Helping faculty navigate internal and external awards
The Faculty Development and Recognition Team is here to help faculty thrive by providing support, guidance and resources for both internal and external awards. Whether you're seeking recognition with Ohio State or aiming for prestigious national or international awards, we can assist you in navigating the process and maximizing your opportunities for success.
Meet our team
Kaprea Johnson — Associate Vice Provost for Faculty Development & Recognition
- Leads faculty recognition initiatives
- Works with internal awards managed through OAA
- Provides guidance on external awards
Contact: johnson.9545@osu.edu
Travis Sheffler — Director of Faculty Honorifics
- Supports faculty in identifying, planning and preparing applications for external awards
- Works closely with faculty and department leaders to coordinate nominations and provide targeted guidance
Contact: sheffler.5@osu.edu
How we support you
We work closely with faculty, their unit award chairs and college leadership to make the awards process clear and manageable. From identifying opportunities to preparing strong applications, we aim to maximize your chances for meaningful recognition. Whether you're exploring awards for the first time or planning a prestigious national nomination, we're here to support you every step of the way.
What we do
- Identify opportunities for awards, honors, and fellowships
- Provide award strategy and advising
- Review CVs and nomination materials
- Assist with nomination processes
- Connect faculty to recognition pathways
- Develop resources and workshops
Who we work with
- New faculty
- Mid-career faculty
- Senior faculty
- Department chairs
- Unit awards chairs
- College leadership
Common Questions
- When should I start preparing for the honorifics process?
- What awards should I be pursuing?
- Is my CV ready for external recognition?
- How do I become competitive for fellowships?
- What are pathways to academy membership?
- How should I build my recognition strategy?
- Who should I talk to about awards and honors?
Services we offer
- Consultation and strategy — Personalized guidance on identifying suitable awards for individual faculty or groups, including support for leaders who want to better understand which awards align with their faculty's strengths
- Letter of Support coordination — Assistance in preparing nomination materials and Letters of Support, coordinated with your unit or college as needed
- Process coordination and management – Full support in managing the awards process from start to finish, including timelines, materials and submissions
- Workshops and resources – Access to workshops, templates and other materials designed to strengthen applications
- On-demand content – Curated guides, tips and recorded sessions located on this page to support self-paced learning
Faculty Awards FAQ
Major external award nominations
What is a major external award?
Major external awards are those at the highest level of recognition in the United States and internationally. Examples of major external awards include, but are not limited to, the following:
- Noble Prizes
- American Academy of Arts and Sciences Member
- National Academy of Science Member
- National Academy of Engineering Member
- National Academy of Medicine Member
- American Association for the Advancement of Science Fellow
- Fellow status in large professional societies
- Highly prestigious international awards
Can a faculty member at Ohio State nominate another faculty member at the university for membership into the National Academies?
No.
Who can nominate someone to any of the National Academies?
Only academy members can lead and submit a nomination. In some cases, non-members can provide supporting letters.
If you think a deserving colleague should be nominated to one of the national academies, you can contact a prospective nominator who is a member and ask if they would be willing to lead the nomination.
The Office of Academic Affairs can help with identifying potential nominators and letter writers.
How do I find Academy members at Ohio State who can provide insight into how the nomination process works?
Academy members at Ohio State are listed here and are discoverable on each of the Academy websites.
Who can nominate someone for Fellow status in a large professional society?
Typically, only members of a society can lead a nomination. Often, non-members can provide supporting letters.
To nominate a deserving colleague for Fellow status in a society in which you are not a member, you can contact a prospective nominator who is a member and ask if they would be willing to lead the nomination.
The Office of Academic Affairs can help with identifying potential nominators and letter writers.
Can a faculty member at Ohio State nominate another faculty member at the university for Fellow status in a major professional organization?
Yes.
How do I find faculty at Ohio State who are members of a professional society?
You can find a list of all Fellows within a professional society on that society’s webpage.
