What are the responsibilities and job description for the Vice President for Academic Affairs position at Wor-Wic Community College?
Salary
$82.05 - $87.18 Hourly
Location
Salisbury, MD
Job Type
Full-Time Standard
Job Number
FY25-00436
Department
Academic Affairs
Opening Date
03/28/2025
Primary Function
Wor-Wic Community College is accepting applications for a vice president for academic affairs to serve as a key member of the executive leadership team, reporting directly to the College President. This position is responsible for providing strategic leadership to deliver responsive curriculum to support workforce needs and transfer credentials. The vice president oversees the Academic Affairs division, including critical functions of learning services, planning and assessment, library, Continuing Education and Workforce Development, the Eastern Shore Criminal Justice Academy and institutional accreditation; and contributes to campus leadership to support advancement of the College’s strategic goals and priorities and fulfillment of its mission.
Essential Duties
The following list is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills or working conditions associated with this position.
- Responsible for the management of the instructional programs of the college, having overall responsibility for curriculum and course planning, development and evaluation of all programs and services and related policies and procedures, and the supervision of administrative, support staff and faculty members; management includes approving all departmental action plans, budgets, assessment and all human resources tasks
- Provides strong, dynamic academic and administrative leadership; fosters a collegial environment which encourages scholarship teaching, and learning excellence; possess the vision to guide the college's academic programs into the future
- Leads institutional initiatives and provides oversight for instructional related strategies; provides executive leadership to college-wide initiatives, leading projects to enhance enrollment, student success and service excellence; and drives continuous improvement through data-informed decision-making, fostering a culture of excellence and innovation
- Coordinates efforts to satisfy the criteria for continued accreditation by state, regional and programmatic accrediting agencies
- Provides vision and oversight of Continuing Education and Workforce Development division, including workforce training, personal enrichment courses and contract training review and approving class schedules and offerings
- Provides leadership for administrators, faculty members and other employees to foster innovation in curriculum design, instructional delivery and student engagement strategies to develop, offer and evaluate appropriate instructional programs
- Oversees development of the credit schedule of classes, data on faculty workloads, class size, faculty absences and similar information related to instruction
- Assigns the deans to their duties and responsibilities, ensuring that their workloads and assignments are consistent with their professional preparation; assists with faculty development, methods of curriculum presentation and student evaluations; and promotes excellence in teaching, scholarly research, service and leadership ensuring academic excellence and promoting student success
- Collaborates with academic leadership and other campus departments to ensure integration of curricular and co-curricular support services, enhancing student retention, persistence and achievement
- Advises and assists program advisory committee members in their study and recommendation of new programs and courses or modifications to present programs; and works with regional employers, government agencies and community organizations to align programs with labor market needs
- Manages and/or contributes to the annual and five-year comprehensive department assessment process as per the college assessment plan
- Plans, develops and administers the annual budgets for functional areas within the Academic Affairs division, ensuring fiscal responsibility and alignment with strategic priorities
- Serves as a strategic thought partner with the President and members of the executive leadership team, collaborating closely to provide strategic leadership in college-wide operations and strategic goal implementation
- Performs other duties as assigned by the president
Minimum Requirements
- Doctorate degree
- Ten years of progressively responsible experience with at least five years of experience at the dean level
- Strong budget management and computer skills
- Valid driver's license
- Preference will be given to candidates with regional accreditation experience, community college experience and full-time classroom teaching experience
Supplemental Information
This is a full-time administrative position with excellent fringe benefits. The starting salary will range from $160,000 to $170,000, depending on the successful candidate's qualifications and experience.
The right candidate will represent our commitment to innovation, community, integrity, learning, excellence, accessibility and diversity; collaborate and cooperate with others to accomplish the goals of the college; and support new and creative ideas to enhance institutional effectiveness.
It is important that your application show all the relevant education and experience you possess. Please do not use "See Resume" or similar language in the job application. Applications may be rejected if incomplete.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The college reserves the right to change or reassign job duties, or combine and/or eliminate positions at any time.
