Assistant Dean, Faculty Affairs and Professional Development, Boonshoft School of Medicine

Assistant Dean, Faculty Affairs and Professional Development

Wright State University

EEO Statement: Wright State University is an equal opportunity employer.

Faculty Rank or Job Title: Assistant Dean, Faculty Affairs and Professional Development

Job Category: Faculty/Instructional

Department: Faculty Affairs-BSOM

EEO number: 26Y381

Position FTE: 100%

Minimum Annual or Hourly Rate:

Salary Band: NA FA

Job Summary/Basic Function
The Boonshoft School of Medicine at Wright State University is seeking a dynamic and collaborative individual to serve as Assistant Dean for Faculty Affairs and Professional Development.This position provides leadership and support for faculty affairs and professional development initiatives within the Boonshoft School of Medicine (BSOM). Reporting to the Senior Associate Dean for Faculty Affairs and Professional Development, the Assistant Dean works closely with department chairs, faculty leaders, and Faculty Affairs staff to support faculty advancement, professional development, mentoring, engagement, well-being, and retention.

The Assistant Dean provides faculty-facing leadership and guidance for faculty affairs programs and processes, supports consistent interpretation and application of faculty policies and procedures, and assists the Senior Associate Dean with strategic initiatives related to faculty success. The position works in partnership with Faculty Affairs staff to ensure effective implementation and continuous improvement of faculty programs and processes.

Minimum Qualifications

• Terminal degree (MD, DO, PhD, or equivalent) in a field relevant to the academic, clinical, research, or educational missions of the School of Medicine.
• Minimum of three years of progressively responsible experience in academic leadership, faculty development, faculty affairs, medical education, or a related area within a medical school or academic health center environment.
• Demonstrated understanding of faculty appointment, evaluation, promotion, and professional advancement processes.
• Demonstrated ability to provide consultation and guidance on complex or sensitive faculty matters.
• Experience working collaboratively with faculty, department chairs, academic leaders, and professional staff.
• Strong interpersonal, organizational, and communication skills.
• Ability to exercise sound judgment, discretion, and confidentiality.
  
  

Eligible for faculty appointment at associate or full professor rank; faculty rank will be commensurate with experience and qualifications.

• Associate Professor level candidates must fulfill all the requirements above, along with at least 5 years' experience as an Assistant Professor with an exemplary scholarly portfolio experience.
• Full Professor candidates must fulfill all the requirements of Associate Professor along with at least 5 years' experience at the Associate Professor level with an exemplary scholarly portfolio and leadership experience.
• For more information regarding the governing policies of faculty rank please review them online at: https://policy.wright.edu/policy/2120-policies-and-procedures-granting-promotion-and-tenure

Preferred Qualifications

• Experience with conflict resolution, faculty development programs, and mentorship initiatives.
• Familiarity with LCME and/or ACGME standards related to faculty.
• Familiarity with ACCME standards
• Experience supporting faculty promotion and advancement processes.
• Experience with faculty engagement, well-being, recognition, or retention initiatives.

Essential Functions and percent of time
Faculty Affairs Leadership, Policy & Advancement - 35%

• Provide leadership and guidance for faculty affairs programs and initiatives across BSOM.
• Partner with the Senior Associate Dean to implement faculty affairs priorities and strategic initiatives.
• Serve as a resource to department chairs, faculty leaders, and faculty regarding faculty affairs policies, processes, and best practices.
• Provide faculty-facing guidance and leadership for faculty appointment, reappointment, promotion, and tenure processes.
• Advise faculty and department chairs regarding promotion pathways, expectations, policies, and procedures.
• Participate in faculty promotion workshops and other educational activities related to faculty advancement.
• Support interpretation and implementation of university, BSOM, and Faculty Affairs policies and procedures.
• Assist with the review and development of faculty-related policies, procedures, guidelines, and resources.
• Support faculty governance activities and promote consistent application of faculty policies and processes across departments.
• Represent the Senior Associate Dean on faculty affairs committees, initiatives, and projects as delegated.
• Provide supervision for the Continuing Medical Education (CME) Coordinator and support effective administration of BSOM's CME program.
• Partner with the Senior Associate Dean to support compliance with ACCME requirements and ongoing quality improvement of CME activities.

Essential Functions and percent of time (cont'd)
Faculty Development, Mentoring & Engagement - 30%

• Lead and support faculty development initiatives addressing professional growth, academic advancement, leadership development, and career development.
• Develop and strengthen mentoring opportunities and resources for faculty across career stages.
• Partner with departments and faculty leaders to identify faculty development needs and develop appropriate programming and resources.
• Develop and support initiatives designed to strengthen faculty engagement and connection to BSOM.
• Support faculty recognition and awards programs.
• Identify opportunities to enhance faculty participation in professional development, mentoring, leadership, and engagement activities.
• Evaluate the effectiveness and impact of faculty development and engagement initiatives and recommend improvements.
  
  

Faculty Consultation, Well-Being & Retention - 20%

• Serve as a resource to faculty and department chairs regarding faculty-related concerns and challenging situations.
• Provide consultation and guidance regarding faculty expectations, professional development, mentoring, career progression, and interpersonal concerns.
• Assist the Senior Associate Dean with faculty conflict resolution and other sensitive faculty matters, as appropriate, in collaboration with department leadership and applicable university offices.
• Promote early identification and constructive resolution of faculty concerns.
• Develop and support initiatives designed to strengthen faculty well-being, satisfaction, and retention.
• Identify trends and concerns affecting the faculty experience and recommend strategies to address identified needs.
• Collaborate with departments and institutional partners on initiatives that strengthen faculty well-being, engagement, retention, and organizational culture.

Assessment, Accreditation & Continuous Improvement - 15%

• Support LCME, ACCME, and other accreditation activities related to faculty affairs and faculty development.
• Collaborate with Faculty Affairs staff to assess faculty programs, activities, engagement, and outcomes.
• Review faculty data, feedback, and trends to identify opportunities for improvement and inform Faculty Affairs priorities.
• Participate in strategic planning, program evaluation, and continuous improvement activities related to faculty affairs.
• Use assessment findings and faculty feedback to recommend initiatives and priorities to the Senior Associate Dean.
• Support development and monitoring of measures to evaluate the effectiveness and impact of Faculty Affairs programs and initiatives.

Non-Essential Functions and percent of time


Working Conditions


Special Instructions to Applicants
Interested candidates should submit the following materials:Cover letterCurriculum vitaeNames and contact information for three references.

First Consideration Date: 09/30/2026

Closing Date:

Open Until Filled:


To apply, please visit: https://apptrkr.com/9801168"">https://jobs.wright.edu/postings/22720







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