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Provost Jobs in Colorado (NOW HIRING)

Lancesoft INC

Administrative Assistant

Boulder, CO · On-site

$25 - $35/hr

The Office of the Provost is the face of the Division of Academic Affairs, as such the work unit is oriented toward providing service that supports the institution's academic role and the mission.

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Provost information

See Colorado salary details

$91.5K

$119.7K

$140.4K

How much do provost jobs pay per year?

As of Sep 4, 2026, the average yearly pay for provost in Colorado is $119,685.00, according to ZipRecruiter salary data. Most workers in this role earn between $102,500.00 and $140,400.00 per year, depending on experience, location, and employer.

What is a provost?

A provost is the chief academic officer at a college, university, or other higher education institution. As a provost, you are on the same level as the vice president of the college in terms of the academic hierarchy. Your job duties include setting strategic goals for the school, hiring staff and faculty, participating in academic councils and committees, doing business with external partners, managing budgets, and advocating for the student body. Your responsibilities include allocating funding to the various departments at your school and guiding the academic vision of the institution.

What does a provost do?

A Provost is the chief academic officer at a university, responsible for overseeing academic policies, faculty affairs, and curriculum development. They work closely with deans, department chairs, and other administrators to ensure the quality of academic programs and student success. The Provost also manages academic budgets, strategic planning, and often plays a key role in hiring and tenure decisions for faculty. Their leadership is crucial in shaping the academic vision and maintaining the institution's standards.

What are the key skills and qualifications needed to thrive as a provost, and why are they important?

To thrive as a Provost, you need extensive experience in academic leadership, a terminal degree (such as a Ph.D.), and a deep understanding of higher education administration. Familiarity with accreditation processes, budgeting software, and institutional data systems is typically required. Strong interpersonal skills, strategic vision, and the ability to foster collaboration across diverse academic units set exceptional Provosts apart. These skills are crucial for advancing institutional goals, supporting faculty and students, and ensuring the overall academic excellence of the university.

What are some common challenges a provost faces when balancing academic priorities with budget constraints?

Provosts often encounter the challenge of aligning the institution's academic mission with available financial resources. This requires making difficult decisions about program funding, faculty hiring, and resource allocation while ensuring academic quality remains high. Effective communication and collaboration with deans, faculty, and administrative staff are crucial to navigate these challenges transparently. Additionally, Provosts must stay adaptable to external factors such as enrollment trends and changing accreditation requirements, all while fostering innovation and supporting strategic growth.

What is the difference between Provost vs Dean?

AspectProvostDean
Primary RoleOversees academic policies and university-wide academic affairsManages a specific college or faculty within a university
Work EnvironmentUniversity administration at the institutional levelDepartment or college level within a university
Required CredentialsTypically a PhD or equivalent, extensive academic experienceAcademic credentials, often a PhD, plus administrative experience
Industry UsageUsed across higher education institutions for senior academic leadershipCommonly used for leaders of individual colleges or faculties

The Provost is a senior university official responsible for overall academic policies and strategic planning across the entire institution. In contrast, a Dean manages a specific college or faculty within the university, focusing on departmental operations and academic programs. While both roles require advanced academic credentials and leadership experience, the Provost operates at a higher, institution-wide level, whereas the Dean's scope is more focused on their specific college.

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Provost jobs near you
Infographic showing various Provost job openings in Colorado as of August 2026, with employment types broken down into 77% Full Time, 21% Part Time, 1% Temporary, and 1% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $119,685 per year, or $57.5 per hour.

Associate Vice Chancellor for Faculty Affairs and Professional Development

University of Colorado

Denver, CO

$200K - $220K/yr

Full-time

Posted 7 days ago

Key responsibilities

  • Provide strategic leadership for faculty affairs, including recruitment, onboarding, evaluation, promotion, tenure, and separation.

  • Lead university-wide strategies for faculty development, teaching excellence, and academic leadership.

  • Oversee faculty performance management, workload, recognition, retention, and related policies.

University Of Colorado Boulder rating

8.2

Company rating: 8.2 out of 10

Based on 39 frontline employees who took The Breakroom Quiz

150th of 628 rated colleges and universities

Job description

Position Details
University of Colorado | Denver
Official Title: Associate Vice Chancellor 
Working Title: Associate Vice Chancellor for Faculty Affairs and Professional Development 
FTE: Full-time 
Salary Range: $200,000 to $220,000
Position #00350743 - Requisition #40962

***Open to CU Denver employees only***

About the University of Colorado Denver
Millions of moments start at CU Denver, a place where innovation, research, and learning meet in the heart of a global city. We're the state's premier public urban research university with more than 100 in-demand, top-ranked bachelor's, master's, and doctoral degree programs. We partner with diverse learners-at any stage of their life and career-for transformative educational experiences. Across seven schools and colleges, our leading faculty inspires and works alongside students to solve complex challenges and produce impactful creative work. As part of the state's largest university system, CU Denver is a major contributor to the Colorado economy, with 2,000 employees and an annual economic impact of $665 million. To learn more about how CU Denver helps learners meet their moment, visit ucdenver.edu.  

Job Description
* Applications are accepted electronically ONLY at www.cu.edu/cu-careers *

The Associate Vice Chancellor for Faculty Affairs and Professional Development (AVCFAPD) is a senior academic leader and a member of the Provost's Leadership Team, reporting directly to the Provost and Executive Vice Chancellor for Academic Affairs. The AVCFAPD provides strategic leadership for faculty affairs, faculty success, and academic culture across the CU Denver campus.  

This role is responsible for advancing faculty excellence and wellbeing across the full faculty lifecycle, including recruitment, onboarding, development, evaluation, advancement, governance, and transition. Central to the position is fostering an inclusive, supportive, and high-performing academic environment in which faculty thrive as teachers, scholars, mentors, and institutional leaders.  

In alignment with CU Denver's mission as a public, urban serving, equity focused research university, the AVCFAPD leads and coordinates institutional policies, practices, and initiatives that support faculty success; promote excellence and innovation in teaching and pedagogy; ensure fair and consistent faculty personnel processes; and align faculty work with student success and institutional priorities. 

What you will do:
Faculty Affairs and Academic Personnel Strategy 

  • Provide institutional leadership for faculty affairs and academic personnel strategy across the faculty lifecycle, ensuring that policies and practices advance academic excellence, institutional priorities, and a strong and sustainable faculty.  

  • Provide university-wide leadership and oversight for faculty recruitment, appointment, onboarding, evaluation, promotion and tenure, post-tenure review, sabbaticals and leaves, grievances, retention, and separation.  

  • Lead institutional faculty hiring planning in partnership with the Provost and deans, aligning faculty investments with academic priorities, enrollment and program needs, research strengths, and available resources.  

  • Establish and interpret university-level faculty policies and standards and ensure consistent, equitable, and effective implementation across schools and colleges.  

  • Ensure institutional compliance with faculty credentialing, accreditation, Regent and System requirements, and applicable state and federal requirements.  

  • Advise the Provost, deans, and other academic leaders on complex faculty personnel matters and emerging issues affecting the faculty.  

Faculty Development, Teaching Excellence, and Academic Leadership 

  • Provide strategic leadership for faculty development across career stages, advancing faculty effectiveness as teachers, scholars, mentors, institutional citizens, and academic leaders.  

  • Lead university-wide strategy for teaching excellence and pedagogical innovation, including effective use of emerging technologies and evolving instructional modalities.  

  • Advance faculty practices that strengthen student learning, engagement, belonging, and success across CU Denver's diverse student population.  

  • Develop a robust faculty leadership pipeline through leadership development, mentoring, and preparation for roles including program director, department chair/head, associate dean, and other academic leadership positions.  

  • Partner with deans and academic leaders to strengthen the onboarding, development, effectiveness, and success of department chairs and other faculty leaders.  

  • Foster mentoring, professional growth, and career advancement opportunities responsive to faculty across appointment types, disciplines, career stages, and roles.  

Faculty Performance, Workload, Recognition, and Retention 

  • Provide institutional leadership for faculty performance management, including annual evaluation, workload, professional development leave, sabbaticals, and related policies and processes.  

  • Establish and interpret university-level expectations and frameworks for faculty workload and differentiated contributions, working with academic leaders to promote appropriate consistency, transparency, and accountability across units.  

  • Use institutional data and evidence to identify faculty workforce trends, workload patterns, compensation and retention issues, and opportunities to strengthen faculty effectiveness and sustainability.  

  • Lead institutional strategies for faculty recognition, retention, and career advancement, including university-level awards and recognition of excellence in teaching, research and creative work, mentorship, service, and public impact.  

  • Partner with deans, Human Resources, and other university leaders on faculty compensation, salary equity, retention, and related workforce strategies.  

 Shared Governance, Faculty Culture, and Institutional Change 

  • Serve as a principal liaison between the Provost's Office and faculty governance, fostering effective shared governance and constructive engagement among faculty, academic leaders, and university administration.  

  • Advise the Provost and senior academic leadership on faculty perspectives, emerging concerns, and issues affecting academic culture and institutional effectiveness.  

  • Lead and support institutional change initiatives affecting faculty roles, policies, expectations, and academic culture.  

  • Foster a high-performing academic culture that values excellence in teaching, research and creative work, mentorship, service, collaboration, and shared responsibility for the university's mission.  

  • Facilitate constructive engagement on complex or sensitive faculty and academic issues and strengthen institutional capacity for productive dialogue and change.  

 Faculty Success, Equity, and Well-Being 

  • Provide institutional leadership for strategies that promote faculty success, professional sustainability, well-being, equity, and belonging.  

  • Advance equitable and transparent practices in faculty recruitment, appointment, compensation, evaluation, workload, mentoring, advancement, leadership development, and recognition.  

  • Ensure institutional compliance with applicable faculty employment and compensation requirements in partnership with Human Resources, University Counsel, deans, and CU System offices.  

  • Identify systemic barriers to faculty success and work with academic leaders to develop institutional strategies that strengthen faculty experience, engagement, retention, and effectiveness. 

Qualifications you already possess (Minimum Qualifications) 
Applicants must meet minimum qualifications at the time of hire. 
    Earned doctorate from an accredited institution. 
    A minimum of seven years of progressively responsible leadership experience in higher education, with significant responsibility for faculty affairs, academic administration, or faculty development. 
    Demonstrated expertise in faculty personnel policies, evaluation processes, and shared governance. 
    Documented experience leading faculty professional development, mentoring, or institutional initiatives.

Preferred Qualification to possess (Preferred Qualifications) 
    Record of accomplishment at the rank of full professor or equivalent. 
    Experience leading an academic unit at or above the level of department chair/head. 
    Demonstrated leadership in teaching excellence, faculty pedagogy, or academic innovation. 
    Experience at a public research university and/or equity serving institution. 
    Experience navigating multicampus or system level governance environments. 
    Demonstrated success managing organizational change and conflict in complex academic settings.  

Knowledge, Skills, and Abilities 
    Deep understanding of academic culture and faculty roles. 
    Ability to lead through influence, collaboration, and evidence-based decision making. 
    Strong analytical and organizational skills with the ability to manage multiple priorities. 
    Demonstrated commitment to diversity, equity, inclusion, and belonging. 
    Ability to effectively partner with senior leadership, faculty governance, and campus stakeholders. 
    Knowledge of faculty HR practices, including recruitment, evaluation, compensation, and workload analysis. 
Excellent written, verbal, and interpersonal communication skills.

Conditions of Employment 
    Occasional work during the evening and/or weekends may be required. 
    This position follows a hybrid work structure where employees can work remotely or from the office, as needed, based on demands of specific tasks or personal work preferences. Working from the office is encouraged when working on tasks that require a high degree of collaboration.

Mental, Physical, and/or Environmental Requirements  
    This position may be performed in a hybrid or remote environment, requiring the ability to work effectively in a remote setting. This includes maintaining a dedicated workspace free of excessive noise or distractions, reliable internet connectivity, and the ability to participate in virtual meetings for extended periods. Employees must be able to independently manage time, remain stationary for prolonged computer-based work, and transport necessary equipment (such as a laptop and peripherals) between their remote work location and the office as needed.
CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.
The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at workplaceengagement@ucdenver.edu .

Employment Sponsorship
Please be advised that this position is not eligible now or in the future for visa sponsorship.

Compensation and Benefits
The salary range (or hiring range) for this position has been established at $200,000 - $220,000.   
The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training.
The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.
This position is not eligible for overtime compensation.
Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line.
Benefits: https://www.cu.edu/employee-services/benefits
Total Compensation Calculator: http://www.cu.edu/node/153125

Application Deadline
Open to CU Denver employees only - deadline 9/17/2026

Required Application Materials:
To apply, please visit: http://www.cu.edu/cu-careers and attach:
    A cover letter which specifically addresses the job requirements and outlines qualifications
    A current CV/resume
    List of three references (we will notify you prior to contacting both on and off-list references)

Questions should be directed to Tyler Keyworth, tyler.keyworth@ucdenver.edu

Background Check Policy
The University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment.

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