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PROCESS AND TIMELINES:

Summer 2025: Research groups will be invited to submit proposals for the QNS awards using criteria outlined below. Groups should gain support from appropriate faculties and academic departments where appropriate. If desired, faculties may employ a vetting process to help streamline applications.

September 2025: An interdisciplinary panel of research leaders will be assembled to select the three proposals that will move forward. The Vice Provost, Academic Affairs will chair the committee and a representative from the VPR office as well as members nominated by the faculties will be included on the committee.

September 2025-February 2026: Recruitment and Selection Process. Note that this will be an expedited process with a recruitment committee that represents the nominating research group as well as members from candidate academic Departments. It will follow the interdisciplinary recruitment process outlined in the collective agreement with QUFA.  A short list of applicants will be pre-approved by the QNS Selection Committee chaired by the Vice Provost, Academic Affairs. Recruitment packages will be assembled via a collaboration between the VPR office, the Office of the Provost, the host Departments/Faculties, and the nominating research groups. The process for recruitment (including faculty and provost level pre-approvals, and a robust commitment to employment equity) will occur as normal.

July 2026: Appointments begin

The QNS will aim to bolster our impact in the areas of research and scholarship, and will be filled with established Associate Professor or Professor scholars who will provide research leadership. Candidates holding an existing tenured/tenure-track or continuing adjunct appointment at Queen's will not be considered.

WHAT SHOULD BE INCLUDED IN AN PROPOSAL?

People: Who are the other researchers at Queen’s who complement the proposed QNS research area? What kind of research profile do these people have? Are they members of one of Queen’s Research Centers or Institutes? Are they networked nationally and internationally? What other evidence demonstrates strong research metrics for the research group? Are the training environments of potential collaborators actively providing rich training opportunities?

Partnerships: What kind of partnerships would the proposed QNS bring to Queen’s? How would a QNS in the proposed area enhance existing partnerships, strengthening Queen’s local, national and global impact (non-profit, business, government, other university)?

Platforms: What kind of research platforms will the proposed QNS require? Do we already have up-to-date facilities and research infrastructure available for them? Have they and/or the research group had past success with CFI grants?

Prizes and Awards: What kind of prizes and awards has Queen’s received in this research area (e.g. Royal Society Members, Orders of Ontario, Canada, Tri-Agency Impact Awards, Other relevant subject-field accolades and acknowledgements)?

Alignment with Institutional Priorities: The QNS recruitment area must advance a university-wide research priority and fill a current institutional gap that would allow a research area to progress to the next level. Using this opportunity to meet the interdisciplinary goals of the Strategic Research Plan would be viewed favorably. Faculty level priorities should also be considered.

Resource Considerations: The Institution must demonstrate that it will provide QNSs with the support they need to ensure the success of their work, such as protected time for research (e.g., release from certain teaching or administrative duties), mentoring (if applicable), additional funds, access to CFI JELFs, office space, administrative support, and hiring of other faculty members.

Potential Candidate Pool: Is the research area likely to draw a diverse pool of candidates for recruitment? Are potential candidates identified? The proposed research area should be open enough to draw on a diverse pool of candidates, including candidates from equity-deserving groups. Proposals may also include a recruitment plan that demonstrates a commitment to employment equity.

Alignment with Research Excellence: The research area must have the potential to attract nominees of the highest caliber. They should be rising or established stars with notable international visibility.

FORMAT OF THE APPLICATIONS:

• The proposals should be three pages (maximum); 12 pt Times New Roman, 1inch margins.
• The proposals should be accompanied by a letter of support from the host faculty(s) outlining strategic alignment and available resources (e.g. teaching relief, startup funds, space).
• If potential candidates have been identified, CVs should be appended to the application.
• Include a draft advertisement for the position, using the

The proposals selected to move to the second stage will follow the typical faculty recruitment process. 

Advertise and recruit candidates

Application packages should include: 

• a cover letter; 
• a current curriculum vitae (including a comprehensive list of publications, awards and grants received); 
• a summary of the proposed research program, including a description of how equity, diversity and inclusion has been incorporated into the research design and research team;
• statement of teaching interests and experience, including a summary of HQP supervision and mentorship, and a statement on commitment to the facilitation and promotion of Indigenization, equity, diversity, and inclusion, anti-racism and accessibility in the student and trainee environment;
• contact information for three people who could provide references upon request;
• any other materials which may be useful to the Appointment Committee and QNS Selection Committee in evaluating the nominee.

Shortlisting

The QNS Selection Committee will review the shortlist for each search, to ensure that the pool of candidates meets the appropriate criteria and is sufficiently diverse.

Pre-Approval

Following candidate interviews, the recruitment will be subject to all regular approval processes, including Provost pre-approval prior to negotiations. Please note that only those candidates of exceptional merit will be recommended for QNS appointment; selection at the proposal stage and approval of the shortlist does not guarantee approval to hire the candidate as a QNS.

At the pre-approval stage, the units should provide: 

• A report from the Department’s appointment committee and the relevant Head(s) and/or Dean(s), outlining the strengths and weaknesses of the candidate, and the alignment between the candidate’s proposed research program and the area of focus of the proposal.
• Departments are asked to explain how they plan to assist and support the candidate in developing their scholarly and research careers in terms of mentoring, teaching release, and research support.
• Evidence that the recruitment process demonstrated a robust commitment to employment equity, including efforts made to attract a diverse pool of candidates and to mitigate unconscious bias in the selection process. 

Offer of Appointment

Full appointment packages should follow the regular process for obtaining an offer of employment letter, and should be sent to vpaa@queensu.ca.  
 

If a search is unsuccessful in its first round of recruitment, the Provost may grant permission to re-advertise the position in the next academic cycle. Unless there are exceptional circumstances, following a second failed search, the position will be relinquished.