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See the 24 new recruits that have joined ¿´Æ¬ÊÓƵ's faculty as a result of this program's efforts to date.

Goal

This program provides start-up supplements for hiring faculties to help ¿´Æ¬ÊÓƵ compete with the best institutions in the world in recruiting new faculty whose research aligns with HBHL’s scientific priorities.

Eligibility

Open to all ¿´Æ¬ÊÓƵ faculties who are hiring researchers in fields relevant to HBHL’s scientific priorities. These researchers must be either tenured faculty members,  tenure-track faculty members or other (for clinical scientists) who are recruited to ¿´Æ¬ÊÓƵ and intend to actively participate in the HBHL research initiative.ÌýThe application from the hiring unit must be approved (signed by the head of the hiring unit). The application from the candidate should be submitted directly to HBHL from the candidate.

To be considered for HBHL New Recruit Start-Up Supplement

1. The candidate’s proposed research program must fit into at least one of the following areas: 
   • ±·±ð³Ü°ù´Ç¾±³¾²¹²µ¾±²Ô²µ-³Ò±ð²Ô±ð³Ù¾±³¦²õÌý
   • Computational neuroscience 
   • ±·±ð³Ü°ù´Ç¾±²Ô´Ú´Ç°ù³¾²¹³Ù¾±³¦²õÌý
   • Animal Models 
   • Social neuroscience 
   • Cellular and Tissue Models 
   • ±·±ð³Ü°ù´Ç³Ù±ð³¦³ó²Ô´Ç±ô´Ç²µ²âÌý
   • ±·±ð³Ü°ù´Ç±ð³Ù³ó¾±³¦²õÌý
   • Clinical Research 
   • PET Physics 
   • Plasticity and learning 
2. The hiring faculty or institution must provide start-up funding, to which HBHL’s supplementary funding will be added.Ìý
3. The hiring faculty must assign a senior mentor to the new recruit and provide a description of the mentorship plan, outlining the strategy and actions that will be employed to help integrate the new recruit into the ¿´Æ¬ÊÓƵ neuroscience community and provide guidance in navigating their new institution.ÌýÌý 
4. Faculty Deans, delegates responsible for faculty recruitment, or search committee chairs must hbhl [at] mcgill.ca (contact the HBHL office) at the start of any search process that may result in a candidate eligible for HBHL supplementary funds. This contact must include a copy of the job posting, as well as a brief description of how the position may fit into HBHL’s research priorities. If the final candidate works in an HBHL-relevant research area (see above) and is otherwise eligible for HBHL supplementary funds, please contact the HBHL office again to proceed with the application process. No supplementary funding will be awarded if HBHL was not aware of the candidate search from the beginning of the process.Ìý
5. ¿´Æ¬ÊÓƵ’s Employment Equity Guidelines for Academic Recruitment must be followed throughout the search process. HBHL will obtain proof of compliance from the office of the Associate Provost (Equity and Academic Policies).Ìý
6. The shortlist of candidates (i.e. candidates who are interviewed) must include at least one member of a ¿´Æ¬ÊÓƵ designated group. Validation of this will be provided by the office of the Associate Provost (Equity and Academic Policies).Ìý
7. Best practices in relation to EDI in academic recruitment must be demonstrated, so as to ensure that your candidate pool is diverse and exceptional. Best practices include, but are not limited to: 
   • Use of open-access discipline-specific resources to identify promising candidates from underrepresented groups, followed by invitations to them to apply 
   • Outreach to Chairs and Deans at institutions that are known to be particularly successful at recruiting and graduating cohorts of students from underrepresented groups in the relevant field to request candidate referrals 
   • Development and implementation of a robust advertising plan that includes disseminating the posting to associations and committees of academics from underrepresented groups in your discipline; use of social media to extend reach   
   • Articulation of position criteria that are clear and flexible with a view to recognizing academic excellence in a way that accounts for non-traditional pathways as well as areas of research and/or research outputs  
   • Separating position criteria clearly into assets and requirements 
   • Monitoring of the diversity of the applicant pool as the search progresses with course-correction of the recruitment plan, and extension of the application period, and/or reset of the search as necessary 

Duration

2 years, non-renewable. One-year no-cost extensions are possible with proper justification.

Funds available

New Recruit Start-Up Supplements are awarded in the form of a base amount with the option of an additional amount. The hiring faculty may request funding for recruitment and moving expenses. The base amount is $200,000 per award with up to $200,000 available as an additional amount if required and appropriately justified, based on the researcher’s needs (i.e. the planned research activities.). If the recruitment and moving expenses are requested, they should be included in the additional amount of the start-up request.

Budget Details

• A detailed budget and budget justification must be provided.Ìý
• Other sources of start-up funding must be declared.ÌýÌý 
• The hiring faculty may request up to $20,000 to cover expenses related to recruitment and moving. This amount should be included in the additional amount of the start-up request.Ìý
• Eligible expenses include direct research costs, such as salary and benefits for research personnel, supplies, travel, small equipment, computers, and services. Ineligible expenses include but are not limited to capital equipment, renovation/construction of lab facilities and immigration-related fees. All expenses must adhere to the .ÌýÌý

Submission

Potential candidates can contact the respective ¿´Æ¬ÊÓƵ Faculty to express their interest in HBHL’s Start-up supplements program. It is the Faculty’s decision whether they will support the application of a candidate. Applications must be completed by both the candidate and the hiring faculty. Note: New faculty recruits cannot begin the application process themselves. The hiring faculty must begin the application process by contacting HBHL at the beginning of the recruitment process (See eligibility requirement #4, above. Templates and instructions can be downloaded here (¿´Æ¬ÊÓƵ ID required).

The applications from both the candidate and the hiring unit must be hbhl [at] mcgill.ca (submitted to HBHL by email).Ìý

Application from the candidate includes: 

• Part A: Application form 
• Part B: Proposed research program 
• Part C: Equity, diversity and inclusion (EDI) 
• Part D: Budget and justification  
• Part E: Full CV, and letters of support (optional) 

Application from the hiring faculty includes: 

• Part A: Application form  
• Part B: Budget and justification for recruitment and moving expenses 
• Part C: Equity, diversity and inclusion (EDI) 

Evaluation and decision

• Applications are reviewed by the HBHL Office for completeness and budget eligibility.
• HBHL EDI Committee approves appropriateness of the recruitment and hiring process as well as the candidate’s EDI statement and integration of sex- and gender-based analysis plus in the proposed research.
• The HBHL Research Management Committee (RMC) reviews applications and makes a recommendation on funding to the HBHL Strategic Steering Committee (SSC) on the following criteria:  
  • Base grant: fit with HBHL, feasibility of the research plan, equity, diversity and inclusion and budget.ÌýÌý
  • Supplement grant: If applicable, the supplement grant request is determined based on the statement of needs and detailed budget justification.ÌýÌý
• The SSC makes the final decision on the awarded amount.Ìý