1.1. When hiring new faculty into the Brooks School who have disciplinary expertise in a field that is represented by a department at Cornell, the objective will be to attract faculty who are excellent scholars in their disciplines with substantial focus on policy. We therefore outline procedures for department-partnered hiring that ensure collaboration between the Brooks School and relevant departments and colleges.

1.2. Subject to exceptions for faculty who do not fit into existing departments and therefore will be hired solely into the Brooks School, faculty will be appointed in both the Brooks School and a relevant department.

1.3. Each department follows slightly different hiring procedures. As a guiding principle, the Brooks School respects department-specific norms and practices and thus operationalizes some details in the standard hiring process in different ways. We describe department-specific procedures in the procedures below as relevant.

1.4. For Brooks-funded hires in partnership with a department, the standard hiring process is as follows:

• 1.4.1. The Brooks School works closely with a department and relevant college leadership (for multi-college departments) to develop plans for joint hiring in the Brooks School and the department. Optimally these hiring plans will be part of a larger strategic hiring plan developed by the department that engages with leadership from all relevant colleges and schools.
• 1.4.2. The search committee will be comprised of at least three faculty holding appointments in the Brooks School and/or the department, at least half of whom will be faculty who hold joint appointments in both the Brooks School and the relevant department. In the event that the Brooks School seeks to hire a faculty member whose appointment is in a department where there are limited faculty who currently hold joint appointments with the Brooks School, the chair of the department in question and the Brooks School Dean will jointly determine the appropriate composition of the search committee.
• 1.4.3. The membership of the search committee is determined jointly by the Dean of the Brooks School and the relevant Department Chair. That committee will oversee the standard hiring procedures (pool development, finalist selection, interviews, etc.) in close coordination with the hiring processes of the department and the Brooks School (see additional details below).
• 1.4.4. During the interview process, both the Brooks School and the department should have full exposure to the candidate, though the job/research talk should be coordinated between the Brooks School and the department such that members of both polities can attend a single job/research talk. In other words, candidates should not be asked to deliver two different job talks to two different polities.
• 1.4.5. Following the interview process, the search committee seeks input and feedback from faculty (and, at their discretion, graduate students).
  • 1.4.5.1. Typically this feedback involves a confidential survey in which faculty from both departments offer their feedback on the candidate’s promise as a faculty member in the Brooks School and (as relevant) the department. The search committee is responsible for collecting and synthesizing this feedback and sharing it with faculty from the Brooks School and the relevant department.
  • 1.4.5.2. Joint hires with the Department of Government follow a different procedure in which only Brooks School faculty complete a confidential survey, while Government Department faculty deliberate and summarize the discussion in a short summary report.
• 1.4.6. Informed by input and feedback from both the Brooks School and the relevant department, Brooks School faculty will vote first on the hire.
  • 1.4.6.1. The Department of Economics does not vote on hiring decisions for senior faculty until external reviewer letters have been solicited, received and summarized by the search committee. As such, for senior hires in partnership with the Economics Department, the Brooks School faculty will vote first on whether or not to request external evaluation letters.
  • 1.4.6.2. For Brooks School-only hires, the result of the Brooks School faculty vote will inform the Brooks School Dean’s decision on whether to move forward with an offer.
• 1.4.7. Assuming a positive decision by the Brooks School faculty, the relevant department will then vote in favor or against membership in the department. If the department is positive, the chair will inform the Brooks School Dean and Senior Associate Dean of Faculty & Research (SADFR) as to the results of the vote.
• 1.4.8. This process leaves open the possibility of divergent interests between departments and the Brooks School. The Brooks School will make every effort to hire collaboratively with departments when the candidate is trained in a discipline or interdisciplinary field that is represented at Cornell University. Stipulating that the search committee must include jointly appointed department members provides a clear mechanism for robust feedback from the departments to the Brooks School. The vote of departments provides further incentives for collaboration. However, the possibility of sole appointments in the Brooks School also ensures that the Brooks School can prioritize its own recruitment needs if a shared understanding of common goals and norms around tenure and hiring with a relevant department cannot be achieved. As a general matter, the Brooks School should not proceed with a sole appointment if the department’s negative vote is based on substantive concerns about the quality of the disciplinary work. However, such sole Brooks School appointments may be appropriate where such concerns relate to other factors, such as the breadth of the candidate’s work goes beyond the traditional boundaries of the discipline. In such circumstances, the Brooks School may proceed with Provost approval or if multiple collaborative searches with a department have failed.
• 1.4.9. There may also be hires jointly funded by the Brooks School and other colleges or schools. In this case, if the hire is funded mostly by the Brooks School, the above procedures would apply if agreed upon by the leadership of the other unit. If the hire is funded mostly by another unit on campus, the other unit will adopt procedures that are generally reciprocal in nature to the process described above and agreed upon by the leadership of the Brooks School. As noted above, the Brooks School includes some faculty whose sole appointment is in Brooks. These may include Professors of Practice, other RTE faculty, tenured faculty with doctoral degrees in Public Policy or Public Administration, and/or those with disciplinary backgrounds but whose research and teaching solely focus on Public Policy. Such hires will be conducted through the typical processes appropriate for hiring faculty at any given rank or title.
• 1.4.10. In the case of favorable votes from both the Brooks School and relevant department faculty, as well as support from the Brooks Dean, the Department Chair will work closely with the Brooks SADFR to come to agreement on terms of the offer. These discussions should take equity within the department and within the Brooks School into account.
  • 1.4.10.1. For senior hires within the Department of Economics, successful votes from the Brooks School and relevant department faculty, as well as support from the Brooks Dean, initiates the requests for external letters of evaluation following departmental norms and procedures outlined in the earlier section on Tenure and Promotion.
  • 1.4.10.2. Between the time that external letters are returned and departmental deliberations progress, as noted in the earlier section on Tenure and Promotion, a committee comprised of faculty from the Brooks School should assemble a report on the candidate’s contributions to public policy. This should include contributions to policy scholarship, teaching, and engagement. This report could come from the relevant search committee of Brooks/Econ faculty. This report should be part of the ensuing hiring discussions among both Economics and Brooks faculty as noted below.
  • 1.4.10.3. The full working dossier of the candidate (including external letters and any other materials being considered in the tenure vote) is shared with all tenured and tenure-track faculty in both Economics and Brooks ahead of the scheduled discussions/voting meetings.
  • 1.4.10.4. The Economics Department faculty deliberate and vote on the hire (all tenured and tenure-track faculty in Economics), tenure (tenured Economics faculty only), and (if relevant) the rank of full professor (full professors in Economics only). The Department Chair shares the results of this vote with the Brooks Dean and Brooks SADFR.
  • 1.4.10.5. If the votes on hiring and tenure are positive, the Brooks faculty deliberate and vote on the hire (all tenured and tenure-track faculty in the Brooks School).
  • 1.4.10.6. At this stage, the Department Chair will work closely with the Brooks SADFR to come to agreement on terms of the offer. The remaining steps in compiling the tenure dossier do not proceed until the candidate formally signs an offer of employment.
• 1.4.11. One terms are agreed upon, the letter of offer will be signed by the Brooks School Dean, the Brooks SADFR, and the relevant Department Chair.
• 1.4.12. The Department Chair is responsible for communicating the details of the offer to the candidate and for direct negotiation with the candidate about offer terms. Any modification of terms of the original offer will be jointly agreed upon between the Brooks School Dean, Brooks SADFR, and relevant Department Chair.

