THE OPPORTUNITY

The College of Engineering at the University of Wisconsin-Madison (UW-Madison) invites inquiries, nominations, and applications for the position of associate dean for inclusion, equity, and diversity in engineering (associate dean or AD-IEDE). As the college’s senior diversity officer, the associate dean will have the opportunity to lead a significant expansion of inclusion, equity, and diversity efforts at a world-renowned college at the forefront of engineering education and research.

The Position

CONTEXT

Dr. Ian Robertson, dean of the UW-Madison College of Engineering, co-led the effort among the Big 10++ (Big 10+ and Carnegie Mellon, Stanford, MIT, UC Berkeley, and Georgia Tech) College of Engineering deans to commit to infusing diversity, equity, and inclusion efforts throughout their undergraduate curriculum and to share best practices with the group. The deans authored a letter to ABET encouraging the accrediting agency to accelerate requiring DEI education in the engineering curricula. This letter now appears on the ABET website.

With this in mind, the UW-Madison College of Engineering aspires to become a national model for fostering inclusion, equity, and diversity in engineering (IEDE) and to inspire change in engineering colleges, and beyond, across the nation. To achieve its bold aspirations, the college seeks a dynamic professional to lead the development of a unifying strategy for IEDE and guide its efforts to create an inclusive environment in which all members can learn, innovate, create, and thrive.

ROLE OF THE ASSOCIATE DEAN FOR INCLUSION, EQUITY, AND DIVERSITY IN ENGINEERING

Reporting to the dean of the College of Engineering and serving on the dean’s senior leadership team, the associate dean will partner with various stakeholders to craft the college’s first-ever IEDE strategic plan; oversee the newly formed Office of Inclusion, Equity, and Diversity in Engineering; develop strategies to build greater diversity among the college’s students, faculty, and staff, increase student retention and success across the college’s educational pipeline; and provide expert consultation, resources, programs, and initiatives that improve climate and both educate and promote inclusion, equity, and diversity as core values of the college. This position supervises six employees, including two direct reports, and manages a current and growing budget of $700,000 plus scholarships and fellowships.

As noted in the institutional job description, the following are the associate dean’s key duties and responsibilities:

  • Provide leadership to faculty, staff, and students to develop and implement strategic initiatives that address identified impediments and promote the College of Engineering and UW-Madison’s mission for inclusion, equity, and diversity, creating and maintaining a climate that promotes the academic achievement and personal development of all in the engineering community. Serve on the dean’s leadership team; partner with and provide guidance and recommendations to the dean, associate deans, department chairs, and directors on matters of inclusion, equity and diversity. Serve as the dean’s representative for diversity-related matters on campus, including committees in the Office of the Vice Provost for Diversity. In collaboration with the leadership of the college, advance, implement and execute the various components of the university’s diversity priorities and plans as applied to the College of Engineering.
  • Assess, create, implement, deliver, and review diversity-related policies and procedures that support faculty, staff, and student programming and planning to foster a diverse and inclusive community. Develop accountability measures and establish benchmarks for diversity-related initiatives across the College of Engineering. Work with College of Engineering units and departments and lead the college’s Inclusion, Equity, and Diversity Committee’s efforts to implement programs that enhance the ways in which inclusion, equity, and diversity is fostered at each level within the College of Engineering. In partnership with the dean, associate dean, and HR managers, provide support, guidance, and recommendations for recruitment, hiring, and retention of faculty and staff to increase the diversity of our community.
  • Lead and develop the College of Engineering’s inclusion, equity, and diversity strategic plan, and champion the vision and plan to lead to its acceptance and implementation across the College of Engineering.
  • In partnership with the associate deans, co-sponsor educational experiences, curricular and co-curricular, that foster student learning.
  • Create and provide high-quality professional development to the College of Engineering faculty and staff on diversity-related topics that may include inclusive teaching, student learning, climate, implicit bias, and cultural competency.
  • Collaborate with College of Engineering administration, faculty, staff, and student leadership to develop strategies specifically designed to increase student retention and success.
  • Demonstrate a collaborative and transparent leadership style, strong interpersonal skills, excellent written and verbal communication skills, willingness to collaborate with faculty and staff, and ability to advise students and student organizations from all backgrounds and identities.
  • Demonstrate substantial experience and judgment in intergroup or interpersonal relationships and potential difficulties that involve members of the community, including faculty, staff, students, and others. Collaborate with trained campus mediators when acute differences of understanding need to be calmed and bridged.
  • Build relationships across the College of Engineering and campus, and with peer institutions and community partners to enhance climate and culture in the College of Engineering.
  • Hire, train, and supervise staff, both permanent and part-time. Evaluate staff by providing ongoing feedback and conducting annual performance reviews. Current College of Engineering programs related to inclusion, diversity, and equity will become part of the new Office of Inclusion, Equity, and Diversity in Engineering. These programs may include the undergraduate Diversity Affairs Office, the Graduate Engineering Research Scholars Program, the Faculty Development Initiative, and associated fellowship and scholarship programs.
  • Identify and leverage internal and external resources to support initiatives aimed at fostering an inclusive, equitable, and diverse College of Engineering.

