TITLE OF POST: Post Doctoral Researcher in IT Circularity
LOCATION: University of Limerick
REPORTS TO: Project Leader
CONTRACT TYPE: Specific Purpose
SALARY SCALE: €39,132 - €50,529 p.a. pro rata (maximum starting salary €45,157 p.a. pro rata)
The University of Limerick supports blended working
JOB DESCRIPTION
QUALIFICATIONS:
- A doctoral degree (level 10 NFQ) in Sustainable Life Cycle Engineering, Circular Economy, Environmental Management, Industrial Ecology, or relevant area.
OVERALL PURPOSE OF THE JOB:
This overall purpose of this job is to support the successful delivery of the EPA funded project “Mainstreaming Circular Economies Through Collaboration & Co-Creation” (MainCirc). The Post Doctoral Researcher will be part of a multi-disciplinary academic team spanning marketing and engineering with an industrial partner active in IT refurbishment, repair and repurposing, seeking to enhance circularity in IT products through market insight. As part of their work, they will conduct research on technical, environmental and commercial dimensions relating to IT circularity to guide the direction of the project. The project will include a business model demonstrator to be co-created with the industrial partner and they will be instrumental in working with them to develop this demonstrator as well as quantifying the sustainability impact of the activity. As a full-time project member, the post holder will also play a key role in project management activities. They will be expected to publish their research in relevant academic journals as well as disseminate the project findings nationally and internationally.
DESCRIPTION:
Research
- Define research objectives and carry out original and significant research which supports research activity in the Institute/Department.
- Develop methods and techniques appropriate to the type of research pursued that add to the intellectual understanding of the field.
- Decide on research programmes and methodologies, often in collaboration with colleagues and sometimes subject to the approval of the head of the research programme on fundamental issues.
Income Generation/Funding
- Input into identifying and securing research funding of a large scale (with institutional support as required).
- Contribute to research group funding bids as appropriate.
- Extend the scope of funding sources/opportunities; develop ideas for generating income and promoting research area.
Research Management
- Where appropriate act as project leader - as such will act as a line and resource manager (e.g. of research teams).
- Organise and conduct meetings with research staff to clarify objectives, develop teamwork plans/timetables for research and support staff, communicate progress.
- Develop and implement quality assurance measures.
- Participate in the selection of staff working on their own projects.
- Play a leadership role in mentoring junior colleagues and co-ordinating the work of research staff.
- Assist in training of research students.
- Deal with contract negotiation and financial allocation with other collaborators for research projects.
- Plan and implement commercial and consultancy activities.
Write Up and Dissemination
- Write up research work for publication.
- Contribute to patents / commercial application (as appropriate).
- Contribute to the dissemination of research findings as appropriate to the discipline in high quality/impact peer reviewed publications, conference presentations, knowledge share events.
Supervision
- May act as co-supervisor or may be a member of a supervision panel.
- Devise & supervise the work of students e.g., PhD Students where possible.
- Supervise the work of the research team if appropriate.
Contribution to Research Culture/UL profile
- Contribute to the development of research strategy within institute/department.
- Make a sustained contribution to the research centre/institutes research reputation and income.
- Peer review manuscripts for publication and/or research bids.
- Provide expert advice on research issues to research fellows and other colleagues.
- Provide training, expert advice and/or assistance to new members of the team, research students.
- Make presentations or exhibitions at national or international conferences and other similar events.
- May participate in limited teaching hours for own development. The extent of this must not adversely impact the primary research role.
Qualifications and Experience
- Possess sufficient breadth or depth of specialist knowledge in the discipline to develop research programmes and methodologies.
- Possess sufficient breadth or depth of specialist knowledge in the discipline to act in a leadership role.
Policy and Standards
- Thorough knowledge and understanding of the policy, practices and procedures, relevant to the role, provision of advice to junior colleagues on policy and standards, which may include broader university/sector/external sponsor or funder (e.g. Commercial Awareness, Research Ethics, Knowledge Transfer, Patents, Intellectual Property Rights, Health and Safety, Equal Opportunities & Diversity).
- Legal requirements regarding data protection and confidentiality data protection requirements.
Essential Criteria
- A doctoral degree (level 10 NFQ) in Sustainable Life Cycle Engineering, Circular Economy, Environmental Management, Industrial Ecology, or relevant area.
- Demonstrated research experience in multidisciplinary projects.
- Demonstrated ability to work in teams.
