Academic tracks for Clinical/Medical faculty include (Research), Clinician Scholar, Research Scholar, Teaching Scholar Track, and Pre-Track, whereas Biology department faculty are Research Scholar, Teaching Professor, and Tenure-Track.

Searches

Brown requires an open search to fill most academic faculty positions. To attract a diverse pool of the highest-quality candidates, searches should be nationally advertised, and all searches must include an Equal Employment Opportunity Representative who will take an active role in ensuring a fair and equitable search process.

The Office of Diversity and Inclusion (ODI) can suggest ways to expand applicant pools. All open searches are posted on the New England Higher Education Recruitment Consortium and Interfolio. 

There are several steps to completing a search. Department representatives and search committees should review this information carefully to ensure each step is followed in the correct timeline. 

Search Waivers

A faculty position may be filled without a search with the prior approval of a search waiver by the appropriate dean and the provost, and only under exceptional circumstances, such as an unexpected vacancy which must be filled in a time too short to conduct the required search,  or, on those occasions allowing the timely hiring and/or retention of an outstanding faculty member who will enhance the stature of the University’s educational and research missions.

While this process is faster than a search, it still requires several weeks of document gathering, document and candidate review, and appointment generation. Please plan accordingly.

Senior Appointments

All senior faculty appointments for clinical departments and Biology Research Scholars must be reviewed and approved by CMFA.

Senior appointments for Biology Tenure- and Teaching Professor Track faculty must be reviewed and approved by TPAC. 

Junior faculty can be appointed without a search or a search waiver request. Department administrators can submit the required documents for these requests through their department's portal on the BMFA Faculty Actions site.

All senior appointments for clinical departments must be reviewed and approved by CMFA.

Biology and Clinical/Medical departments can appoint candidates to affiliate and adjunct positions without a search or a search waiver request.

Department administrators can submit the required documents for these requests through their department's portal on the BMFA Faculty Actions site.

Searches and Search Waiver Requests

Each step of a search and search waiver request is reviewed by the appropriate Senior Associate Dean and ODI.

BMFA's review cycle typically begins on Wednesday morning of each week, prioritizing new appointments, searches, and search waivers. Please have complete request packets submitted to our office by noon on Tuesdays to ensure inclusion in that week's review cycle. 

Appointments

Adjunct, affiliate, clinical, and clinician educator appointments are processed alongside the review of the BMFA appointment letter, allowing for a quick turnaround of 1-2+ weeks, depending on the time of year.

Academic appointments are routed through the search and search waiver process.

As a reminder, all senior faculty appointments must also be reviewed and approved by either CMFA or TPAC, depending on the appointment type. 

Salary

BMFA and BioMed Finance, Planning, and Analytics must conduct a salary review to ensure salary equity across similar titles, tracks, and experiences for all Brown-based appointments. Salary reviews can add additional time to generating the appointment request, so please plan accordingly.

*The titles provided in this table are the typical titles utilized for visas. Please contact our office with any questions about a title not listed here. 

Titles Not Accepted

• Research Scholar or Visiting Research Scholar
  • These titles combine the J-1 category (Visiting Scholar) and the academic track (Research Scholar) into a title that does not exist within BioMed.
• Post-doctoral Fellow
  • BioMed Faculty Administration does not process this level of appointment. Instead, please contact the Office of Graduate and Postdoctoral Studies.

Resources

For additional support in determining the sponsorshop type, please contact the office of International Students and Scholars (ISSS).

All Departments

Please note that Brown does not sponsor H-1B visa classification for scholars who need immigration sponsorship to enter the US and commence lawful employment under the terms of their appointment. Brown can recruit existing H-1B holders and may continue to sponsor existing or new J-1 and O visa holders.

