, as many Indigenous intellectual traditions do not separate past-present-future, as is more common in Western academic traditions. Instead, Indigenous intellectualism is often place-based. Consult with Indigenous faculty, Indigenous studies scholars, and faculty in related fields, to ensure the language of job ads target the kinds of applicants the department wants to recruit.

It is crucial to reach out to Indigenous Studies experts and share the job advertisement with them, and post the job advertisement on Indigenous scholarly listservs, websites, etc. The Native American and Indigenous Studies Association (NAISA) has space on the organization’s website for job advertisements: Reach out to Indigenous faculty and experts in the fields for suggestions on where to post job advertisements and inquire if they can suggest the names of other Indigenous studies scholars to whom you might directly send the advertisement. Effective recruitment also means targeted hires, including targeted opportunities of excellence hires (TOEs) when appropriate.

Some of the “top tier” schools for Indigenous studies are not Ivy League institutions or prestigious R1 universities. In many fields, the best place to get an education in Indigenous history, literature, philosophy, etc. is at a place with a thriving and supportive collective of Indigenous faculty and field experts, and, ideally, a vibrant relationship with local tribal communities. For example, some of the schools with the strongest programs have historically been UCLA, UC Davis, the University of Washington, the University of Oklahoma, and the University of Minnesota.

It is critical to have Indigenous studies candidates meet with Indigenous campus community members and to invite Indigenous faculty, staff, and students to campus visit events, including meals, talks, or coffees, depending on the preferences and time constraints of the department. While these events do further overburden Indigenous campus community members, it is better to invite people than to exclude them; give Indigenous community members the opportunity to decide whether or not they have the capacity to participate. Efforts to connect candidates with the Indigenous campus community are an important strategy for recruitment and retention. We also suggest asking candidates if they would like to visit the Intertribal Resource Center or meet with the American Indian Faculty and Staff Association (AIFSA) or Indigenous Futures Institute (IFI) affiliates. Actively including these campus community spaces gives candidates a sense of what is available at UC San Diego and it demonstrates that your department is aware that these resources and connections might be important to them if they were to accept an offer.

Research Funding

Corporate and Foundation Relations

Working with the UC San Diego Corporate and Foundation Relations team is a partnership focused on building strong, solid and long-lasting relationships between UC San Diego investigators and the philanthropic organizations that share your vision for your field of study.

Their expertise:
  • Relationships are the basis for success
  • Serve as content ambassadors
  • Strategic direction is provided
  • Track and maintain the pulse of the philanthropic organization landscape
  • Advise on written proposals, providing edits and guidance

Corporate and Foundation Relations is your campus partner in securing private corporation and foundation support. They offer several pages with funding opportunities: Big Ideas, upcoming corporate and foundation deadlines, young investigators, postdoctoral opportunities and awards.


View Funding Opportunities

Funding Calendars - Faculty & Graduate Students

View the below linked calendars for funding opportunities. These documents include funding due dates, maximum amounts offered and sponsor/funder details. These links are updated regularly with additions, deletions or other changes.

Researcher Funding

Funding Resources for Researchers (link): Resources and services across campus support investigators seeking funding for research activities.

Based in the Office of Research Affairs, the Research Development team supports investigators throughout campus in developing large, interdisciplinary, and/or strategic proposals.

The team provides curated resources to support a variety of common funding pursuits, such as recurring early-career programs.

Senate Faculty Ad-Hoc Funding

Proposal Requirements: Requests should be 500 words or less, include what support is requested, identify why the support is important for the department, the School and the University as a whole, and specify how the support will enhance the student or faculty experience.

  • The proposal must include how much money the department is putting towards the effort and what other funding sources have been sought and secured, if any.
  • Cost-share or match required: All awards require a cost share/match of at least 1 to 1.
  • Applicants may request any amount, though a majority of the grants awarded in recent years were for less than $5,000.


  • Current Senate Faculty in the School of Arts and Humanities.
  • Must be in compliance with all mandatory UC trainings.


