Primary Purpose:
The Associate Dean for Faculty Affairs and Professional Advancement serves as a senior academic leader responsible for the strategic oversight and advancement of faculty across the Dr. Kiran C. Patel College of Allopathic Medicine. This role provides vision, leadership, and operational direction for faculty lifecycle stages, including recruitment, onboarding, development, advancement, engagement, and well-being.
The Associate Dean partners closely with senior leaders, department chairs and institutional leadership to develop and implement systems that promote faculty excellence, equity, well-being, and productivity across the missions of education, research, clinical care, and service. The role ensures alignment of faculty affairs policies and practices with institutional priorities, accreditation standards, and best practices in academic medicine.
Through data-informed decision-making and collaborative leadership, the Associate Dean fosters a culture of continuous professional growth, accountability, and recognition, while strengthening faculty satisfaction, retention, and leadership development to support the long-term success of the College.
Job Category: Exempt
Hiring Range: Commensurate with experience
Pay Basis: Annually
Subject to Grant Funding? No
Essential Job Functions:
Recruitment, Appointment, Enculturation, and Assimilation
1. Collaborates with institutional and departmental leadership to support recruitment, orientation, onboarding, and assimilation activities that inculcate NSU MD's values, mission, shared vision, and responsibilities among new faculty.
2. Ensures and monitors, in partnership with department chairs, that new faculty have mentors and connections with potential collaborators in the academic community and are receiving support and feedback.
3. Collaborates to help new and current faculty formulate and monitor career plans that will engage and support them in shared and prioritized individual and institutional goals.
Engagement, Academic Advancement, and Promotion
1. Collaborates with and support the Merit and Promotions Committee in maintaining transparent, equitable processes for advancement in academic rank.
2. Provides guidance, tools, and feedback mechanisms to assist faculty and mentors in navigating pathways to promotion and assessing progress.
3. Facilitates development and maintenance of networks and resources that connect faculty with collaborators and scholarly opportunities across the University.
Effort, Compensation, and Productivity
1. Develops internal guidelines and processes to align and monitor faculty time and effort with mission-based priorities, in coordination with institutional policies and budgeting structures.
2. Collaborates with institutional leadership and central compensation units to inform the development and refinement of faculty compensation models that are equitable, transparent, and aligned with mission-based performance.
3. Provides data, benchmarking, and performance analyses to support decision-making and advocate for models that promote faculty well-being, productivity, engagement, and retention.
Faculty Governance
1. Coordinates and facilitates faculty participation in governance activities and committee assignments in NSUMD.
2. Collaborates with the Dean, Department Chairs, Faculty Council and other leaders to identify high potential faculty who will benefit from experiences in governance.
3. Solicits and synthesizes faculty input on institutional and College of Allopathic Medicine policies and partner with leadership to inform policy review and updates in response to faculty needs.
Faculty Development
1. Provides strategic leadership and coordination for a comprehensive faculty development program that enhances the skills and competencies faculty need to be effective in their roles (clinician, educator, investigator, administrator). Conducts periodic needs assessments and continuously refine offerings to meet institutional priorities.
2. In collaboration with the Executive Associate Dean for Academic and Student Affairs and academic leadership, ensures that faculty development programs related to teaching, assessment, curriculum delivery, and the learning environment are aligned with the goals, standards, and continuous quality improvement processes of the medical education program.
3. Oversees a Faculty Affairs website and coordinates comprehensive development programs that enhance the skills and competencies faculty need to be effective in their chosen roles (clinician, educator, investigator, administrator). Conducts periodic needs assessment of faculty and revise and update faculty development offerings to meet NSUMD's needs.
4. Develops metrics to evaluate the effectiveness of faculty in their chosen roles and provide feedback that can guide development efforts of individual faculty. Accumulates data that can be used for career counseling, academic promotion, recognition, and rewards.
5. Develops a recognition and reward program and communication channels that disseminate and celebrate the innovations, creativity, recognitions and rewards of faculty. Identify faculty for development funding initiatives and named professorships.
6. Establishes and monitor metrics to evaluate the effectiveness and return on investment of academic skill enhancement efforts and professional development programs for faculty.
Faculty Well-being
1. Enhances faculty wellbeing through initiatives that provide meaningful support to faculty throughout their careers (early, mid, and late career, and transitions).
2. Collaborates to implement and coordinate a comprehensive support program for faculty, staff, resident, and student well-being that fosters work-life balance. Develops online resources, email newsletters, speakers, workshops and regular events that demonstrate NSUMD's commitment and appreciation to all individuals who contribute to the missions.
Faculty Career Management
1. Implements a responsive administrative structure for career management that provides meaningful support to faculty with an understanding of common and often predictable experiences faculty encounter throughout the life cycle stages of their careers (early, mid, late, transitions, retirement). The structure will anticipate needs, utilize support resources efficiently, prevent common problems, enhance faculty well-being, and help faculty achieve and sustain optimal wellness and productivity, and realize professional fulfillment.
2. Collaborates with Department Chairs to ensure effective career counseling, guidance on faculty performance reviews and remediation plans, and appropriate adjustment of support to enable faculty to reach their full potential and optimize contributions.
