TITLE Research Technician II
CLASSIFICATION NUMBER 9315
IMMEDIATE SUPERVISOR Assigned Supervisor
MAJOR ADMINISTRATOR Director, Jordan Valley Innovation Center (JVIC)
The primary duty of the Research Technician II is to develop solutions to complex problems which require the regular application of scientific principles in order to conduct experimental tests and procedures in a research laboratory. The Research Technician II is a principal contributor in developing specific project requirements from concepts and is responsible for all aspects of their projects from development through delivery, determining the course and the objectives of their projects and the approach to their assignments. The Research Technician II works independently on research projects as assigned. The Research Technician II sets up and operates laboratory equipment, prepares materials, performs experimental procedures, records and consolidates research data, and executes planned research activities using observation, measurement, and analytical techniques. Based on his/her analyses, the Research Technician II prepares reports and presentations of results obtained through experiments. The Research Technician II helps to assure the validity of research conducted by ensuring the operational condition of scientific equipment through maintenance, operating the equipment, and managing the use of the equipment.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in an Applied Science or an appropriate related field is required.
Experience: One year of experience in a research lab environment is required.
Skills: Must be able to demonstrate state-of-the-art knowledge and skills in their technical specialty. The ability to work independently with minimal supervision on assigned research projects is required. Must be able to maintain, manage, and repair scientific equipment. A basic knowledge of Microsoft-based computer programs including some scientific, graphic, and statistical software is required. Effective interpersonal skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: This position is designated “sensitive” as defined by University policy. This position may include job duties, responsibilities, or activities that are subject to export control regulations
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Conducts advanced research experiments independently with minimal supervision in collaboration with JVIC research scientists, postdoctoral fellows, research professors, associated faculty, corporate scientists, and students.
2. Utilizes advanced knowledge of specific scientific protocols to analyze, interpret, and/or make deductions based on data obtained through scientific experimentation.
3. Utilizes a thorough understanding of specific scientific equipment in order to operate, manage, and maintain scientific equipment to ensure its operational condition to assure validity of data obtained through experimentation.
4. Collaborates on research projects as assigned that require novel or unique solutions involving new or emerging technology, the evaluation of alternatives and the development of experimental or design plans, making innovative as well as basic measurements, setting up advanced experimental protocols, and/or modifying equipment to obtain unique results.
5. Maintains accurate records of experiments and analysis performed based on specific experiments for a given project, conducts literature searches, and maintains an up-to-date knowledge of all current methods of experimentation through professional reading assignments.
6. Writes reports and presents data based on findings from experiments conducted for assigned projects.
7. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
8. Remains competent and current through self-directed professional reading, developing professional contact with colleagues, attending professional development courses, and attending training and/or courses as required by the supervisor.
9. Contributes to the overall success of JVIC by performing all other duties and responsibilities as assigned.
The Research Technician II is supervised by the assigned supervisor.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2012
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.