HISTORY OF THE POSITION

The associate dean for inclusion, equity and diversity in engineering is a new position. Dr. Jennifer Sheridan has been appointed to the position on an interim basis while the university conducts a national search for the inaugural AD-IEDE.

Sheridan is a sociologist (PhD ’01, UW-Madison) specializing in social stratification and quantitative research methods. Since 2002, she has served as the executive and research director of WISELI (Women in Science & Engineering Leadership Institute), developing and overseeing the workshops and grant programs administered by WISELI, as well as its research and evaluation, including six waves of the Study of Faculty Worklife climate surveys. The WISELI team is nationally recognized for educating faculty about unconscious/implicit bias in academic settings, including the hiring process. This team designed and has delivered more than 200 faculty workshops related to implicit bias on the UW-Madison campus since 2004 and has delivered workshops or talks on the topic to more than 40 campuses or groups of campuses outside UW-Madison since 2005. For her contributions to this work, Sheridan earned the College of Engineering Equity and Diversity Award in 2020. 

With assistance from Spelman Johnson, the U-W College of Engineering is conducting an aggressive nationwide search for this key leadership position. The successful candidate will be expected to take office in January 2022 or as soon as possible thereafter.

OPPORTUNITIES AND CHALLENGES

As the college’s senior diversity officer, the associate dean will advance the college’s strategic commitment to build and sustain an inclusive learning and working environment. The college has led various initiatives in this area and the inaugural AD-IEDE will have the exciting opportunity to introduce and promote new efforts in the college and work with colleagues across the university and other engineering colleges to diversify the engineering workforce.

The College of Engineering was awarded the Bronze Award by ASEE Diversity Recognition Program in 2019. The award recognizes “colleges that make significant, measurable progress in increasing the diversity, inclusion, and degree attainment outcomes of their programs.” The college was recognized for its programmatic efforts to increase and retain ethnically underrepresented undergraduate and graduate students, tracking college climate since 2008 (3rd wave was in 2019) and utilizing survey findings to design and provide bias literacy training for faculty, staff and students in the college. This recognition presents an opportunity for the AD-IEDE to develop other initiatives that can garner the College of Engineering the next level of recognition by the ASEE Diversity Recognition Program.

The Grainger Foundation STAR (Strategic Targeted Achievement Recognition) scholarship program is providing $20 million in matching funds, growing to $40 million, allowing the college to build a more diverse pool of highly talented engineering students. Over $4 million in matching STAR scholarships have been established since the program was introduced in September 2020. The STAR program welcomed the first cohort of approximately 50 highly talented STAR Scholars in fall 2021. The AD-IEDE will join the college at an exciting juncture, helping the college diversify its undergraduate population through scholarship and other initiatives.

The College of Engineering is committed to continually monitoring institutional climate by implementing validated instruments in 2008, 2015, and 2019 to study climate. It is the only college on campus that monitors its climate. The 2019 study expanded the survey to include items for graduate students.

