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Professor of Climate/Environmental History

Ilmoituksen tiedotIlmoituksen lähetti: Agricola agricola@utu.fi
Department of Archaeology, Conservation and History Professor of Climate/Environmental History

A position as Professor of Climate/Environmental History (SKO 1013) is available at the Department of Archaeology, Conservation and History, University of Oslo.

The holder of the position will be responsible for developing the field of climate/environmental history within the Department. The successful candidate is also expected to initiate and lead research, supervise PhD candidates, participate in teaching and in exam setting and assessment at all levels, and to carry out administrative duties in accordance with the needs of the Department.

Requirements

The following qualifications will count in the assessment of the applicants:

In the evaluation of the qualified candidates the full range of these criteria will be explicitly addressed and assessed.

Academic quality, development potential and breadth will be prioritized in this order. The selected candidates are expected to contribute to the objective in the University of Oslo's strategic plan to 'strengthen its international position as a leading research-intensive university through a close interaction across research, education, communication and innovation'.

The successful candidate who at the time of appointment cannot document basic teaching qualifications will be required to obtain such qualifications within a two-year period.

The successful candidate must demonstrate mastery of both English and one of the Scandinavian languages as working languages. If an appointee is not fluent in a Scandinavian language, the appointee will be expected within a two-year period to learn sufficient Norwegian to be able to participate actively in all functions the position may involve.

We offer

Submissions

Applicants must submit the following attachments with the electronic application form, preferably in pdf format:

Applicants are required to describe and document the entire range of qualifications and criteria described in the announcement of the post with concrete examples.

Please note that all documents must be submitted in English or one of the Scandinavian languages, either in the original or in translation.

Selection procedure

As the first step in the evaluation process, a Selection Committee will assess all applications and invite the most qualified applicants to submit a portfolio of educational certificates and academic works (up to 10 publications, which should not exceed 1000 pages in total) for expert assessment. Applicants who are invited to submit academic works are asked to select three works, published within the last five years, to be considered as most relevant for the position. In longer publications (monographs), applicants should specify the relevant pages. Applicants are further asked to submit a description of one or more research projects considered relevant for the Department. Applicants are also asked to submit a portfolio that documents other qualifications (public outreach, teaching and supervision, and any experience with leadership and administration).

Finally, the most highly ranked candidates will be invited to an interview and a trial lecture.

Within his/her normal duties and in accordance with his/her academic competence, the person appointed may also be asked to work outside his/her Department. The appointment is made under the condition that the employer may change the subject area and assigned tasks according to the needs of the Department.

See also Rules for appointments to Professorships.

According to the Freedom of Information Act (Offentleglova) § 25, Chapter 2, demographic information about the applicant may be used in the public list of applicants even if the applicant opts out of entry in the public application list.

The University of Oslo has an Acquisition of Rights Agreementfor the purpose of securing rights to intellectual property created by its employees, including research results.

The University of Oslo aims to achieve a balanced gender composition in the workforce and to recruit people with ethnic minority backgrounds.

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Päivitetty 1.2.2017 09:31