The Faculty Fellow for Workload Equity is a key partner with the Vice Provost for Faculty Affairs (VPFA). Collaborating primarily with the Director of Faculty Development & Career Advancement, the Faculty Fellow will engage in activities to support change processes, build community, and lead efforts that advance DU’s university-wide initiative to ensure equity in workload and rewards.
- Facilitate Department-level change initiative: The fellow will assist in the design, organization, and facilitation of a “workload equity cohort” which will invite 3-5 departments, programs, or units to commit to a. developing a data-driven picture of workload in their area, including policies and practices for distributing and measuring workload b. engaging with relevant literature and experts on workload equity c. setting clear goals for workload equity in a Department Equity Action Plan (DEAP) d. moving towards these goals. The fellow will assist the departments by serving as a consultant and facilitator, in collaboration with the VPFA, the Workload Equity Committee, and external experts such as Joya Misra and KerryAnn O’Meara.
- Maintain currency in workload equity research: The ideal candidate is conversant in the literature related to faculty workload, including the increased barriers for those holding one or more historically excluded identities in their fields. The Faculty Fellow for Workload Equity is expected to stay abreast of national and international trends and serve as a local content expert in methods of reevaluating how workload is measured, rewarded, and distributed across campus.
- Conduct Assessment: For faculty learning opportunities, the Faculty Fellow will track attendance, evaluate, and report on programming and impact. To document the change process, they will collaborate with the VPFA to seek IRB approval for focus groups, surveys, and/or other methodologies. Responsibilities include research design, data collection, analysis, and write up in collaboration with VPFA partners.
- Supervision/collaboration: Meet regularly (TBD) with the Vice Provost for Faculty Affairs, and other campus-wide initiative leaders, most critically, those involved in Teaching Excellence and COVID accommodations efforts.
The faculty selected will receive one (1) course buy-out during the January 2022-June 2022 time period or receive an honorarium of $8,500.
The University of Denver has provided a compensation range that represents its good faith estimate of what the University may pay for the position at the time of posting. The University may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, but not based on a candidate’s sex or any other protected status.
The University of Denver offers some benefits for non-benefited employees. The University of Denver is a private institution that empowers students who want to make a difference. Learn more about the University of Denver.
For best consideration, please submit your application materials by Monday January 31st, 2022.
Candidates must apply online through https://www.du.edu/jobs/ to be considered. Only applications submitted online will be accepted.
Please include the following documents with your application:
Faculty on all series––clinical, practice, professional, teaching, tenure, and research––with a full-time appointment can apply.
To be considered, applicants should submit one (1) PDF of the following application materials:
- Cover letter addressing interest and expertise related to this role (maximum of 1000 words). Of particular interest is expertise in faculty development, workload equity efforts within departments or programs, and experience in campus-wide change initiatives.
- CV highlighting relevant experiences (maximum of 2 pages)
- Proposal for programming including potential professional development sessions, ways to grow buy-in for institutional change among faculty, and ideas for documenting incremental successes of changes to workload equity practices.
- Letter of support from the Dean or Chair of your academic unit that addresses (a) how this role will help you grow professionally, and (b) how the Dean or Chair will support you in this role.
The University of Denver is an equal opportunity employer. The University of Denver prohibits discrimination on the basis of race, color, national origin, age (40 years and over in the employment context), religion, disability, sexual orientation, gender identity, gender expression, genetic information, marital status, veterans status, and any other class of individuals protected from discrimination under federal, state, or local law, regulation, or ordinance in any of the university’s educational programs and activities, and in the employment (including application for employment) and admissions (including application for admission) context, as required by Title IX of the Education Amendments of 1972; Title III of the Americans with Disabilities Act of 1990, as amended in 2008; Section 504 of the Rehabilitation Act of 1973; Title VI and VII of the Civil Rights Act of 1964; the Age Discrimination Act of 1975; the Age Discrimination in Employment Act of 1967; and any other federal, state, and local laws, regulations, or ordinances that prohibit discrimination, harassment, and/or retaliation. For the university’s complete Non-Discrimination Statement, please see https://www.du.edu/equalopportunity/non-discrimination-statement.