This icon of patient endurance in the face of all that God sends us lived near Arabia about 2,000 years before Christ. He was a descendant of Abraham through Esau. His prosperity, his calamitous sufferings, his patient endurance, and his restoration to health and riches are told in detail in the Old Testament book that bears his name.   Some say that Job endured his sufferings for seven years before being restored to health and prosperity. Others say that all his sufferings occupied one year. The holy Fathers agree that Job for lived many years after his restoration, and died when he was more than 200 years old.

This icon of patient endurance in the face of all that God sends us lived near Arabia about 2,000 years before Christ. He was a descendant of Abraham through Esau. His prosperity, his calamitous sufferings, his patient endurance, and his restoration to health and riches are told in detail in the Old Testament book that bears his name.   Some say that Job endured his sufferings for seven years before being restored to health and prosperity. Others say that all his sufferings occupied one year. The holy Fathers agree that Job for lived many years after his restoration, and died when he was more than 200 years old.

"Saint Job of Pochaev was born about 1551 in southwest Galicia of a pious Orthodox family. In his tenth year the Saint departed for the Ugornitsky Monastery of our Savior in the Carpathian Mountains. Tonsured after two years, he was ordained hieromonk about 1580. Renowned for his meekness and humility, Job was invited by the great zealot for Holy Orthodoxy in Carpatho-Russia, Prince Constantine Ostrozhky, to be Abbot of the Monastery of the Cross in Dubno. In his zeal for the preservation and propagation of the Orthodox Faith, and to counteract the propaganda of the Uniates, he printed and widely disseminated Orthodox spiritual and liturgical books. About 1600 he removed to the Mountain of Pochaev where at the insistence of the brethren, he became Abbot of the Monastery of the Dormition of the Theotokos, which he enlarged and made to flourish. Through his labours, a large printing works was founded at Pochaev and greatly assisted in the nurture of the Orthodox faithful in that region. His monastery became the center of the Orthodox Church in western Ukraine. The Saint reposed, having taken the schema with the name of John, in 1651, at the advanced age of one hundred." (Great Horologion)

Fr. John Oliver asks, Is it possible to experience true conversion? What role does our effort play in the conversion of our souls?

This Saturday we commemorate the righteous Job, who is seen as an exemplar of intercessory prayer, and steadfastness, in both Old and New Testament. Today we probe his prophetic insight into the complexity of this world and the greatness of our human-loving LORD.

The story of righteous Job is an amazingly insightful account of repentance offered by a man who, ostensibly, had no need of repentance.

Dr. Christine Mangala Frost has lectured widely on comparative religion and is a published novelist with two books to her name exploring the consequences of religious belief for human action. She is currently working on a study comparing and contrasting Hindu and the Christian Orthodox beliefs. Here she presents a reflection on the theme of theodicy in relation to the Book of Job.

OCA Bishop of the Midwest Diocese

On Friday, December 18, 2009, His Eminence, Archbishop Job of Chicago and the Midwest unexpectedly fell asleep in the Lord. The funeral vigil was held on Tuesday, December 22, 2009, at 7:00 PM at Holy Trinity Cathedral in Chicago. His Beatitude Metropolitan Jonah presided and the homily was given by OCA Chancellor, Fr. Alexander Garklavs.

On Friday, December 18, 2009, His Eminence Archbishop Job of Chicago and the Midwest unexpectedly fell asleep in the Lord. Details about his death are now available in our interview with Fr. John Zdinak, Chancellor of the Midwest Diocese of the Orthodox Church in America. Fr. John spoke to His Eminence only 2 hours before he died.

John Maddex talks with St. Vladimir's Orthodox Seminary President Fr. Chad Hatfield about a strategic job opening at the seminary. They are looking for a Managing Director of Marketing and Operations for SVS Press. Do you know someone who should apply?

We hear from a former moderator in Kenya who was left traumatised by his previous job.

Recruiting and hiring call center employees can be a pain, but it doesn’t have to be so bad. For example, depending on the roles you’re looking to hire, you may not even have to write a job description—because you can just use ours instead.  Below, we’ve put together four of […]

The post Steal These Free Call Center Job Description Templates appeared first on .

Paddy Tally is expected to be named the new Derry football manager which will end the county's four-month search to fill the role.

The Waverley Gate call centre will cease operations in December before the building closes in March 2025.

Sandy Duthie's "dream job" involves solitude, a 160-year history, and a colony of little penguins.

