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The Department of Viticulture & Enology in the College of Agricultural and Environmental Sciences at the University of California, Davis is recruiting an Assistant Professor with an emphasis in sensory science. This is an academic year (9-month), tenure track Assistant Professor position with an appointment in the California Agricultural Experiment Station (AES). Faculty members who hold an AES appointment will also conduct research and outreach relevant to the mission of the California AES.

The appointee is expected to establish a competitively funded research program with a focus on the sensory evaluation of wine. Research areas of interest include, but are not limited to, descriptive sensory analysis, consumer studies, and the development of novel methodologies at the intersection of sensory perception and viticulture and enology practices. A key challenge in sensory science is the ability to quantify the true impact of viticulture and winemaking practices on the sensory profile of wines. The research program should aim to integrate sensory, chemical, and biological data to provide a more comprehensive understanding of the factors influencing wine sensory characteristics and consumer perception. A particular area of importance to the California wine industry is how climate-related changes, such as the effects of rising temperatures during berry ripening, impact grape composition, wine sensory outcomes, and consumer preferences. Additionally, the appointee will have the opportunity to pursue research in other emerging areas, such as how sensory perception is influenced by alcohol removal, packaging design, and human health. It is expected the appointee will leverage emerging technologies (e.g., artificial intelligence) and/or novel technologies and methodologies to uncover patterns between wine composition and sensory characteristics and provide deeper insights into perception and consumer preferences. As an interdisciplinary department, it is expected that the appointee will collaborate with Viticulture & Enology colleagues, and others, in chemistry, microbiology, and food science to enhance the research scope. Sensory research related to other beverages and foods is also be supported within this position.

The appointee will be responsible for teaching undergraduate and graduate level courses in wine sensory; some examples include the core courses VEN 125 (Wine Types & Sensory Evaluation) and 125L (Sensory Evaluation of Wine Laboratory). Other teaching effort contributions could include, for example, VEN 3 (Introduction to Wine), VEN 124 (Wine Production), VEN 124L (Wine Production Lab), VEN 127L (Post-Fermentation Wine Processing Lab), VEN 170 (Grape & Wine Industry Regulation), VEN 213 (Flavor Chemistry of Foods and Beverages), VEN 225 (Advanced Sensory Analysis of Wines), among others. A typical teaching expectation would be two undergraduate courses and a graduate course each year. Participation in, and development of, industry and public outreach and/or community engagement programs, is expected, by collaboration with Cooperative Extension specialists and advisors, partners in allied industries, or other appropriate public stakeholders. Performance of departmental and university service is expected.

This recruitment is conducted at the assistant rank. The resulting hire will be at the assistant rank, regardless of the proposed appointee's qualifications.

Initial review of applications will be conducted using anonymized versions of the Statement of Research Accomplishments and Interests and the Statement of Contributions to Diversity, Equity, and Inclusion. Applications demonstrating sufficient potential based on this review will be advanced to full review.

UC Davis supports Family-friendly recruitments. UC Davis covers travel expenses for a second person to accompany an invited faculty recruitment candidate who is a mother (or single parent of either gender) of a breast or bottle-feeding child less than two years of age [http://academicaffairs.ucdavis.edu/programs/worklife/index.html]
UC Davis recognizes the necessity of supporting faculty with efforts to integrate work, family and other work-life considerations. To recruit and retain the best faculty, the campus sponsors a Work Life Program that provides programs and services that support faculty as they strive to honor their commitments to work, home and community [http://academicaffairs.ucdavis.edu/programs/worklife/index.html]
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. Eligibility for POP services is limited to full-time Academic Senate Ladder Rank faculty (including Lecturers with Security of Employment (LSOE), Lecturers with Potential Security of Employment (LPSOE), Senior Lecturers with Security of Employment (SLPSOE), and Cooperative Extension Specialists.

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, Steps 4, 5, or 6 through Professor, Assistant Professor of Teaching, Steps 4, 5, or 6 through Professor of Teaching, and Acting Professor of Law through 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 these faculty positions to complete, sign, and upload the form entitled “Authorization to Release Information” into UC 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 these faculty positions will be subject to reference checks.

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.

The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC nondiscrimination policy.

For the University of California's Affirmative Action Policy, please visit: https://policy.ucop.edu/doc/4010393/PPSM-20

For the University of California's Anti-Discrimination Policy, please visit: http://policy.ucop.edu/doc/1001004/Anti-Discrimination

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 University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.