ADDITIONAL NON-TENURE POSITIONS in SPECIFIC SCHOOLS INCLUDE the FOLLOWING: in the Tisch School of the Arts: • Arts Professor
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Stuart Robinson, Ph.D. 262 W Bristlecone Drive, Cedar City, UT 84720 (540) 421-5486 [email protected] Theotherwhitecube.Com
Stuart Robinson, Ph.D. 262 W Bristlecone Drive, Cedar City, UT 84720 (540) 421-5486 [email protected] theotherwhitecube.com EDUCATION University of Arizona, Tucson, AZ Ph.D., Art and Visual Culture Education 2014 Dissertation: “The Other White Cube: Finding Museums among Us” Committee: Professors Lynn Beudert (Chair), Elizabeth Garber, and Ryan Shin University of Cincinnati, Cincinnati, OH M.A., Art History with Museum Studies Certificate 2010 Thesis: “Essences of Charleston: The Tropical Landscapes of L.R. Mignot, 1857-59” University of South Carolina, Columbia, SC B.A., Art History with Art Education minor, cum laude 2008 FELLOWSHIP, GRANTS, SCHOLARSHIPS, ASSISTANTSHIPS, AND AWARDS Northwest Missouri State University, Maryville, MO Dean’s Award for Excellence in Teaching, College of Arts & Sciences 2016 One of three faculty members university-wide recognized for pedagogical innovation. Faculty Research Grant ($3000) 2016 Group study of arts-infused academy in New Mexico as model for campus lab school. Faculty Research Grant ($1100) with Academic Initiative ($1750) 2016 Created visual literacy program taught by pre-service art teachers at local lab school. Academic Initiative ($600) 2016 Built 30 easels to increase the visibility of the arts on campus and in the community. Faculty Research Grant ($1000) 2015 Assessed art critiques at the university. Implemented strategies to improve quality. Faculty Research Grant ($600) 2014 Conducted K-12 case studies to test reliability and generalizability of dissertation. Missouri Art Education -
Job Description
Job Description Job Title: Research Associate or Research Fellow (2 posts) Centre/Department/School/Faculty: MRC Centre for Global Infectious Disease Analysis / Infectious Disease Epidemiology / Public Health / Medicine Campus location: St Mary’s Campus (Paddington) although working remotely in the first instance, due to COVID-19 Job Family/Level: Academic and Research, Research Associate / Research Fellow Responsible to: VIMC Research Lead (Dr. Katy Gaythorpe) Key Working Relationships (internal): VIMC Research Lead, VIMC Consortium Director (Professor Neil Ferguson), lead investigators, other research and technical staff in the project, consortium members. Key Working Relationships (external): Representatives of funders, foundations and agencies. Contract type: Full-time until 31 March 2022. Part-time / flexible working will be considered and details can be discussed at interview Purpose of the Post We are seeking to recruit two posts at Research Associate or Fellow level to join the science team within the secretariat of the Vaccine Impact Modelling Consortium (VIMC, www.vaccineimpact.org). This major collaborative initiative directed by Prof Neil Ferguson, is based within the MRC Centre for Global Infectious Disease Analysis at Imperial College London and funded jointly by the Bill and Melinda Gates Foundation (BMGF) and Gavi, the Vaccine Alliance ($11 million over 2016-22). The MRC Centre has built upon a world-leading research group in the Department of Infectious Disease Epidemiology to undertake applied collaborative work with national and international agencies in support of policy planning for emerging and endemic infectious diseases. Gavi, the Vaccine Alliance, finances vaccines for developing countries for several diseases including, for instance, Hepatitis B, Measles, Meningitis A and Yellow Fever. -
Tsinghua University Is Recruiting Academic Faculty at Home and Abroad!
