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Job ID: 142303

Assistant/Associate Professor (tenure track)
University of Connecticut


Date Posted May 29, 2020
Title Assistant/Associate Professor (tenure track)
University University of Connecticut
Storrs, CT, United States
Department Chemical & Biomolecular Engineering
Application Deadline Open until filled
Position Start Date Aug. 23, 2020
 
 
  • Assistant Professor
    Associate Professor
  • Chemical/Petroleum
    Bioengineering (all Bio-related fields)
 
 

The Chemical & Biomolecular Engineering Department at the University of Connecticut invites applications to fill a tenure-track faculty position at the assistant or associate professor level, with an expected start date of August 23, 2020.

The University of Connecticut (UConn) is entering a transformational period of growth supported by the $1.7B Next Generation Connecticut (http://nextgenct.uconn.edu/) and the $1B Bioscience Connecticut (http://biosciencect.uchc.edu/) investments and a bold new Academic Plan: Path to Excellence (http://issuu.com/uconnprovost/docs/academic-plan-single-hi-optimized_1). As part of these initiatives, UConn has hired more than 450 new faculty members at all ranks during the past three years. We are pleased to continue these investments by inviting applications for one Assistant or Associate Professor position in the Chemical & Biomolecular Engineering Department.

The successful candidate will be expected to contribute to research and scholarship through extramural funding (in disciplines where applicable), high quality publications, impact as measured through citations, performances and exhibits (in disciplines where applicable), and national recognition as through honorific awards. In the area of teaching, the successful candidate will share a deep commitment to effective instruction at the undergraduate and graduate levels, development of innovative courses and mentoring of students in research, outreach and professional development. Successful candidates will also be expected to broaden participation among members of under-represented groups; demonstrate through their research, teaching, and/or public engagement the richness of diversity in the learning experience; integrate multicultural experiences into instructional methods and research tools; and provide leadership in developing pedagogical techniques designed to meet the needs of diverse learning styles and intellectual interests.

The research specialty of primary interest is in the area of energy broadly interpreted, with research interests including, but not limited to: advanced energy materials, processes, and systems; combustion science & technology; energy storage and power management; fuels and fuel processing; renewable energy & resources; or bioenergy/biofuels. Other topics in the broad area of energy are also welcome.

DUTIES AND RESPONSIBILITIES

  • Develop and sustain an externally funded research program in the field of Chemical Engineering emphasizing but not limited to advanced energy materials, processes, and systems; combustion science & technology; energy storage and power management; fuels and fuel processing; renewable energy & resources; or bioenergy/biofuels.
  • Develop a national and international presence and reputation for excellence in research in Chemical Engineering and the specialty subfield(s) of interest as listed above.
  • Teach undergraduate and graduate core curriculum courses and specialty courses in the Chemical & Biomolecular Engineering Department.
  • Advise and mentor undergraduate and graduate students.
  • Provide service and leadership to all units of the University of Connecticut, to external academic and scientific communities, and to the general public.

Minimum Qualifications: Candidates must have an earned Ph.D. in Chemical Engineering or a related field by the time of appointment; an established record of research with demonstrated potential for excellence in teaching commensurate with experience; and a commitment to promoting diversity through their academic and research programs. Candidates must also demonstrate a commitment to graduate education.

Preferred Qualifications: Preferred candidates will possess an outstanding record of scholarship and research contributions commensurate with experience, with accomplishments that demonstrate the relevance of their research to the chemical engineering and/or energy field in general. A record of excellence in teaching; the ability to effectively communicate with students in both large and small audiences, and a record of public engagement are equally desirable.

This is a full-time, 9-month, tenure track position with an anticipated start date of August 23, 2020. The successful candidate’s primary academic appointment will be at the Storrs campus. Salary will be commensurate with qualifications and experience.

This position will be filled subject to budgetary approval.

Please submit the following: a cover letter, curriculum vitae, research and scholarship statement; teaching statement (including teaching philosophy, teaching experience, commitment to effective learning, concepts for new course development, etc.); commitment to diversity statement (including broadening participation, integrating multicultural experiences in instruction and research and pedagogical techniques to meet the needs of diverse learning styles, etc.); and sample articles or books. Additionally, please follow the instructions in Academic Jobs Online to direct three reference writers to submit letters of reference on your behalf. Screening of applicants will begin immediately and continue until the position is filled. Employment of the successful candidates will be contingent upon the successful completion of a pre-employment criminal background check. (Search # 2020288)


  • Equal Employment Opportunity

    The University of Connecticut is an equal employment opportunity/affirmative action employer. In order to ensure that employees and job applicants are not subjected to unlawful discrimination, it is the University’s policy to comply with all State and Federal laws and regulations that prohibit employment discrimination and mandate specific actions for the purpose of eliminating the present effects of past discrimination. Equal employment opportunity is the purpose and goal of affirmative action. The University has established equal employment opportunity and affirmative action as immediate and necessary objectives because we are committed to its concepts, principles and goals.

    At the University equal employment opportunity (EEO) means nondiscrimination in employment policies and practices. The University is committed to ensuring that individual employees and applicants are not excluded from participation in the employment process based on an individual’s legally protected status which includes race, color, ethnicity, religious creed, age, sex (including pregnancy and sexual harassment), marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), veteran status, workplace hazards to reproductive systems, gender identity or expression, or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification.

    Affirmative action is a positive program of purposeful activity undertaken with conviction and effort to overcome the present effects of past practices, policies and barriers to equal employment opportunity. Affirmative action plans and programs are designed to achieve the full and fair participation of all protected class members found to be underutilized in the workforce or adversely affected by past policies and practices.

    Affirmative Action

    Affirmative action plays a role at all stages of the employment process, including, but not limited to: recruitment, evaluation, interview, selection, hire, promotion, demotion, transfer, discipline, layoff, termination, benefits, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all University sponsored employee activities. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the University where appropriate. Accordingly, the University pledges to regularly reexamine all policies and procedures to identify and eliminate barriers to access, and to change practices that may have a discriminatory impact.

    The University’s commitment to affirmative action requires that we make the good faith efforts that may be necessary in all aspects of personnel administration to ensure that the recruitment and hire of underrepresented individuals reflect their availability in the job market; that the causes of underutilization are identified and eliminated; that alternative approaches are explored when personnel practices have a negative impact on protected classes; and that the terms, conditions, and privileges of employment, including upward and lateral mobility, are equitably administered.

    The University recognizes the employment difficulties experienced by individuals with disabilities and by many older persons. Therefore, the University will take necessary steps to identify and overcome areas of underutilization of such persons in the workforce and to achieve their full participation in all University programs, processes and services.

    The University is committed to ensuring that all services and programs are provided in a fair and impartial manner and thus has established affirmative action and equal employment opportunity as immediate and necessary agency objectives.

    As a Connecticut state agency, the University prepares its Affirmative Action Plan each year. The Plan is a detailed, results-oriented set of procedures, which blueprints a strategy to combat discrimination and implement affirmative action. The objectives of the Plan are to set both quantitative and non-quantitative goals, which promote affirmative action and/or eliminate any policy or employment practice that adversely affects protected class members.

    A complete version of the University’s current Affirmative Action Plan is available at the Office of Institutional Equity (OIE) and may also be found online on the OIE website.


 
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