Recruit

The University of California, Los Angeles invites applicants and nominations for a nationally recognized leader to join the David Geffen School of Medicine (DGSOM) as the Vice Dean for Research and help to shape the future of research at one of the world’s leading universities.

UCLA is proud to be ranked the #1 public university in the nation, with UCLA Health recognized as the #1 hospital in both California and Los Angeles by U.S. News & World Report. The David Geffen School of Medicine (DGSOM) at UCLA is home to 36 members of the National Academy of Medicine and 20 members of the National Academy of Sciences, reflecting a legacy of excellence in research, education and patient care.

In the past year, the David Geffen School of Medicine at UCLA (DGSOM) received over $900 million in award funding, including over 600 NIH grants. The institution is distinguished by its robust academic community, comprising more than 2,000 full-time faculty members, including over 800 faculty dedicated to research. DGSOM also supports a vibrant training environment, with approximately 1,000 graduate students and more than 1,300 postgraduate trainees engaged in advanced scientific and clinical education.

Reporting to the Dean, David Geffen School of Medicine, the Vice Dean for Research will have the opportunity to bring visionary and innovative approaches to the future of the organization’s research enterprise during a dynamic time. The Vice Dean for Research plays a pivotal role in guiding and strengthening the entire research enterprise at the David Geffen School of Medicine at UCLA. With a focus on supporting faculty to enhance the impact, quality and efficiency of the biomedical research mission, the Vice Dean champions initiatives that empower faculty and trainees to pursue transformative discoveries. By fostering a supportive and forward-thinking environment, this role ensures that DGSOM remains at the forefront of scientific innovation – shaping the future of healthcare through groundbreaking research.

Key responsibilities include strategic planning and oversight of DGSOM’s Research Themes and Research Institutes, research faculty recruitments, graduate and postdoctoral training programs, research space allocation, administration of shared resources, the Office of Physician-Scientist Career Development and development of research policies and procedures. The Vice Dean for Research also facilitates interactions between research faculty and our Technology Development Group to translate research innovations into impact in the public domain and serves as a supportive partner to the Clinical Translational Science Institute on issues pertaining to clinical research infrastructure. In addition, this role interfaces with DGSOM, campus officials and committees regarding such areas as technology development and licensing, research compliance and ethical conduct of research, oversight of bridge and pilot research funds, and works with the Vice Dean for Faculty to promote our faculty for prizes and awards. This role will also lead the strategic expansion of the institution’s grant portfolio, including the identification and development of innovative funding mechanisms to support and sustain cutting-edge research initiatives.

All candidates must have an MD, PhD, or equivalent degree and the appropriate academic credentials for a faculty appointment within the DGSOM at UCLA at the rank of associate or full professor, outstanding research credentials including a history of funded research, as well as progressive research and administrative leadership experience, a deep commitment to the academic mission, the ability to build trust with faculty, staff, students, and trainees, the capacity for objective review and decision-making, and an unwavering moral and ethical compass in alignment with the values and mission of the DGSOM.

Confidential inquiries, nominations, or submissions of interest (a curriculum vitae, informative personal statement and response to UCLA’s mission statement) are invited and will be considered until an appointment is made:

Joann Elmore, MD, MPH and Thomas Rando, MD, PhD (search co-chairs)
c/o Bridget Hough
Director of Academic & Executive Search
Email: vicedeanresearchsearch@mednet.ucla.edu

If you want to apply for a tenured track faculty position, please apply to:
https://recruit.apo.ucla.edu/JPF10583
If you want to apply for a non-tenured track faculty position, please apply to: https://recruit.apo.ucla.edu/JPF10587

The shared values of the DGSOM are expressed in the Cultural North Star, which was developed by members of our community and affirms our unswerving commitment to doing what’s right, making things better, and being kind. These are the standards to which we hold ourselves, and one another. Please read more about this important DGSOM program at https://medschool.ucla.edu/cultural-north-star.

We welcome candidates whose experience in teaching, research, or community service has prepared them to contribute to the University of California’s commitment to excellence. The University of California seeks to recruit and retain a workforce that reflects our commitment to serve the people of California, to maintain the excellence of the University, and to offer our students richly varied disciplines, perspectives and ways of knowing and learning.

All aspects of searches are confidential and all candidates are expected to review and abide by UC Regents Policy 1111 on Statement on Ethical Values and Standards of Conduct https://regents.universityofcalifornia.edu/governance/policies/1111.html

The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, bullying and other demeaning behavior, discrimination, exploitation, or intimidation. With this commitment as well as a commitment to addressing all forms of academic misconduct, UCLA conducts targeted employment reference checks for finalists to whom departments or other hiring units would like to extend formal offers of appointment into Academic Senate faculty positions. The targeted employment reference checks involve contacting the finalists’ current and prior places of employment to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UCLA requires all applicants for Academic Senate faculty positions to complete, sign, and upload the form entitled “Authorization to Release Information” into RECRUIT as part of their application. If the applicant does not include the signed authorization to release information with the application materials, the application will be considered incomplete. As with any incomplete application, the application will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists (i.e., those to whom the department or other hiring unit would like to extend a formal offer) considered for Academic Senate faculty positions will be subject to targeted employment reference checks.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• “Misconduct” means any violation of the policies or laws governing conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
• APM - 035: Affirmative Action and Nondiscrimination in Employment