Who do I contact in the Office of Academic Affairs for assistance with major external awards?
Contact facultyaffairs@osu.edu.
What kind of support does the Office of Academic Affairs provide to units for major external award nominators and coordinators?
- OAA can identify which faculty may be competitive for major external awards.
- OAA can query databases to identify potential nominators and/or letter writers to support a nomination.
Who coordinates multiple nominations?
Ideally, awards committee chairs and unit leads coordinate nominations within their unit. Major award nominations can be reported to the Office of Academic Affairs to ensure that there are no conflicting nominations across the university.
Are there systems in place to track nominations for major external awards from Ohio State?
No. But please let the Office of Academic Affairs know if you are coordinating the nomination or leading the nomination of an Ohio State faculty member for a major external award so that we can best support that effort and provide resources.
Limited submission awards
What is a limited submission award?
Limited submission awards are ones where only a limited number of applications can be submitted from each university. In these cases, an Ohio State internal competition is held prior to the deadline to select the proposals for that limited submission cycle. This process is repeated each time there is a limited submission. Examples of limited submission awards are listed here.
Where are limited submission applications submitted?
Limited submission applications are submitted to the Office of Foundation Relations. Luiza Newlin-Lukowicz, executive director of foundation relations, can be contacted for additional information.
Where do I find a list of limited submission award opportunities?
A list of highly desirable limited submission opportunities is given here.
Lists of all limited submission opportunities are posted here and here.
Identifying faculty for awards
Is there a centralized university repository where faculty can deposit their CVs for consideration for award nominations?
No. CVs are archived at the unit level.
How can faculty increase their online visibility?
The unit website is the first place prospective nominators will go to seek additional information about a potential nominee.
Faculty can increase the probability of being identified as a potential nominee by including a list of their awards, listing a selection of high-impact publications on their unit’s website (under the People tab), and maintaining an updated CV on their personal website.
All faculty can edit their own People page by clicking the “LOGIN” button in the bottom right corner of their page. See this tutorial for additional details on how to edit your People page.
How do we identify potential award nominees in our unit?
This is highly discipline-specific and should be part of the unit-level mentorship plan for every faculty member at every stage of their career.
An awards pathway that includes early, mid-, and late-career award targets can help ensure the successful recognition of faculty.
Faculty already holding awards can play a key role in nominating and supporting their colleagues for the same awards.
What about regional campus faculty?
Regional campus faculty who are members of TIUs on the Columbus campus should be nominated for awards by their TIU.
Regional campus-associated faculty should be nominated for awards by their regional campus dean.
Requesting a Letter of Recognition for Faculty Awards
Ohio State celebrates the achievements of its faculty through various recognition channels, including personal letters from university leadership. To request a congratulatory letter from the provost or the senior vice provost for faculty, please follow the guidance below.
Who can request a letter?
- Deans, department chairs, unit awards chairs or faculty colleagues may initiate a request.
- Self-nominations are also welcome for significant awards.
Which awards qualify?
- Recognition letters are typically issued for:
- Top-tier national/international honors
- Discipline-based national/international recognitions
- Major university-level honors
- Recognition for regional/statewide awards is generally handled at the college level.
How to request a letter:
- Email your request to oaa-comms@osu.edu with the following details:
- Faculty member’s name and title
- Award name and awarding organization
- Date of award notification
- Brief description of the award’s significance
- Any relevant links or press coverage
What happens next?
- The Office of Academic Affairs (OAA) will review the request and coordinate with OAA Marketing and Communications.
- If approved, a letter will be drafted and signed by the appropriate university leader.
- Recognition may also be shared via:
- On Campus Today
- College/department news channels
- Faculty Affairs website
- Ohio State News
Faculty Awards Additional Support Resources
A Quick Eligibility & Readiness Guide for External Faculty Awards
External awards vary widely in purpose, criteria, and competitiveness. Many unsuccessful nominations fail not because the faculty member’s work lacks quality, but because the award was not the right fit or the timing was off.