Applications received by April 27 will be given first consideration; the position will remain open until filled.
www.worwic.edu
This document is available in alternative formats to individuals with disabilities by contacting disability services at disabilityservices@worwic.edu, 410-334-2899 or TTY 410-767-6960. Wor-Wic Community College is an equal opportunity educator and employer. Visit www.worwic.edu/Services-Support/Disability-Services to learn more.
Benefits for Standard Employees
This summary is solely intended to provide an overview of benefits offered by the college. In the case of a discrepancy, the information in the plan documents and the policy manual supersedes any description listed here.
Medical Insurance
Full-time employees can elect to purchase subsidized medical coverage for themselves and their dependents effective the first of the month following the employee's date of hire.
Part-time administrators and support staff members can obtain medical coverage for themselves and their dependents at their own expense.
Part-time administrators and support staff members can obtain medical coverage for themselves and their dependents at their own expense.
Dental Insurance
Full-time employees can elect to purchase subsidized dental insurance for themselves and their dependents effective the first of the month following the employee's date of hire.
Part-time administrators and support staff members can obtain dental coverage for themselves and their dependents at their own expense.
Part-time administrators and support staff members can obtain dental coverage for themselves and their dependents at their own expense.
Vision Insurance
Full-time employees and part-time administrators and support staff members can elect to purchase voluntary vision insurance at their own expense for themselves and their dependents effective the first day of the month following the employee's date of hire.
Life Insurance
Full-time employees receive life insurance equal to one-and-a-half times the employee's annual salary, with a maximum benefit of $250,000, at no cost to the employee. Full-time employees can purchase additional life insurance at their own expense for themselves and their dependents at any time during their employment, pending approval from the provider.
Supplemental Insurance
All employees can purchase one or more of the supplemental insurance products offered by the college at their own expense for themselves and their dependents. Supplemental insurance provides an additional level of financial protection in the event of a serious accident or illness.
Retiree Medical and Dental Insurance
Full-time employees with 15 years of continuous full-time service at the college who meet the eligibility requirements for an early or normal service retirement of the State Retirement and Pension System (SRPS) of Maryland and have medical and/or dental coverage in effect immediately prior to the time of retirement, are eligible to remain enrolled in medical and dental insurance at their own expense. The college subsidizes the employee portion of medical insurance based on years of experience and age requirements.
Flexible Spending Accounts
Full-time employees and part-time administrators and support staff members can obtain a medical reimbursement account and/or a dependent care assistance account effective the first of the month following the employee's date of hire. Employees do not need to enroll in the college's medical or dental plan to be eligible for flexible spending accounts.
Worker's Compensation
All employees are covered by worker's compensation insurance when they are involved in a work-related accident. Worker's compensation insurance covers medical care, rehabilitation and lost wages for employees or death benefits for the employee's dependents, according to the specific terms of the insurance policy.
Short-term Disability Insurance
Full-time employees who have been employed by the college for at least one year are eligible for short-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after a 15-work day elimination period and ending 90 calendar days from the date of the injury or illness. Short-term disability benefits equal 60 percent of the employee's monthly salary, with a maximum benefit of $10,000 per month.
Long-term Disability Insurance
Full-time employees receive long-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after an employee has used all accumulated sick leave or has been disabled for 90 calendar days, whichever occurs later. Long-term disability benefits equal two-thirds of the employee's monthly salary, with a maximum benefit of $10,000 per month.
Retirement
Full-time and part-time support staff members are enrolled in the State Retirement and Pension System (SRPS) of Maryland. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Full-time administrators, full-time faculty and part-time administrators can enroll in the State Retirement and Pension System (SRPS) of Maryland, or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Full-time administrators, full-time faculty and part-time administrators can enroll in the State Retirement and Pension System (SRPS) of Maryland, or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.
Supplemental Retirement Accounts
All employees who normally work 20 hours or more per week can make tax-deferred supplemental retirement contributions to any of the supplemental retirement funds offered by the college.
Tuition Waiver
Full-time employees and their family members are eligible for tuition waivers for credit and community and continuing education courses offered by the college. In the implementation of this policy, a family member is defined as the employee's spouse or unmarried child 25 years of age or younger.
