A. Senior Administrative Leadership and Associate Deans
Appointments to positions of Senior Leadership within the Geisel administration may be made from individuals who currently hold faculty or staff positions within the Medical School or following an external advertisement and search process. In all cases, the opportunity for the position should be disseminated to the appropriate internal or external communities, or both. All solicitations should be explicit in setting out position requirements (e.g., but not limited to, prior experience, type of advanced degree, whether the holder of the position will be faculty or staff as a primary designation). All recruitments for these administrative roles should be made following best practices for fair hiring (e.g., as set out in Appendix 2 of the APT document) and to advance Geisel’s efforts to promote a diverse and inclusive workforce. Solicitations should be permissive for both self-nominations and nominations by others. The timeframe of recruitment searches may vary, but in all cases must be of sufficient duration so as to afford interested candidates a fair opportunity to apply.
It is the expectation that the Dean will charge a search committee to review applicants for SAL and associate dean positions. It is the expectation that members of the search committee will include faculty and staff who have the appropriate expertise to assess the qualifications of the candidate and that the search committee itself will also be of a diverse and inclusive composition. The Dean may choose to include students, other learners or members of the community on the search committee as appropriate for the position. It is the expectation that the search committee will provide recommendations to the Dean. The Dean may request a ranked or an unranked list of candidates that meet the expected criteria. Selection of the candidate is at the discretion of the Dean and all members of the SAL and the associate deans serve at the pleasure of the Dean.
Administrative terms will typically be 4 years and may be renewed by the Dean.
B. Foundational Department Chairs
1. External searches: All recruitments will follow guidelines for new faculty hiring as set out in Appendix 2 of the APT document. It is the expectation that upon notice by a seated chair of a foundational department (inclusive of the Director of TDI) that they plan to step down and following the Dean’s acceptance of that resignation, retirement or other termination, the Dean of Geisel shall appoint a search committee of not fewer than 5 members. The Dean may choose to coordinate the search through an external search firm or solely with a committee composed of members of the Dartmouth Community. It is the expectation that the search committee for a foundational departmental chair will include members of the specific foundational department as well as other institutional leaders with knowledge of the obligations and responsibilities of a chair. The Dean may also choose to include junior faculty, staff, students, other learners or members of the community on the search committee as appropriate for the position. Internal, as well as external candidates are eligible in external searches.
Solicitations should be permissive for both self-nominations and nominations by others. The timeframe of recruitment searches may vary, but in all cases must be of sufficient duration so as to afford interested candidates a fair opportunity to apply.
It is the expectation that search committee will provide recommendations to the Dean. The Dean may request a ranked or an unranked list of candidates that meet the expected criteria. Selection of the candidate is at the discretion of the Dean and all foundational chairs serve in this administrative role at the pleasure of the Dean.
2. Internal searches: It is the expectation that recruitments for foundational chairs will follow an external search, however, in some cases, an internal search may be better address the needs of the medical school, and the Dean has the authority to restrict the search to internal candidates in such cases. It is the expectation that internal searches follow the search process as set out above for external searches.
Administrative terms will typically be five (5) years and may be renewed by the Dean.
C. Clinical Department Chairs and the Director of Dartmouth Cancer Center
1. External searches: It is the expectation that upon notice by a seated chair that they plan to step down and following the Dean’s acceptance of that resignation, retirement or other termination of a clinical department chair (or Director of Dartmouth Cancer Center), the President/CEO of D-H and the Dean of Geisel shall jointly appoint a search committee of not fewer than 5 members. The President/CEO and the Dean may choose to coordinate the search through an external search firm or solely with a committee composed of members of the Dartmouth Community. It is the expectation that the Search Committee for a Clinical Departmental Chair/Director Dartmouth Cancer Center will include members of the specific clinical department (or the Cancer Center) as well as other institutional leaders with knowledge of the obligations and responsibilities of a chair. The President/CEO and the Dean may also choose to include junior faculty, staff, students, other learners or members of the community on the Search Committee as appropriate for the position. Internal, as well as external candidates are eligible in external searches.
Solicitations should be permissive for both self-nominations and nominations by others. The timeframe of recruitment searches may vary, but in all cases must be of sufficient duration so as to afford interested candidates a fair opportunity to apply.
It is the expectation that the search committee will provide recommendations to the President/CEO and the Dean. These senior leaders may request a ranked or an unranked list of candidates that meet the expected criteria. Selection of the candidate is at the discretion of the President/CEO of D-H, with approval by the Dean, and all clinical chairs/Director of Dartmouth Cancer Center serve at the pleasure of these two officers.
2. Internal searches: It is the expectation that recruitments for clinical chairs/Director of Dartmouth Cancer Center will follow an external search, however, in some cases, an internal search may be better address the needs of the academic medical center, and the President/CEO and the Dean have the authority to restrict the search to internal candidates in such cases. It is the expectation that internal searches follow the search process as set out above for external searches.
Administrative terms will typically be five (5) years and may be renewed by mutual agreement of the President/CEO and Dean.
D. Appointment of New Search Committees and Revised Position Descriptions
For all leadership positions noted in A-C, if after a thorough search process, the position has not been filled, the Dean may disband the existing search committee and appoint a new one. The Dean (and, where relevant the President/CEO of D-H), following on consultation from appropriate parties, may also revise the position description to better meet the needs of the department and/or the medical school.
E. Waiver of Search (Foundational Department Chairs and Geisel Administrative Leadership Positions)
Following upon consultation with the DAB, the relevant faculty and staff of the hiring unit, and with agreement of the Office of Institutional Diversity and Equity of Dartmouth College, the Dean may waive the procedures for a national search for these positions as set forth in Appendix 2 of the APT document.