This short guide is designed to help you assess:
- whether an award aligns with your profile,
- whether you are likely competitive now, and
- when it may make sense to wait – and what to do instead.
How to Decide if an Award Is the Right Fit
Are You Eligible?
Before thinking about readiness, confirm basic eligibility. Common eligibility issues include:
- Career stage requirements (e.g., years since terminal degree, rank, “early career” or “senior” definitions)
- Citizenship or residency requirements (common for U.S. national awards and some academies)
- Disciplinary or topical fit
- Some awards are narrower than they appear and strongly favor certain subfields or methods.
- Prior awards or honors
- Some awards exclude prior recipients of specific fellowships or honors.
- Membership or service requirements
- Some honors require sustained membership or prior involvement in a professional society before nomination. For example, the American Association for the Advancement of Science (AAAS) Fellows Program requires nominees to have been AAAS members for a minimum period of time prior to nomination.
Tip: Eligibility issues are often procedural, not evaluative. However, they can quietly disqualify otherwise strong candidates. Make sure you are aware of eligibility requirements well ahead of deadlines.
If eligibility is unclear, this is often the right moment to consult your unit awards chair or the Faculty Recognition Team in the Office of Faculty Affairs.
What Committees Mean by “Competitive”
Committees rarely ask, “Is this person excellent?” Instead, they ask, “Is this person excellent for this award, at this point in their career?”
Signs you may be competitive now:
- Your work is already being cited, adopted, performed, or used beyond your institution
- You are invited to speak, review, or advise because of your expertise
- Others in your field reference your work without prompting
- Your impact can be summarized clearly and succinctly by someone else
Signs you may need more runway:
- Your strongest work is very recent and has not yet circulated
- Your reputation is primarily local or institutional
- Your contributions are substantial but not yet widely recognized
- You are still clarifying how your work fits into a larger field narrative Needing runway is not a weakness; it often reflects good timing discipline.
How Reviewers Think About “Impact” at Different Stages
Impact is contextual, not absolute.
- Early-career awards often emphasize:
- originality and promise
- clear direction and momentum
- early evidence that others are paying attention
- Mid-career awards often emphasize:
- sustained contributions
- leadership or influence within a field
- evidence that your work has shaped thinking or practice
- Senior or academy-level awards often emphasize:
- long-term, field defining impact
- national or international reputation
- influence that extends beyond a single contribution
- originality and promise
A common misstep is aiming for an award that evaluates cumulative influence when your record is still in a growth phase. Importantly, many discipline specific and early career awards are designed to recognize promise, originality, and emerging influence, not fully established national reputations.
When It May Be Better Not to Apply (Yet)
It may be wise to pause, and prepare, if one or more of the following are true:
- The award’s criteria do not align well with your strongest contributions. Even excellent work can underperform if it does not match what the award is designed to recognize.
- You would struggle to identify independent external referees. Strong nominations typically rely on letters from respected scholars outside your institution who know your work well without having collaborated closely with you. If most potential referees are current or former collaborators, this may signal that your work has not yet circulated widely enough on its own.
- Your impact story depends heavily on listing accomplishments rather than explaining significance. If it is still difficult to articulate why your work matters to the field, beyond what you have produced, additional time may strengthen the case.
- You are eligible but would be among the least experienced candidates. Committees often compare nominees implicitly. Being eligible does not always mean being competitive at this moment.
In these situations, the most strategic move is often to build visibility and independence, rather than push forward prematurely.
What Committees Are Looking for Instead
When reviewers read nomination letters, they are often asking:
- Is this person’s work widely known by people who are not coauthors or collaborators?
- Would leaders in the field recognize this name without being prompted?
- Does the record show influence that extends beyond a close professional network?
Needing more time to reach this stage is common, and planning for it is a sign of good judgment, not hesitation.
