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Posting period: November 16th - December 4th
Position title: Scientific software developer
Brief description of duties: The primary duties of the employee will be developing scientific software for use by the lab and for public release, and helping lab members develop good open science coding and research practices. This employee will have the following duties:
1. Developing ongoing statistical and simulation research projects into software packages for public distribution, including developing, testing, and maintaining scientific code bases
2. Collaborate on scientific papers by contributing computational, statistical, and editorial expertise
3. Working with graduate students in postdocs in the laboratory to help them develop scientific programming skills
4. helping coordinate lab research and communications, especially regarding the release of lab software products
Qualifications required: A qualified candidate should have at least as MSc degree in ecology, evolution, or related fields (or equivalent experience), with a strong background in quantitative methods and techniques for simulating ecological or evolutionary dynamic systems. A qualified applicant should have extensive experience with programming using the R statistical language (with at least 2 years of R programming experience), including documented experience in open source package development and publishing. The applicant should demonstrate experience in group organization and technical scientific writing, including authoring scientific papers or publically available technical reports. Experience with teaching statistics or quantitative methods is preferred but not required.
Principal Investigator: Dr. Eric Pedersen, Department of Biology
Salary information and classification: Initial salary $30/hour. Classification: Research Associate. This position falls under the purview of the Concordia Association of Research Employees (CARE), and will receive benefits, vacation time, and annual raises in accordance with the CARE collective agreement with Concordia (https://www.concordia.ca/hr/dept/employee-labour-relations/labour-agreements-collective-bargaining/care-ra.html).
Planned start and end date of appointment: Start date: January 31st, 2021; end date: January 31st, 2023
Usual work schedule: Work schedule flexible; typically 3 days of work per week.
Approximate number of weekly hours of work: 21 hours of work per week.
Application instructions: Please contact the Principal investigator via email at eric.pedersen@concordia.ca. Include a detailed CV and a short cover letter detailing your experience and qualifications for the position. All qualified applicants will be interviewed for the position.
University Employment Equity statement:
In keeping with its mission, Concordia University is committed to Employment Equity. The University’s goal is to achieve and maintain a workforce which is representative of the many diverse groups in our society. The University promotes the full participation and advancement of qualified candidates from groups which have traditionally been under-represented, especially women, aboriginal peoples, visible minorities and persons whose mother tongue is neither French nor English and who are not aboriginal or visible minorities and persons with disabilities. These groups are designated groups within the provisions of the provincial Act respecting equal access to employment in public bodies and amending the Charter of Rights and Freedoms and within those of the federal Employment Equity Act (Federal Contractors’ Programme).
Employment Equity “describes programmes of positive remedies for discrimination in the Canadian workplace.”(Royal Commission Report “Equality in Employment”, by Judge Rosalie Silberman Abella, Commissioner, 1984) Employment equity requires the adoption of special measures and the accommodation of differences in employment practices designed to facilitate and to promote access to the full range of employment opportunities in an organization.
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The University affirms its commitment to employment equity in that all present and potential university employees receive equitable treatment and consideration. For present University employees, this includes access to training and opportunities for transfer, promotion, and advancement within the University. This commitment is consistent with good management practice for long-term planning, effective use of human resource potential, and the recognition of individual merit and achievement.