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Number of Vacancies: 1
Area of Consideration: Open To The Public
Position Status: Full-Time, Regular
Pay Plan, Series & Grade: DS0058/1A
Salary Range: Commensurate with rank and experience up to $179,448
Closing Date: Open Until Filled
Location: 4200 Connecticut Ave NW, Washington, DC 20008
Brief Description of Duties
The University of the District of Columbia (UDC) is a comprehensive system of higher education that offers multiple points of access to degrees and workforce credentials for District of Columbia residents and broader local, national, and international audiences. A historically Black, public, and land grant institution, UDC has degree and certificate offerings at the workforce development, community college, four-year, graduate, and professional levels.The University has a menu of more than 80 programs. The University’s slate of academic offerings is supported by a diverse community of faculty members who are recognized for their scholarship, pedagogy, leadership, and advocacy. The University’s faculty corps is divided across early, mid, and senior status faculty who cross rank (instructor to professor), and include continuing, visiting, and adjunct appointees, and tenured, tenure track, and nontenure eligible members. Better than 80% of all faculty have terminal credentials.
Essential Duties and Responsibilities
The UDC faculty community represents myriad pathways to the professoriate. The University has a longstanding commitment to the support of its faculty experience base. The addition of an Associate Chief Academic Officer (ACAO) for Faculty Affairs fortifies that commitment and continues the work of evolving needed infrastructure and securing concrete resources to sustain a robust academic community and ensure the success and satisfaction of faculty across appointment types and at all stages of the faculty lifecycle.
The ACAO for Faculty Affairs at the University of the District of Columbia is positioned to support all types of UDC faculty members at all phases of career by establishing, enhancing, and/or evolving its systems of engaging faculty members from recruitment through retirement. The role targets building comprehensive, integrated, and ongoing systems for hiring, orienting, and advancing faculty that align with their academic and public-facing scholar- teacher-service responsibilities and include targeted training, collaboration, feedback loops, networking, mentoring, coaching, and advocacy.
The ACAO oversees the University’s centralized faculty success mission, strategic focus, and resource alignment and supports directors, chairs, and deans in delivering all programs and resources. The ACAO serves as a resource and partner to directors, chairs, and deans in the work. The ACAO serves a leadership, resource management, oversight, and accountability responsibility for all functions of the University’s faculty success paradigm.
The University has two unionized faculty groups — full-time continuing faculty members are represented by the UDCFA/NEA, and adjunct faculty members are represented by the SEIU. The ACAO will support conversations with both bargaining units, including contract negotiations, and be a lead facilitator in ensuring that faculty representatives are engaged in sustained objective, cooperative, and mission-centered interactions with management toward highest levels of performance in meeting institutional outcomes. The ACAO is the champion of all University faculty members and the adviser and supporter of chairs, directors, and deans in guiding the success of the faculty. She|He|They serve as the principal shepherd of the institution’s faculty success initiatives and the primary conduit through which the University directs and optimizes its resources in founding faculty success. Specifically, the role of the ACAO is designed to lead the:
- Development and continuity of a comprehensive faculty success framework that elevates community, inclusive participation, belonging, cooperation, and collaboration;
- Development and continuity of a comprehensive, collaborative, and integrated faculty success initiatives menu that targets excellence in instructional design and assessment, high impact teaching and student engagement, research, scholarship/creative works, professional service, public scholarship, community engagement and service, and professional collaboration and networking;
- Development and sustainability of creative programs for recruitment and retention of faculty;
- Development and continuity of a comprehensive program for managing faculty talent, inclusive of search, onboarding, compensation, orientation, professional development, life cycle development, evaluation, promotion/advancement, recognition/reward, and step down/retirement protocols;
- Development/revision and continuity of all policy guides that support /direct/influence the work and working environments of faculty and the faculty-administration relationships that support that work;
- In conjunction with the Office Planning and Institutional Effectiveness, build of accountability guides, capacity metrics, and fiscal impact protocols to support faculty success program sustainability and direct program developments as driven by data/ outcomes;
- Analysis of market forces to determine best approaches to faculty engagement and support;
- Development and continuity of infrastructure for aligning faculty success initiatives with specific mission, Contract, and policy expectations; institutional resources and partnerships; and physical, technical, and technological infrastructure;
- In conjunction with the Center for the Advancement of Learning, build and continuity of a comprehensive teaching excellence program;
- Creation and sustainability of faculty success infrastructures to build necessary community that aligns with high quality student outcomes;
- Build and continuity of a comprehensive promotion and tenure planning and preparation program; review of promotion and tenure portfolios of full-time faculty and reporting of recommendations to the CAO; and the training of faculty candidates on best practices for portfolio development;
- In conjunction with the Office of University Research, advancement of faculty extramural engagement and productivity;
- Periodic review of faculty success programs;
- Oversight of proceedings related to procedural questions, concerns, and challenges; and
- Collection, analysis, and reporting of data on faculty performance.