• H-1B for Department Administrators and Affiliated Hospital Administrators

Biology Departments

• J-1 Visa - Researcher Scholars, Professors, & Short-Term Scholars

Clinical Departments

• J-1 Exchange Visitors at Brown Affiliated Hospitals

Visa-related documents:

• J-1 Visa application materials must accompany the reappointment packet when it is submitted to the BMFA Faculty Actions Site.
• H-1B Visa application materials can be submitted to BMFA after ISSS accepts them; please inform BMFA that the reappointment or appointment is H-1B-related so we can ensure the correct letter is provided for the application and the visiting scholar.
• Appointment documents
• Search or Search Waiver documents (if applicable)

Submit to BMFA:

1. A signed search waiver form
   • (Research) track search waiver appointments in Clinical departments do not require the search waiver request form.
2. A signed Faculty Position Authorization form
   • Department details
   • Appointment terms – date of hire, renewable? 10 or 12-month term
   • Position title and faculty rank
   • Institution that is hiring
   • Funding sources
   • Job description with requirements listed
   • Requested salary
   • Must be signed by Department Chair, CEO, and Division Director/Chief (if applicable)
3. The candidate's CV

BMFA will route the search waiver request through the weekly review cycle as follows:

• Salary Review (if applicable)
• Senior Associate Dean for Academic Affairs / Senior Associate Dean of Biology
• Dean of Medicine and Biological Sciences / Vice President for Clinical Affairs and Strategy and Chief Operating Officer
• Office of Institutional Equity and Diversity

All search waiver-related materials must be emailed to BMFASearches.

Reminder: All senior appointments must be reviewed and approved by CMFA or TPAC, depending on the appointment type. This requires submitting appointment materials via the CMFA or TPAC dossier, rather than the materials below.

Junior Faculty Appointments

Upon receiving all requisite approvals, BMFA will contact you via email for the following documentation:

Submit a Junior Faculty Search Waiver Appointment Packet

Opening a Search Process

1. Collect the Search Authorization Request packet documents listed in the table below.
2. Email the complete packet to BMFA via email at BMFASearches.
   • Please email the documents as a single PDF (not a Portfolio).
   • BMFA will assign an FPA Number to the search request to be used as a reference number when discussing the search request moving forward.
3. BMFA will run the Search Authorization Request through a review cycle:
   • Senior Associate Dean for Academic Affairs / Senior Associate Dean of Biology
   • Dean of Medicine and Biological Sciences / Vice President for Clinical Affairs and Strategy and Chief Operating Officer
   • Office of Diversity and Inclusion (ODI)
     1. For Brown-based searches, ODI will email search committee members prompting them to complete the Non-Discrimination and Anti-Harassment: Best Practices in Faculty Hiring training in Workday. This training must be completed by the entire search committee before the position can be published in Interfolio or advertised.
4. BMFA will email the Department Administrator/Manager as soon as the search authorization has been approved
5. The Department Administrator/Manager builds the position in Interfolio and then emails BMFASearches.
   • Strongly Recommended: Add the FPA Number to the title of the position when building the position in Interfolio. This will make it much easier to find the position when searching for it in Interfolio in the future.
6. BMFA will email the search committee members an invitation to the search committee and cc the Department Administrator/Manager.
7. The search is now open, and candidates may submit their applications online.
   • Note: All applications should be submitted via the Interfolio link. If a candidate emails the department or search committee their application materials directly, the candidate should be redirected to the position in Interfolio. The application process through Interfolio collects important demographic information that cannot be completed by the committee or department on behalf of the applicant.

Required Search Authorization Request Packet Materials

Submit a Search Authorization Request

Publishing the Position in Interfolio

All searches are posted and advertised through Interfolio. Department Administrators and Managers typically build the position in Interfolio and help manage the search process. Please email BMFASearches to add search committee members to Interfolio if they are not in the system and cannot be added to the position.

Interfolio has a large process guide and FAQs library. BMFA recommends users review Interfolio's troubleshooting materials and email BMFASearches with any unanswered questions.

All applications must be submitted to Interfolio. If candidates email or submit their applications directly to the search committee, department, etc., please have the candidate submit their materials to the Interfolio link. This will help with future reporting.

The position in Interfolio must include the following statement: “For this position, Brown does not sponsor the H-1B visa classification to scholars who need immigration sponsorship in order to enter the U.S. and commence lawful employment under the terms of their appointment.”

The Interim Pool Report must be submitted before the department and search committee wishes to begin scheduling interviews and must be approved before any in-person interviews are scheduled. Interim Pool Reports should be emailed to BMFASearches.

The report will be reviewed by the relevant Senior Associate Dean and the Vice President for Institutional Diversity. BMFA will notify the appropriate Department Administrator as soon as the Interim Pool Report is approved.

