How to hire an education dean

How to hire an education dean, step by step

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

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

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1. Identify your hiring needs

   Before you start hiring an education 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?

   Yes

   No

   An education dean's background is also an important factor in determining whether they'll be a good fit for the position. For example, education deans from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   Here's a comparison of education dean salaries for various roles:

   Type of Education Dean	Description	Hourly rate
   Education 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.	$33-70
   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
   Director Of Student Affairs	A director of student affairs will oversee student clubs, manage student activities and budgetary information, and work with students to provide referrals for counseling and community services. Your duties typically include planning and arranging recreational, cultural, and social activities of different student groups, evaluating programs and providing recommendations for improvements, and scheduling events... Show more	$21-60

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Professional Development
   • Curriculum Development
   • Faculty Development
   • Program Development
   • Academic Leadership
   • Administrative Leadership
   • K-12
   • Student Services
   • Educational Programs
   • Enrollment Management
   • Accreditation Standards
   • Community Outreach
   • Strategic Plan
   • Class Schedules

   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.
   • Implement discipline interventions in accordance with RTI programs and other campus initiatives.
   • Coordinate several courses which involve development of the departmental syllabus and managing development of the departmental final.

3. Make a budget

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

   • Location. For example, education deans' average salary in alaska is 43% less than in california.
   • Seniority. Entry-level education deans earn 52% less than senior-level education deans.
   • Certifications. An education 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 an education dean's salary.

   Average education dean salary

   $101,686yearly

   $48.89 hourly rate

   ---

   Entry-level education dean salary

   $70,000 yearly salary

   Updated January 30, 2026

4. Writing an education dean job description

   An education 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 an education dean job description:

   Education dean job description example

   20401Education Affiliates-95000
   
   The Regional Dean of Education (RDOE) provides leadership in the academic operations of the assigned campuses in respect to planning and achieving both qualitative and quantitative measures. Working closely with Deans/Directors of Education at the campuses, the RDOE supports the campuses in their efforts to achieve key education targets and assists them by monitoring and managing retention, maintaining compliance in academic areas, driving and assessing the effectiveness of current strategies, identifying areas for improvement and making suggestions and recommendations to Campus Presidents and DOEs. The RDOE is responsible for the oversight and coordination of all the programs and activities that support the academic operations, student education and retention efforts at the assigned campuses. The RDOE also provides the leadership necessary to support the campuses in fulfilling the mission, objectives, plans and goals for all academic courses in diploma and degree programs at the assigned campuses in order to meet the needs of faculty, students and the community it serves.
   
   Essential Duties and Responsibilities:
   
   * Guides, trains, supports, mentors and empowers the DOEs to be the academic leaders at their respective campuses.
   * Provides campuses with guidance, onsite support and oversight to facilitate the achievement of established academic and operational metrics.
   * Regularly meets with DOEs at their assigned campuses to review their progress in achieving academic metrics and provide constructive feedback to help achieve these metrics.
   * Manages company-wide strategic initiatives as they are implemented at the campuses by assessing the effectiveness of such initiatives and developing improvement plans and actions.
   * Monitors the results of assessments that measure course, student, graduate and faculty satisfaction and provide suggestions and recommendations for improvements.
   * Provides leadership and support in institutional accreditation processes at their respective campuses in matters such as institution/program effectiveness plans, Program Advisory Committee activities and minutes, self-studies, annual reports, and preparation for accreditation visits and subsequent responses.
   * Ensures compliance in region of various company policies and procedures to include academic scheduling in CampusVue, Out-of-class work, attendance, make-up work and attendance as appropriate, grading, SAP, LOA and SPN, externship, etc.
   * Audits faculty files, Faculty Development Plans, student files, academic records such as grades, attendance, externship documentation, SAP, LOA and SPN for compliance.
   * Provides guidance in training and development efforts for Program Directors and faculty, including orientations for Program Directors and faculty, in-service activities, faculty observation, faculty and program director evaluation and annual performance reviews.
   * Observes and provides constructive feedback to DOEs on maintaining an excellent educational environment that is conducive to learning, including the physical conditions of classrooms, labs and facilities and equipment.
   * Serves as interim DOE when necessary.
   * Assists the National Dean of Education and National Dean of Programmatic Education in developing and maintaining resources for training and developing academic staff and faculty members.
   * Performs other work-related duties and special projects as assigned by the VP of Education or the National Dean of Education.
   * Regular and reliable attendance
   
   Skills/Competencies/Qualifications:
   
   * Master's degree required and doctoral degree highly desirable.
   * At least 10 years of proven track record with increasing administrative and operational responsibilities in academic affairs, preferably in a proprietary school setting.
   * Extensive knowledge and experience in accreditation and regulatory matters either at the program and campus level or having served as an evaluator for an accrediting body.
   * Excellent leadership, organizational, communication, interpersonal, and motivational skills for working with team members to successfully meet goals and deadlines.
   * Solid problem-solving, quantitative and computer skills with strong computer literacy skills in the Microsoft Office Suite, Canvas LMS and CampusVue software programs.
   * Able and willing to travel 75% of the work schedule

   Copy this example

   

5. Post your job

   To find education deans for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any education deans they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level education deans with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your education dean job on Zippia to find and recruit education dean candidates who meet your exact specifications.
   • Use field-specific websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit education 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 education dean

   Once you've decided on a perfect education 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new education dean first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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