What to Do Instead
If the answer is “not yet,” productive next steps might include:
- Targeting near-term or disciplinary awards that build visibility
- Strengthening national presence through talks, panels, or leadership roles
- Clarifying your impact narrative so others can articulate it easily
- Tracking outcomes, influence, and use of your work over time
These steps frequently make future nominations both stronger and less stressful. Still, if you did move forward with a nomination and do not receive the award or honor, it does not mean you should not try again. Many external awards and honors are competitive by design, and it is common for strong candidates to be nominated multiple times before being selected. In fact, committees often look favorably on nominees whose records show continued growth, increased visibility, or expanded leadership since a prior nomination. An unsuccessful nomination can be a useful data point, helping you and your nominators identify where additional runway, visibility, or alignment may strengthen a future attempt.
Readiness & Fit Checklist (Self-Assessment)
Use this checklist to quickly assess whether an award is likely a good fit right now.
- Basic Fit & Eligibility
- I meet all stated eligibility requirements
- The award clearly aligns with my discipline and type of contribution
- The award’s purpose matches what I am best known for
- Visibility & Reputation
- My work is known beyond Ohio State
- I am invited to speak, review, or contribute because of my expertise
- Others can summarize my contributions accurately
- Impact Narrative
- I can explain why my work matters in plain language
- My impact goes beyond outputs to influence practice, policy, thinking, or creative direction
- My strongest contributions are easy to point to
- External Validation
- I can identify respected external scholars who could speak to my impact
- These individuals are familiar with my work but not close collaborators
- Their standing aligns with the level of the award
- Timing & Trajectory
- My record shows momentum, not just potential
- This award fits my current career stage
- Being nominated now would strengthen – not stall – my longer-term pathway
Interpreting Your Responses
This checklist is meant to be used in context. Different awards place different weight on these indicators.
All awards:
- Eligibility and disciplinary fit must be met.
- Alignment with the award’s purpose matters more than the total number of boxes checked.
Early-career and some discipline specific awards:
- Strong alignment, promise, and a clear impact narrative may matter more than broad visibility.
- You do not need to be nationally well known yet to be competitive.
- Some unchecked boxes, especially around national presence, may be entirely appropriate.
Mid-career and prestigious awards:
- Committees typically expect broader visibility, leadership, and independent external validation.
- More boxes checked, particularly in visibility and referee networks, becomes increasingly important.
How to read your results:
- Strong alignment + fewer checks: Likely appropriate for early-career or disciplinary awards
- Mixed results: You may be close; targeted preparation could strengthen competitiveness
- Many unchecked boxes for a major award: Consider focusing on visibility, independence, or timing before pursuing that award
There is no universal threshold. The key question is not “How many boxes did I check?” but
“Do my strengths match what this award is designed to recognize right now?”
Support at Ohio State
You do not need to navigate this alone.
- Ohio State’s Faculty Recognition Team: Coordinates many prestigious and highly prestigious award nominations, and helps to assess readiness, identify appropriate awards, and support nomination strategy and materials.
- Unit Awards Chairs: Often coordinates regional and discipline-specific award nominations, and provides discipline specific guidance and insight into timing and fit.
- Department Chairs and Deans: Can advocate, advise, and help identify nominators and referees.
Early conversations often prevent misfires and lead to stronger outcomes.
Building an Effective Faculty Awards Committee: A Guide for Colleges and Academic Units
WHY ESTABLISH A FACULTY AWARDS COMMITTEE?
Faculty awards committees play a critical role in identifying, supporting, and recognizing outstanding faculty through internal, external, and national awards programs. Effective committees help ensure:
- Broad awareness of award opportunities
- Consistent nomination practices
- Strategic identification of high-potential nominees
- Equitable consideration across disciplines and career stages
- Stronger preparation of competitive nomination materials
- A culture of faculty recognition and excellence
At the college level, leadership is often provided by an Associate Dean for Faculty Affairs or Associate Dean for Research, working closely with department leaders and unit awards chairs.
