15 August: fyi -- text analytics & digital humanities, Glasgow

Index of August 2011 | Index of year: 2011 | Full index








Principal: Professor Jim McDonald




RESEARCH ASSISTANT
(£25,101 - £28,251 PER ANNUM)

SCHOOL OF HUMANITIES



1. NATURE OF APPOINTMENT



A Research Assistant is sought to work with Dr Jonathan Hope on a
major digital humanities project ‘Visualizing English Print from
c. 1470 to 1800’ funded by the Mellon Foundation and undertaken in
collaboration with the University of Wisconsin-Madison and the Folger
Shakespeare Library (Washington, DC). This is an exciting opportunity
to join a major international collaborative project seeking to
establish tools and protocols which we believe will set the agenda for
humanities study over the next ten years.



The aim of the project is two-fold: to use digital methods to map and
analyse linguistic variation in the corpus of English printed works
(1470-1800), and to develop a suite of software tools that will allow
future humanities researchers to mine the huge amounts of textual data
currently being digitised for this period. Working with Dr Hope, you
will work on the linguistic analysis of a sample corpus of 1000 texts
drawn from the period, using textual analysis software, visualisation
software, and statistical analysis packages, for which, training will
be provided in Wisconsin. You will also work with Dr Hope and other
members of the project team, preparing a bid for extended funding for
future years and you will liaise with members of the project team in
Wisconsin in the development of new software tools.



Educated to a minimum of 2:1 Honours Degree in a relevant subject, you
will have experience in one or more of the following areas:
computational linguistics; corpus linguistics, linguistics, computing;
and/or pre-1800 literature. You will have an ability to plan and
organise your own workload to meet strict deadlines, with minimum
supervision, and you will be able to work independently or as part of
a team. You will have excellent verbal and written communication
skills with the ability to present complex information in an
accessible way to a range of audiences and you will have excellent
interpersonal skills, with the ability to listen, engage and persuade
others. Applicants must be available to start work in early September
2011, and must be prepared to travel to Wisconsin for training and
project planning.



A relevant PhD and specialised experience in computational
linguistics, corpus linguistics, or historical sociolinguistics is
highly desirable, as is programming ability and an interest in the
creation of metadata or semantic tagging.





2. APPLICATION PROCEDURE



· A letter of application telling us why you have the energy, skills,
knowledge and understanding of Higher Education or other ‘Not
for profit’ sectors to make a real difference in the post
described.



· A completed application form to which a full curriculum vitae should
be attached. The names and addresses of three referees should
be given on the application form. The referees may be
contacted by the University without further permission from
the candidate unless you indicate to the contrary.



Applications should be lodged with Human Resources, University of
Strathclyde, McCance Building, 16 Richmond Street, Glasgow, G1 1XQ by
29 July 2011.



Applicants who wish an acknowledgement of their paper application
should address and stamp the enclosed postcard. Online applications
will be acknowledged electronically.



Informal enquiries regarding the post can be directed to Dr Jonathan
Hope on (+44)141 548 3636 or jonathan.r.hope@strath.ac.uk.



Formal interviews for the post will be held on either the 16 or 17 August 2011.





3. DUTIES OF THE POST



1. Work with Dr Hope on the linguistic analysis of the corpus of
texts drawn from the period, using textual analysis software,
visualisation software, and statistical analysis packages (an initial
period has been set aside for training in Wisconsin):

· Prepare, set up, conduct and record the outcome of experiments

· Conduct literature and database searches

· Continue to update knowledge and develop skills



2. Work with Dr Hope and other members of the project team preparing
a bid for extended funding for future years.



3. Liaise with members of the project team in Wisconsin in the
development of new software tools (depending on the skills of the
researcher, this could involve an original contribution to software
development, or testing the software):

· Actively participate as a member of a research team.

