Open date: September 2, 2022
Next review date: Sunday, Oct 2, 2022 at 11:59pm (Pacific Time)
Apply by this date to ensure full consideration by the committee.
Final date: Friday, Jun 30, 2023 at 11:59pm (Pacific Time)
Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.
The Department of Psychology at the University of California, Davis invites applications for an Assistant Professor (tenure-track) position in Personality and Individual Differences. We seek applications from individuals who study topics related to ethnicity, race, and culture, and/or whose lived experience gives them unique insights into ethnicity, race, and culture. Topics studied could include (but are not limited to): cultural differences in personality, ethnic identity, intersectional identity, biculturalism / multiculturalism, acculturation processes, physical and mental health disparities, personal and professional consequences of discrimination, diversity perspectives on personality development, cultural values and personality, educational / occupational disparities, interventions to reduce disparities, and more.
As one of the country’s leading research institutions, and an emerging Hispanic-Serving Institution, UC Davis seeks candidates with exceptional potential for research, teaching, and a commitment to diversity and inclusion. The successful candidate will demonstrate an understanding of the barriers preventing full participation of members from student communities historically excluded from higher education, including (but not limited to) individuals marginalized due to their race or ethnicity, LGBTQIA+ status, veterans, individuals with disabilities, individuals from economically disadvantaged groups, first-generation scholars, and undocumented students. In addition to being exceptional scholars, successful candidates will help advance UC Davis’ goal of improving access and building an inclusive community for all marginalized communities. The successful candidate will also have a track record (calibrated to career stage) of teaching, research, or service activities addressing the needs of individuals historically excluded from higher education, and a clear vision of how their work at UC Davis will contribute to the University’s mission of serving the needs of our diverse state and student population.
Applicants are required to submit a research statement describing their research to date and future research goals, and a “DEI statement” describing (a) their track record of engagement and activity related to diversity, equity, and inclusion as well as (b) their plans for future engagement (see https://academicaffairs.ucdavis.edu/guidelines-writing-diversity-statement for guidance and information about the university’s commitment to diversity, equity, and inclusion). The DEI statement will be carefully read as a standalone document and should, therefore, include all relevant information related to diversity, equity, and inclusion, even if aspects are also discussed in other submitted materials.
The first round of review will focus exclusively on the research statement and the DEI statement. We will anonymize both statements to reduce potential for bias based on an applicant’s identity, including their mentor(s) and university affiliations. In addition, applicants should submit a curriculum vitae, a teaching statement describing their experience as well as perspectives and practices related to effective teaching, up to three representative publications (or preprints), and names and contact information for at least three individuals who may be asked to submit letters of recommendation. All application materials should be submitted electronically at: https://recruit.ucdavis.edu/JPF05140.
The start date for this position is July 1, 2023. The position will remain open until filled. Applications must be submitted by October 2, 2022 for full consideration. Applications submitted after this date may not be reviewed by the committee. If you have any questions about the search or position, feel free to contact the Search Committee Chair, Richard W. Robins (email@example.com), or any member of the search committee: Emorie Beck (firstname.lastname@example.org), Paul Eastwick (email@example.com), Emilio Ferrer (firstname.lastname@example.org), Adam Nissen (email@example.com), or Kali Trzesniewski (firstname.lastname@example.org).
The department and UC Davis are committed to addressing the family needs of faculty, including dual-career couples and single parents. We are also interested in candidates who have had non-traditional career paths, who have taken time off for family reasons, or who have achieved excellence in careers outside academia. For information about benefits, potential relocation to Davis, career needs of accompanying partners and spouses, and other resources for new faculty, please visit: https://academicaffairs.ucdavis.edu/new-faculty.
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. 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.
Ph.D. or equivalent in psychology (or related field) or anticipated to be completed by July 1, 2023.
- Evidence of leadership and organizational skills relevant to the development of a successful research, teaching and outreach program in the discipline of psychology.
- Evidence of scholarship during graduate and post-graduate (if applicable) activities - Demonstrated ability or potential to obtain extramural support for research activities
- Interest, understanding, and commitment to contributing to diversity. Demonstrated ability to contribute to diversity and inclusion of groups that have been historically excluded from the academy through teaching, research, and/or service.
- Demonstrated ability or potential to develop and instruct undergraduate and graduate courses and to present information to scientific audiences
- Willingness and interest to teach and advise undergraduates Demonstrated ability or potential and interest to mentor Ph.D. students
- Evidence of communication and collegiality consistent with effective departmental, campus, and professional citizenship
Curriculum Vitae - Your most recently updated C.V.
Statement of Research - The research statement should describe your research to date and future research goals.
Statement of Teaching - The teaching statement should describe your experience as well as beliefs and practices related to effective teaching.
Statement of Contributions to Diversity, Equity, and Inclusion - Contributions to diversity, equity, and inclusion documented in the application file will be used to evaluate applicants. Visit https://academicaffairs.ucdavis.edu/faculty-equity-and-inclusion for guidelines about writing a statement and why one is requested.
Authorization to Release Information Form - A reference check will be completed only if you are selected as the first choice candidate. Download, complete, sign, and upload the form:
Representative reprint or preprint 1 (Optional)
Representative reprint or preprint 2 (Optional)
Representative reprint or preprint 3 (Optional)
Cover Letter - Can describe how you believe your research area complements the department, why you are interested in UC Davis, and/or any extenuating circumstances you would like the committee to consider when evaluating your application.
- 3-5 required (contact information only)
Help contact: email@example.com
UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).
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
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. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify
The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision, our strategic plan: “To Boldly Go,” our Principles of Community, the Office of Academic Affairs’ Mission Statement, and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution. The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.
The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.
As a condition of employment, you will be required to comply with the University of California SARS-CoV-2 (COVID-19) Vaccination Program Policy. All Covered Individuals under the policy must provide proof of Full Vaccination or, if applicable, submit a request for Exception (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. New University of California employees should refer to Appendix F, Section II.C. of the policy for applicable deadlines. (Capitalized terms in this paragraph are defined in the policy.) Federal, state, or local public health directives may impose additional requirements.