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Illinois State University Policies & Procedures

Academic Dean

Responsibilities, Appointment, Compensation, Terms, Evaluation

I. Responsibilities, Roles, and Authority

Academic Deans occupy a unique place in the continuum of academic administrators, as the facilitating link among department chairs, faculty members, staff, students, and University leadership. All activities and roles of the Dean are undertaken in light of furthering the best interests of the students of Illinois State University. Deans play five essential roles, serving as: (1) academic leaders of colleges; (2) representatives of their colleges to the rest of the University, especially University administration; (3) representatives of University leadership to their colleges;
(4) managers of college resources; and, (5) representatives of the college and University to external bodies. These five roles remain constant even though specific responsibilities and duties may vary according to the mission, size, and complexity of the college.

The responsibilities of the Dean include, but are not limited to:

coordinating the development of and implementing the college’s Five-Year Vision and Goals Statement;

leading college efforts toward achieving University goals;

developing a college budget;

managing the fiscal affairs of the college;

leading, and coordinating college strategic planning and curriculum development;

supervising, evaluating, and supporting departments in a manner that promotes excellence in instruction and research at Illinois State University;

leading and coordinating the governance of the college;

leading the processes of college administrator selection and overseeing faculty and staff selection processes;

coordinating the professional development of college administrators and staff;

evaluating college administrators and staff in consultation with college faculty and staff;

evaluating department chairpersons with departmental faculty and staff;

reviewing the evaluation of faculty for retention, tenure, promotion;

evaluating departmental productivity including instructional, research, and service responsibilities;

providing recommendations to the Provost regarding sabbaticals and other leaves for faculty and staff;

advising the University Provost on University policies and procedures;

providing recommendations to the Provost on policies and procedures, especially in the academic area;

managing non-faculty College staff members;

developing, leading, and encouraging philanthropic outreach and public service effort.

II. Nature of Appointment

Deans serve at the pleasure of the Provost, and may be removed from the position at any time by the Provost. In such an instance, the individual will be reassigned to responsibilities as a full-time faculty member.

A. Faculty Status: At the time they assume their responsibilities, Deans selected from among the faculty members in the college must hold the academic rank of Professor within the department of appointment, and possess academic tenure. Deans hired from outside the University must be employed at the rank of Professor and must have credentials adequate so that they may be granted academic tenure at the time of appointment. Exceptions regarding the above must be approved by the Provost and the President of the University.

B. Compensation: Deans are twelve-month Administrative Professional (A/P) employees of the University and are subject to the Policies and Procedures for A/P employees. The salary of newly appointed Deans, whether internal or external, will be negotiated at the time of appointment. Criteria for salary determination shall include the professional accomplishments of the individual, market salaries for Deans within comparable colleges, and the salary levels of Deans in general at Illinois State University.

Upon the return of a Dean to a full-time faculty assignment, the appropriate salary shall be determined as follows:

1. If the return to faculty assignment is within five years of the initial administrative appointment as Dean, the salary shall be renegotiated. Such renegotiations shall be based upon the market level of salaries for faculty in the discipline, the relative salary of others in the department, the professional accomplishments of the individual, and the performance of the individual as dean. In no case shall the monthly salary of the individual be reduced by more than fifteen per cent.

2. If the return to faculty assignment is more than five years after the initial administrative appointment as Dean, monthly salary shall remain no less than that paid during the administrative appointment, unless the administrator has been removed for malfeasance.

C. Leaves and Sabbaticals: During the course of the first five years as Dean, incumbents usually will not be recommended or approved for extended leaves or sabbaticals, except under unusual circumstances. Upon completion of each five years as Dean, those not continuing in their administrative capacity shall receive all possible consideration for a sabbatical, consistent with other expectations of the sabbatical leave program and relevant policies and procedures.

III. Selection Procedures

A. Determination of a Vacancy: A vacancy will be declared by the Provost when a Dean is not re-appointed, has elected not to continue in this role, is unable for health or other reasons to continue, or has been removed by the Provost. A declaration of an anticipated vacancy may also occur with the creation of a new academic college or the merger of two or more existing colleges.

B. Selection of a Dean: New Deans are selected according to the guidelines in the Administrator Selection section of the Policies and Procedures manual.

C. Acting Deans: Acting Deans may be appointed by the Provost, when in the Provost's assessment such an appointment is in the best interests of the college, its departments, programs, students, and faculty members. Acting Deans shall have the same responsibilities and authority as all other Deans, but usually will not serve more than two fiscal years or parts thereof. Acting Deans need not hold academic rank or tenure in the college.

IV. Evaluation

The evaluation process of Deans follows the guidelines in the Administrator Selection section of the Policies and Procedures manual.