How to hire a campus dean

How to hire a campus dean, step by step

Here's a step-by-step campus dean hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a campus dean job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new campus dean
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a campus dean, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

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   Hiring the perfect campus dean also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents campus dean salaries for various positions.

   Type of Campus Dean	Description	Hourly rate
   Campus Dean	Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.	$25-74
   New Member Educator	A New Member Educator is a person who prepares new members to uphold the standards and ideals of a fraternity and sorority and continually strives to improve it especially found in colleges and universities. These positions are; educating initiated and active members on how to support and mentor the younger members to become successful within an organization, recruit new members whose ideals match those of the organization, assist new members to navigate campus, and make use of campus resources.	$11-23
   Registrar	A registrar's role is to process and maintain accurate records within an institution or establishment. They are the main point of communication to obtain various kinds of information... Show more	$13-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Student Learning
   • Student Enrollment
   • Blackboard
   • Student Retention
   • Academic Quality
   • Student Affairs
   • Academic Affairs
   • Financial Aid
   • Student Services
   • Curriculum Development
   • Strategic Plan
   • Academic Programs
   • Enrollment Management
   • Academic Policies

   Check all skills

   Responsibilities:

   • Produce, manage and evaluate all budgetary and programmatic aspects of a comprehensive career service program for students and alumni.
   • Work cooperatively with other offices and student groups in the implementation of various campus-wide multicultural activities and other major events.
   • Safeguard course and syllabus alignment by performing ongoing examination review.

3. Make a budget

   Including a salary range in your campus dean job description is a great way to entice the best and brightest candidates. A campus dean salary can vary based on several factors:

   • Location. For example, campus deans' average salary in arkansas is 53% less than in california.
   • Seniority. Entry-level campus deans earn 66% less than senior-level campus deans.
   • Certifications. A campus dean with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a campus dean's salary.

   Average campus dean salary

   $91,032yearly

   $43.77 hourly rate

   ---

   Entry-level campus dean salary

   $53,000 yearly salary

   Updated December 5, 2025

4. Writing a campus dean job description

   A campus dean job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a campus dean job description:

   Campus dean job description example

   *Introduction*
   
   Galen College of Nursing is a vibrant and growing, single-purpose nursing college focused on expanding access to quality nursing education. Our culture is at the forefront of everything we do. Galen's fundamental goals are to be the best place for nursing education and the best place to work and one cannot be true without the other.
   
   *Benefits*
   
   At Galen College of Nursing, we want to ensure your needs are met. We offer a variety of comprehensive medical, dental, and vision plans along with some unique benefits including:
   
   * Tuition Reimbursement/Assistance Programs
   * Paid Personal Leave
   * 401k (100% annual match - 3%-9% of pay based on years of service)
   * Identity Theft Protection discounts
   * Auto, Home, and Life Insurance options
   * Adoption Assistance
   * Employee Stock Purchase Program (ESPP)
   * Mental Health Coverage
   
   Learn more about Employee Benefits
   
   As you consider joining Galen, please carefully consider how you will model the culture we embrace and look to sustain. A culture where good ideas can come from anywhere and transparency is vital. Respect, accountability and integrity are non-negotiables, and commitment is created and sustained through the development of all employees. We care about each other and our students. We look for ways to exceed expectations and we are always looking for ways to improve and grow, while delivering the promise of extraordinary nursing education, matched only by a commitment to our students' success. If you feel our culture aligns with your strength of experience, attitude and authentic desire to work with great people to help changes lives, we'd love to talk!
   
   *Position Overview*
   
   Galen College is looking for a Dean of the School of Nursing to provide accountable leadership for the academic programs, community and hospital partnerships, and serve as an integral member of the College and Campus management team. This position will also ensure teaching excellence, faculty and student engagement, and student success in accordance with established regulations, accreditation standards, and the mission of Galen College of Nursing.
   
   *Responsibilities: *
   
   /Outcomes/
   
   * Directs, leads, and supervises all academic aspects of the campus.
   * Creates and is accountable for the strategic direction and vision for the delivery of quality, responsive curriculum and programs.
   * Develops, maintains, and monitors fiscal resources and secures funding to support educational initiatives.
   * Provides leadership to ensure that students and graduates achieve the student learning outcomes, program outcomes, and role-specific graduate competencies.
   * Provides leadership to ensure that the systematic plan for evaluation is implemented.
   * Provides leadership to ensure that aggregated and trended evaluation findings are used to inform decision making for the maintenance and improvement of the student learning outcomes and program outcomes; shares these findings with communities of interest.
   
   /Faculty/
   
   * Provides leadership to ensure that the number of full-time faculty is sufficient to ensure that the student learning outcomes and program outcomes are achieved within budgetary guidelines.
   * Ensures the availability of resources required for faculty (full and part-time) to maintain expertise in their areas of responsibility.
   * Provides leadership to the program director(s) to ensure that faculty maintains expertise in their areas of responsibility and performance reflects scholarship and evidence-based teaching and clinical practices.
   * Ensures that the number, utilization, and credentials of staff and non-nurse faculty are sufficient to achieve the program goals and outcomes.
   * Ensures the availability of adequate resources to orient and mentor faculty (full and part-time) in their areas of responsibility.
   * Ensures the timely and systematic assessment of faculty (full- and part-time) performance; offers guidance to program director(s) when faculty performance requires improvement
   * Collaborates with online leadership to ensure the availability of adequate resources for faculty (full- and part-time) to engage in ongoing development and receive support for instructional and distance technologies.
   