Nigel Blow claims that Fenwick withdrew offer to become chief executive due to his time at Harrods

The deal to save the chain will see more than 30 of its restaurants close.

Pensions Secretary Liz Kendall says trials of the idea have produced "dramatic results".

The chancellor says businesses will "contribute more" as she raises employer National Insurance to 15%.

John, whose wife Wendy is being cared for at the hospice, said it deserved more government funding.

Cotswold District Council says the new roles were to make sure residents were aware of the "vital services" it provided.

Coventry owner Doug King confirms that ex-Chelsea and England great Frank Lampard is among the contenders for the Sky Blues job.

Niels Wittich's unexpected departure as Formula 1's race director recreates the circumstances in which Michael Masi was thrown in at the deep end.

I have recently run into the problem of not being able to deliver completed project due to strange behavior of Across in terms of required Quality Management checks. I assume this is not an uncommon problem, so this article describes … Continue reading →

Drawn from technology acceptance model, this study establishes a theoretical framework for the analytical interpretation of factors affecting job-seekers intention to use e-recruitment websites. Using the data obtained from 379 respondents in India, ten hypotheses derived from the experimental model are evaluated using a structural equation modelling technique. Vividness, perceived usefulness (PU), and attitude have been shown to have a significant positive impact on the behavioural intentions (BIs) of job-seekers, although perceived ease of use (PEOU) did not. Furthermore, perceived internet stress (PIS) is observed to be a significant antecedent PEOU; and PEOU is of PU. Such findings broaden our knowledge of e-recruiting in various ways and offer qualitative insights into the potential impact of website functionality on the attractiveness of job-seekers.

Aim/Purpose . The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background. Since 2002, the United States Office of Personnel Management (OPM) has administered the Federal Employee Viewpoint Survey (FEVS), which measures employee perceptions of whether and to what extent successful organizational conditions exist in their agencies. Areas currently assessed within the FEVS include training, job satisfaction, leadership effectiveness, management effectiveness, work-life balance, and diversity, equity, inclusion, and accessibility. The exploration of variations in perceptions of leadership, DEIA efforts, and job satisfaction among U.S. federal employees by gender and other criteria are crucial areas for research that are underrepresented in the literature. This is not only important for the United States federal government, which is grappling with high attrition rates, but also for public administrations around the world. Methodology. A quantitative ex post facto research design was used to analyze data from responses of U.S. federal employees working for the Department of Justice. Leadership, job satisfaction, and DEIA were all measured using aggregate scores from pre-determined question sets. Differences based on gender were analyzed using t-tests. Additionally, chi-squares and Spearman’s rank correlations were employed in order to explore whether there is a relationship between the perception of leadership and job satisfaction and the perception of DEIA efforts and job satisfaction among U.S. federal government workers. Contribution. The findings of this study aid in providing empirical data to support the need for federal government leadership to understand the impact of employees’ perceptions on their willingness to continue working in the federal government. The research study was grounded in Public Service Motivation Theory, which centers around factors that motivate individuals to pursue and maintain careers in the public service sector. More specifically, this study supported the public service motivation theory in that it looked at gender as a mitigating factor in public service motivation as well as explored the role of leadership and DEIA as a correlating factor to job satisfaction. The results of this research have practical implications for federal government leaders interested in increasing employee motivation and retention and who should be considering the range of sociocultural and demographic characteristics that have been found in the research to impact employee perceptions and experiences. Findings. The analyses found differences in perceptions of leadership, DEIA, and job satisfaction among United States Federal Government employees based on gender. Additionally, perceptions of leadership and DEIA were both found to influence job satisfaction. The first research question explored in this study used a t-test to consider whether the perception of leadership among U.S. federal employees differed based on participant gender with significance found. The second research question examined whether the perceived job satisfaction of U.S. federal employees differed based on gender, with statistical significance detected. The third research question focused on whether perception of DEIA differed when gender was explored and the results of the t-test indicated a significant difference in perceptions of DEIA when gender was considered. The fourth research question considered the relationship between the perception of leadership and job satisfaction. A Chi-square and a Spearman Rank Correlation were performed, and a relationship was found to exist. Research question five explored whether a relationship exists between the perception of diversity, equity, inclusion, and accessibility initiatives and job satisfaction, with significance found following a chi-square and a Spearman rank correlation. Recommendations for Practitioners. Leadership behaviors of managers and the existence of DEIA policies play a critical role in employees’ job satisfaction and commitment. The recommendations for organizational leadership in the public service sector include addressing gender inequality in work practices and environments and cultivating more inclusive organizational cultures. Recommendations for Researchers. The lack of inclusion of socio-cultural norms in the research on public service motivation is a gap that has yet to be sufficiently addressed and is an area of research that should be explored. Impact on Society. Research on public service motivation in local, state, national, and international government employment can aid organizations in developing strategies for improving recruitment, selection, and retention in public service organizations. This information can advance scientific knowledge on transforming management and leadership practices across sectors. Future Research. Future research can expound on what has been done here by examining in more detail how various identities, and more specifically intersecting identities, within the LGBTQIA+ community as well as other historically marginalized groups, impact such factors as perceptions of leadership, job satisfaction, employee motivation and retention, and work-life balance. Perceptions of specific DEIA initiatives should also be further explored.