- Review of sabbatical requests and provide recommendations to the CAO;
- Development of a “Sabbatical Handbook” for sharing/publishing best practices.
- Review and management of all University-supported academic leaves (i.e., Fulbright, faculty exchanges, etc.)
- In conjunction with MARCOM, build a a Faculty Affairs webpage;
- Maintenance of data on all faculty transitions, promotion statistics, etc;
- Review of all adjunct appointments in collaboration with the Office of Human Resources;
- Oversight of the issuance of annual re-appointment letters to NEA faculty;
- Maintenance of faculty records, ensuring faculty are properly credentialed and that appropriate documentation is collected and stored securely in a database;
- Creation of faculty recognition events/ceremonies – for both full-time and adjunct faculty; and
- Review of applicants for faculty positions in all units at the CAO level.
The Associate Chief Academic Officer for Faculty Affairs reports to the Chief Academic Officer and works in tandem with the Associate Chief Academic Officer for Academic Programs toward excellence in academic outcomes. In alignment with the scope of work detailed above, the specific skills and expertise required for the role include:
- Working knowledge of national best practices in faculty development with emphasis on scholar-teacher identity, scholarship of teaching and learning, academic narrative, translational scholarship, high impact engagement, workload, evaluation, promotion, tenure, inclusive excellence, and academic integrity;
- Working knowledge of local market drivers for faculty compensation;
- Working knowledge of all University policy, practice, and protocol governing or informing faculty engagement, governance, work and workload, evaluation, advancement, compensation, and development;
- Working knowledge/skill in professional development program design, implementation, and assessment;
- Working knowledge of research design and implementation;
- Working knowledge of research infrastructure creation and maintenance;
- Working knowledge of administrative and funding models for faculty success;
- Acquaintance with and/or participation in national support resources for faculty success;
- Expertise leading development of academic communities;
- Demonstrated skill building programmatic infrastructure; and
- Demonstrated skill in policy and procedure development, review, and codification.
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Minimum Job Requirements
The ACAO for Faculty Affairs will hold a terminal degree, have experience as a promoted and tenured faculty member with not fewer than seven years of full time faculty service, have a record of scholarly engagement that embraces traditional and contemporary expectations for faculty work, have a record of excellence in teaching/student engagement, have experience building and implementing faculty development programming, have experience working in or leading in a collective bargaining environment, have experience leading scholarship of teaching|learning|practice initiatives, and have experience leading instructional quality initiatives and/or programs. Additionally, the ACAO for Faculty Affairs will have a background in building inclusive and collaborative teams and noted expertise in responsive approaches to faculty support.
Essential collaborators include the Chief Academic Officer, Associate CAO for Academic Programs, Director of the Center for the Advancement of Learning, academic deans and chairs, Director of the Learning Resources Division, faculty governance leaders — Presidents of the faculty unions (UDCFA/NEA and SEIU) and the Chair of the Faculty Senate, Office of the General Counsel (including Compliance and Title IX), VP for the Office of Planning and Institutional Effectiveness, Director of Assessment, VP for the Office of Research and Sponsored Programs, and Chief Student Development and Success Officer.
Information to Applicant
Collective Bargaining Unit (Union): This position is not part of the collective bargaining unit.
Employment Benefits: Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA).
Equal Opportunity Employer: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.
Notice of Non-Discrimination: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.
Veterans Preference: Applicants claiming veterans preference must submit official proof at the time of application.
Visa Sponsorship: At this time, the University of the District of Columbia does not provide sponsorship for visas (e.g. H-1B). This position is also ineligible for Optional Practical Training (OPT).
Residency Preference: A person applying for a position who is a bona fide District resident at the time of application for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency on or before the effective date of the appointment and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.
Drug-Free Workplace: Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.
Background Investigation: Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory background investigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.
Disposition of Resume: Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.
Job Offers: Official Job Offers are made by the University of the District of Columbia, Office of Human Resources only.
Contact Information: All inquiries related to employment and job applications should be directed to UDC Office of Human Resources at (202) 274-5380.
The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: https://www.udc.edu/human-resources/equal-opportunity/ .
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