The findings of the climate study have led to various efforts in the college. Following the 2015 findings:

  • The College of Engineering partnered with the Women in Science and Engineering Leadership Institute (WISELI) to provide Breaking the Bias Habit® Workshops (BBH Workshop) for the entire college, including faculty, staff, and students. To date, 171 faculty (86% of CoE UW-Madison faculty) and 294 staff (both academic and university staff, over 40%) have participated in the workshop.  The college holds faculty and staff accountable, with culture and climate initiatives being reported in annual reports and are a consideration in annual merit and award exercises.
  • A similar workshop was developed for students in student organizations as the climate study found that 38% of undergraduate students heard other students express gender or racial stereotypes.  Approximately 300 students have participated in a workshop. To our knowledge, the workshops aimed at student organizations is the first of its kind. The AD-IEDE will have the opportunity to continue to innovate in this area.

The AD-IEDE will join the college as it launches the 4th phase of the survey in spring 2022 and will develop and enhance future iterations of the survey.

In fall 2021, the College of Engineering will be launching an effort to identify best practices on building functional and diverse student teams, to develop and disseminate research-based resources, and to assist in assessing the impacts of that work on student outcomes for ABET and on college climate for improvement of the student experience.

The college strives to lead our peers at other universities in both programmatic efforts and effectiveness as well is in overall representation. The College of Engineering has room for growth in this area and the AD-IEDE will lead the college in these efforts. Currently, 8.8% of undergraduate students are underrepresented minority students, compared to our Big10+ peer average of 14.18%. In part due to the success of our Graduate Engineering Research Scholars, our enrollment of underrepresented minority students in doctoral programs is 8.90%, which is above our peer average of 6.80%. At the faculty level, we are right around the average of our peers at 5.88%, where the percent underrepresented minority faculty in the college is 5.37%. At the female faculty level, the college either leads or is slightly above average. Currently, 19.5 of the college’s faculty are female as compared with an average of 17.4% among Big 10+ peers average of 17.4%. When it comes to full professors who are female, the college leads among our Big 10+ peers: 17.1% of full professors are female as compared to 11.3% among the Big10+ peers. The AD-IEDE will lead the college increasing diversity and surpassing our Big 10+ peers.

MEASURES OF SUCCESS

The associate dean for inclusion, equity, and diversity in engineering will work directly with Dean Ian Robertson to identify specific quantitative and qualitative measures of success and their timetables soon after joining the College of Engineering.

The following are the general metrics for the position envisioned at this time:

  • creating framework and/or philosophical approach to IED in the College of Engineering;
  • building/supporting affinity groups within the College of Engineering;
  • assisting faculty with the recruitment, hiring, and retention of faculty and/or graduate students from groups underrepresented in engineering;
  • reducing gaps in climate, well-being, satisfaction, sense of belonging between members of groups that are underrepresented in engineering compared to those who are well-represented;
  • increasing involvement of faculty, staff, and students in educational efforts, initiatives, and outreach aimed at improving diversity and inclusion;
  • increasing enrollment and retention of undergraduate and graduate students from groups underrepresented in engineering; and
  • collaborating with relevant faculty/staff committees working on equity, diversity, and inclusion.

Qualifications

QUALIFICATIONS AND CHARACTERISTICS

The inaugural associate dean will prioritize and champion IED to bring about the change necessary to further the college’s aspirations. The successful candidate will be a collaborative, results-oriented individual who has successful experience leading IED initiatives and driving organizational change in a complex environment with multiple constituencies. Minimum qualifications include an advanced degree, subject matter expertise in IED, and five years of relevant experience.

The successful candidate will bring many of the following skills and qualities:

  • A minimum of five years of leadership in inclusion, equity, and diversity programming.
  • Successful experience in developing, implementing, and evaluating institutional inclusion, equity, and diversity programs to enhance organizational climate within an academic setting.
  • Demonstrated commitment to and experience working with diverse populations and diverse constituencies to forge practical solutions to complex problems.
  • Awareness of current national trends in the area of diversity and multicultural issues.
  • Commitment to creating structures that promote exceptional educational opportunity for all students.
  • Experience managing relations with internal and external communities.
  • Demonstrated evidence of strong leadership, interpersonal, organizational, fiscal management, and supervisory skills.
  • Report and grant writing experience preferred.
  • Ability to navigate political and shared governance structures.