When to Complete the Form

Compliance Report

Once a search committee has identified a candidate*, they must submit a Compliance Report via email to BMFASearches for review and approval. This report must be approved before a verbal or written offer can be extended to the candidate. 

* Please submit a Compliance Report for each candidate if recruiting more than one.

Report Review Routing

BMFA will route the report for required approvals as follows:

• Salary Review (if applicable)
• Relevant Senior Associate Dean
• Vice President of Institutional Diversity and Inclusion
  • Please note: ODI approvals can take up to 2 weeks, so please plan accordingly

After Approval

BMFA will email the Department Administrator/Manager or search committee chair to notify the committee that the Compliance Report has been approved or if the reviewers have provided any feedback. This email will also include the next steps of recruitment such as requesting the appointment materials, connecting the committee with CMFA or TPAC, and information on how to close the search in Interfolio.

If this is a Brown-based appointment, BMFA will also start the discussion for the hire term sheet building process.

Reminder: All senior appointments must be reviewed and approved by CMFA or TPAC, depending on the appointment type. This requires submitting appointment materials via the CMFA or TPAC dossier guidelines instead of submitting the appointment materials below.

Junior Faculty Appointments

Upon receiving all requisite approvals, BMFA will contact you via email for the following documentation:

Closing a Search in Interfolio

To close out your position on the Interfolio platform:

1. Update each applicant's “Applicant Status” in the job posting
   • This is required for future reporting purposes.
   • Resource: Assign or Change an Application Status
2. Close the position in two places:
   • Update the position "status" to “position closed”
     • Resource: Assign or Change a Position Status
   • Close the position and indicate an outcome
     • Resource: Close a Position and Select Applicant(s)

Equal Employment Opportunity Statement

As an EEO employer, Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law.

For Clinical Departments, can be edited to reflect Biology Department recruitment needs. | Word Version
Updated 4.2026

Sample

The (hospital name) is seeking a (name of position) to join the Department of (department name). The successful candidate must qualify for a full-time medical faculty position at the rank of (faculty rank) in the Department of (department name) at The Warren Alpert Medical School of Brown University. Minimum requirements include: board eligibility or certification in ______________, strong clinical background in _____________, excellence in patient care and teaching, and a commitment to scholarly participation in the ____________________ research programs of The Warren Alpert Medical School. Experience in ____________ is highly desirable. It is preferred that the candidate’s research experience focus on __________or a closely related field.

For this position, Brown does not sponsor the H-1B visa classification to scholars who need immigration sponsorship in order to enter the U.S. and commence lawful employment under the terms of their appointment. Current H-1B visa holders can apply.

As an EEO employer, Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law. The (hospital name)is an EEO employer (insert Hospital EEO statement)

Review of applications will begin immediately and will continue until the position is filled or the search is closed. Please apply online at (Interfolio Link) (The link will be created once you have published the search on Interfolio.)

Note

The Advertisement, FPA, Job Description, and Recruitment Letter must all have the same exact wording for required and preferred qualifications.

The job advertisement should include this exact phrase under the application instructions: "Candidates should address how they would contribute to the research and/or teaching missions of our diverse and inclusive university community."

If the position is at a senior level, the information should be revised to “read” senior-level. Example: “National reputation and scholarly achievements appropriate for a senior-level position will be expected. Five years in an administrative role at a major medical institution will be expected.”

For Clinical Departments | Word Version
Updated 4.2026

Sample

(Hospital or CEO letterhead)

Date

Addressed to Department Chair

The Warren Alpert Medical School of Brown University, Department of (Department) has recommended that (Faculty Member)be (appointed OR reappointed OR promoted) to the rank of (Rank) in the (Track) for a term extending from (appointment start date) to (appointment end date).

                                                                                                                    
This is to confirm that (Faculty Member) is employed by (hospital/affiliated entity/foundation's name)in the Department of (Department). (Hospital/Affiliated Entity/Foundation) understands that no financial obligation is assumed by Brown University for this appointment.  The faculty member has an employment arrangement with (Hospital/Affiliated Entity/Foundation) and compensation for this appointment will be set within the (Hospital/Affiliated Entity/Foundation) salary guidelines.  It is recognized that the faculty appointment is contingent on the faculty member's employment with the (Hospital/Affiliated Entity/Foundation).

