Director, Family Caregiving Institute

The Betty Irene Moore School of Nursing at UC Davis has retained Isaacson, Miller an executive search firm, to assist in the search for the Director of the Family Caregiving Institute. Confidential review of applications, nominations and expressions of interest will be conducted by Isaacson, Miller. Please direct all nominations and inquiries to Jasmine Miller, jmiller@imsearch.com who is leading this search.

The UC Davis Betty Irene Moore School of Nursing seeks a highly qualified individual with a nationally and/or internationally recognized program of research in family caregiving. The ideal candidate possesses the capability to provide visionary leadership and strategic scholarship direction to the Family Caregiving Institute (FCI). The ideal candidate will possess a proven track record of success in family caregiving research, including significant contributions to the field, competitive grant awards, and significant leadership experience within academia or related sectors. It is essential that this candidate will ensure our research and knowledge translation will be embedded in industry, education, policy, industry, and practice. Additional ideal qualifications for the candidate's scholarship: research impacts including citations in caregiving guidelines, evidence-informed programs, legislation and commissioned reports.

UC Davis Health, situated on a contemporary 140-acre campus in Sacramento, California, is offering a tenured full-time position at the Ladder rank of Assistant, Associate, or Full Professor. The Sacramento campus serves as the vibrant home to an array of institutions, including the School of Nursing, School of Medicine, UC Davis Medical Center (including a level-I trauma center and burn unit, and a comprehensive range of outpatient services), a fully accredited Children's Hospital, and an NCI-designated Comprehensive Cancer Center. The FCI is UC Davis's first fully dedicated research institute for the study of family caregiving and caregiving solutions.

Key Responsibilities for this FCI Director role include:

Research and Scholarship

* Develop and implement a strategic vision for FCI's research initiatives, emphasizing translation into education, policy, industry, and practice, and identifying pivotal areas of .growth where FCI can set itself apart and drive substantial impact.

* Lead research initiatives aligned with the FCI mission, including leading an extramurally funded research program that conducts outstanding research in family caregiving with clear clinical and policy implications for advancing health equity for caregivers.

Leadership

* Facilitate interdisciplinary, collaborative research and outreach programs, and take a leadership role in identifying extramural funding sources and fostering the creation of appropriate investigator teams to follow through with preparation and submission of grant/contract proposals.

* Develop active and fruitful collaborations with other campus research units, such as the Clinical and Translational Science Center (CTSC), the Center for Health Policy Research (CHPR), the Comprehensive Cancer Center (CCC), the Center for Reducing Health Disparities (CRHD), etc.

Leadership

* Leads the academic and administrative aspects of the FCI, fostering a culture of excellence and innovation across interdisciplinary research and clinical collaborations.

* Lead the ongoing execution and refinement of FCI's strategic plan, ensuring alignment with the goals and objectives of the School of Nursing and UCDH, including the development of performance metrics and driving research growth.

* Lead FCI's policy efforts at both state and national levels, informing advocacy efforts for legislative reforms supporting family caregivers and prioritizing emerging caregiving needs equity, and social determinants of health to inform policy decisions.

* Represent the School of Nursing in UC Davis, UC-wide, and community-wide activities relating to the FCI's strategic interests and disseminate information to faculty and leadership.

* Continuously articulate the opportunities that FCI has to the highest levels of leadership across UC Davis and UCDH, in partnership with School of Nursing leadership.

Funding and Resource Development

* Develop and execute a sustainable funding strategy, with an emphasis on external funding.

* Demonstrate a comprehensive understanding of diverse external funding opportunities, encompassing grants, industry/commercial partnerships, contracts, government agencies, and develop innovative approaches to establish sustainable funding relationships to support FCI's initiatives.

* Partner with the Dean of the School of Nursing, the Associate Dean for Research, and UCDH Development Office to engage prospective donors in philanthropic initiatives that support family caregiving initiatives.

Infrastructure and Faculty Recruitment

* Build and enhance FCI's infrastructure to support research, education, and outreach activities, ensuring efficient operations and the ability to scale initiatives effectively.

* Determine the appropriate faculty and staff mix for FCI and actively recruit and affiliate with top-tier senior, mid-level, and junior faculty who align with FCI's research priorities and goals.

Collaboration and Community Engagement

* Develop and maintain relationships with key interdisciplinary internal and external constituents to facilitate collaboration, address critical challenges in the field, and identify partnership opportunities in family caregiving research and practice, to advance FCI's mission.