WORKING WITH THE FACULTY RECOGNITION TEAM
The Office of Faculty Affairs' Faculty Recognition Team serves as a university-level resource for faculty recognition efforts.
The Faculty Recognition Team provides guidance and support for:
- Prestigious and Highly Prestigious honors identified by the National Research Council (NRC)
- Major national and international awards and honors
- Strategic pipeline awards that may position faculty for future prestigious recognitions
- Nomination strategy and candidate identification
- Coordination of institutional nominations
- Review and consultation on nomination materials
- Connections to university leadership and institutional resources
College awards committees are not expected to manage these efforts independently. Rather, committees help identify promising faculty and work in partnership with the Faculty Recognition Team to advance competitive nominations.
For regional, discipline-specific, and other college-prioritized awards, colleges and departments may choose to manage nominations locally based on available expertise and resources.
RECOMMENDED COMMITTEE STRUCTURE
- Committee Size: A committee of 6-12 members is often most effective.
Consider including:
- Associate Dean (chair or convener)
- Faculty with experience receiving awards/fellowships
- Faculty from diverse departments and disciplines
- Representatives across career stages where appropriate
- Staff support person (non-voting) to coordinate logistics
- Terms of Service: 2-3 year terms Consider:
- Staggered terms
- Rotating membership
- Annual review of committee composition
This promotes continuity while introducing fresh perspectives and ideas.
CORE RESPONSIBILITIES
An effective awards committee should:
Identify and Cultivate Faculty Recognition Opportunities
Committee members help:
- Maintain awareness of faculty accomplishments and emerging leaders
- Surface achievements that may not otherwise receive attention
- Develop a pipeline of future nominees
- Encourage departments to nominate strong candidates
- Create a culture in which faculty recognition is viewed as a shared responsibility
Review Award Opportunities
- Maintain awareness of key disciplinary, regional, and national awards relevant to the college's faculty strengths
- Identify faculty who may be competitive for significant recognition opportunities
- Consult with the Faculty Recognition Team regarding prestigious and highly prestigious awards
Prioritize Strategic Nominations
When resources are limited, identify:
- Awards aligned with faculty strengths and accomplishments
- Strategic pipeline opportunities that position faculty for future recognition
- High-prestige opportunities where faculty are particularly competitive
Support Nomination Development
Depending on the award and available resources, committees may:
- Assist with identifying letter writers
- Provide disciplinary context and expertise
- Provide feedback on nomination materials when appropriate
- Connect nominees with successful past recipients
- Engage the Faculty Recognition Team early when faculty may be competitive for prestigious, highly prestigious, or major national and international honors
Promote a Culture of Recognition
- Encourage annual award planning
- Share success stories
- Increase awareness of available opportunities
- Encourage faculty to view recognition as a long-term professional development pathway
SUGGESTED ANNUAL WORKFLOW
Summer/Early Autumn
- Review annual awards calendar
- Update committee membership
- Identify strategic nomination opportunities
Winter
- Work with nominees and departments on selected opportunities
- Coordinate with the Faculty Recognition Team on prestigious and major external awards
- Identify institutional support needs and potential letter writers
Autumn
- Solicit nominations from departments
- Review candidate pools
- Assign committee members as nomination champions
Spring
- Submit nominations
- Evaluate outcomes
- Recognize award recipients and nominees
- Review committee effectiveness
BEST PRACTICES FROM SUCCESSFUL AWARDS PROGRAMS
Be Proactive Rather than Reactive
Strong committees identify candidates well before nomination deadlines rather than waiting for self-nominations or last-minute requests.
Build Faculty Pipelines
Many honors follow a progression from early-career awards to major national and international recognition. A long-term strategy often yields stronger outcomes than focusing only on immediate opportunities.
