POSITION IDENTIFICATION
TITLE Research Scientist-JVIC
CLASSIFICATION NUMBER 9302
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Varies
GENERAL FUNCTION
The primary job duty of the Research Scientist-JVIC is to conduct research within
one of the research units of the Jordan Valley Innovation Center (JVIC). The 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 Research Scientist-JVIC
runs a particular portion of a lab to conduct sponsored research experiments. The
Research Scientist-JVIC may serve as Co-Principal Investigator on grants and contracts
and supervise, train, and mentor graduate and undergraduate students on applied science
experiments and procedures in a laboratory environment. The Research Scientist operates
electronic and scientific equipment to conduct high-tech research and development,
and trains students and staff on equipment operations as needed.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in a science-related field is required. A master’s
degree in a science-related field is strongly preferred. An equivalent combination
of years of experience or graduate assistant experience may be considered for substitution
of a master’s degree.
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.
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. Normal color vision is required in order to conduct experiments.
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. Runs an assigned portion of a lab facility and contributes to the development of
new projects and grants by conducting literature searches, experimental research,
progress reporting and technical proposal writing.
4. Contributes to project execution and cost proposal development by developing lists
of materials and services with associated costing and equipment identification through
comparative quotation analysis.
5. 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.
6. 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.
7. Contributes to the overall success of the project by performing all other duties
as assigned.
SUPERVISION
The Research Scientist-JVIC is supervised by the Principal Investigator and may supervise
graduate and undergraduate students.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4.0 - 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 2.0 - 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 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 2.0 - 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 3.0 - 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.