Tsinghua University Is Recruiting Academic Faculty at Home and Abroad! Tsinghua University was established in 1911, originally under the name “Tsinghua Xuetang”. Over 109 years since its establishment, Tsinghua has been celebrated both at home and abroad for its productive scholarship, rigorous scientific spirit, deep patriotism and profound cultural heritage. Shui Mu Tsinghua, a well-endowed place where best talents are nurtured. Following the motto of “Self-discipline and Social Commitment” and the spirit of “Actions speak louder than Words”, Tsinghua has educated over 200,000 students, many of whom have emerged as outstanding scholars, eminent entrepreneurs and distinguished statesmen and women. Dedicated to the well-being of Chinese society and to world development, Tsinghua has become one of the important bases of high- caliber talent cultivation and scientific and technological research in China. Centenary Tsinghua, with a galaxy of great minds. In the past century, many highly accomplished masters with profound scholarship in both ancient and modern knowledge and both Chinese and Western learning taught at Tsinghua, setting up excellent role models. Today's Tsinghua, a magnetic place for topnotch teachers. Today in Tsinghua, there are more than 3,000 high-caliber teachers, including the largest number of academicians of the Chinese Academy of Sciences and the Chinese Academy of Engineering of all institutes of higher education in China, famous professors, Changjiang Scholars, candidates for overseas talent programs and winners of the National Outstanding Youth Fund. In addition, a large number of world- renowned masters and young and middle-aged leaders in the academic circles are also actively working at the university. -
Glossary of Academic Personnel Terms (Revised September 2014)
Glossary of Academic Personnel Terms (revised September 2014) Above-Scale An academic appointee who advances beyond the highest step on the salary scale in a series is considered above scale. For example, in the Professor (ladder-rank) series, the highest step on the salary scale is Step IX, so the next advancement would be to Professor, Above Scale. The honorary, unofficial title of Distinguished Professor (see below) is conferred upon those who achieve the rank of Professor, Above Scale. Academic Appointee A university employee who is engaged primarily in research and creative work, teaching, and/or public service, and whose duties are closely related to the University's instructional and research functions. Academic appointees include, but are not limited to, academic administrative officers, faculty, research appointees, student appointees, medical residents, University Extension appointees, and librarians. Academic Administrative Officer An academic appointee holding an administrative position. Academic Administrative Officers include, but are not limited to, Associate Deans, Divisional Deans, or Directors of Organized Research Units. Faculty members holding certain administrative titles such as Chancellor and Vice Chancellor are also academic administrative officers but are part of the Senior Management Group. Academic Personnel On-Line (AP On-Line) Academic Personnel On-Line is a UCSD business system for completing academic personnel actions electronically. The system is a suite of services that currently includes e-Recruitment, Recruit, and Review. Planned additional services include AP On-Line Appointments and AP On-Line Leaves. Academic Personnel Manual (APM) The Academic Personnel Manual sets forth the policies and procedures pertaining to the employment relationship between an academic appointee and the University of California. -
MARK N. LURIE, Ph.D
MARK N. LURIE, Ph.D. CURRICULUM VITAE Updated: January 2019 1. PRESENT POSITION Associate Professor Address: Department of Epidemiology Telephone: (401) 863-7593 International Health Institute Fax: (401) 863-3713 Brown University School of Public Health Email: [email protected] Box GS-121-2, Room 221, 121 South Main Street, Providence, RI 02912 Honorary Associate Professor Division of Social and Behavioural Sciences, School of Public Health and Family Medicine, University of Cape Town 2. HOME ADDRESS 21 Oriole Street, Rumford RI 02916 3. EDUCATION Johns Hopkins University School of Hygiene and Public Health, Department of International Health; Baltimore, MD 2001 Ph.D. Dissertation Title: Migration and the Spread of HIV in South Africa. University of Florida; Gainesville, FL 1992 Master of Arts in African History. Thesis Title: Preserving White Privilege: Industrial Unrest on the Witwatersrand, 1913. Boston University; Boston, MA 1986 B.A. Political Science and Film Studies Northeastern University; Boston, MA 1990 Teaching Certificate in Secondary Social Studies University of California; Berkeley, CA 1991Summer Program for Intensive Language Study 4. PROFESSIONAL APPOINTMENTS 2013 - Present Honorary Associate Professor, University of Cape Town School of Public Health and Family Medicine, Cape Town, South Africa (renewed January 2019) 2008 - Present Assistant Professor Epidemiology, Departments of Epidemiology and Medicine, Warren Alpert Medical School of Brown University 2008- Present Co-Director, MPH Global Health Scholars Program, -
UNDERSTANDING FACULTY CATEGORIZATION What Do All of the Academic Titles Mean??