Use Departmental Input
Department chairs and unit awards chairs often know faculty accomplishments best and can help identify notable achievements, emerging leaders, and faculty ready for major nominations.
Consider Designating Recognition Liaisons
Some colleges have found success by assigning committee members to help identify prospective nominees, share information about award opportunities, and coordinate with department leaders and the Faculty Recognition Team as appropriate.
Leverage Complementary Expertise
College committees provide disciplinary expertise and knowledge of faculty accomplishments, while the Faculty Recognition Team provides guidance on prestigious awards, nomination strategy, and university-level coordination.
Track Nominations and Outcomes
Maintain records of awards pursued, nominees submitted, outcomes, and future opportunities to help identify strengths, gaps, and recurring opportunities.
Celebrate Successes
Recognition efforts should extend beyond award recipients by highlighting nominees, finalists, newly elected fellows, and other faculty receiving significant honors.
WORKING TOGETHER TO SUPPORT FACULTY RECOGNITION
College Awards Committee
- Identify strong faculty candidates
- Solicit departmental input
- Recommend award opportunities
- Promote recognition culture and provide feedback on nomination materials when appropriate
- Support regional and disciplinary awards
- Maintain awareness of faculty accomplishments
Faculty Recognition Team
- Consult on prestigious and highly prestigious honors
- Coordinate institutional nominations
- Provide nomination strategy guidance
- Review nomination materials
- Support major national and international awards
- Assist with pipeline development and long-term recognition planning
CONNECTING TO SUPPORT AND RESOURCES
An awards committee provides a dedicated point person or team that can connect with university-level recognition resources. Through participation in the semester Unit Awards Chairs meetings and the monthly Faculty Recognition Bulletin, colleges can stay informed about award opportunities, nomination strategies, deadlines, and available Faculty
Recognition Team support.
QUESTIONS FOR COLLEGES ESTABLISHING A NEW COMMITTEE
- Who will convene and staff the committee?
- How will nominees be identified?
- Which awards are institutional priorities?
- How will departments participate?
- What resources are available for nomination development?
- How will nominations and outcomes be tracked?
- How will success be measured annually?
Tips for Building Your Recognition Strategy: A Faculty Roadmap
Early Career
- Build scholarly visibility
- Join key professional societies
- Seek early-career awards
Mid-Career
- Pursue national society fellowships
- Serve in leadership roles
- Build external networks
Established Faculty
- Major disciplinary awards
- Academy pathways
- International honors
Pinnacle Recognition
- National Academies
- American Academy of Arts & Sciences
- Major international prizes
5 Things Every Faculty Member Should Do
- Keep your CV updated
- Maintain professional society memberships
- Track major accomplishments
- Build your external reputation
- Start award planning earlier than you think
CVs for External Awards vs. CVs for Promotion: How Purpose Shapes Structure, Emphasis, and Content
Faculty CVs serve different audiences and goals. A CV that works well for promotion and tenure is not always effective for external awards – and vice versa.
This guide explains how award CVs differ, what to foreground or de-emphasize, and how to tune your CV so it supports a competitive nomination.
How Award CVs Differ in Purpose and Emphasis The Core Difference:
- Promotion CVs document everything you have done to demonstrate completeness, productivity, and alignment with institutional expectations.
- Award CVs are advocacy documents. They help reviewers quickly see why your work matters, where it has had influence, and how you stand out relative to peers.
Award committees typically:
- read quickly
- compare nominees across institutions
- and rely on the CV to reinforce the story told in nomination letters.
