Frequently Asked Questions

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Frequently Asked Questions on PRODiG

The following are frequently asked questions asked about the PRODiG initiative.

PRODiG funds cascading faculty salary support grants -- 100% of salary up to $90k in Year One; 50% up to $45k in Year Two; and 30% up to $27k in Year Three). Campuses receiving these grants are expected to support the success of their PRODiG faculty at appropriate levels.

URM and/or WSTEM candidates for full-time, tenure-track faculty positions (not post-doc positions) who are U.S. citizens or permanent residents, and who are recruited through the regular faculty search process are eligible for PRODiG faculty salary support grant.

PRODiG emphasizes improving the faculty recruitment and retention process. You must (1) be a SUNY state-operated or community college campus (statutory colleges are considered on a case-by-case basis), and (2) submit a PRODiG Proposal that includes all the requisite elements specified in the Guidelines to Campuses.

Yes. PRODiG is building a more diverse pipeline to faculty positions. In addition to PRODiG Faculty, SUNY also funds the PRODiG Fellows Program, two-year fellowships for late ABD doctoral students and post-docs. These PRODiG Fellows are given intensive mentoring, and provided with limited teaching responsibilities, in order to experience faculty life on SUNY’s 13 comprehensive liberal arts college campuses.

There is no limit to the number of positions for which a campus can request funding. However, PRODiG funding is not immune from the  fiscal crisis spurred by the COVID-19 global pandemic. Allocations will be adjusted consistent with the level of budget cuts apportioned to SUNY by the  Division of Budget.

As long as the campus has submitted its PRODiG Proposal (and had it accepted), the campus can submit qualifying new faculty hires for funding as early as the 2020-21 academic year.

Women students of all races face persistent barriers to studying and teaching in lucrative technical and scientific disciplines. As a result, they are underrepresented within SUNY as students and as faculty candidates. For example, there is a dearth of women engineering faculty to serve as role models and mentors for young women who want to pursue engineering careers. The same is true of many health fields, but not all (e.g., nursing). Therefore, in recruiting women for STEM disciplines, PRODiG includes some health fields, including the ones designated by the CIP codes listed below.

PRODiG adopts the STEM designations listed here: https://www.ice.gov/sites/default/files/documents/Document/2014/stem-list.pdf, and the HEALTH fields designated by the following health and medical field CIP codes.

This list of CIP codes for health and medical fields, represents the following:

  • Only fields requiring an Associate’s degree, at minimum;
  • Only fields in which SUNY currently confers degrees;
  • Only fields in which SUNY campuses currently have programs with registered students;
  • Only fields in which women are generally considered underrepresented, per Bureau of Labor Statistics data;
  • No fields with CIP codes ending in “99” (i.e., general or miscellaneous codes, not attached to a particular discipline) 

51.0000 - Health Services/Allied Health/Health Sciences/General
51.0001 - Health and Wellness General
51.0401 - Dentistry
51.0501 - Dental Clinical Sciences
51.0503 - Oral Biology and Oral Maxillofacial Pathology
51.0506 - Endodontics/Endodontology
51.0507 - Oral/Maxillofacial Surgery
51.0508 - Orthodontics/Orthodontology
51.0509 - Pediatric Dentistry/Pedodontics
51.0510 - Periodontics/Periodontology
51.0511 - Prosthodontics/Prosthodontology
51.0701 - Health/Health Care Administration/Management
51.0702 - Hospital and Health Facilities
51.0718 - Long Term Care Administration/Management
51.0810 - Emergency Care Attendant (EMT Ambulance)
51.0812 - Respiratory Therapy Technician/Assistant
51.0901 - Cardiovascular Technology/Technologist
51.0902 - Electrocardiograph Technology/Technician
51.0904 - Emergency Medical Technology/Technician
51.0905 - Nuclear Medical Technology/Technician
51.0906 - Perfusion Technology/Pefusionist
51.0907 - Medical Radiologic Technology/Science-Radiation Therapist
51.0915 - Cardiopulmonary Technology/Technologist
51.1003 - Hematology Technology/Technician
51.1201 - Medicine
51.1401 - Medical Scientist
51.1509 - Genetic Counseling/Counselor
51.1701 - Optometry
51.2004 - Medicinal and Pharmaceutical Chemistry       
51.2205 - Health/Medical Physics

* In cases where the CIP code is not listed or field not included, campuses may propose a justification for PRODiG eligibility.

Remember, these designations apply only to WSTEM searches and pipelines. For URM students and faculty, URMs of all genders are eligible in any academic field.

A required element of campus PRODiG proposals is a Step Analysis of the latest year of faculty hiring. The Step Analysis helps campuses to understand where there may be impediments to diversity in their faculty search processes by asking them to supply demographic information about:

  1. the available labor pool, 
  2. the applicant pool, 
  3. the short listed candidates, 
  4. the candidate(s) given an offer, 
  5. the candidate who accepted the offer, and 
  6. the candidate’s continued employment

There are many different resources that can be used to identify the labor pool that approximates those who would be qualified for, and available to, fill faculty positions (e.g., IPEDS, SED — Survey of Earned Doctorates, MSA – metropolitan statistical analysis). And some resources may be more appropriate to campuses in one sector (e.g., community colleges that may look for teaching faculty locally) than others (e.g., university centers that frequently look nationwide, or internationally for research faculty). However, it is important that the resources campuses draw upon for their "available labor pool" data are consistent with their campus affirmative action plan. This will ensure that campus diversity data is internally consistent and based upon predetermined, legally-relevant benchmarks.