Institution & Location

THE COLLEGE OF ENGINEERING: AN OVERVIEW

Recognized as a powerhouse in research, teaching, and service, the UW-Madison College of Engineering is among the nation’s top colleges of engineering. Among its faculty are more than 20 members of the National Academy of Engineering and more than 120 recipients of National Science Foundation Presidential Young Investigator, PECASE, or CAREER awards. The college’s faculty, and graduate and undergraduate students, disclose more than 100 patents annually. With an enrollment of more than 4,500 undergraduates and 1,500 graduate students, the college offers 13 undergraduate majors, nine graduate majors, and one of the nation’s oldest and largest continuing education programs for professional engineers. The college hosts the largest career fair on the UW-Madison campus and has a 95% placement rate. Its alumni base consists of 50,000 engineers who live, work, and serve communities throughout the world.

The College of Engineering aspires to become a national model for fostering inclusion, equity, and diversity (IED) in engineering and to inspire change in engineering colleges, and beyond, across the nation. To achieve its bold aspirations, the college seeks a dynamic professional to lead the development of a unifying strategy for IED and guide its efforts to create an inclusive environment in which all members can learn, innovate, create, and thrive.

Vision

To be a world-class college of engineering recognized for strengths in basic and applied research, educational innovation, technology transfer, and service to society.

Mission

To educate and inspire future leaders who contribute to society through the creation, application and transfer of engineering knowledge, and through engagement in society. We do this through outstanding research, teaching and service to our profession, our state of Wisconsin, the nation, and the world.

Values

We fully endorse the values of the University of Wisconsin-Madison and the Wisconsin Idea.

These can be summarized as fully encouraging and supporting the highest standards of integrity, ethics, inclusiveness, and service to society. In addition, we value:

  • recruiting students from a variety of backgrounds and helping them reach their full potential as leaders and citizens;
  • encouraging collaborative, multidisciplinary research and teaching;
  • integrating research and teaching to build on our strengths in both areas for the benefit of all students;
  • recognizing contributions of faculty and staff in all areas (teaching, research, service and support); and
  • fostering a welcoming, supportive work environment.

Research

Through leading-edge research, innovative teaching, and service to our profession and to society, we aim to educate and inspire future leaders who uncover new knowledge and develop creative, useful solutions that benefit the people of our world, both now and into the future.

In the College of Engineering, we believe that solutions to some of the greatest challenges of our day originate not only in a single discipline, but as ideas developed and refined by groups of people with diverse backgrounds and expertise. We embrace transdisciplinary research—and our efforts involve not only faculty, but also staff, postdoctoral researchers, and students at both the undergraduate and graduate levels.

For example, researchers in our transdisciplinary Grainger Institute for Engineering are focusing on advanced manufacturing, energy and sustainability, smart healthcare and more.

We are improving health and the quality of citizens’ lives through our research in such areas as tissue regeneration, drug delivery, medical imaging, cancer biology, stem cells, virology, cellular processes, and the human brain, among others. We are leading myriad initiatives that will help our country generate, distribute and use energy more efficiently and wisely, while reducing dependence on limited resources. We are advancing research in areas that promote sustainable consumption of natural resources, cradle-to-cradle life cycles, and man-made alternatives to scarce materials. Through research in areas that include decision-making, systems and risk, among others, we are advancing knowledge about how to design secure information networks, power systems and other critical infrastructure. And we are contributing to the safety of the traveling public and to a more efficient network of transportation modes through research that ranges in scope from individual driver behavior through regional and national freight systems.

Teaching

The College of Engineering offers students at all levels an unparalleled educational experience that begins in the classroom and ends … wherever our students want it to take them. They take classes in modern, technology-rich spaces that allow for innovative, student-centric approaches to education that deepen their understanding of the concepts at hand. They learn from faculty who not only are outstanding researchers but also are passionate educators—and who artfully and enthusiastically convey the fundamentals of their field, coupled with the latest advances and the context in which those things occur. And on a comprehensive university campus that features a broad menu of co-curricular activities—at the department, college and university level— our students have the ability to mold and tailor an educational experience that truly is individual and right for them.

