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(Valuing Inclusion To Attain Excellence)

As part of a continuing commitment to provide students with a thriving, intellectually stimulating educational environment, a gifted and diverse faculty is essential. That is why the University of North Carolina at Chapel Hill has a VITAE Hiring Program. The purpose of the program is to attract accomplished and talented new faculty members from underrepresented and other groups for tenure track or tenured appointments at the University of North Carolina at Chapel Hill.

This may include individuals who grew up in economically disadvantaged circumstances, individuals with substantial professional experience working with minority and economically disadvantaged populations; individuals doing significant research on issues that disproportionately affect minority and disadvantaged populations; and individuals whose teaching or research specialty is in a field that is currently underrepresented in the University faculty.

The VITAE Hiring Program is managed by the Office of the Executive Vice Chancellor and Provost to further campus goals for a more diverse faculty.

This program provides up to full-salary for a period of up to 4 years at the discretion of the Executive Vice Chancellor and Provost. Generally, an annual maximum of $100,000 per year is available for VITAE Hires, however initial funding is dependent upon the availability of funds at the time of application.

It is expected that after the initial four years, the hiring unit will assume fully the support of any faculty member hired under this program.

The names of persons who are hired through this Program are generally kept confidential, so as to create a climate of equity among the faculty.

Questions about this program should be directed to Executive Vice Provost Ron Strauss (919) 962-4510 or

To apply for these funds:

  1. VITAE Hiring faculty candidates generally will be identified outside the usual faculty search mechanism (use of EOC waivers). In special cases, a candidate may be identified through an on-going search; however in that situation a letter to the Executive Vice Provost should explain why the VITAE Hiring faculty candidate was not recommended to the appointing authority by the Search Committee.
  2. Schools should engage the Executive Vice Provost when a candidate is first identified to explore the potential availability of VITAE Hiring funds. This may be initiated by an email communication to the Executive Vice Provost in advance of inviting a candidate to campus. If preliminary guidance is positive from the Office of the Provost, the Equal Opportunity and Compliance Office will be notified to initiate a waiver of recruitment. A tentative Memorandum of Understanding (MOU) will be drafted for initial approval and Final MOU’s will be executed as part of the offer process after the on-campus visit and the vote of the departmental full professors.
  3. To apply for the VITAE Hiring Program, a letter should be sent from the Dean and the Department Chair to the Executive Vice Provost with:
  • an articulation of how the proposed hire will advance the educational, service and/or research missions of the department or school
  • an evaluation of the qualifications of the candidate
  • a statement explaining how the candidate was identified and recruited
  • the vote of the departmental or school full professors accounting for any negative votes or abstentions
  • the candidate’s CV
  • a signed preliminary MOU that specifies a tentative salary which would be used in the offer to the candidate: VITAE Hire Memorandum of Understanding form
  • If in the process of making a job offer, the salary negotiated is larger than the MOU states, please contact the Executive Vice Provost to assure that funds are available for a larger salary on the Final MOU.

The VITAE program was formerly referred to as the Targeted Hire or Target of Opportunity program.