Comparison: Promotion CV vs. Award CV
Primary purpose
- Promotion & Tenure CV - Comprehensive record for evaluation
- External Award CV - Strategic snapshot for comparison and advocacy
Audience
- Promotion & Tenure CV - Internal reviewers, committees, administrators
- External Award CV - External scholars, award committees
Length
- Promotion & Tenure CV - Often long and exhaustive
- External Award CV - Typically shorter and more selective
Organization
- Promotion & Tenure CV - Standardized, policy-driven
- External Award CV - Flexible, tailored to award criteria
Emphasis
- Promotion & Tenure CV - Completeness and compliance
- External Award CV - Influence, leadership, and impact
Publications / outputs
- Promotion & Tenure CV - Full list, often chronological
- External Award CV - Selected or highlighted works, sometimes annotated
Service
- Promotion & Tenure CV - Inclusive of departmental and institutional service
- External Award CV - Focus on leadership and field-shaping roles
Teaching
- Promotion & Tenure CV - Detailed courses and evaluations
- External Award CV - Included selectively, if relevant to the award
Metrics
- Promotion & Tenure CV - Often minimal or absent
- External Award CV - Used selectively to reinforce impact
Overall tone
- Promotion & Tenure CV - Neutral documentation
- External Award CV - Curated, intentional, comparative
Structural Basics (Still Essential for Both)
Regardless of purpose, all CVs should meet basic expectations. Common expectations include:
- Reverse chronological order within sections (most recent first)
- Clear section headers (EDUCATION, APPOINTMENTS, PUBLICATIONS, etc.)
- Consistent formatting and spacing
- Complete citations for publications and creative works
- Clear identification of invited vs. contributed items
Fixing these basics alone can significantly strengthen how a CV is received.
What to Foreground in Award CVs
Award CVs should draw attention to elements that signal recognition, leadership, and influence, such as:
- Invited and named talks (keynotes, plenaries, distinguished lectures)
- Leadership roles in professional societies, journals, or initiatives
- Field-level service (editorial boards, program committees, expert panels)
- High-impact publications or creative works
- Evidence of influence (citations, adoption, performances, policy use)
- Prior honors and recognitions, especially external ones
These items help committees see that your work is already valued by others in the field.
What to De-Emphasize or Cut
In award CVs, some content may be shortened, grouped, or omitted entirely:
- Routine departmental or internal service
- Full teaching histories (unless teaching or mentoring is central to the award)
- Exhaustive publication lists when a selected list is permitted
- Items that do not align with the award’s criteria
This is not about hiding work—it is about focus and relevance.
Promotion CV vs. Award CV
The following examples show how the same record can be presented differently depending on purpose. The content is fictional but representative.
Example 1: Publications / Creative Works
Version A: Promotion & Tenure CV
Publications
Buckeye, B. (2025). Energy systems modeling under climate constraints. Journal of Energy Research, 42(3), 211–238.
Buckeye, B., & Lee, R. (2024). Grid resilience and adaptive infrastructure. Energy Policy Review, 18(2), 95–117.
Buckeye, B. (2023). Distributed energy systems and communityimpact. Sustainable Futures Press.
Buckeye, B., Patel, N., & Gomez, L. (2022). Renewable integration strategies. Journal of Applied Energy, 39(4), 401–423.
[additional publications listed in full]
Why this works for promotion:
- Complete and comprehensive
- All outputs documented
- Neutral tone, no interpretation
- Meets internal review expectations
Version B: External Award CV
Selected Publications And Scholarly Contributions
Buckeye, B. (2025). Energy systems modeling under climate constraints. Journal of Energy Research, 42(3), 211–238.
- Recognized for advancing scalable modeling frameworks used by policy analysts.
Buckeye, B., & Lee, R. (2024). Grid resilience and adaptive infrastructure. Energy Policy Review, 18(2), 95–117.
- Widely adopted in graduate curricula; cited in regional energy planning initiatives.
Buckeye, B. (2023). Distributed energy systems and communityimpact. Sustainable Futures Press.