Service

Known as the Wisconsin Idea, the concept that education should influence lives beyond the boundaries of the classroom has deeply influenced the culture of UW-Madison for more than a century. This legacy of service to society is particularly evident in the College of Engineering. Faculty, staff and students uphold the Wisconsin Idea every day through research and activities that benefit people across the state, nation and world.

College Leadership

Dr. Ian Robertson, Dean

In March 2013, Ian Robertson began as the ninth dean of the University of Wisconsin-Madison College of Engineering.

Robertson, formerly Donald B. Willett professor of engineering at the University of Illinois and director of the National Science Foundation Division of Materials Research, leads a growing college with more than 5,000 undergraduates, 1,500 graduate students, and an annual budget totaling more than $200 million.

Robertson’s research focuses on how microstructure evolves in materials exposed to extreme conditions— stress, strain rate, gaseous and chemical environments and radiation—to enhance understanding of macro-scale property changes. He is author of more than 240 research publications on materials science topics and was named fellow of ASM International in 2009.

From 2011-13, Robertson was director of the Division of Materials Research for the National Science Foundation. From 2003-2009, he served as Department Head for the Department of Materials Science and Engineering, University of Illinois. He has been a member of the materials science faculty since 1983.

Robertson has received numerous teaching and research awards, including DOE awards for outstanding scientific accomplishment in metallurgy and ceramics (DOE Basic Energy Sciences, 1982) for contributions to our understanding of mechanisms of hydrogen embrittlement (DOE EE Fuel Cell Program, 2011), and is the 2014 recipient of the ASM Edward DeMille Campbell Memorial Lectureship.

He received his bachelor’s degree in applied physics from Strathclyde University, Glasgow, Scotland, in 1978, and the Doctor of Metallurgy degree from the University of Oxford, Oxford, England, in 1982.

UNIVERSITY OF WISCONSIN–MADISON: AN OVERVIEW

 Institutional Background/ History

UW–Madison is a major U.S. public doctoral degree–granting university with prolific research activity, global reach, and reputation.

Created at the same time Wisconsin achieved statehood in 1848, the university became the state’s land grant university and continues to be Wisconsin’s flagship teaching and research university with a statewide, national and international mission, offering programs at the undergraduate, graduate and professional levels in a wide range of fields, while engaging in extensive scholarly research, continuing adult education, and public service.

The university practices a cross-disciplinary and collaborative approach to research, boasts a $3.4 billion budget, enrolls over 43,000 undergraduate and graduate students (fall 2020), and employs approximately 24,000 faculty and staff. Composed of 13 schools and colleges, UW–Madison offers 288 undergraduate majors and certificates, as well as 250+ master’s, doctoral, and professional programs, for a premier Big Ten university. The university is also home to the Wisconsin Idea, a principle that the university should influence people’s lives beyond the boundaries of the classroom. In its 2020 edition, U.S. News & World Report named UW–Madison #13 in America’s Best Colleges among public universities.

UW–Madison has 23 NCAA Division 1 teams and is a member of the Big Ten Conference. In 2019, Sports Illustrated rated Madison as the #1 Best College Football Town in America.

UW–Madison’s geographic location, on the south shore of Lake Mendota, is extremely inviting, with four distinct seasons and easy access to Milwaukee and Chicago. The campus environment is a mixture of urban, suburban, and nature preserve, which makes it both exciting and serene, providing a very comfortable atmosphere in which to work and live. Located in the heart of the state capital, the university is surrounded by an eclectic assortment of culture, dining, recreation, and other activities that make it appealing for residents of all ages.

Other select rankings:

  • #1 – Best Hospitals in Wisconsin (U.S. News & World Report, 2020)
  • #1 – Top producer of Peace Corps volunteers (2020)
  • #5 – Doctorates granted among U.S. universities (2019, Survey of Earned Doctorates)
  • #8 – Total research expenditures among U.S. universities (2019)
  • #7 – Patents among U.S. universities (2018)
  • #13 – Best College Values among public universities (Kiplinger’s, 2018)
  • #13 – America’s Best Colleges among public universities (U.S. News & World Report, 2020)
  • #32- Academic Ranking of World Universities (2020)