Sincerely,

Hospital CEO signature

Bold content needs to be entered or specified; italicized content is an instruction to the job description creator | Word Version
Updated 4.2026

Sample

Name of Position
Department of Name
Faculty Rank

Job Description

1. Commensurate with on-campus faculty expectations: 40% teaching, 40% research, 20% administration.
2. After the search is completed, the candidate will affiliate with an academic department that is the best fit for his/her research and teaching.
3. Teaching and service responsibilities will be assigned by the department chair, and will be commensurate with the common practices of that department, general expectations for on-campus junior (tenure-track) faculty, and areas of expertise of the candidate.

Requirements

Qualifications include a Ph.D. and/or M.D. degree with relevant postdoctoral research training and a published record of excellence in research [minimum requirement]

Update and change as needed.

Teaching

The applicant should demonstrate a commitment to undergraduate and graduate education.

Teaching will be assigned by the department chair, and will be commensurate with the common practices of that department, general expectations for on-campus junior (tenure-track faculty), and areas of expertise of the candidate.

Research

The applicant will be expected to pursue an independent and externally-funded research program.

Elaborate on the type of research they will be conducting and any other research-related requirements of the position here.

Service Responsibilities

The candidate will be expected to actively participate in all activities of the Division of Biology and Medicine, Department name, and the Warren Alpert Medical School of Brown University.

Service responsibilities will be assigned by the department chair.

Bold content needs to be entered or specified; italicized content is an instruction to the job description creator | Word Version
Updated 4.2026

Sample

Name of Position
Department of Name
Faculty Rank
Hospital Name

Job Description

1. Include a detailed review of duties both clinical and research.
2. Percentage of protected time for scholarly productivity.
3. Teaching and administrative responsibilities to the department and programs.

Requirements

(Note: The Advertisement, FPA, Job Description, and Recruitment Letter must all have the same exact wording for required and preferred qualifications.)

Minimum requirements include: board eligibility or certification in ______________, strong clinical background in _____________, excellence in patient care and teaching, and a commitment to scholarly participation in the ____________________ research programs of The Warren Alpert Medical School. Experience in ____________ is highly desirable. It is preferred that the candidate’s research experience focus on __________or a closely related field.

Teaching

The incumbent will be expected to participate as a preceptor in the Core Clerkship in (department name) at the (hospital name), and develop a clinical elective for medical students and residents (identify specific teaching). The incumbent will be expected to participate in the teaching programs of the Division of (department name) at the (hospital name), which includes residents in (department name)and fellows in ____________ (identify specific teaching areas).

Research

(Preferred research areas) The incumbent will be expected to establish, coordinate, and integrate clinical ______ research protocols at the (hospital name) and, in collaboration, with the (department name). The incumbent will also be expected to participate on a national level in cooperative group ________________research planning. The incumbent will be expected to establish an independent investigative program, preferably focusing on ______________ research or a closely related field. (It is expected that approximately 20% (or other agreed on percentage) of the incumbent's time will be devoted to research, and space will be provided.) Include percentage of protected time for faculty member’s research and scholarly activity/productivity. The incumbent will serve as a liaison between the (hospital name) and the various programs of Brown University and its affiliated hospitals.

Patient Care

The incumbent will be expected to spend time on the clinical _____________ service and to see patients in the _____________ outpatient unit.

Service Responsibilities

The incumbent will be expected to actively participate in all activities of the Division of (division name), the Department of (department name), and The Warren Alpert Medical School of Brown University.

(If a senior-level search, be clear on senior-level responsibilities for that level.)

Bold content needs to be entered or specified; italicized content is an instruction to the letter creator. | Word Version

Sample

(Department letterhead)

Dear Colleague:

I am writing to request your assistance in recruiting a (name of position) at (hospital name). The (hospital) is one of the affiliated teaching institutions of The Warren Alpert Medical School of Brown University. The successful candidate must qualify for a full-time medical faculty position at the rank of (faculty rank) in the Department of (department name) at The Warren Alpert Medical School of Brown University. Minimum requirements include: board eligibility or certification in ______________, strong clinical background in _____________, excellence in patient care and teaching, and a commitment to scholarly participation in the ____________________ research programs of The Warren Alpert Medical School. Experience in ____________ is highly desirable. It is preferred that the candidate’s research experience focus on __________or a closely related field.  I would appreciate your help in making this vacancy known to any qualified and available individuals.

