POSITION IDENTIFICATION
TITLE Junior Research Scientist
CLASSIFICATION NUMBER 9303
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Varies
MAJOR ADMINISTRATOR Varies
GENERAL FUNCTION
The primary job duty of the Junior Research Scientist is to conduct research. The
Junior Research Scientist carries out research objectives that are outlined by the
Principal Investigator or other faculty supervisor based on grants/contracts.The Junior
Research Scientist runs a particular portion of a lab to conduct sponsored research
experiments.
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.
Must have the ability to work effectively with staff, students, faculty, and corporate
collaborators. Proficiency with basic Microsoft Office and graphics software is required.
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. Contributes to the development of new projects and grants by conducting literature
searches and experimental research.
4. 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.
5. 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.
6. Contributes to the overall success of the project by performing all other duties
as assigned.
SUPERVISION
The Junior Research Scientist is supervised by the Principal Investigator or faculty
supervisor.
OFFICE OF HUMAN RESOURCES
JUNE 2007
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 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 1.0 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 2.0 - 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 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 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