About Madison, Wisconsin

With a population of roughly 263,000, Madison is Wisconsin’s state capital and the hub of the larger metropolitan area with a population of over 640,000. Built on an isthmus, UW–Madison and the city of Madison seamlessly blend together, creating opportunities and an atmosphere unlike any other campus. These factors, among others, places it on or near the top of several “best places to live” rankings, including:

  • #1 – 10 Best Places to Retire in America (money.com, December 2020)
  • #1 – Cities with Best Work-Life Balance (smartasset.com, January 2020)
  • #1 – Best Places in the U.S. for Raising Children (diversitydatakids.com, January 2020)
  • #2 – Best Cities for Bikes (peopleforbikes.org, June 2020)
  • #2 – Happiest Cities in America (menshealth.com, December 2020)
  • #2 – Best Places for Outdoor Enthusiasts to Live and Work (smartasset.com, October 2020)
  • #3 – Top 100 Best Places to Live (livability.com, October 2020)
  • #4 – Greenest Cities in the US (zippia.com, August 2020)

Find more rankings at https://www.visitmadison.com/media/rankings/.

 

Madison is located about 2.5 hours by car from Chicago, and 1.5 hours from Milwaukee. The Dane County Regional Airport offers many direct flights from Madison to major cities including Atlanta, Denver, Charlotte, Dallas, Denver, Detroit, Minneapolis, Philadelphia, Phoenix, Salt Lake City, and Seattle, among others. Madison also has one of the top-rated health-care systems in the country, as well as a high-performing school system and strong economy.

Known for its natural beauty, recreational opportunities, and thriving social scene, Madison boasts impressive numbers:

  • Madison is one of only five platinum-level bike cities in the U.S. and has been named one of the best cities on earth for biking.
  • Madison is home to 270 parks, 6,000 acres of parkland, 13 public beaches, 11 golf courses, and more than 200 miles of off-road and multi-use paths and trails.
  • Madison has 15,000 acres of lakes, where residents enjoy sailing, canoeing, kayaking, fishing, swimming, and stand-up paddleboarding.
  • The Dane County Farmers’ Market (located on the Capitol Square) is the largest producer-only market in the U.S.
  • Madison’s downtown is home to 370 restaurants and shops, as well as exceptional art institutions, including the Madison Children’s Museum and Madison Central Library, who both earned the National Medal for Museum and Library Service – a prestigious honor in the museum world.

For a preview of Madison by the seasons, please explore madison.wisc.edu.

University Mission

The University of Wisconsin–Madison is the original University of Wisconsin, created at the same time Wisconsin achieved statehood in 1848. It received Wisconsin’s land grant and became the state’s land-grant university after Congress adopted the Morrill Act in 1862. It continues to be Wisconsin’s comprehensive teaching and research university with a statewide, national and international mission, offering programs at the undergraduate, graduate and professional levels in a wide range of fields, while engaging in extensive scholarly research, continuing adult education and public service.

The primary purpose of the University of Wisconsin–Madison is to provide a learning environment in which faculty, staff and students can discover, examine critically, preserve and transmit the knowledge, wisdom and values that will help ensure the survival of this and future generations and improve the quality of life for all. The university seeks to help students to develop an understanding and appreciation for the complex cultural and physical worlds in which they live and to realize their highest potential of intellectual, physical and human development.

It also seeks to attract and serve students from diverse social, economic and ethnic backgrounds and to be sensitive and responsive to those groups which have been underserved by higher education. To fulfill its mission, the university must:

  1. Offer broad and balanced academic programs that are mutually reinforcing and emphasize high quality and creative instruction at the undergraduate, graduate, professional and postgraduate levels.
  1. Generate new knowledge through a broad array of scholarly, research and creative endeavors, which provide a foundation for dealing with the immediate and long-range needs of society.
  1. Achieve leadership in each discipline, strengthen interdisciplinary studies, and pioneer new fields of learning.
  1. Serve society through coordinated statewide outreach programs that meet continuing educational needs in accordance with the university’s designated land-grant status.
  1. Participate extensively in statewide, national and international programs and encourage others in the University of Wisconsin System, at other educational institutions and in state, national and international organizations to seek benefit from the university’s unique educational resources, such as faculty and staff expertise, libraries, archives, museums and research facilities.
  1. Strengthen cultural understanding through opportunities to study languages, cultures, the arts and the implications of social, political, economic and technological change and through encouragement of study, research and service off campus and abroad.
  1. Maintain a level of excellence and standards in all programs that will give them statewide, national and international significance.
  1. Embody, through its policies and programs, respect for, and commitment to, the ideals of a pluralistic, multiracial, open and democratic society.