For this position, Brown does not sponsor H-1B visa classification for scholars who need immigration sponsorship to enter the U.S. and commence lawful employment under the terms of their appointment. Current H-1B visa holders can apply.

As an EEO employer, Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person’s race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law, in the administration of its policies, programs, and activities. The University recognizes and rewards individuals on the basis of qualifications and performance. The University maintains certain affirmative action programs in compliance with applicable law. The (hospital name) is an EEO employer (insert Hospital’s EEO statement). Review of applications will begin immediately and will continue until the position is filled or the search is closed. Please apply online at (Interfolio Link) (The link will be created once you have added the search to Interfolio.)

Sincerely yours,

Name
Search Chair
Address

Note

• The Advertisement, FPA, Job Description, and Recruitment Letter must all have the same exact wording for required and preferred qualifications.
• Include any mailing lists of groups that will be notified of the vacancy.
• More descriptive information can be added as long as the required and preferred criteria remain unchanged.
• This recruitment letter is written for Clinical Departments, but can be changed for use in Biology Departments.

Updated 4.2026

For Clinical Departments | Word Version
Bold content needs to be entered or specified; italicized content is an instruction to the letter creator
Updated 4.2026

Sample

(Department header)

Date

CEO of Hospital
Address

Dear (CEO of Hospital):

The Department of (Department) has recommended initiating a search for a (name of position). In order to move forward with establishing this search, I am writing to ask the (hospital name) to affirm its commitment to this FPA under the following conditions:

1. The hospital intends to sign an employment contract with the faculty member filling the position
2. Employment contract will include a financial commitment for base compensation for the term of the appointment.
3. Compensation will be set within the affiliated hospital guidelines

Please give this request your earliest possible consideration. Thank you.

Sincerely,

(Department Chair)

Please email BioMed Faculty Administration at BMFASearches for information on setting up an Interfolio account. 

Start by selecting "Add a Position."  As you work your way through the position creation process, consult the Interfolio help page if you have any problems. For further assistance, please contact help center at (877) 997-8807 or email Interfolio.

There are four different types of users in ByCommittee Faculty Search: Administrators, Committee Managers, Evaluators, and EEO Officers. A user's role determines their capabilities in the program.

Evaluators are the ByCommittee users with the least access in the system. As members of a review committee, their role is generally limited to reviewing applicants and comes with no administrative capabilities. Evaluators can view applications, add tags to applicants, and—if given access—rate and comment on applications. All Evaluators are assigned to one or more search committees by an Administrator or Committee Manager.

Committee Managers supervise searches at the department level, therefore they have some administrative privileges. Committee Managers can edit settings and statuses, view reports, communicate with applicants, and evaluate applications.

Administrators have the most capabilities in ByCommittee Faculty Search, but their role is still limited by the organizational level to which they are attached. If a user is an Administrator on the college level, for instance, they can create, manage, and monitor searches at that college—the same goes for Administrators at a department. Institutional Administrators can control settings and view positions, applications, and reports across an entire institution.

The fourth category of user in ByCommittee Faculty Search is an EEO Officers. Generally, EEO Officers are staff from Human Resources, Institutional Diversity, or another campus office who are responsible for EEO standards and practices at your institution. EEO officers monitor and run EEO reports on open positions to which they have access. They also flag positions that may not meet an institution's diversity requirements.

In some cases, Administrators may also be granted EEO access, which allows them to perform some duties of an EEO Officer, such as viewing EEO reports and flagging positions.

Search Committee Evaluators

• Evaluators are assigned to one or more search committees by a Committee Manager or Administrator
• Evaluators can view, add tags, and—if this feature is activated—rate and comment on applications  

Committee Managers

• Committee Managers supervise searches at the departmental level
• Committee Managers can edit settings and statuses, view reports, communicate with candidates, and evaluate applications

Administrators

• Administrators create, manage, and monitor searches at the organizational level to which they have access
• Institutional Administrators can control settings and view positions, applications, and reports across an entire institution. Departmental Administrators perform similar functions at the level of a department, school, or college within a larger institutional system
• Administrators may also be granted EEO access, which allows them to perform some duties of an EEO Officer such as viewing EEO reports and flagging positions

EEO Officers

• Equal Employment Opportunity Officers are generally staff from Human Resources, Institutional Diversity, or another campus office responsible for EEO standards and practices
• EEO officers monitor and run EEO reporting on open positions to which they have access. They also flag positions that may not meet an institution's diversity requirements

Useful Articles for Getting Started

Interfolio has an extensive product help guide with step-by-step instructions for navigating position creation, application collection, and committee review throughout the lifecycle of a search.

