The Department of Anthropology at the University of California, Davis invites applications for a tenure-track Assistant Professor position focused on evolutionary approaches to understanding the origins of human morphological and/or physiological diversity, by studying changes in the biological characteristics of humans, our living relatives, and/or our fossil relatives and the causes of these changes. Applicants must have completed their Ph.D. by June 2024, have a record of original research and publication, and a clear plan for a continuing program of theoretically-driven research based in field and/or laboratory work. Teaching responsibilities will include 4 quarter-length courses per year, typically one larger lower division class (e.g., Human Evolutionary Biology, Evolution of the Human Life Cycle), two upper division classes, and one graduate seminar. The candidate will supervise graduate and undergraduate student research. Appointment level and salary are commensurate with experience. The expected total salary for this position is $101,000-128,000.
Applicants should submit: (1) a cover letter; (2) curriculum vitae; (3) a statement that describes their current and future research; (4) a statement of contributions to diversity, equity, and inclusion [https://academicaffairs.ucdavis.edu/guidelines-writing-diversity-statement]; and (5) the names and contact details of three referees. Applications must be submitted online at: https://recruit.ucdavis.edu/JPF05997. The position will remain open until filled. However, to ensure full consideration, applications should be completed by November 20, 2023. The expected start date for this position is July 1, 2024.
UC Davis and the Department of Anthropology commit to inclusion excellence by advancing equity, diversity and inclusion in all that we do. We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community. For the complete University of California nondiscrimination and affirmative action policy see: http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct.
We are actively seeking faculty who aspire to educate a student body rich in diversity with respect to gender, ethnicity, first-generation students, socioeconomic status, and academic interests. Accordingly, an applicant’s track record of engagement and activity related to diversity, equal opportunity, and inclusion as well as their plans for future engagement, as documented by a statement of contributions to diversity, equity, and inclusion, will be a significant part of the overall evaluation of the candidate’s qualifications for a faculty appointment.
An applicant who needs accommodation due to a disability should contact the recruiting department.
Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986.
UC Davis supports family-friendly recruitments. UC Davis covers travel expenses for a second person to accompany a faculty recruitment candidate who must travel with a dependent child less than two years of age. At UC Davis, a Work Life program has been in place since January 2003. A group of Faculty Advisors for Work Life was established in 2007 to help publicize and inform the faculty about the programs, policies, and resources associated with work life/life changes [https://academicaffairs.ucdavis.edu/faculty-advisors-work-life]. This group of advisors represents various academic units (colleges, schools, divisions) on the campus. The following links summarize the programs and updated UC policy: https://academicaffairs.ucdavis.edu/work-life and https://hr.ucdavis.edu/departments/worklife-wellness.
The UC Davis Partner Opportunities Program (POP) is a service designed to support departments and deans’ offices in the recruitment and retention of outstanding faculty [https://academicaffairs.ucdavis.edu/partner-opportunities-program-pop].
The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in university programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. With this commitment, UC Davis conducts a reference check on all first-choice candidates for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions. The reference check involves contacting the administration of the applicant’s previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UC Davis requires all applicants for any open search for assistant professor to complete, sign, and upload the form entitled “Authorization to Release Information” into RECRUIT as part of their application. Link to form: https://aadocs.ucdavis.edu/your-resources/forms-and-checklists/forms/ARF.pdf.
If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists considered for Academic Senate Assistant Professor or Lecturer with Potential for Security of Employment, Steps 4, 5, or 6, or Acting Professor of Law positions will be subject to reference checks.
UC Davis is a smoke & tobacco-free campus [http://breathefree.ucdavis.edu/].
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