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

Aim/Purpose: This research aims to examine the role of Knowledge Management (KM) infrastructure (technological, structural, and cultural) in enhancing job satisfaction in the context of developing countries, as exemplified by Jordan. Background: Despite the presence of job satisfaction studies conducted in educational institutions across the world, knowledge management issues have not been taken into consideration as influencing factors. Methodology: A total of 168 responses to a questionnaire survey were collected from the academic staff at Zarqa University in Jordan. Multiple regression analysis was conducted to test the research hypotheses. Contribution: This study offers deeper understanding about the role that knowledge management infrastructure plays in enhancing job satisfaction from a developing country perspective. The proposed model is tested the first time in Jordan. Findings: Results of the current study revealed that there are significant positive impacts of technological and cultural KM infrastructures on job satisfaction, whereas structural KM infrastructure does not have a significant impact on job satisfaction. Also, the results revealed significant gender difference in perception of the impact of knowledge management infrastructure on job satisfaction. On the other hand, an ANOVA test found no significant difference in the impact of knowledge management infrastructure on job satisfaction among groups by age, experience, and academic rank. Recommendation for Researchers: Our findings can be used as a base of knowledge for further studies about knowledge management infrastructure and job satisfaction following different criteria and research procedures. Future Research: The current model can be applied and assessed further in other sectors, including public universities and other services sectors in developed and developing countries.

Aim/Purpose: Based on the social exchange theory, this study aimed to explore the underlying mechanisms and boundary conditions between organizational socialization and knowledge sharing. Background: With the advent of the era of the knowledge economy, knowledge has been replacing traditional resources such as capital, labor, and land to become the critical resources of enterprises. The competitiveness of an organization depends much on the effectiveness of its knowledge management; the success of its knowledge management largely relies upon employees’ motivation and willingness to engage in knowledge sharing. Methodology: This study is a longitudinal analysis of data collected from 281 newcomers in Chinese enterprises at two-time points with a one-month interval. Structural equation modeling (SEM) was conducted to test hypotheses by calculating standardized path coefficients and their significance levels. Contribution: The study examined models linking organizational socialization and knowledge sharing that included organizational links and sacrifice as mediators and trust as a moderator. Findings: Results show that the influences of organizational socialization on knowledge sharing change regularly over time. In the role management stage, coworker support and prospects for the future impact the practices of knowledge sharing through links and sacrifice. Moreover, the findings show that trust moderates the effect of links and sacrifice on employees’ knowledge sharing. Recommendations for Practitioners: This study can help enterprises develop targeted human resource management strategies, improve the degree of job embeddedness within the organization, and thus encourage more knowledge sharing among employees. Recommendation for Researchers: First, researchers could pay attention to more underlying mechanisms and boundary conditions in the relationship between organizational socialization and knowledge sharing. Second, focusing on specific cultural context and dimension of concepts may provide a new insight for the future study and help add greater theoretical precision to knowledge sharing. Impact on Society: First, this study suggests that coworker support and prospects for the future improve knowledge sharing within the organization. Second, understanding how job embeddedness (organizational links and organizational sacrifice) acts as a mediator enhancing knowledge sharing, managers should consider raising their attachment relationship to organizations from two aspects: links and sacrifice. Third, knowledge sharing takes place in a team-oriented context, where the success of the team requires high-quality relationships among individual team members within the team as a whole. Future Research: Researchers in the future should employ experimental research design or utilize longitudinal data to ensure that the findings reveal causation. In addition, future research can investigate how the initial level and later changes of organizational socialization are associated with knowledge sharing beyond the observational scope of traditional cross-sectional and lagged research designs.