· Attend and contribute to relevant meetings



4. In collaboration with other members of the project team, write and
deliver 2 conference presentations



5. Assist in the general day to day running and administration of the
project as directed by Dr Hope and other co-investigators:

· Plan own day-to-day activity within the framework of the agreed
research programme, with guidance if required

· Contribute to the planning of research programmes

· Co-ordinate own work with that of others to avoid conflict or
duplication of effort

· Provide guidance as required to support staff and any student, who
may be assisting with research



6. To make decisions independently, and in consultation with other
members of the project team, on all aspects of the analysis of
results, and the development of software



7. To communicate effectively with other members of the project team





4. PERSON SPECIFICATION



The following criteria are considered essential:-



· Educated to a minimum of 2:1 Honours Degree in a relevant subject

· Experience in one or more of the following areas:

· Computational linguistics

· Corpus linguistics

· Linguistics

· Literature pre-1800

· Computing

· Evidence of developing research career

· Ability to plan and organise own workload to meet strict deadlines, with minimum supervision

· Ability to work independently or as part of a team

· Excellent verbal and written communication skills with the ability to present complex information in an accessible way to a range of audiences

· Excellent interpersonal skills, with the ability to listen, engage and persuade others

· Willing to visit the USA, with a current valid passport





The following criteria are considered desirable:-



· Educated to PhD level in a relevant area

· Specialised experience in computational linguistics, corpus linguistics, or historical sociolinguistics

· Programming ability

· An interest in the creation of metadata or semantic tagging





5. THE SCHOOL OF HUMANITIES



The School of Humanities was created as part of the foundation of the
new Faculty of Humanities and Social Sciences in August 2010. The
School brought together experts from the former Departments of English
Studies, History and Modern Languages and offers a wide range of
undergraduate and post-graduate degrees in English, French, History,
Italian, Journalism and Creative Writing, and Spanish. It will seek
to build on success in RAE2008, in attracting major research grants
and studentships from the ESRC, the AHRC and the Wellcome Trust, and
in working with Knowledge Exchange partners that include Learning
Teaching Scotland, Glasgow Museums, the National Library of Scotland
and Glasgow’s Aye Write book festival. The School consists of
approximately 60 academic professionals and Dr David Goldie serves as
its Head.





6. THE FACULTY



The Faculty of Humanities & Social Sciences (HaSS) formally came into
being on 1 August 2010, as a result of the merger of two former
faculties of Education and Law, Arts & Social Sciences. The
University's decision to create a new, unified faculty was driven by
the desire to maximise the potential for research collaboration and
staff and student interaction across the humanities and social
sciences fields, and the new Faculty therefore functions somewhat
differently from a traditional university faculty; there are no
departments, instead activities are managed strategically and
integrated across HaSS, allowing the Faculty to be more responsive to
student needs and market opportunities.



The Faculty’s origins go back to the original School of Arts & Social
Studies created when the Royal Charter was granted in 1964, and to the
work of David Stow, a pioneer in teacher education who founded the
first purpose-built teacher training institution in Europe in
1837. Today, HaSS is Scotland’s largest provider of teacher education,
and hosts one of Scotland’s top law schools, retaining the emphasis on
the development of professional practice. The Faculty offers
professionally accredited degrees which enable students to become
qualified teachers, lawyers, psychologists, counsellors, speech
therapists and social workers, as well as a wide range of continuing
professional development (CPD) programmes. The flexible Bachelor of
Arts programme allows students to combine up to four subjects over
three or four years, including traditional humanities and social
sciences subjects such as English, History, Modern Languages,
Geography, Sociology and Politics, as well as the professions, and
additional options from other Faculties. HaSS is made up of
approximately 280 academic staff, 100 support staff, 4000
undergraduate students, and 2000 postgraduate students, and is the
largest faculty in the University. From 2012, the Faculty will be
located in a new HaSS Quarter in the centre of Glasgow.





7. THE UNIVERSITY OF STRATHCLYDE



The University of Strathclyde, in the heart of Glasgow, is a vibrant,
international, academic community of 16,000 full-time students from
100 countries, and over 3,000 full-time equivalent staff.

With a turnover of £220m, we are the third-largest University in
Scotland. While still honouring the 200 year old founding vision of
Professor John Anderson to be a “place of useful learning”, today’s
Strathclyde is a modern, outward-looking, research-led University with
a distinctive reputation for innovation and enterprise. Known for our
high entry standards, the quality of our student learning experience,
our impressive record on graduate employability and business spin
outs, we have led the UK trend by continuing to increase our
undergraduate numbers in Science and Engineering.



Within the past two years we have embarked on an ambitious change
programme - the Agenda for Excellence - further enhancing the quality
of our Research, Education and Knowledge Exchange. This commitment to
excellence is supported by major investment in high calibre staff and
an ambitious, sustainable estate development programme. Already this
strategic focus is bearing fruit. Last year we achieved consistent
improvement in overall institutional rankings in all major league
tables of up to 10 places. According to Research Fortnight,
Strathclyde is the only University in the UK top 20 grant earners
showing increases in awards in 2006/2007 from all 6 research
councils. The Financial Times ranked our Business School’s MBA 30th
best in the world and first anywhere for value for money.



