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					Human Resources

                                         Job Description
    Professor and Principal Investigator of the National Child Development Study
                              (1958 British Birth Cohort)

                              Centre for Longitudinal Studies
                         Department of Quantitative Social Sciences

                                  Faculty of Policy and Society

   The Institute of Education

   The Institute of Education (IOE), a college of the University of London, is a world-
   leading school for education and social science. Our location at the heart of the UK’s
   capital city reflects our position at the centre of education. We have trained more
   than 10,000 teachers over the past decade, and currently offer professional
   development and higher degrees to over 6,000 students from more than 100

   Overall, our research attracts funding of over £25 million per year. In the last
   Research Assessment Exercise, we topped the league tables for education
   research, coming in the top ten of leading research universities across all subjects.
   The findings of our research have influenced government activity and policy for
   education, young people, health and gender equality.

   Academic expertise at the IOE is provided by more than 80 world-class professors
   and readers and 350 teaching and research staff, supported by professional staff
   based in faculties, the registry, information services, marketing and development,
   finance, estates and facilities, human resources, and research and consultancy
   services. We work closely with our neighbouring University of London colleges in
   Bloomsbury and with numerous other organisations including over 600 London
   schools and colleges as well as national charities and museums, and universities

   The Institute is committed to being an equal opportunities employer and education
   provider, providing equality of opportunity for all staff. In seeking to create an open
   and supportive environment which is free from discrimination, and which encourages
   all staff and students to participate fully in Institute activities the Institute aims to
   reach beyond legislative boundaries to provide equality of opportunity regardless of
   gender, ethnicity, colour, disability, religion, family responsibility, age, occupation,
   marital status or sexual orientation.

The Faculty

The Faculty of Policy and Society (FPS) is made up of 5 departments and brings
together nationally and internationally recognised scholars with diverse expertise.
The Faculty researches a wide range of topics in the education, social and health

Using a wide range of theoretical, methodological, disciplinary and interdisciplinary
perspectives, the work of the Faculty looks to enhance policy and practice by
providing high quality programmes of education, training, professional development,
and consultancy, locally, nationally and internationally.

The Faculty shares in the Institute of Education's recent Research Assessment
Exercise success, where the Institute was found to have more than twice as many
world-leading (4*) scholars in education as any other UK university.

The Department of Quantitative Social Science

The Department specialises in the development and application of quantitative
methods to survey and administrative datasets and in the collection and
management of longitudinal data. Its work informs debate in areas such as
education, health, the labour market, and family policy. Staff have leading expertise
in economics, sociology, psychology, and survey methods. The Department has a
thriving PhD student body, funded in part through an ESRC Doctoral Training
Centre, together with Masters programmes in the economics of education and in
policy analysis and evaluation. The Centre for Longitudinal Studies (CLS), within the
Department, is an ESRC Resource Centre managing three of Britain’s world
renowned birth cohorts: the 1958 National Child Development Study, the 1970
British Cohort Study, and the Millennium Cohort Study. From October 2012 the CLS
is also leading a major collaborative programme of work to promote cross-cohort
research. This is a five year programme involving nine major longitudinal British
studies, funded jointly by ESRC and MRC. It has now been titled ‘CLOSER’
(Cohorts and Longitudinal Studies Enhancement Resources).

The Role and its Responsibilities

The National Child Development Study has followed over 17,000 individuals, all born
in a single week of March 1958, through childhood and into adult life. Longitudinal
data from the study forms a valuable multi-disciplinary research resource that is used
by researchers across the world. The successful candidate will take the scientific
lead in directing the study and managing the team responsible for it at CLS. The
post provides an excellent opportunity for the successful candidate to pursue their
own research agenda within the field of quantitative longitudinal research. The next
survey of the 1958 cohort is planned for 2013, when study members are aged 55,
and involves a sequential mixed mode research design (web self-completion,
followed by telephone interviews). Considerable development work for this survey
has already taken place. The age 60 sweep is expected to be a face to face
interview with core funding from ESRC. It will be necessary for the incoming PI to
raise co-funding for the age-60 survey to capitalize on the opportunity to collect a
wide range of objective measures from cohort members, including measures of
cognitive and physical capability.

The successful candidate will be expected:

    1. To conduct and publish methodological and/or substantive research in
       quantitative social science.
    2. To contribute to teaching in the Department of Quantitative Social Science
       including the programme of training and workshops for users of the cohort
       studies in collaboration with other senior CLS staff.
    3. To contribute to leadership of CLS and the Department of Quantitative Social
   4. To take the scientific lead for planning the study, for example continue
      consultation on the design, modes, and content of, National Child
      Development Study sweep 9 (at age 60 in 2018).
    5. To pursue funding and co-funding of data collection for NCDS and specifically
       to coordinate an application for co-funding to support collection of objective
       measures of health and cognition at age 60.
    6. To act as a senior link to Government departments and encourage use of the
       NCDS data by Government analysts.
    7. To ensure representation of NCDS in the international research community
       and act as an advocate for the study and promote findings from research
       based on NCDS in order to ensure that the study has maximum impact with a
       wide range of potential users.
    8. To ensure the cohort is maintained, attrition is minimized and response rates
       improved via tracing activities and feedback to cohort members.
    9. To oversee and agree plans with the Database team:
       a) for the cleaning, and depositing in UK data archive of NCDS data;
       b) to build work on linking administrative, geographical and health data with
       the NCDS survey data.

   10. Such other duties as may reasonably be requested.

You will be responsible to the Director of CLS and ultimately to the Director of the

You are welcome to contact John Micklewright, Head of Department
(, tel 020 7 331 5107) or Jane Elliott, Director of CLS
(, tel 020 7 612 6395) for further information or to discuss the post.

Selection Criteria

The successful candidate will have:


1. An outstanding record of excellent publications based on the use of longitudinal

2. A record of success in securing external research funding e.g. from the
   Research Councils.

3. Proven ability to design and deliver complex large scale research projects.

4. Management and interpersonal skills appropriate for leading and motivating a

5. Experience in public speaking and strong communications skills including the
   ability to disseminate research findings to a range of professional, practitioner
   and policy audiences.

6. Excellent interpersonal skills that enable effective communication with a wide
   range of people including the ability to disseminate research results to
   professional, practitioner and policy audiences.

7. The ability to work with academic collaborators and users across a number of

8. A good record of research student supervision leading to successfully completed

9. The capacity and willingness to act as Head of Department or Director of CLS if


10. Experience of coordinating a longitudinal study.

11. Experience of coordinating a major survey.

The Appointment

This is a senior appointment at professorial level and an appropriate title for the
successful candidate will be agreed on appointment to ensure that this reflects his or
her disciplinary background.

The appointment will be full time and a start date of 1 April 2013 is preferred,
although an earlier or later date may be agreed if practical.
Salary will be on the Institute’s Senior Grades salary scale at a level commensurate
with the academic standing of the appointee, plus £2,323 London Allowance per

Job share will be considered. Applicants wishing to do so are asked to indicate their
preferred pattern of working. Applications from joint applicants should be submitted

Your Application and the Application Procedure

We encourage you to apply for this post online at our website as the system is user-friendly and simple to complete and will
allow you to attach additional documents to your application. Online applications will
be accepted by the automated system until 10pm on closing date.

Postal applications are accepted if you do not have access to a computer. If you
would like a paper application pack these are available from Human Resources,
Institute of Education, University of London, 20 Bedford Way, London WC1H 0AL
Telephone: +44 (0)20 7612 6715/6354/6356/6472 Fax: +44 (0)20 7612 6359
(please specify the post title and the reference SAC-PSQSS-5217). Please note the
information sent to you will be exactly the same as the information on our website
and you should allow at least four working days for the information to arrive with you.
Your postal application will be scanned into our system.

If making a postal application, please submit:
     the application form (please specify the post title and the reference);
     any other documentation you wish to be considered by the Selection Panel;
     the Equal Opportunities form which will be kept in Human Resources and
       used only for registered purposes under the Data Protection Act 1998.

Please note: The supporting statement section should set out how your
qualifications, experience and training fit each of the selection criteria. Please
provide one or more paragraphs addressing each criterion. The supporting
statement is an essential part of the selection process and thus a failure to provide
this information will mean that the application will not be considered. An answer to
any of the criteria such as “Please see attached CV” will not be considered

You should include with your application:

   A clear statement in response to each of the selection criteria which shows how
    your qualifications, experience and training fit each of the criteria. (Your
    response to the criteria is an essential part of the selection process and thus a
    failure to provide this information will mean that the application will not be
    considered. An answer to any of the criteria such as “Please see attached CV”
    will not be considered acceptable.)

   An up-to-date curriculum vitae and a detailed publications list, arranged in
    descending chronological order under the headings: books; chapters in books;
    articles in journals; published conference papers; and other output. Please mark
    with an asterisk those works which you feel will particularly support your
    application and which you could provide prior to the interview if shortlisted (we
    would require six copies of each asterisked publication).

Postal applications must be received by 5.00pm on the date of job closure, to
allow the application to be scanned onto the website before the midnight deadline.

Applications should be sent to the Human Resources Department, Institute of
Education, University of London, 20 Bedford Way, London WC1H 0AL.

The Interviews

It is hoped to hold the interviews in November/early December 2012*.

*       Please note that if you are shortlisted and are unable to attend on the
        interview date, regretfully it will normally not be possible to offer you an
        alternative date. However, where you can attend on the date but wish to
        change the time of interview, we will endeavour to accommodate you
        wherever possible.

If you are invited to interview, you will be asked to do a presentation on a topic which
will have been decided at the shortlisting stage. Details will be provided with the
interview invitation. Also, you will be asked to submit in advance copies of
publications as detailed above in the section ‘Your Application and the Application

If you would like feedback on your interview, please write to the Human Resources
Department, Institute of Education, 20 Bedford Way, London, WC1H 0AL or e-mail within one month of the date of the interview and we will liaise with
the chair of the Selection Committee and endeavour to provide this.

August 2012

Human Resources

                  Policy Statement on the Recruitment of Ex-Offenders

  As an organisation using the Criminal Records Bureau (CRB) disclosure service to
  assess applicants’ suitability for positions of trust, the Institute of Education complies
  fully with the CRB Code of Practice and undertakes to treat all applicants for
  positions fairly. It undertakes not to discriminate unfairly against any subject of a
  Disclosure on the basis of a conviction or other information revealed.

  The Institute of Education is committed to the fair treatment of its staff, potential staff
  or users of its services, regardless of race, gender, religion, sexual orientation,
  responsibilities for dependants, age, physical/mental disability or offending

  We have a written policy on the recruitment of ex-offenders, which is made available
  to all Disclosure applicants at the outset of the recruitment process.

  We actively promote equality of opportunity for all with the right mix of talents, skills
  and potential and welcome applications from a wide range of candidates, including
  those with criminal records. We select all candidates for interview based on their
  skills, qualifications and experience.

  A Disclosure is only requested after a thorough risk assessment has indicated that
  one is both proportionate and relevant to the position concerned. For those positions
  where a Disclosure is required, job advertisements and recruitment packs will
  contain a statement that a Disclosure will be requested in the event of the individual
  being offered the position.

  Where a Disclosure is to form part of the recruitment process, we encourage all
  applicants called for interview to provide details of their criminal record at an early
  stage in the application process. We request that this information is sent under
  separate, confidential cover, to a designated person within the Institute of Education
  and we guarantee that this information will only be seen by those who need to see it
  as part of the recruitment process.

  We ensure that all those in the Institute of Education who are involved in the
  recruitment process have been suitably trained to identify and assess the relevance
  and circumstances of offences. We also ensure that they have received appropriate
  guidance and training in the relevant legislation relating to the employment of ex-
  offenders, eg the Rehabilitation of Offenders Act 1974.

  At interview, or in a separate discussion, we ensure that an open and measured
  discussion takes place on the subject of any offences or other matter that might be
  relevant to the position. Failure to reveal information that is directly relevant to the
position sought could lead to withdrawal of an offer of employment.

We make every subject of a CRB Disclosure aware of the existence of the CRB
Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a Disclosure with the person
seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar you from working with us.
This will depend on the nature of the position and the circumstances and background
of your offences.

We have a policy on the secure storage, use, retention and disposal of Disclosures
and Disclosure information and a copy of this policy is available on request.

1 December 05


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