Aim/Purpose: The aim of the research was to examine the relationship between the sub-dimensions of organizational culture perceptions, such as task culture, success culture, support culture, and bureaucratic culture and job motivations of ISMEK Lifelong Learning Center teachers. Background: It is thought that if teachers’ perceptions of organizational culture and levels of job motivation are assessed and the effects of school culture on the motivation level of teachers investigated, solutions to identified problems can be developed. Methodology: The study was conducted using survey research. The sample population consisted of 354 teachers working for the Istanbul Metropolitan Municipality’s Lifelong Learning Center (ISMEK). The personal information form prepared by the researchers, the School Culture Scale developed by Terzi (2005) and the Job Motivation Scale developed by Aksoy (2006) were administered to the teachers. Contribution: This study will contribute to research on the job motivations of teachers involved in adult education. Findings: The findings indicated that task culture differs according to gender. Teachers report high levels of job motivation, but job motivation varies with gender, education level, and number of years working at the ISMEK Lifelong Learning Center. A significant relationship was found between sub-dimensions of organizational culture and job motivation. Organizational culture explains more than half of the change in job motivation. The sub-dimensions of organizational culture, task culture, achievement culture, and support culture were found to be significantly predictive of job motivation. Recommendations for Practitioners: In order to increase motivation of teachers, a success-oriented structure should be formed within the organization. It is necessary for teachers and managers to support each other and to establish a support culture in their institutions. In order to establish a culture of support, managers need to receive in-service training. Recommendation for Researchers: This study was carried out in the ISMEK Lifelong Learning Center and similar studies can be done in classrooms, training centers, and study centers. Impact on Society: Teachers working in adult education should be afforded a more comfortable working environment that will positively impact job motivation, resulting in a higher quality of education for students. Therefore, this research may contribute to an increase in the number of students who engage in lifelong learning opportunities. Future Research: This qualitative study utilized a relational survey model. A more in-depth qualitative study employing observation and interviews is warranted.

Aim/Purpose: To explore the incidence of addiction potential within the Iranian public working population, describing how many Iranian public employees fall within the diagnostic categories of low, moderate, and high addiction potential. Also, to investigate the predicting role of occupational variables such as perceived stress, job security, and job satisfaction on addiction potential and belonging to low, moderate, and high addiction potential diagnostic categories. Background: Substance addiction among employees can lead to several negative consequences at the individual and organizational levels. Also, it is the fourth cause of death in Iran. However, few studies have been conducted on the topic among employees, and non among Iranian employees. Methodology: The study participants were 430 employees working in governmental offices of the North Khorasan province, Iran. Descriptive statistical analysis and multiple linear regression analysis were conducted to explore the incidence of addiction potential within the analyzed population and to investigate whether occupational variables such as perceived stress, job security, and job satisfaction predicted low, moderate, or high addiction potential. Contribution: This paper suggests that perceived stress might act as a risk factor for developing addiction, whereas job security and job satisfaction might be protective factors against the likelihood of addiction development. Findings: More than half of the sample showed moderate to high addiction potential. Perceived stress was positively related to addiction potential. Job security and job satisfaction were negatively related to addiction potential. Recommendation for Researchers: When addressing the topic of substance addiction, researchers should focus on the preventative side of investigating it; that is, addiction risk rather than already unfolded addiction. Also, researchers should be mindful of the cultural context in which studies are conducted. Future Research: Future research might investigate other relevant occupational predictors in relation to employee addiction potential, such as leadership style, work-life balance, and worktime schedule, or expand on the relevant causal chain by including personality traits such as neuroticism.

Aim/Purpose: The study aims to examine the mediating role of job motivation and affective and normative commitment on the relationship between perceived organizational support (POS) and job turnover intention. Background: POS refers to employees’ beliefs and perceptions concerning the extent to which the organization values their contributions, cares about their well-being, and fulfils their socio-emotional needs. To date, research has shown that employee turnover is a complex construct resulting from the interplay of both individual and organizational variables, such as motivation and climate. Methodology: Cross-sectional data were collected from 143 employees of an Italian industrial company. Paper-and-pencil questionnaires were used to assess respondents’ POS, job motivation, affective and normative organizational commitment, and turnover intentions. Contribution: Specifically, in this research, we aim at examining (i) the indirect effect of POS on turnover intention via (ii) job motivation and (iii) normative and affective commitment. Findings: Results show that high POS is associated with high levels of job motivation and affective and normative commitment, which in turn are negatively linked to turnover intentions. Recommendation for Researchers: Researchers should not lose sight of the importance of studying and delving into the concept of turnover intention given that, from an organizational point of view, losing personnel means losing competencies, which need to be replaced through assessment, selection, training, and development, processes that are often challenging and expensive. Future Research: Future research should further investigate the role of motivation and commitment, other than additional variables, for POS and turnover intention. Longitudinal studies and further testing are required to verify the causal processes stemming from our model. Future research could consider linking employees’ self-reported measures with objective data concerning turnover rates.