Presently the University is located on two campuses, the John Anderson
(Glasgow City Centre) and Jordanhill (Glasgow West). We are also
organised into five main budget areas; our four Faculties (Science,
Engineering, Business and Humanities and Social Sciences) and
Professional Services.





8. THE CITY OF GLASGOW



Glasgow is the commercial, industrial and shopping capital of Scotland
– voted European City of Culture and European City of Architecture and
consistently topping surveys of preferred places to live and work in
the UK.



The city has a cosmopolitan look and feel, and a lively cultural life
– it is home to the national orchestra, opera and ballet and several
theatre companies, and possesses a number of fine art galleries,
including the University’s own Collins Gallery (named in the Good
Gallery Guide). Glasgow is also the headquarters of the national
press and broadcasting media, and is a major education centre, with
its numerous higher and further education establishments.



The Scottish countryside and its splendid recreation and sporting
facilities are easily reached from Glasgow and from the University,
which has excellent transport links. There are regular shuttle
services to Edinburgh (by train every 15 minutes) and London (via air,
with flights every hour). Many of Glasgow’s attractions are within
walking distance of the city centre campus, which sites next to the
Merchant City district, George Square, Buchanan Galleries and Princes
Square.



Over the past decade, Glasgow has been reborn as centre of style and
vitality set against a backdrop of outstanding Victorian architecture.
Glasgow boasts world-famous art collections, the best shopping in the
United Kingdom outside London, and the most vibrant nightlife in
Scotland.



Public transport in Glasgow is excellent, and the University’s city
centre campus is well-situated to take advantage of the train system,
the Underground (the only such subway in the UK outside of London’s
tube), and the many bus lanes. A significant number of University
staff cycle to and from work, as more and more cycle routes open up in
Glasgow and the wider metropolitan area.





9. SALARY, CONDITIONS OF SERVICE AND BENEFITS



The appointment will be made at an appropriate point on Grade 6 of the
Research Salary Scale (currently £25,101- £28,251 per annum (Appendix
1)), depending on the qualifications and experience of the successful
candidate. The conditions of service applicable to the post are
attached (Appendix 2). This post is available for a fixed-term for a
period until 31 August 2012.



We also offer staff a range of other outstanding benefits, including:



· Training and Development opportunities underpinned by a 10 year commitment to the Investors in People Standard.



· Reduced or remitted fees for vocational and non-vocational study.



· Sports, Recreation and Wellbeing facilities, including Ross Priory, a stunning 17th century house situated in 200 acres of land on the south shore of Loch Lomond, just 40 minutes drive from Glasgow.



· Childcare facilities and voucher scheme.



· Particularly relevant to Research staff is the PG Cert Advanced
Academic Studies (Researcher Development) which is offered by
the University’s Centre for Academic Practice and Learning
Enhancement.





10. POSITIVE ABOUT DISABLED PEOPLE



The University is accredited as a “Positive about Disabled People”
employer and operates a guaranteed interview scheme for disabled
candidates who meet all of the essential criteria for the post that
they are applying for. On the appropriate section of the application
form please indicate if you consider yourself to have a disability and
wish to be considered under the scheme.



The Disability Discrimination Act 1995 defines disability as “a
physical or mental impairment which has a substantial and long term
adverse effect on a person’s ability to carry out normal day to day
activities”.



Please note that if you indicate that you have a disability then you
may be asked to provide information on this at interview. The
University needs this information to consider the likely impact of
your disability on the duties of the position you are applying for and
what reasonable adjustments can be made to the position. This allows
the University to comply with the Disability Discrimination Act
(1995).





11. REMOVAL AND RESETTLEMENT



Any removal expenses, which are incurred on taking up this
appointment, will be reimbursed to a maximum of £200 against
receipts.







We value diversity and welcome applications from all sections of the
community.