Creating a Search Committee

• Add or Remove Members to/from a Search Committee
• Add or Change a User's Role

Creating Positions

• Create a Position
• Establish Ratings Criteria

Managing Positions

• Enable or Disable Reviewer Comments and Labels
• Close a Position and Select a Candidate

Statuses

• Position and Application Statuses
• Create a Position Status
• Create an Application Status

Managing Applications

• Add Documents on Behalf of an Applicant
• Create an Application on Behalf of an Applicant
  • Best practices: The applicant should submit their application themselves, rather than have the search committee or department members submit it on their behalf. The application process collects data from the applicant that the search committee or department cannot provide.
• Archive or Unarchive an Application

Communicating

• Email Applicants
• Set Up Automated Email Notifications

When a letter for recommendation is requested from you, you will receive an email notifying you of the request. It is no longer necessary to have a Letter Writer account to upload letters of recommendation to Interfolio, though you may choose to create an account to organize, store, and send all of your recommendation and evaluation requests.

Note: Often, letters of recommendation must be signed. Please check to make sure your letter is signed if the requester has indicated that a signature is required. You can choose to sign and scan your letter, or use our digital signature tool to create and add a digital signature to your document before uploading it.

The first stop for questions about Interfolio is the Interfolio help page.  If you are still having trouble setting up your search or viewing applications, please contact BioMed Faculty Administration.

A few things to be careful of as you work through the process:

• Remember that comments made on a computerized system are on the record forever; while the administration will not read your comments, they are nonetheless a permanent record of search practices.
• It is worth reminding search committee members that they can view application materials online by selecting any relevant applicants and clicking the "read" button.  This will reduce the number of sensitive documents downloaded to faculty computers.
• You are requested to regularly update applicants' statuses.  These can be set so that applicants are not aware of status changes, but a log of status changes is an important part of Brown's federal diversity reporting requirements.

• How to sign in to Interfolio
• Recover a lost or forgotten password

Note: Faculty have to sign in with the email address that they were added as users with. For example, if you set up a new user and use their hospital address, they will need to sign in to Faculty Search using their hospital email address.

There are a number of ways to proceed with open-rank searches. The easiest is to clearly identify how to apply as a junior and a senior candidate in the "application instructions" section of your landing page, including specific instructions that junior rank candidates should submit three letters of reference and senior candidates should submit a list of five referees.  

When you choose your required documents, do not make letters of reference required. Instead, ask candidates to use the "additional documents" fields to upload their confidential letters or their list of referees as appropriate. 

You can also make three letters required, then manually change all senior candidates' files to "completed" once they have provided everything except letters of recommendation.

All staff should be assigned a "committee manager" role.  Faculty should be assigned either an "evaluator" role or a "committee manager role."  The committee manager will have a more complicated interface and some abilities irrelevant to faculty members, but will also be able to send bulk messages and run reports, which some faculty members may wish to do.  If you would like to control permissions so that the search committee chair has additional access to comments and evaluations, use the "set evaluators" section of the setup page.

You should be able to add any Brown faculty members to your search committee as evaluators, regardless of their home department.

BioMed Faculty Administration and the Office of the Associate Provost for Academic Development and Diversity are committed to maintaining the autonomy and confidentiality that departments currently expect during the search process.

Both offices have agreed that they will not read the comments or the rankings that evaluators attach to applications, that rankings and comments will be treated as confidential departmental discussions, and that the administration will not use these the rankings or comments in any way during the search process. 

Yes, but they can now be filed electronically and uploaded to your Interfolio search. Just edit your search and choose the "internal notes" section.  Hit "edit," then "add attachment."  When they are uploaded, email BMFASearches to let us know that they are ready for review.