   /Students/
   
   * Provides leadership in the development of policies for students, ensuring that they are congruent with the College, publicly accessible, and non-discriminatory.
   * Ensures the appropriate application of student policies and the correct implementation of related procedures by program directors, faculty, and staff.
   * Ensures the availability of adequate resources to provide student services that are commensurate with the needs of students, including those receiving instruction using alternative methods of delivery.
   * Provides leadership to ensure the implementation of policies and procedure that allows program complaints and grievances to receive due process and include evidence of resolution.
   * Ensures that orientation to technology is provided and technological support is available to students.
   
   /Curriculum/
   
   * Provides leadership to ensure that the curriculum is developed by the faculty and regularly reviewed to ensure integrity, rigor, and currency; ensures that accreditation standards and criteria are used as they relate to curriculum.
   * Provides leadership to ensure that practice learning environments support the achievement of student learning outcomes and program outcomes.
   * Provides leadership to ensure that learning activities, instructional materials, and evaluation methods are appropriate for all delivery formats and consistent with the student learning outcomes.
   
   /Resources/
   
   * Provides leadership to ensure that fiscal, physical, and learning resources are sustainable and sufficient to ensure the achievement of the student learning outcomes and program outcomes.
   * Provides leadership to ensure that fiscal, physical, technological, and learning resources are sufficient to meet the needs of the faculty and students engaged in alternative methods of delivery.
   
   /Governance/
   
   * Participates in governance activities; ensures the availability of representation by the program director(s) and faculty in governance activities; ensures opportunities for student representation in governance activities.
   * Ensures that communities of interest have input into the program processes and decision making; facilitates the implementation of recommendations and input as appropriate.
   * Works collaboratively to establish and maintain partnerships that promote excellence in education, enhance the profession, and benefit the community.
   * Orients and mentors the program director(s) to the role.
   * Provides leadership to the program director(s) and has shared responsibility for the development and administration of the program; ensures that the program director(s) has adequate time and resources to fulfill the role responsibilities.
   * Provides leadership to the program director(s) in the preparation and administration of the program budget; ensures faculty input.
   * Provides leadership in the development of policies for faculty and staff to ensure that they are comprehensive and provide for the welfare of faculty and staff.
   * Ensures the timely submission of reports and documentation appropriate regulatory agencies, accrediting bodies, and/or State Board(s) of Nursing.
   
   /Community Outreach/
   
   * Conducts Professional Advisory Committee (PAC) Meetings according to the committee description outlined in the/Faculty Handbook/. Facilitates active participation from the committee members (students, graduates, professional nurses, mid-level and senior level nursing administrators.
   * Engages with members of the healthcare community to gain insight about emerging nursing education and workforce needs.
   * Engages with community and nursing leaders to build collaborative relationships that help expand Galen's nursing programs.
   
   *Education:*Doctorate degree is required.
   
   *Other Requirements:*Five (5) years of senior level experience in higher education and possesses a distinguished record of excellence in teaching and nursing; clinical practice in Nursing as noted in CV. Demonstrated success in development of community relationships; experience in planning and budgeting; excellent communication and interpersonal skills and a record of professional involvement as evidenced in CV.
   
   *Licensure & Special Qualifications (where applicable):*Per State Board of Nursing Requirements.
   Physical/Mental Demands and Work Environment: Position requires critical thinking, reading, planning, preparing, evaluating, and decision making. Physical demands in classroom and office are minimal and considered sedentary work with occasional lifting and/or carrying such articles as records, files, and books (10 pounds maximum). Operation of standard office equipment such as phone, computer, classroom projector, Scantron, and printer/scanner, occurs on a frequent basis. Physical demands in the clinical area may include lifting, pulling, pushing, kneeling, stooping, crouching and bending or any other related activity. Travel may be required.
   Degree of Supervision: Minimal.
   / /
   /Galen College Values:/
   /Inclusivity: I foster an environment that provides opportunity for every individual to reach their full potential./
   /Character: I act with integrity and compassion in all I do./
   /Accountability: I own my role and accept responsibility for my actions./
   /Respect: I value every person as an individual with unique contributions worthy of consideration./
   /Excellence: I commit myself to the highest level of quality in everything I do./
   
   /At Galen College of Nursing, we offer a unique educational experience we call Pure Nursing. With a focus on nursing education, our knowledgeable and caring faculty and staff take personal interest in helping our students achieve their goals. Galen is regionally accredited by the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) to award Associate, Baccalaureate, and Master's Degrees. Our baccalaureate degree in nursing program is accredited by the Commission on Collegiate Nursing Education (CCNE), and the associate and master's degree in nursing programs are accredited by the Accreditation Commission for Education in Nursing (ACEN). For complete information related to Galen's accreditation status, please visit our website./
   
   /We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status./
   
   **Job:** **Directors & Managers*
   
   **Title:** *Dean, School of Nursing- Louisville Campus*
   
   **Location:** *Kentucky-Louisville-Galen College of Nursing*
   

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5. Post your job

   There are various strategies that you can use to find the right campus dean for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your campus dean job on Zippia to find and attract quality campus dean candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit campus deans, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new campus dean

   Once you've decided on a perfect campus dean candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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