The University of Strathclyde is a Registered Scottish Charity, No
SCO15263



DW/kgf July 2011







Appendix 1











SALARY SCALES FOR RESEARCH STAFF



Grade 1 August 2010



Grade 6 £25,101

£25,854

£26,629

£27,428

£28,251

£29,099*

£29,972*

£30,870*





Grade 7 £29,099

£29,972

£30,870

£31,798

£32,751

£33,734

£34,745

£35,788

£36,862*

£37,990*

£39,107*



Grade 8 £36,862

£37,990

£39,107

£40,280

£41,489

£42,733

£44,016

£45,336

£46,696*

£48,096*

£49,539*



Grade 9 £46,696

£48,096

£49,539

£51,025

£52,556

£54,133*

£55,758*





Note: * Contribution Points



February
2011

LD



Appendix 2











CONDITIONS OF EMPLOYMENT

RESEARCH STAFF







1. GENERAL CONDITIONS



Members of staff are subject to the Charter and Statutes and the
Ordinances and Regulations of the University, published in the
Calendar, and to any amendments or additions thereto approved by
the University Court and, in the case of the Charter and
Statutes, Privy Council.



The University Court recognises the Strathclyde University and
Colleges Union (SUCU) as the sole body with which it will
negotiate and consult on all collective issues concerned with
the terms and conditions of employment of Research staff. Such
terms and conditions may be varied by the University Court after
negotiation and consultation with SUCU.



Further information on the terms and conditions specified in
this document is contained in the Staff Handbook, which also
includes further details of such conditions as provision for
sick/injury leave and pay, leave of absence, holidays and
holiday pay, individual grievance procedures, review and
disciplinary procedures and collective agreements. Should you
not receive a copy of the handbook on appointment a reference
copy is accessible by visiting Human Resources.



2. CONTINUOUS SERVICE



In the case of new appointments, unless otherwise stated in the
letter of appointment, the date of continuous employment for the
purposes of statutory employment rights will be taken to be the
date of appointment contained therein. In the case of
promotions, regradings or transfers, previous service is
continuous.



3. ALLOCATION OF POST



The post to which each member of staff is appointed is allocated
to the department or other area named in member's letter of
appointment and any accompanying papers. Should the University
Court deem it necessary, in the furtherance of the objectives of
the University specified in its Charter, it shall, having
consulted with the parties concerned and having received the
advice of the Senate, re-allocate the post and/or the duties
pertaining partially or wholly to it to another department or
area. Any such re-allocation will be without prejudice to the
other conditions of employment of the holder.



If the need arises during the course of employment for members
of staff to work outside the U.K. for a period (or periods) of
more than one month then such arrangements will be subject to
mutual agreement. Members of staff would then be provided with
a statement in advance setting out the terms covering such
periods of employment.



4. RESPONSIBILITY AND SERVICE



Each member of staff is responsible for the proper performance
of allocated duties to the person or persons specified in the
member's letter and any accompanying papers. Unless otherwise
indicated members of staff are appointed for full time
service. Members of staff may not accept outside paid
employment, including personal consultancies without the
permission of Court, which will not be unreasonably withheld.



5. WORKING TIME



Working time is that required to fulfil the duties of the
post. The University Court recognises that research staff carry
out these duties in a variety of ways appropriate to the nature
of the research activity, but expects regular contact to take
place between the research staff employee and the
supervisor/grantholder (where these positions are occupied by
different individuals) during normal working hours on week
days. There are exceptions to this pattern which may involve
contact at other locations or in the evenings, or at weekends,
but these arrangements will be made with the agreement of the
member of staff concerned.





Duties may, by arrangement with Head of Department, include some
teaching associated with the post (up to a maximum of 40 hours
per semester) for which no additional payment will be made.



Additional work which does not fall within the scope of that
described above may by arrangement attract payment which must be
authorised and processed through the payroll.



6. HOLIDAYS



Research staff have an entitlement to accrue days of paid annual
holiday at the rate of 2.5 days per calendar month; this
equates, for staff employed throughout the leave year, to an
annual leave entitlement of thirty one days per year. The
University leave year begins on 1st October. Research staff
will normally be expected to take holidays accrued within the
leave year. In exceptional circumstances, accrued leave days
may be carried forward into the next leave year. Holidays
accrued must be taken by arrangement with the Head of Department
within the contract period. There are eleven days of public
holiday to which research staff are also entitled if these days
fall within the contract period. In addition to the eleven
public days of holiday the University presently closes on four
additional days over the Christmas and New Year period. These
four days count against the accrued annual holiday entitlement.