We develop and test a theoretical model that explores how individuals appraise different types of stressful job demands and how these cognitive appraisals impact job performance. The model also explores how charismatic leaders influence such appraisal and reaction processes, and by virtue of these effects, how leaders can influence the impact of stressful demands on their followers' job performance. In Study 1 (n = 74 U.S. Marines), our model was largely supported in hierarchical linear modeling analyses. Marines whose leaders were judged by superiors to exhibit charismatic leader behaviors appraised challenge stressors as being more challenging, and were more likely to respond to this appraisal with higher performance. Although charismatic leader behaviors did not influence how hindrance stressors were appraised, they negated the strong negative effect of hindrance appraisals on job performance. In Study 2 (n = 270 U.S. Marines) charismatic leader behaviors were measured through the eyes of the focal Marines, and the interactions found in Study 1 were replicated. Results from multilevel structural equation modeling analyses also indicate that charismatic leader behaviors moderate both the mediating role of challenge appraisals in transmitting the effect of challenge stressors to job performance, and the mediating role of hindrance appraisals in transmitting the effect of hindrance stressors to job performance. Implications of our results to theory and practice are discussed. Keywords: stress, leadership, job performance, multilevel modeling

The work life of misfits - employees whose important values are incongruent with the values of their organization - represents an under-researched area of the person-environment fit literature. The unfortunate reality is that these individuals are likely to be disengaged and unproductive at work. In this manuscript, we entertain the possibility that employees can protect themselves from this situation if they engage in alternative actions that supplement the fundamental needs that go unmet from value incongruence. We integrate theorizing about the motivational role of need fulfillment and work/non-work behaviors in order to examine whether two actions in particular - job crafting and leisure activity - can potentially mitigate the negative effects of value incongruence on employee performance. In a field study of employees from diverse organizations and industries, the results suggest that both job crafting and leisure activity indeed act as a buffer, mitigating the otherwise negative effects of value incongruence on employee engagement and job performance (both task performance and citizenship behavior).

What gets you going? From the moment Alison von During set up her Airbnb in the studio apartment and private, leafy patio of her newly-acquired house in Vredehoek, on the slopes of Table Mountain, this was the question that drove...

Supreme Court reviews a case concerning government jobs allocated through a statutory regulatory order (SRO)

The Helmholtz Centre for Environmental Research – UFZ is now offering a position for Quantitative Ecologist (Postdoc) in their Department of Conservation Biology. The position is open to both male and female applicants and it runs for 42 months, starting latest on 01.08.2013 in Leipzig, Germany. Salary will be according to the appropriate civil service level TVÖD, salary group 13.

The successful candidate will be focusing on optimizing monitoring designs at different scales under field constraints and assessinguncertainty in biodiversity trend analyses. He/She will have a PhD in an ecological discipline relevant for the research topic (e.g. population biology), excellent statistical and computing skills, a distinguished publication record, experience in international cooperation and strong interest both in theoretical and applied biodiversity conservation. Fluency in English in speech and writing is essential, some knowledge of German is of advantage.

The University of Cambridge invites for applications for a Research Associate to work on EU-BON, a major EU-funded research project seeking to improve the use of biodiversity data in public policy.

Applicants should have a PhD in a relevant social science or conservation science. Experience in both qualitative and quantitative analysis is desirable. Applicants should ideally have some first-hand experience of public policy processes and a willingness to travel within the European Union for research. Excellent organisational and communication skills will be essential in working as a successful part of this large, multi-partner and multinational team.

The researcher will carry out research on how biodiversity data is currently used in European policy making and will contribute to analysis of the opportunities to increase its effective provision and use. Research methods are likely to combine qualitative and quantitate analysis and to focus on the use of biodiversity data in public policy contexts. It is expected that some of the research will take place in Brussels. The researcher will have considerable freedom in defining the research project in discussion with Dr Doubleday and Prof Sutherland. In addition to carrying out research on the use of biodiversity data in European policy making, the researcher will support Cambridge's contribution to EU BON as a whole. This will involve contributing to other workpackages as and when required. More information about EU BON can be found here: http://www.eubon.eu

Fixed-term: The funds for this post are available for 36 months in the first instance.