Why this works for awards:
- Selective rather than exhaustive
- Highlights influence, not just output
- Guides reviewers toward significance
- Reinforces nomination letters without repeating them
Example 2: Talks and Presentations
Version A: Promotion & Tenure CV
Presentations
“Energy Systems Modeling,” Ohio State University, 2025 “Renewable Energy Integration,” Midwest Energy Conference, 2024
“Community Energy Systems,” Department of Engineering Seminar, 2023 [additional presentations]
Version B: External Award CV
Invited And Featured Talks
Invited Speaker, “Renewable Energy Integration,” Midwest Energy Conference, 2024 Invited Seminar, Department of Engineering, University of Michigan, 2023
Annotation: What Changed—and Why
- Internal or routine talks were removed
- Invited status is clearly labeled
- External visibility is foregrounded
- Fewer entries, clearer signal
Example 3: Service and Leadership
Version A: Promotion & Tenure CV
Service
Graduate Admissions Committee, 2022–2024 Undergraduate Curriculum Committee, 2021–2023 Reviewer, Journal of Applied Energy
Session Chair, Midwest Energy Conference, 2023
Version B: External Award CV
Professional and Leadership Service
Editorial Board Member, Journal of Applied Energy
Session Chair, Midwest Energy Conference, 2023
Annotation
- Departmental service removed (not relevant for most awards)
- Leadership and field-facing roles retained
- Emphasis on shaping the discipline, not supporting the unit
Key Takeaways
An award CV is not a shorter promotion CV. It is a curated document designed to help reviewers quickly see:
- what you are known for,
- how others engage with your work,
- and why your contributions stand out.
Different disciplines signal impact in different ways. For example:
- STEM fields may emphasize grants, citations, patents, and invited talks
- Humanities may emphasize books, fellowships, prizes, and invited lectures
- Creative fields may emphasize performances, exhibitions, commissions, and reviews
- Clinical or applied fields may emphasize guidelines, implementation, translation, or professional leadership
An effective award CV reflects how excellence is recognized in your field, not a one-size-fits-all template.
Early-Career Faculty: What “Award-Ready” Really Means
If you are early in your career, an award CV does not need to show:
- national fame
- a long list of invited talks
- or extensive leadership roles
What it does need to show is trajectory.
- Focus on:
- A clear core area of scholarship or creative work
- Your strongest outputs, even if the list is short
Early signs that others are engaging with your work (citations, reviews, invited panels, workshops, or collaborations)
Practical tips:
- Keep sections clean, consistent, and in reverse chronological order
- Label invited vs. contributed activities clearly
- Remove placeholders or outdated material
Sample Award CV Tuning Checklist
Use the following checklist when adapting a CV for an external award:
☐ The CV is organized clearly and in reverse chronological order
☐ Content aligns directly with the award’s criteria
☐ Key contributions are easy to identify quickly
☐ Invited, leadership, and externally validated activities are highlighted
☐ Less relevant material is shortened or removed
☐ Formatting is consistent and readable
☐ The CV reinforces (not repeats) the nomination narrative
If you are unsure whether your CV is doing this work effectively, it may benefit from a strategic
Support at Ohio State
The Faculty Recognition Team regularly reviews and advises on CVs for external awards. We can help:
- identify what to foreground for a specific award,
- suggest structural adjustments,
- and ensure alignment between your CV and nomination materials.
Early review often leads to clearer, stronger nominations.
On-demand virtual workshops
Video
Faculty Honorifics & Planning for Recognition
Strategic pathways to external recognition and career advancement
Increasing Faculty Academic Impact and Recognition Through Awards
Increasing academic impact and recognition through awards involves three components: identifying awards you are eligible for, getting nominated for awards, and increasing your online profile impact.
Academic Branding and Impact
This presentation introduces key concepts in academic branding and guides faculty in defining, refining, and communicating their professional identity. It offers strategies for articulating a clear value proposition, enhancing visibility, and crafting compelling impact statements for use in award nominations, promotions, and other forms of professional recognition.
Example of awards pathway in Arts and Humanities (PDF)
Example of awards pathway in STEM (PDF)