- Excellent communication & interpersonal skills.
Desirable Criteria
- Knowledge of circular business models.
- Demonstrated experience in sustainability, circular economy, business models, materials circularity work.
- Peer-reviewed journal articles in the WEEE/Green ICT area or Circular Economy or Circular Business Models.
- Evidence of knowledge of the IT refurbishment sector.
- Experience in Life Cycle Assessment.
- Demonstrated experience in report writing and publication.
- Experience of managing collaborative projects.
Please include the following information in your application:
- Full title of PhD thesis.
- Full list of publications including web links to publications.
Further Information for Candidates:
Recruitment Procedures used at the University of Limerick (UL)
The University of Limerick is committed to the Open, Transparent and Merit-Based Recruitment (OTM-R) of Researchers as detailed in our Recruitment/Appointment Procedures for Research Staff.
The University of Limerick generally uses a three stage recruitment procedure: screening, shortlisting and interview.
Screening: Initially applications for an advertised position are screened to determine if applicants have met the ‘Essential Criteria’ as outlined in the advertised job description. Only candidates who meet the ‘Essential Criteria’ will progress beyond this stage.
Shortlisting: Depending on the number of applications remaining, it may not be possible to interview every candidate who has passed the screening process. Therefore, at this stage the Selection Board for this position may review the applications which have passed screening and will select a final shortlist of candidates who in their view were most closely aligned to the post as advertised.
Interview: Once a shortlist has been finalised, all applicants will be notified of the status of their application. The final shortlist of candidates will then be invited to interview. We aim to provide at least one week’s notice to all candidates. The interview process may take the format of a standard interview and may also include a presentation – if so, you will be provided with details of this in your invitation to interview letter. Candidates may interview in person or also via our Video Conferencing facilities.
General Recruitment Timelines
Please note that applications for all vacancies must be submitted online at www.ul.ie/hrvacancies in advance of 12 noon Irish Standard Time on the advertised closing date. We aim to complete the screening process within one week of the closing date, and the shortlisting process within a further week. Therefore we aim to be in touch with all candidates within one month of the closing date.
Please note these timelines may vary based on various factors including the number of applications received.
Benefits at the University of Limerick
Employees of the University of Limerick receive a variety of benefits including:
- Membership of the Single Public Service Pension Scheme.
- Membership of the Income Continuance Plan
- The opportunity to join the University’s Additional Life Cover
- Coverage in the UL Sick Leave Scheme.
- Flexible working practices such as the Shorter Working Year Scheme.
- Preferential rates for home, car, travel and health insurances.
- Employee wellness is a priority and a number of initiatives take place each year for the benefit of UL employees, see more at ul.ie/hr/be-well-ul.
- Preferential rates for access to the UL Arena swimming pool and fitness centre.
- Supported professional development under the Further Study Policy.
Equal opportunities at the University of Limerick
The University of Limerick is an equal opportunities employer, committed to selection on merit and to developing and maintaining a positive working environment, in which all employees are treated with dignity and respect. In pursuit of this, it is the policy of the University to provide all employees with an environment that is free from bullying, harassment or victimisation of any form. You can read more about this in the University’s Equality and Diversity Policy.
The UL strategic plan Broadening Horizons 2015-2019 clearly states that UL seeks to exemplify gender equality best practice in all aspects of its activities, reinforcing UL’s position as the leading university in Ireland in terms of female representation in senior academic roles. 31% of full professors at UL are female, compared to the national average of 19%.
UL is the proud holder of the prestigious Bronze Institution Athena SWAN Award, the joint-first university in Ireland to achieve the award. The AS charter recognises higher education institutions, academic departments, and research institutes that put in place initiatives to address gender inequality, including initiatives aimed at changing culture and attitudes. The UL strategy explicitly commits the institution to the Athena SWAN process. Further details available on www.ul.ie/hr/athena-swan-ul.
Development opportunities at the University of Limerick
A key objective of the University's Strategic Plan 2015-2019 is to support staff development. In the context of this objective the University is committed to progressive development programmes and opportunities to enable all employees to fully develop their potential. Further information is available here. The University of Limerick has a ‘Performance and Development Review System’ which employees may avail of.
Additional Links:
Link to Human Resources: www.ul.ie/hr/
Link to the University of Limerick’s Research Role Profiles Research Staff Role Profiles
Link to the University of Limerick’s Strategic Plan; ‘Broadening Horizons’