* Cultivate and maintain partnerships with constituents the community, state and national levels, leveraging these relationships to advance FCI's mission and strategic objectives.

* Cultivate internal strategic partnerships across UC Davis and UCDH, including the Healthy Aging Clinic, UC Davis Comprehensive Cancer Center, Health Equity Resources and Outreach, and other relevant clinical departments, to accelerate the translation of research findings into practical applications and enhance funding opportunities.

* Partner with others within the School of Nursing and across UC Davis, the School of Medicine, and UCDH to become an indispensable educational resource for healthcare professionals and the community by fostering awareness and disseminating best practices in caregiving through comprehensive, innovative training and education programs.

* Lead strategic community engagement efforts by identifying communities of focus aligned with FCI's objectives, developing tailored outreach strategies to engage communities to understand their priorities and to share research to improve their health and well being. As well as provide educational opportunities effectively, and establishing mechanisms for ongoing feedback and community input into FCI's initiatives.

Marketing and Visibility

* Collaborate with UCDH Public Affairs and Marketing to oversee an ongoing comprehensive marketing strategy, maximizing national visibility and awareness of FCI's research and impact as part of the School of Nursing and UCDH.

* Promote FCI's strengths and impactful research opportunities across multiple sectors, including academic, healthcare, policy, and community, to elevate its national reputation, attract top-tier researchers, and garner support for FCI's mission.

* Improve internal branding and communication to articulate FCI's role and distinction within UC Davis and UCDH, engaging constituents at all levels.

As a faculty member, the distribution of effort among university criteria may be adjusted in accordance with the responsibilities associated with the director role. The currently proposed allocation is as follows:

50% - Director Responsibilities

20% - Teaching

10% - Advising and Mentoring

10% - Research

10% - Service

DIVERSITY, EQUITY, & INCLUSION:

All individuals in the Betty Irene Moore School of Nursing are accountable for maintaining and fostering a culture of inclusion, as outlined in the School's Diversity and Inclusion webpage at http://health.ucdavis.edu/nursing/diversity_inclusion/diversity_index.html.

Applicants' track record of engagement and activity related to diversity, equal opportunity, and inclusion as well as their plans for future engagement is a significant part of the overall evaluation of the candidate's qualifications for a faculty appointment.

Academic rank and salary are commensurate with credentials and experience. The university offers a comprehensive benefits package.

Applicants should apply online at: https://recruit.ucdavis.edu/JPF06747.

If you have any questions about this recruitment, please email: hs-sonfacultyrecruitment@ucdavis.edu.

The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status. For the complete University of California nondiscrimination and affirmative action policy see: https://policy.ucop.edu/doc/4000376/DiscHarassAffirmAction.

We strongly recommend that all candidates visit our website dedicated to this search for additional information about how their application materials, including their Statement of Contributions to Diversity, Equity, and Inclusion, will be assessed carefully by the Search Committee in the screening and review process. For questions regarding this process, please contact the Academic Personnel Analyst, Francisco Ramos, fjramosjr@ucdavis.edu

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, discrimination, exploitation, or intimidation. With this commitment, UC Davis conducts a reference check on all first choice candidates for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions. The reference check involves contacting the administration of the applicant's previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University's Faculty Code of Conduct. To implement this process, UC Davis requires all applicants for any open search for assistant professor to complete, sign, and upload the form entitled "Authorization to Release Information" into RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists considered for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions will be subject to reference checks.

School: https://health.ucdavis.edu/nursing/ourteam/join/index.html

A PhD or other doctorate (or equivalent international degree) plus teaching, mentoring, and research experience is required at the time of application. At least one degree in nursing or nursing science.

• 6 required (contact information only)

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

To implement this process, UC Davis requires all applicants for any open search to complete, sign, and upload the form entitled, "Authorization to Release Information" into UC RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration.

UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).

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 for federal law.

Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify

The University of California, Davis (UC Davis) is committed to creating a welcoming and inclusive environment for all employees and students. Our excellence in research, teaching, and service are embodied by members of our academic community who share our commitment to these values. A variety of resources and programs are available to academics, staff, and students that reflect the core values reflected in our strategic plan: "To Boldly Go," our Principles of Community, the Office of Academic Affairs' Mission Statement, and the UC Board of Regents Policy 4400.

UC Davis also is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution (HSI). There are numerous links available on the About Us webpage where you can learn more about our administration, campus rankings, locations, campus safety, sustainability, visiting UC Davis and UC Davis Health.

The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.

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.