To access this information, please email the Brooks School Administration.

3.1. This document outlines a series of proposed principles and criteria for internal recruitment to the Brooks School from within Cornell University, presented to the faculty on October 23^rd, 2023.

3.2. As a general guideline, we see internal hires as being an avenue for only modest growth (i.e., limiting internal recruitments to roughly 3 or 4 faculty in the next 2 years).

3.3. For the first internal tranche of additions to founding faculty of the Brooks School (a process being initiated in AY 2023-2024), we will consider candidates with prioritization to those who:

• 3.3.1. Add public policy-focused expertise from un- or under-represented departments and disciplines (e.g., information science, history, communication, law);
• 3.3.2. Add depth within our focal research areas and areas of strategic growth; and
• 3.3.3. Build expertise in areas where we are designing new degree programs.

3.4. In addition, we will only consider candidates who have tenure at the rank of Associate Professor or Professor.

3.5. Internal faculty nominations and deliberation will follow the following process:

• 3.5.1. Faculty & Research (SADFR) (a) a strong nomination letter that outlines how a candidate responds to the four criteria stated in section 1.3 and provides an indication of the candidate’s interest in joining the Brooks School, (b) written endorsements letters by at least 2 additional members of the Brooks candidate, and (c) a copy of the candidate’s CV. The nomination should be undertaken with the knowledge and approval of the candidate but should otherwise be confidential.
  • 3.5.1.1. Each Brooks faculty member is limited to one nomination letter and 2 written endorsement letters over any given 2-year period.
  • 3.5.1.2. Nominators should be careful not to make promises about or otherwise suggest any terms of potential appointment.
• 3.5.2. The Brooks Dean and SADFR review nomination packets and decide which nominations to bring to the faculty for discussion, recognizing the principles of modest growth and value-add criteria described in sections 1.2 and 1.3. If the decision is made to bring a nominated faculty to the Brooks faculty for discussion:
  • 3.5.2.1. The Brooks Dean informs relevant leadership (Dean/Associate Dean and the Department Chair from the nominee’s college and department) to inform them of the nomination and forthcoming confidential discussion among Brooks faculty.
  • 3.5.2.2. At this stage, the SADFR also contacts the candidate to confirm their interest in the Brooks School and asks the candidate to provide a brief statement of interest and description of the value they could add to the Brooks School in terms of research, teaching, and policy engagement.
• 3.5.3. The Brooks Dean and SADFR bring all relevant materials (including the nomination letter, written endorsements, CV, and candidate statement) to the Brooks Faculty for robust discussion during a faculty meeting, which will be followed by an electronic vote along with a qualitative assessment among members of the Brooks Faculty.
• 3.5.4. The Brooks Dean will have the final authority to approve the internal recruitment of faculty, informed by the Brooks faculty discussion and written feedback, and consultation with other relevant Deans/Associate Deans and Department Chairs.
• 3.5.5. The specific terms of any appointment will be negotiated by the Brooks Dean in collaboration with relevant Deans/Associate Deans and Department Chairs and will be articulated in an MOU signed by all relevant parties.
• 3.5.6.The Brooks Dean and faculty will revisit this process in AY 25-26 to explore whether or not it is in the interests of the school to initiate another tranche of internal faculty recruitments.