Position Overview: The salary range for this position is $138,600-$188,200. This position is expected to include membership in the Health Sciences Compensation Plan, which provides eligibility for additional compensation, depending on qualifications and experience, and subject to the individual SOM department compensation plan.
The Department of Microbiology and Molecular Genetics, in the College of Biological Sciences, University of California, Davis, invites applications for tenured Professor at the Associate or Full Professor level in Cancer Biology. Candidates whose research focuses on fundamental questions in cancer biology at the molecular, cellular, and/or organismal level investigated through laboratory and computational approaches are encouraged to apply. We are particularly interested in candidates whose research augments existing cancer-related research in the department. We seek candidates who will contribute to diversity and equity in higher education through their teaching, research, and service, and who will create a climate that attracts students of all races, nationalities, and genders.
Minimum qualifications Candidates must possess a Ph.D. or equivalent with significant post-doctoral experience and a track record of productive independent research with a strong history of current and past funding by the National Cancer Institute (NCI).
Excellence in research that complements or extends existing research strengths in the Department.
A vibrant research program with strong extramural funding.
Evidence of commitment to the advancement of diversity, equity, and inclusion for historically underrepresented and marginalized student communities, and how this commitment integrates with teaching, research, and service.
Commitment to excellence in teaching. Must demonstrate evidence of ability to perform well at both graduate and undergraduate levels and to develop and teach undergraduate and graduate courses or seminars.
Application Requirements Applicants should submit materials online at: https://recruit.ucdavis.edu/JPF05985. Please include a cover letter, curriculum vitae summarizing experience and achievements, statement of research accomplishments and plans (3-5 pages), statement of teaching experience and philosophy (1-2 pages), and statement of potential to advance diversity, equity, and inclusion (1-2 pages). Awareness of diversity, equity, and inclusion (DEI) issues, as well as past contributions and future plans concerning DEI activities that are documented in the application file will be used as part of the evaluation. Visit https://academicaffairs.ucdavis.edu/academic-diversity and https://academicaffairs.ucdavis.edu/guidelineswriting-diversity-statement for guidelines about writing a DEI statement and why one is requested. Finalists will be asked to have four supporting letters submitted online at the above website. In addition, the names of four individuals who can be regarded as being arm's length from individuals, i.e., who have no history of collaboration or mentor relationship with the candidate, need to be provided. For full consideration, applications must be completed by October 17, 2023; however, the position will remain open until filled through September 4, 2024. Feel free to contact the Search Committee Chairs, Dr. Satoshi Namekawa at firstname.lastname@example.org or Dr. Stephen Kowalczykowski at email@example.com with any questions about the search or position. The administrative contact is Olivia Gilbertson, firstname.lastname@example.org. For more information on the position, the Department and UC Davis in general, please visit the following website: https://mmg.ucdavis.edu/careers.
Successful candidates for our faculty position will demonstrate evidence of a commitment to equity and inclusion through their research, teaching, and/or service. In their statement of contribution to diversity, equity, and inclusion the candidate should demonstrate a track record (calibrated to career stage) and/or awareness of issues related to teaching, research, or service activities addressing the needs of historically underrepresented and marginalized student communities, and a clearly articulated vision of how their work at UC Davis will continue to contribute to the University's mission of serving the needs of our diverse state and student population. Guidelines for the Statement of Contributions to Diversity, Equity, and Inclusion can be found here: https://academicaffairs.ucdavis.edu/guidelines-writing-diversity-statement.
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, Lecturer with Potential for Security of Employment, Steps 4, 5, or 6 through Senior Lecturer with Security of Employment, 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 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 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.
The UC Davis Partner Opportunities Program (POP) and Capital Resource Network (CRN) are services designed to support departments and Deans' offices in the recruitment and retention of outstanding faculty. Eligibility for POP services is limited; for full program details please visit https://academicaffairs.ucdavis.edu/partneropportunities-program-pop. For questions regarding how these policies/programs affect academic appointees, contact Assistant Vice Provost Binnie Singh at email@example.com.
UC Davis is the home of the Aggies — go-getters, change makers and problem solvers who make their mark at one of the top public universities in the United States. Since we first opened in 1908, we’ve been known for standout academics, sustainability and Aggie Pride as well as valuing the Northern California lifestyle. These themes are woven into our 100-plus-year history and our reputation for solving problems related to food, health, the environment and society.Our 5,300-acre campus is in the city of Davis, a vibrant college town of about 68,000 located in Yolo County. The state capital is 20 minutes away, and world-class destinations such as the San Francisco Bay Area, Lake Tahoe and the Napa Valley are within a two-hour drive.