TITLE Junior Research Scientist-JVIC
CLASSIFICATION NUMBER 7567
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Varies
MAJOR ADMINISTRATOR Vice President for Research and Economic Development
The primary job duty of the Junior Research Scientist-JVIC is to conduct research within one of the research units of the Jordan Valley Innovation Center (JVIC). The Junior Research Scientist-JVIC carries out research objectives that are outlined by the Principal Investigator based on grants/contracts and works in collaboration with other research scientists, research faculty, and corporate research scientists. The Junior Research Scientist-JVIC runs a particular portion of a lab to conduct sponsored research experiments and maintains a budget for that portion of the lab. The Junior Research Scientist-JVIC serves as Co-Principal Investigator on some grants and contracts and supervises, trains, and mentors graduate and undergraduate students on applied science experiments and procedures in a laboratory environment. The Junior Research Scientist-JVIC has the role of an officer in a certain aspect (Health and Safety, Hazardous Waste, or Information Technology) of the JVIC infrastructure to promote the proper operational functionality of the JVIC infrastructure which requires updated knowledge and the development of protocols in the assigned area. The Junior Research Scientist-JVIC, acting in the assigned officer role, may inform, train, and/or advise all JVIC personnel of these protocols by developing, scheduling, and providing training seminars. The Junior Research Scientist operates, tests, and repairs electronic and scientific test equipment used within JVIC and assists in the construction and modification of new and prototype scientific devices to conduct high-risk research and development.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in an Applied Science or a related appropriate discipline is required.
Experience: One year of experience working in a lab environment is required.
Skills: Effective organizational, interpersonal, and communication skills are required. The ability to work effectively with staff, students, faculty, and corporate collaborators is required. Proficiency with basic Microsoft Office and graphics software is required. A record of inclusive conduct and evidence of multicultural skills in the workplace 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
Effort: Occasional lifting and carrying of materials and equipment weighing up to fifty pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Collaborates in conducting research by working with students, staff, faculty, and/or other partners.
2. Conducts research effectively by maintaining accurate records of experiments and analyses performed, conducting relevant literature searches, and maintaining an up-to-date knowledge of all current methods of experimentation.
3. Serves as a designated officer responsible for certain aspects of the JVIC facility infrastructure such as Health and Safety, Hazardous Waste, or Information Technology, develops protocols and guidelines for procedures in the area of officer responsibility, and develops, coordinates, and provides training seminars to JVIC personnel regarding protocols and guidelines in the area of officer responsibility.
4. Runs an assigned portion of a lab facility and maintains a budget for that portion of the lab.
5. Supervises, trains, and mentors graduate and undergraduate students on applied science experiments and procedures in a laboratory environment.
6. Contributes to the development of new projects and grants by conducting literature searches, experimental research, and proposal writing.
7. Contributes to the dissemination of knowledge gained through research by preparing and publishing findings and presenting findings in meetings with partners and at scientific conferences.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development training, and attending training and/or courses required by the supervisor.
10. Contributes to the overall success of the project by performing all other duties as assigned.
The Junior Research Scientist is supervised by the Principal Investigator of a grant or contract and supervises a small number of professional staff and graduate and undergraduate students.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2013
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work 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 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
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.