  • Proposals are prioritized according to their alignment with the School's strategic goals (see below)
  • Please submit requests in a timely manner taking into consideration the date of proposed event/activity, the deadlines listed, and the evaluation process. This mindfulness is appreciated given the large number of requests received and the goal to provide equal opportunity for all. 
  • The applicant will be informed of the status four weeks after the deadline.
  • Funds will be transferred to the faculty member’s home department. All payment or reimbursement arrangements will be handled by the home department.

School's Strategic Goals:

  • Sustaining a first‐class faculty
  • Maintaining and enhancing graduate education
  • Increasing the number of entering freshmen
  • Building and expanding collaborative and interdisciplinary academic and research activities
  • Enhancing financial sustainability through the generation of new revenues


  • Applications will be accepted on a rolling basis.

To Apply: Please complete the proposal application via the online portal.

 Questions? Contact Roxann Bedia (

Faculty and Graduate Student Funding (via Institute of Arts and Humanities)

The Institute of Arts and Humanities works to support faculty and graduate students by providing opportunities like early-career faculty manuscript assistance and funding to explore course themes outside of the classroom. View a full list of their offerings on their website.


Institute of Arts and Humanities - Funding Opportunities


Inclusive Excellence Initiative Funding

The School of Arts and Humanities is committed to addressing systemic racism, anti-Black and anti-Asian hate, and white privilege, and continues to investigate the racial dimensions of the liberal arts and diversity and inclusion.

As part of the broader Strategic Plan for Equity, Diversity and Inclusion, the Inclusive Excellence Initiative intends to amplify the crucial EDI work by faculty across the School of Arts and Humanities.

  • Proposal Requirements: Proposals will need to present in 500 words or less stating what EDI support is being requested, why the support is important for the department or institute, school, and university as a whole, and how specifically the support will enhance the student, staff, or faculty experience.
  • Funding Areas: (1) Faculty Mentorship, (2) Student Mentorship, (3) Community Engagement, and (4) Research.
  • Awards: There will be up to 5 awards of a $3,000 each available. If awarded, an update at the conclusion of the project may be requested.
  • Deadline: The current cycle for the Inclusive Excellence Initiative is closed.
  • To Apply: Please complete the online proposal application.



Center for Faculty Diversity and Inclusion

Faculty Recruitment and Retention

The recruitment and retention of an excellent and diverse faculty continues to be a high priority for the University and for our campus specifically (see UCOP guidance). In addition to enhancing our teaching, research, and public service mission, a diverse faculty reflects our commitment to equal opportunity and ensures that we can serve the needs of our increasingly diverse student body.

The Center for Faculty Diversity and Inclusion works with administrators and Equity Advisors to identify and implement practices that will advance these goals. These include broadening candidate pools, establishing clear criteria for evaluating applicants, guarding against biases in decision making, and treating all candidates with respect.


Professional Development Opportunities

The Center for Faculty Diversity and Inclusion offers a variety of professional development opportunities to support faculty success and satisfaction at UC San Diego.

These include:

  • On-campus seminars and webinars
  • Institutional membership with the National Center for Faculty Development and Diversity (NCFDD)
  • Sponsored participation in the NCFDD Faculty Success Program
  • Faculty Affinity Networks
  • Summer Writing Retreats and Boosters
  • Funding opportunities
  • Faculty Mentorship and Coaching
Click here to join their mailing list and keep up to date on events and opportunities.

Chancellor's Postdoctoral Fellowship Program

The Chancellor's Postdoctoral Fellowship Program offers postdoctoral research fellowships, faculty mentoring, and eligibility for a hiring incentive to outstanding scholars whose research, teaching, and service will contribute to diversity and equal opportunity at the University of California.

Chancellor’s fellowship awardees are selected from the pool of applicants for the University of California President's Postdoctoral Fellowship Program (PPFP).

The application cycle is available from September through October. The application deadline is November 1. For more information and to apply, visit:


Campus Resources:

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