Associate and Assistant Dean, Chair, and Director Hiring

The appointment of faculty administrators involves two key components:

1. The search and selection process
2. The appointment (offer) letter

Both are important to ensuring transparency, fairness, and clarity regarding administrative responsibilities and compensation.

Search and Selection Process

Schools have flexibility in designing search processes for faculty administrative appointments. However, all searches should provide faculty with meaningful notice of opportunities and a clear understanding of the position and its responsibilities.

Minimum Expectations for All Searches

At a minimum, the search process should include:

• A written position description that outlines:
  • Major responsibilities;
  • Reporting relationships; and
  • The anticipated percentage of effort devoted to the administrative role relative to other duties.
• Notification to eligible faculty within the unit that the position is available.
• Any approvals required for the specific administrative position.
• Appropriate documentation of the appointment.

Recommended Practices

Depending on the position and unit needs, schools may choose to incorporate additional elements such as:

• National or external advertisements;
• Formal search committees;
• Candidate interviews;
• Opportunities for faculty, staff, and other stakeholders to meet candidates and provide feedback; and
• Presentations regarding candidates' visions and priorities for the role.

Even when there is a strong internal candidate, a transparent selection process provides important benefits by:

• Giving all faculty fair notice of leadership opportunities;
• Helping faculty understand administrative roles and responsibilities;
• Allowing candidates to articulate their goals and leadership approaches; and
• Providing stakeholders an opportunity to share perspectives and priorities.

These processes contribute to successful transitions and help cultivate future academic leaders

Appointment Letters

Administrative appointment letters should follow campus templates and clearly document the terms of service.

Two elements are especially important:

Administrative Service Is Discretionary

All administrative appointments serve at the discretion of the dean or appointing authority. This should be stated explicitly in the appointment letter.

Administrative Compensation

The appointment letter must clearly separate:

• The individual's continuing faculty salary; and
• Any additional compensation associated with the administrative appointment.

For example:

As Associate Dean, you will receive an administrative supplement of $_____. Upon returning to a regular faculty assignment, your compensation will revert to your faculty salary exclusive of the administrative supplement.

Please see template for wording.

School-Specific Considerations

School of Medicine

The School of Medicine follows separate procedures in certain areas because of its organizational structure.

• Only Executive Associate Dean appointments require campus approval.
• Department chairs are appointed through national searches and approved through that process.
• Core executive associate dean appointments generally follow campus policy whenever feasible.

Questions regarding School of Medicine procedures should be directed to ude[dot]ui[at]nmdadaca.

Core Schools

For Kelley, Luddy, and O'Neill schools, the Bloomington-based dean should consult with the IU Indianapolis Office of the Provost to ensure that IU Indianapolis requirements and considerations are addressed.

While processes may differ somewhat from those used by Indianapolis-based schools, campus consultation remains important.