UNDERSTANDING FACULTY CATEGORIZATION The Master of Science in Occupational Therapy (MScOT) and Physical Therapy (MScPT) programs at the University of Toronto are accredited professional programs leading to entry to practice. The MScOT program aims to advance health and wellbeing through occupation by creating knowledge of occupation and its enablement and preparing leaders in practice, research and scholarship to improve the health and well‐being of individuals and communities locally and globally. The MScPT program is designed to integrate systems, research and internship components organized in twelve units to maximize educational principles. Academic faculty who support these programs fit into a variety of categories, all focused on a commitment to education and to development of the profession. What do all of the academic titles mean?? Academic appointments in the Departments of OS&OT and PT are granted at various levels as follows: Professorial tenure stream: Assistant professor: University of Toronto has very rigorous guidelines for faculty searches: international search and advertised for specific period. We seek individuals who have completed post‐doctoral studies and have an independent program of research with multiple publications. Assistant professors in the tenure stream have a three year probationary contract, and if successful after their three year review, are offered an additional two year contract during which time they must apply and be awarded tenure. Associate professor: In the fifth year of their appointment, Assistant Professors must go forward for tenure. They compile a dossier of their accomplishments. Dossiers are reviewed by special teaching committee, a reading (research focused) committee, and by at least 6 external reviewers who are experts in the field. -
Teaching Assistant Professor / Teaching Associate Professor School of Architecture University of Illinois at Urbana-Champaign
Teaching Assistant Professor / Teaching Associate Professor School of Architecture University of Illinois at Urbana-Champaign The School of Architecture at the University of Illinois at Urbana-Champaign seeks a full-time specialized faculty appointment at the rank of teaching assistant professor or teaching associate professor to expand its delivery of specialized Health and Wellbeing (HWB) courses and design studios in hybrid, online, and in-person formats, and to grow its research capacity. Efforts in the HWB program area align with the School’s delivery of a design-forward, evidence based, and technically rigorous architectural education to undergraduate and graduate students in a research-intensive environment. Social justice dimensions are a key component of the HWB program offerings. To increase this profile, we strongly encourage applications from individuals with demonstrable commitments to social justice through teaching, research, and/or service, and a reflective approach to transforming the discipline with respect to inclusion and anti-racism. The University of Illinois is an Equal Opportunity, Affirmative Action employer that recruits and hires qualified candidates without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability or veteran status. For more information, visit http://go.illinois.edu/EEO. Responsibilities and Opportunities The HWB program area is creating specialized opportunities through MARCH, MS, and PhD concentrations and certificate programs for practitioners. To support these efforts, the School seeks an early/mid-career scholar with a demonstrated research agenda at the intersection of environmental design, health and wellbeing at any environmental scale. A strong applicant will provide evidence of excellence in classroom and studio teaching; show promise for developing substantial and high-profile scholarship with a design and HWB focus; and for disseminating new knowledge in peer-reviewed scholarly venues. -
The University of Eastern Finland, UEF, Is One of the Largest Multidisciplinary Universities in Finland
The University of Eastern Finland, UEF, is one of the largest multidisciplinary universities in Finland. We offer education in nearly one hundred major subjects, and are home to approximately 15,000 students and 2,800 members of staff. We operate on three campuses in Joensuu, Kuopio and Savonlinna. In international rankings, we are ranked among the leading 300 universities in the world. The Faculty of Health Sciences operates at the Kuopio Campus of the University of Eastern Finland. The Faculty offers education in medicine, dentistry and pharmacy, as well as in some other central fields of the health care sector. The Faculty is research-intensive, and its internationally recognised research activities are closely linked to the strategic research areas of the University. There are approximately 2 500 degree students and about 450 PhD students in the Faculty. The number of staff adds up to almost 700 experts. http://www.uef.fi/en/ttdk/etusivu We are now inviting applications for Postdoctoral Researcher/Assistant Professor/Associate Professor (Tenure Track) (biomedical image and signal analysis) position, A.I. Virtanen Institute for Molecular Sciences, Kuopio Campus (position no 32286) This post is re-opened. Applications of those who have applied for the position earlier will be taken into consideration when the post is filled. In the currently vacant position, the Tenure Track can be entered from the Postdoctoral Researcher or Assistant Professor or Associate Professor level onwards. At the end of the term, the merits of the person will be evaluated to determine whether he or she can proceed to the next level of the Tenure Track without public notice of vacancy.The criteria, objectives and results to be achieved during the term in order to proceed to the next level of the Tenure Track will be agreed in detail with the appointee when signing the contract of employment. -
To ASSOCIATE PROFESSOR