7. SICK LEAVE



During any period of absence through illness or injury provided
the appropriate medical certificates are received the University
will pay a member of staff (having taken account of the
aggregate of all periods of absence due to illness during the
twelve months immediately preceding the first day of the current
absence) as follows:



Period of Continuous Employment at commencement of absence from work


Full Pay


Half Pay











Less than 1 year


1 month


1 month

1 year but less than 2 years


2 months


2 months

2 years but less than 3 years


4 months


4 months

3 years but less than 5 years


5 months


5 months

5 years or more


6 months


6 months



In order to manage the University’s sick pay scheme the
University requires to maintain sickness absence records on
individual members of staff. When making payments after the
expiry of statutory sick pay the University will deduct an
amount equivalent to any benefit normally payable by the
Department of Health and Social Security. For this and other
details see staff handbook.



8. SALARY AND SUPERANNUATION



Appointments are made within an appropriate grade of the
University’s grading structure for Research staff, which is
linked to that for academic staff; any nationally awarded
enhancements of the grade will be paid. Placing on grade is
according to qualifications and experience, and where the post
derives from externally provided financial support, to the
nature of support. Salaries are payable monthly by means of a
credit transfer to a specified bank account.



New members of staff, under age 60, will be admitted to membership of
the Universities' Superannuation Scheme on taking up appointment
unless they notify the University in advance that they do not wish to
be admitted to membership of USS. USS requires a contribution from
the member (currently 6.35 per cent of salary), to which a
contribution of salary is added by the University as required by USS.
New members of staff over age 60 are not admitted automatically as
special terms, and a higher contribution rate (7.35 per cent), apply.
Such staff should contact the Pensions Section if they wish to join
the scheme.



New members of staff may opt out of USS within three months of taking
up appointment when they will be treated as if they had never been
members. After three months members of Staff who wish to withdraw from
USS during their employment will be required to give a minimum of 28
days' notice in writing to the University. Any member of staff who
wishes to opt out should contact the Pensions Section in the first
instance.



Full details of the Scheme are available for reference purposes at the
Pensions Section of Finance Office, John Anderson Campus and from
Human Resources, Jordanhill Campus.



9. PLACE OF RESIDENCE



The University does not normally place specific restrictions
upon the place of residence of members of staff. They are,
however, expected to reside in a location which is compatible
with the satisfactory fulfilment of all the duties associated
with their appointment and with membership of the academic
community.



10. PERIOD OF EMPLOYMENT



Members of staff are employed on the conditions indicated in
individual letters of appointment and any accompanying papers.
The University is not obliged to give notice of termination or
continue any employment beyond the end of that period. Where
the period of the contract of employment is for one year or less
it may be terminated short of the fixed term period by 1 month's
notice on either side. Where the period of the contract of
employment is for more than one year, or where there have been a
further contract or series of contracts immediately consecutive,
the employment may be terminated short of the fixed term period
by 3 months' notice on either side.



If the appointment is for a fixed term it will expire at the end
of the period without the necessity for notice.



Revised November 2006




Appendix 3







Service Commitment to

Applicants for Employment





Our commitment to you as the applicant is:



· Your application will be acknowledged unless stated otherwise in the
advertisement within five working days of receipt. To
enable us to meet this, acknowledgement postcards, where
enclosed with further particulars, should be completed and
returned with your application. Unless otherwise stated in
the advertisement, you will also be informed of the outcome
of your application as soon as possible.



· If called for interview you will be advised promptly and clearly of
the interview arrangements. Your interview will be
conducted in a businesslike and friendly manner and will
comply with recognised good employment practice. To assist
us in meeting our standards we ask that you promptly confirm
your attendance (or otherwise) at interview and advise us of
any change in your address or Curriculum Vitae.



· You will also be advised of any major delays in the appointment
procedure. We will only approach referees nominated by you.



· You will be informed of the outcome of interview as soon as
possible. If you are being offered a post you will be
written to within 2 working days of the decision being
taken. The offer will normally include a duplicate copy
which you are required to sign and return to conclude the
contract. Payment of an appropriate salary is dependent on
this.



· We are committed to achieving the standards we have set and to
receiving and acting upon constructive feedback from our
clients.



· If you are not satisfied with the service you have received, please
raise the matter in the first instance with the person with
whom you have been dealing. This person will either deal
with the complaint to your satisfaction or else advise you
how to proceed next. If you feel that dealing with the
matter in this way is inappropriate, then write to me at
Human Resources, University of Strathclyde, McCance
Building, 16 Richmond Street, Glasgow G1 1XQ, and I will
respond.





Sandra Heidinger

Director





Human Resources

University of Strathclyde

John Anderson Campus

McCance Building

Glasgow G1 1XQ

Index of August 2011 | Index of year: 2011 | Full index