Vice President for Research

About the Search

The University of Texas at Dallas seeks an exceptional leader to serve as its next Vice President for Research (VPR). Reporting to, and working with, the President, and in coordination with the Provost and Deans, the VPR will have responsibility for the integration and enhancement of research activities across the University’s colleges and research centers.

Read full position description and desired qualifications

 

How to Apply

For priority consideration, please apply by Friday, September 15, 2017. Applications should include 1) a detailed curriculum vitae and 2) a letter of interest that addresses the responsibilities and requirements described above, as well as the applicant’s motivation to apply.

To ensure full consideration, inquiries, nominations, and applications should be submitted electronically, in confidence, to:
[email protected]

 

Search Committee

Chair, Dr. Marion Underwood
Dean
Graduate Studies

Dr. Rainer Schulte
Endowed Professor
School of Arts and Humanities

Dr. Monica Evans
Associate Professor
School of Arts, Technology, and Emerging Communication

Dr. Michael Rugg
Professor
School of Behavioral and Brain Sciences

Dr. Christa McIntyre
Associate Professor
School of Behavioral and Brain Sciences

Dr. Patrick Brandt
Professor
School of Economic, Political and Policy Sciences

Dr. Yves Chabal
Professor
Erik Jonsson School of Engineering and Computer Science

Dr. Robert Rennaker
Chair, Bioengineering
School of Behavioral and Brain Sciences

Dr. Bhavani Thuraisingham
Professor
Erik Jonsson School of Engineering and Computer Science

Dr. Özalp Özer
Ashbel Smith Professor
Naveen Jindal School of Management

Dr. Mike Peng
Professor
Naveen Jindal School of Management

Dr. Ray Baughman
Professor
School of Natural Sciences and Mathematics

Dr. Nikki Delk
Assistant Professor
School of Natural Sciences and Mathematics

Dr. Gail Breen
Associate Professor
School of Natural Sciences and Mathematics

Sanaz Okhovat
Assistant Vice President
Research Compliance

Hans Chiwuike Ajieren
Student
Electrical Engineering

 

Timeline

Projected timeline is subject to change

April 10
2017
Search committee met with Paul Chou, consultant with the search firm Korn Ferry, to provide feedback on the characteristics, qualifications, experience, and visionary leadership necessary to develop the position profile.

May 18
Search committee received required training and provided feedback on the draft position profile.

June 12
Search launched and actively seeking candidates.

September
Search committee will meet to review candidate profiles.

October
Search committee will perform initial interviews on selected candidates.

November
Campus interviews for finalist.

 

Search Process and Protocol

  1. Diversity and Inclusion

    The University of Texas at Dallas values the great variety of intellectual and cultural perspectives that contribute to our success in research and education. We strongly believe that our future depends heavily on our ability to embrace diversity and leverage the strength of inclusion.

    The University prohibits unlawful discrimination against a person because of their race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, veteran status, sexual orientation and gender identity. The University's commitment to equal opportunity extends its nondiscrimination protections to gender expression.

  2. Confidentiality

    The Hiring Manager and Search Chair are responsible for ensuring that all application materials are secure. All applicant materials and committee deliberations are confidential and may only be shared with those directly involved in the employment process.

    UTD respects the level of confidentiality expected by our candidates. Therefore, names of candidates will not be posted on the website.

  3. Accommodation Request

    If you require an accommodation in the application process, please contact the designated search firm consultant.

    If you will require an accommodation for an on-campus interview, please contact [email protected] to discuss necessary arrangements.

  4. Search Committee Charge

    The Hiring Manager is responsible for the employment decision and for providing guidance and support to the designated Search Chair throughout the entire employment process. The Hiring Manager must explain to the search committee its duties as outlined in the Recruitment Plan.

    In charging a search committee, the Hiring Manager should define expectations for the search by detailing the position’s minimum and preferred qualifications, advertising and outreach sources, and developing selection criteria to include an assessment of the candidate’s qualifications for working within a diverse environment. This charge should include the hiring manager’s overall vision for the position and the skills/knowledge a successful person in this position will possess. This is the opportunity for the hiring manager to make clear to the search committee exactly what the priorities are for the role and give the search committee a clear and consistent framework by which to evaluate the applicants. It is also a good time to review any placement goals for the particular positon type to be filed or for the general unit/department in which the position will be housed.