CRITERIA FOR PROMOTION of FACULTY IN THE VANDERBILT DEPARTMENT OF ANESTHESIOLOGY To ASSOCIATE PROFESSOR Departmental Criteria for Promotion to Associate Professor on the Clinical Practice Track Faculty on the Clinical Practice (CP) track are excellent, highly qualified, respected physicians or other health care providers whose career emphasis is on patient care, professional service, and/or activities in support of patient care. Promotion on this track is a function of demonstrated excellence in both clinical performance and professional contributions. As faculty in the School of Medicine, Clinical Practice Track faculty are expected to conduct their work in an academic manner, including teaching, which for faculty on this track, typically occurs in the course of their clinical duties. Research and scholarship are not a focus of faculty on this track but are viewed positively. The faculty member must demonstrate distinguished professional contributions to the Department, School, or their field in at least one of the following five domains, and should be supported by evidence of a presence and reputation outside the Medical Center: • Administration and leadership (e.g., significant service on department or institutional committees, clinical program or other administrative leadership) • Patient outcomes and quality improvement (e.g., development of guidelines, programs, new clinical methods, successful conduct of quality improvement projects, external consultation) • Education of patients and service to the community (e.g., service in community organizations, health related advocacy) • Service to our discipline (e.g., service in professional organizations, paper or grant reviews) • Academic contributions (e.g., excellent teaching, educational contributions, publications, participation in research studies). The average time in rank upon promotion to Associate Professor of Clinical Anesthesiology is seven (7) years from the date of initial appointment as an Assistant Professor. -
Assigning Appropriate Temporary Faculty Titles
1 12/16/02 Updated 3/27/13 OU - Norman Campus Guidelines ASSIGNING APPROPRIATE TEMPORARY FACULTY TITLES There are several important distinctions among the titles used when appointing faculty on the Norman Campus. These include: 1. Regular versus temporary appointments 2. Full time versus part time faculty 3. Uses of the four title modifiers - “visiting”, “adjunct”, “acting”, and “affiliated” 4. Which titles are included among counts of “instructional faculty” and which titles are included among counts of “research faculty” I. REGULAR VERSUS TEMPORARY FACULTY Regular Faculty [tenured, tenure track, ranked, renewable term (clinical)] are hired through a faculty search process involving the faculty members within the academic unit. These regular faculty are involved in faculty governance and curriculum development and are eligible for such career development options as sabbaticals (for greater detail, see sections 3.1 and 3.5 of the Norman Campus Faculty Handbook). Regular faculty are appointed on a 9-month contract period from August 16 through May 15, although the appointment period may not coincide precisely with the instructional period. Regular faculty are usually full time (1.00 FTE) although there are a few exceptions on the Norman campus. Regular faculty are assigned unique position numbers in the budget and salary increase money is made available for these budgeted lines when filled. Salary lines for regular faculty must be funded with permanent recurring funds from either E&G funds or endowment funds, reflecting the long- term commitment that the institution makes in developing the regular faculty. Temporary (full time or part time) faculty are typically hired through an internal search process using good hiring practices 1) on a semester or annual basis by Chairs, or Directors as needed to fulfill the instructional mission of the institution or 2) by Principle Investigators as needed to fulfill the research mission of the institution. -
Employment and Career Management Structure for Researchers
EMPLOYMENT AND CAREER MANAGEMENT STRUCTURE FOR RESEARCHERS UCC, Approved by Governing Body Oct 2011 CONTENTS EXECUTIVE SUMMARY ........................................................................................... 3 SCOPE OF THE POLICY ......................................................................................................................................................... 3 1. UNIVERSITY RESEARCH CAREER MANAGEMENT STRUCTURE ................... 4 1.2 RESEARCH ASSISTANT .................................................................................................................................................. 4 1.3 POST‐DOCTORAL & SENIOR POST‐DOCTORAL RESEARCHER (PHD GRADUATES) ..................................................... 4 1.4 RESEARCH FELLOW ....................................................................................................................................................... 5 1.5 SENIOR RESEARCH FELLOW .......................................................................................................................................... 5 1.6 RESEARCH PROFESSOR ................................................................................................................................................. 5 2. RESEARCHER’S PERSONAL AND PROFESSIONAL DEVELOPMENT ........... 6 2.1 INTRODUCTION ............................................................................................................................................................. 6 2.2 PRINCIPLES OF RESEARCH TRAINING -
The UK Academic System: Hierarchy, Students, Grants, Fellowships and All That
The UK Academic System: hierarchy, students, grants, fellowships and all that Geoffrey J. Barton School of Life Sciences University of Dundee Dundee Scotland, UK www.compbio.dundee.ac.uk www.jalview.org twitter: @gjbarton [email protected] Version 4.2 – July 2019 Copyright © G. J. Barton, 2008, 2012, 2014, 2018, 2019 1 Table of Contents Prefaces ..................................................................................................................... 3 Version 4.2 – July 2019 ..................................................................................................... 3 Version 4.0 – July 2018 ..................................................................................................... 3 Version 3.0 – March 2014 ................................................................................................. 4 Version 2.0 – April 2012 ................................................................................................... 4 Version 1.0 – March 2008 ................................................................................................. 4 Introduction .............................................................................................................. 5 The Excitement of a Scientific Career ............................................................................... 5 An academic scientist’s research environment ................................................................ 5 What is School, University and all that? ..........................................................................