Completed applications consisting of a CHRIS/6 (Parts I & III) (downloadable from http://www.admin.cam.ac.uk/offices/hr/forms/chris6/) a covering letter, and CV, should be sent to Danielle Feger, via email: geogrec@hermes.cam.ac.uk or sent to Research Administrator, Department of Geography, Downing Site, Cambridge, CB2 3EN

Please quote reference LC01355 on your application and in any correspondence about this vacancy.

Any enquiries concerning the position can be made to Dr Robert Doubleday, rob.doubleday@csap.cam.ac.uk

For more information about the position, please visit: http://www.jobs.cam.ac.uk/job/1611/

The Environmental Change Institute (ECI) in the University of Oxford is seeking to appoint a Research Assistant to join the existing research team on two EU funded research projects.

The role will require the development and application of methodologies for undertaking systematic literature reviews, quantitative analysis of model outputs, contribution to the writing of research papers, organisation of workshops and large meetings, and the performance of other duties necessary for the successful completion of both the IMPRESSIONS and OPENNESS projects

You will have a Masters or equivalent in an environmental discipline and strong quantitative skills. You must have the ability to undertake systematic literature reviews and synthesise findings and assist in the management of large research projects. Excellent organisational and writing skills are essential.

This is a part-time (50% FTE) post and is available for 24 months.

The closing date for applications is 12.00 noon on Wednesday 18 December 2013.

You can find more information and apply here.

The Environmental Change Institute (ECI) in the University of Oxford is seeking to appoint a Postdoctoral Research Assistant to join the existing research team on two EU funded research projects: IMPRESSIONS and OPENNESS.

The role will require the development of a range of methodological and modelling approaches, including quantitative, qualitative and mixed techniques, to address a number of environmental science challenges in the contexts of operationalising ecosystem services and investigating cross-sectoral climate change impacts and vulnerabilities. The post provides the opportunity for a researcher with skills in programming, GIS and statistics to develop innovative solutions in research areas critical to ensuring the resilience of our future environment and to expand the modelling capability of the ECI team.

You will have a PhD in a discipline relevant to modelling or environmental sciences and a background in programming and modelling. You will have experience of using Geographical Information Systems and a strong grounding in statistics and/or operational research. Excellent communication skills both written and oral are essential. You will be self-motivated, with the ability to work independently.

This post is available for 24 months in the first instance.

The closing date for applications is 12.00 noon on Wednesday 18 December 2013. It is intended that interviews will be held during the week beginning 13 January 2014.

For more information and to apply for this position, click here.

The Martin-Luther-Universität Halle-Wittenberg offers in cooperation with GEO BON and iDiv the position of Executive Director for the duration of 30 months (initially limited till September 30th, 2016 with possibility of extension). The Executive Director will work in close collaboration with the incoming Chair of the GEO BON Steering Committee, Prof. Henrique M. Pereira (iDiv) and the incoming vice-chair, Dr. Mike Gill (Environment Canada), thematic workgroup coordinators, regional BON coordinators, the GEO BON Steering Committee and the GEO secretariat.

Requirements:
• Ph.D. in ecology or related field
• excellent diploma or master degree in a relevant field
• demonstrable experience in project management with executive leadership in organizations a plus
• excellent communication skills, fluency in English, knowledge of other languages being a plus
• willingness to travel abroad frequently, outgoing and at ease in multicultural backgrounds

Topic/job description:
• Providing visible leadership for GEO BON and representing GEO BON at scientific and policy meetings
• Creating funding opportunities through engagement with potential donors
• Coordinating activities of GEO BON Working Groups and Regional Observation Networks
• Liaising with national and regional organizations involved in biodiversity monitoring and reporting
• Organize the Steering Committee, All-hands and other meetings of GEO BON and manage the communication activities of GEO BON, including a regular newsletter and a website
• Manage, as and when required, activities and inputs requested by the GEO secretariat

Applications should be directed to emily.keller@idiv.de and addressed to Henrique M. Pereira, Professor of Biodiversity Conservation, iDiv. Applications should be in a single PDF file with reference file number (D 189/2013). Applications are accepted until January 6th, 2014.

For more information see attached the full text of the job offer.