Part-time administrators and support staff members are eligible for tuition waivers for themselves for credit or community and continuing education courses offered by the college, up to a maximum of one credit or one community and continuing education course each session, semester or term. The employee must attend on his or her own time.
Part-time administrators and support staff members are eligible for tuition waivers for themselves for credit or community and continuing education courses offered by the college, up to a maximum of one credit or one community and continuing education course each session, semester or term. The employee must attend on his or her own time.
Reimbursement for Undergraduate & Graduate Studies
Full-time employees who have been employed by the college for at least six months are eligible for tuition reimbursement for satisfactory completion of undergraduate and graduate course work beyond the associate degree at regionally-accredited colleges and universities. Course work must be related to improving the employee's effectiveness within his or her current position, or an employee can request to take course work related to another position of increased responsibility at the college, subject to supervisory approval up through the president. An employee is eligible for tuition reimbursement for up to nine credit hours per fiscal year. An employee who leaves the college must repay the full amount of all reimbursements received within the two years preceding the termination date. The maximum reimbursement provided is equal to the current in-state tuition rate per credit hour at the University of Maryland College Park, reduced by the amount received from funding sources such as veterans' benefits, financial aid, grants and scholarships.
Credit Union
All full- and part-time employees and their immediate family members can participate in the State Employees Credit Union (SECU). The SECU's definition of immediate family member, which includes the employee's parents, spouse, natural, step, adopted and foster children, grandparents, grandchildren, brothers, sisters, brothers-in-law, sisters-in-law, parents of spouse, sons-in-law, daughters-in-law, aunts and uncles, and nieces and nephews, is used in the implementation of this policy.
Annual Leave
Annual leave is earned on a prorated basis each pay period.
Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.
Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.
Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.
Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.
Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.
Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.
Sick Leave
Sick leave is earned on a prorated basis each pay period.
Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year.
Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.
Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.
Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year.
Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.
Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.
Employees can use a maximum of 64 hours of accumulated sick leave per year for sick and safe leave. An employee is eligible to begin using sick and safe leave 107 calendar days after his or her hire date, whichever is later. If an employee is rehired by the college within 37 weeks of the employee's separation date, a maximum of 64 hours of unpaid and unused sick leave will be reinstated.
Personal Leave
Personal Leave
Full-time employees earn personal leave at a rate of five days, or 37.5 hours, per year, prorated according to the employee's first day of employment.
Part-time administrators and support staff members receive a proration of five personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.
Part-time administrators and support staff members receive a proration of five personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.
Bereavement
Full-time employees are entitled to four work days of bereavement leave to attend the funeral and/or attend to the affairs of the deceased in the event of the death of an immediate family member. In the implementation of this policy, an immediate family member is defined as a spouse, child, parent, parent-in-law, son- or daughter-in-law, brother, sister, grandparent, grandchild or any other relative living in the employee's household. One day of bereavement leave is granted to attend the funeral and/or attend to the affairs of the deceased in the event of the death of a relative not defined as an immediate family member.
Holidays
Full-time employees receive paid holidays. The college's 16 official college holidays include Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, the Wednesday before Thanksgiving Day, Thanksgiving Day, the day after Thanksgiving and eight working days as a winter recess, which begins on or before Dec. 24 and includes Jan. 2 when Jan. 1 falls on a Sunday. Employees should consult the official calendar listing of holidays in the college catalog.
Military
Full-time employees and part-time administrators and support staff members who are in the uniformed services can take accrued annual or personal leave, or leave without pay, to serve in the uniformed services.
Court Duty
A full-time employee who is called to serve on a jury or is subpoenaed as a court witness to testify in a proceeding to which the employee or a related party is not personally involved is granted special leave with pay for the period that he or she is required to be in court, plus any necessary time for travel.
Employee Assistance Program
All employees and their household members can access free, confidential assistance to help with family, personal or professional problems. Services are available 24 hours per day, seven days per week, by calling (800) 327-2251.
Salary : $160,000 - $170,000