3. Accumulates and track faculty satisfaction, productivity, and advancement data.
4. Shares data, best practices and policies to optimize faculty career management, capture operational efficiencies, and develop outcome metrics including career satisfaction, advancement in academic rank, and return on invested resources.
5. Collaborates to oversee sabbaticals, leave of absences, and retirement process planning.
Leadership Development, Leadership Succession Planning
1. Develops and implements a leadership development program with a core curriculum that enables faculty to acquire the knowledge, skills, and competencies for leadership roles.
2. Collaborates to identify, select and support faculty who have leadership potential and would benefit themselves and the university by participating in formative internal positions (governance, committees, directors), and external leadership development experiences (IAMSE, AAMC, ACGME, ACCME, NBME, Harvard Macy Institute, ELAM, IHI, and others).
3. Establishes a leadership succession planning program that identifies, develops and grooms high potential internal candidates for future institutional leadership roles.
Job Requirements:
Required Knowledge, Skills, & Abilities: Knowledge:
1. Knowledge of academic medicine and/or health professions education, including faculty roles, career pathways, and institutional structures.
2. Knowledge of principles of faculty development, adult learning, and performance improvement.
3. Knowledge of accreditation standards and continuous quality improvement processes (e.g., LCME or comparable frameworks).
4. Knowledge of organizational leadership, strategic planning, and change management in complex academic environments.
Skills:
1. Strong interpersonal and communication skills, with the ability to engage effectively with faculty, leadership, and institutional partners.
2. Strategic thinking and systems-level problem solving.
3. Skill in facilitating collaboration across departments and disciplines.
4. Ability to analyze data and use metrics to inform decision-making and program development and improvement.
5. Skill in designing, implementing, and evaluating programs or initiatives (e.g., faculty development, leadership development, or academic programs).
Abilities:
1. Ability to lead and influence without direct authority, working effectively within a matrixed organizational structure.
2. Ability to align diverse stakeholders around shared goals and institutional priorities.
3. Ability to manage multiple priorities and drive longitudinal initiatives.
4. Ability to translate institutional goals and accreditation requirements into operational strategies.
5. Ability to foster an inclusive, supportive, and high-performing academic environment.
Required Certifications/Licensures:
Required Education: Terminal Degree (M.D., D.O., Ph.D., or equivalent)
Major (if required: Medicine, health sciences, education, public health, or a related field relevant to academic medicine or health professions education.
Required Experience: 1. Terminal degree (M.D., D.O., Ph.D., or equivalent) from an accredited institution.
2. Academic accomplishments consistent with an appointment at the rank of Professor.
3. Demonstrated record of scholarly achievement appropriate for rank, including peer-reviewed publications, presentations, and/or educational scholarship.
4. Evidence of progressive leadership experience in academic medicine or health professions education.
5. Demonstrated excellence in teaching, mentoring, and/or faculty or learner development.
6. Established record of service contributions to institutional governance and/or national professional organizations.
Preferred Qualifications:
1. Significant experience (6gt;=8 years) in academic medicine or health professions education, including progressive leadership responsibilities.
2. Demonstrated experience in an academic leadership or decanal role in faculty affairs, faculty development, academic advancement processes, or closely related areas such as student affairs, curriculum leadership, accreditation, or academic program administration, with evidence of transferable skills applicable to faculty lifecycle management.
3. Ability to design, implement, and evaluate education programs, including needs assessment, outcomes measurement, and continuous improvement.
4. Experience working within or leading accreditation processes (e.g., LCME or comparable), including development of policies, documentation, and continuous quality improvement structures.
5. Experience in organizational leadership, including strategic planning, program development, and change management within complex academic environments.
6. Demonstrated ability to work collaboratively with senior leadership, faculty, and administrative units to drive institutional initiatives.
7. Experience using data and metrics to inform decision-making related to faculty performance, engagement, and advancement.
8. Experience in a senior leadership role such as Associate Dean for Faculty Affairs, Faculty Development, or related academic leadership positions (e.g., student affairs, curriculum leadership, accreditation, or program administration).
9. Knowledge of faculty compensation models, effort allocation systems, or workload policies within an academic or health system environment.
10. Knowledge of supporting faculty promotion and advancement processes, including service on promotion and tenure committees or similar structures.
11. Evidence of engagement in scholarly or educational initiatives, including extramural funding, program development, or leadership in funded projects.
12. Knowledge of faculty development, leadership development, or succession planning initiatives within academic medicine or health professions education.
13. Demonstrated contributions to initiatives that support faculty engagement, retention, well-being, or professional satisfaction.
14. Engagement in regional or national professional organizations (e.g., AAMC, IAMSE, ELAM, ACGME, ACCME, NBME, HMI, Institute for Healthcare Improvement, etc.), or evidence of emerging national involvement.
15. Evidence of a developing or established regional/national reputation in medical education, faculty affairs, or academic leadership.
16. Experience working in new, growing, or evolving academic programs or institutions, including involvement in program development, scaling, or system building.
Is this a safety sensitive position? No
Background Screening Required? No
Pre-Employment Conditions:
