The Orofacial Pain Residency Program at the Eastman Institute for Oral Health, in the School of Medicine and Dentistry at the University of Rochester Medical Center is seeking to hire a faculty member at the rank of Assistant to Associate Professor of Dentistry. Responsibilities include direct patient care, teaching, and supervising clinical and research activities of program residents in the Orofacial Pain and General Dentistry clinics.

Requirements: DDS/DMD or equivalent degree. Post-doctoral residency in Orofacial Pain/ or experiential equivalent in hospital-based dentistry or post-doctoral degree. American Board of Orofacial Pain certification is preferred. Experience in academic dentistry, research and publication in peer review journal are an advantage. Post-offer health assessment is required. Experience:  Minimum 3-5 years in  hospital-based (or affiliate) practice; License/Certification Required:  NYS Dental license eligibility.  Must be credentialed with approved DOP per medical staff guidelines. 

The University is committed to fostering and supporting a workplace culture inclusive of people regardless of their race, ethnicity, national origin, gender, gender identity, sexual orientation, socioeconomic status, marital status, age physical abilities, political affiliation, religious beliefs, or any other non-merit fact, so that all employees feel included, equally valued and supported. The University believes that a diverse workforce and inclusive workplace culture enhances the performance of our organization and our ability to fulfill our important missions. The University of Rochester is responsive to the needs of dual career couples. In compliance with NYC’s Pay Transparency Act, the annual base salary range for this position is: $110,000 - $120,000 Annually. The referenced pay range represents the minimum and maximum annual salary for this faculty position. Individual salaries will be determined within the job’s salary range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations. Incentive-based compensation may also be applicable and will be discussed during the hiring process.

• EEO/AA Policy

  The University of Rochester Policy: 102 Personnel Policy/Procedure Page: 1 of 1 Revised: 11/10 Reviewed: 11/10 Subject: Affirmative Action Plan Applies to: All Faculty and Staff The University of Rochester’s Affirmative Action Programs are designed to facilitate the recruitment and employment of qualified individuals with disabilities, minority and female group members, and disabled or Vietnam era veterans. The President has appointed the Provost and the Associate Vice President of Human Resources as Affirmative Action Coordinators for the faculty and staff respectively. Affirmative Action Plan As an educational institution, the University strengthens its purpose by providing significant role models within its faculty, administration and staff for the variety of individuals served by its academic, service and health programs. In the interest of those principles, the University intends to act positively and pro-actively in its programs of recruitment and appointment. The University of Rochester will continue to provide equal employment opportunities to all qualified persons. The University of Rochester values diversity and is committed to equal opportunity for persons regardless of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation or any other status protected by law, in matters of employment, promotion, transfer, layoff, termination, rates of pay, selection for training, recruitment and recruitment advertising. Further, the University complies with all applicable non-discrimination laws in the administration of its policies, admissions, employment, and access to and treatment in University programs and activities. The Affirmative Action Plan will be implemented and operated in the following manner: • The University will recruit and hire for all positions without regard to age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation or any other status protected by law. • The University will base employment decisions solely upon the individual’s qualifications for the position, so as to further the principles of affirmative action and equal employment opportunity. • The University will ensure that all actions in personnel matters such as promotions, compensation, benefits, transfers, layoffs, returns from layoff, training, education, tuition assistance, social and recreational programs will be based on valid criteria, and administered without regard to age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation or any other status protected by law.