Strategic Framework

The 2020-2025 strategic framework charts UW–Madison’s path forward, building on the success of its past priorities and taking bold steps toward its vision of being a model public university in the 21st century. It preserves the institution’s core legacy of research, teaching, and public service and promotes a campus environment where full potential can be met.

The priorities associated with the 2020-2025 strategic framework include the following:

  • Excellence in Teaching and Educational Achievement
  • Excellence in Research and Scholarship
  • Living the Wisconsin Idea
  • A Vibrant Campus Community
  • A High Performing Organization

For details on this distinctive and far-reaching plan, please click HERE.

University Leadership

Dr. Rebecca Blank, Chancellor

Dr. Rebecca Blank became Chancellor of Wisconsin’s flagship university in July 2013, bringing with her a deep commitment to educational excellence and innovation, built on exemplary federal service and academic leadership.

Her leadership has reinforced UW–Madison’s position as one of the world’s top 30 universities — a center for education, discovery, and research, committed to sharing knowledge and innovation that improves lives in Wisconsin and around the globe.

Fast facts:

  • Founded: 1848 (first class: February 1849)
  • Campus: 938 acres (main campus)
  • Budget: $3.4B (FY2020)
  • Annual research expenditures: $1.3B (2018)
  • Enrollment (Fall 2020): 45,540
  • Undergraduate students: 31,650
  • Graduate, special and professional students: 13,890
  • Faculty and staff: 23,917
  • Living alumni: 459,324
  • Colleges and Schools: 13
  • 3rd in nation in doctorates granted (2018)
  • 8th in nation for research expenditures (2019)
  • 11th Kiplinger’s Best Value Public Colleges-In-State (2019)
  • 13th best public college (U.S. News & World Report, 2020)
  • 26th best university, Center for World University Rankings (2020-2021)
  • #1 university system for producing Fortune 500 CEOs (2018)
  • #1 in Peace Corps volunteers (2020)

Benefits Overview

The following benefits, among others, are available to UW-Madison employees:

  • Medical insurance
  • Dental insurance
  • Vision insurance
  • Accidental death & dismemberment insurance
  • Flexible spending accounts
  • Health savings account
  • Life insurance
  • Disability plans
  • Long-term care insurance
  • Retirement plans
  • Leave benefit
  • Tuition reimbursement
  • Relocation expenses

For more details, please click the UW-Madison benefits site here.

Application & Nomination

The University of Wisconsin-Madison has retained Spelman Johnson to assist with this search. Review of applications will continue until the position is filled; complete applications received by October 19, 2021 will be assured full consideration. To apply for this position please click on the Apply button, complete the brief application process, and upload your resume and position-specific cover letter.

Confidential inquiries and nominations should be directed to Jim Norfleet, Practice Leader and Senior Consultant, at jmn@spelmanjohnson.com. Applicants needing reasonable accommodation to participate in the application process should contact Spelman Johnson at 413-529-2895.

The search committee encourages applications and nominations of women and persons of underrepresented groups. Please note that in accordance with Wisconsin statutes, the names of nominees and applicants who explicitly request confidentiality will not be made public. However, the university may be required to release the names and titles of the finalists who will be interviewed by the dean of College of Engineering.

Visit the University of Wisconsin-Madison website at: https://www.wisc.edu/.

The University of Wisconsin-Madison is committed to providing equal opportunity in employment and advancement to all qualified individuals and, in accordance with applicable federal and state statutes and regulations, to prohibit discrimination in employment on the basis of race, color, creed, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, marital status, pregnancy, genetic information, disability, military service, protected veteran status, honesty testing, arrest record, or conviction record. The equal employment opportunity policy covers all aspects of the employment relationship including, but not limited to, recruitment, interviewing, screening, testing, selection, placement, evaluation, transfer, promotion, tenure, compensation, benefits, training, layoff, and/or dismissal in all job titles.