Ref: A1213
Closing Date: 12 noon, Wednesday 8 July 2009
JOB DESCRIPTION
1. Job Title: Lecturer in Humanoid Robotics and Intelligent Systems
Post-holder: Vacant
Faculty/Division:
Technology
Dept/School: School of Computing, Communications and Electronics
Grade: 7/8*
Date: May 2009
Hours: 37 per week
Contract Type: Fixed term for 1 year
_________________________________________________________________
2.
Supervisory responsibility/position in structure
Responsible to: Head of School, Computing & Mathematics or designate
Responsibility for Staff, Resources and Budget:
_______________________________________________________________________
3.
Main function of job
To contribute high quality research and teaching in Robotics and Artificial Intelligence
_______________________________________________________________________
4.
Main Duties - brief description
To contribute to research and teaching in the School, specifically in the area of Humanoid
Robotics at postgraduate and undergraduate levels across the Faculty and University; To
focus specifically on outreach activities and curriculum development activities related to
the bipedal robot project. To assist with obtaining external research funding and helping
other staff to do the same; collaborating with other members of staff as well as researchers
external to the University
______________________________________________________________________
Note: In addition to these duties employees are required to carry out such other duties as
may reasonably be required within the general scope and level of the post.
_______________________________________________________________________
*Academic staff appointed on Grade 7 will progress to the minimum of Grade 8 at their
next increment date after successfully completing probation
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Duties/responsibility (in order of priority)
Level of responsibility/accountability should be indicated i.e. Direct (D) or D/I
Indirect (I)
To teach Robotics, Computing and Artificial Intelligence
postgraduate, undergraduate levels and outreach to schools
material
at D
To contribute to the development of modules and programmes at postgraduate, D
undergraduate levels and also for outreach.
To conduct research in robotics
D
To obtain external research funding and to help others to do the same.
I
To foster collaboration with international academics and develop industrial links, I
as appropriate
To collaborate with others in designing modules and courses.
I
To carry out appropriate administrative and quality assurance duties.
D
To perform any other duties as reasonably required by the Head of the School D
of Computing Communications and Electronics.
5.
Qualifications/education required:- The post holder should hold a PhD in a
Computing/Robotics research area such as artificial intelligence, robotics or computer
science and have some knowledge of control systems design.
Experience required:- Demonstrable experience of designing and conducting
humanoid robotics research projects and producing international peer-referee publications.
Evidence of grant income and peer esteem is a desirable
Specialist training required:- None beyond those specified above
Any specific aptitude/skill required:- None beyond those specified above
____________________________________________________________________
6.
Special Conditions, eg. Working with hazardous substances, equipment,
animals etc:Mobility between campuses/external to the University for outreach activities

All staff are responsible for ensuring compliance with University and
Faculty/Departmental Health & Safety requirements and regulations

All staff are required to ensure that they apply the University’s Equality and Diversity
Policies in their general conduct

All staff are responsible for carrying out appropriate communication and information
sharing
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PERSON SPECIFICATION
POST
ESSENTIAL CRITERIA
1. Qualifications/Education
PhD in Computing
/Robotics discipline
2. Experience
Proven experience of
research in humanoid
robotics,
control
and
intelligent systems (e.g.
postdoctoral experience).
DESIRABLE
CRITERIA
Established track record
in research with journal
publications and peer
esteem in line with RAE
UoA23 target ratings (i.e.
majority of 3* papers).
3. Skills
4. Knowledge
5. Personal Qualities
Ability to demonstrate
potential for establishing a
strong research profile by
means of publication,
grant income, or other
indicators of esteem.
Good communication
Established track
skills in oral and written
record of evidence of
format.
good communication
skills.
Evidence of knowledge Previous experience
necessary to
support of successful
items 2 and 3 above.
teaching in robotics,
computing and
Fluency in English (oral artificial intelligence
and written).
The ability to work well Experience of
with others at all levels working with
and
across
discipline research
boundaries, as well as to commissioners,
work alone, to deadlines.
stakeholders or
Good interpersonal skills. sponsors.
Flexibility in approach to
work.
For an informal discussion, please contact Dr Phil Culverhouse by email
[email protected]
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FACULTY OF TECHNOLOGY
FURTHER PARTICULARS
EQUALITY AND DIVERSITY IN THE FACULTY
The Athena SWAN Charter
The Athena SWAN Charter is a recognition scheme for UK universities and
their science and engineering departments. The aim of the scheme is the
advancement of women in science, engineering and technology in higher
education and a significant increase in the number of women recruited to
the top posts. As part of its commitment to Equality and Diversity, the
University is a founder member of the Charter and has Bronze recognition
for its ongoing work in this area. In addition, the Faculty of Technology is
working towards a Silver SWAN recognition award in its own right.
Actions that support women’s career advancement can benefit all staff. Therefore the
Faculty is taking active steps to create and maintain a culture of diversity where all can
thrive and be rewarded for their contribution, regardless of gender and family
circumstances. What follows is information for applicants on the key actions and support
systems which are part of the Faculty’s commitment to the Athena SWAN Charter and to
Equality and Diversity more broadly. More detailed information on the University’s Equal
Opportunities Policy can be found on www.plymouth.ac.uk/equality or by telephoning the
Equality & Diversity Unit on 01752 582060 or e.mailing [email protected]
Faculty Induction Programme
The Faculty runs its own annual induction programme for all new staff, whether academic,
technical or administrative. The induction will provide factual information on the faculty
mission and objectives; academic and administrative structures and processes; staff
development opportunities; probation, appraisal, mentoring and promotion procedures and
sources of support and advice. A key aim of the induction is to raise awareness of
expectations and responsibilities in relation to equality and diversity and encourage staff to
become an integral and valued part of the Faculty. A key ‘values set’ underpins this,
including: equality and diversity, respect and tolerance, integrity, honesty, enthusiasm,
innovation and sense of humour.
Gender Monitoring
The Faculty is taking specific steps to monitor staff and students by gender and to
examine the impact of its specific policies and practices on different genders. It collates
data on a number of areas including: applications, promotions, staff turnover, future
recruitment needs and undergraduate and postgraduate destinations.
Equality & Diversity awareness and training
The Faculty has developed an Athena SWAN Action Plan and the Dean, Associate Deans,
Heads of Schools and other members of staff are responsible for its implementation and
monitoring. The Faculty is taking steps to promote good relations and prevent
discrimination by raising staff awareness of Equality and Diversity and encouraging staff to
participate in an online Equality & Diversity training module.
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Work-life balance policy
The Faculty will take account of the needs of individual members of staff. Requests for
changes to working patterns to fit in with family-life/caring responsibilities will be
considered fully where reasonably practicable, subject to operational needs.
Parental leave and Return to work policy
The Faculty will endeavour to support all staff returning to their jobs after a period of leave.
Flexible arrangements (such as a period of part-time working) to facilitate their return will
be considered fully where reasonably practicable, subject to operational needs.
Schools/Departments will keep in regular touch with women taking maternity leave.
Childcare
Freshlings Nursery on the Plymouth campus is situated in Endsleigh Place, offering
childcare to the staff and students of the University. The Nursery is registered with
OFSTED to take up to 83 children between the ages of 0-5 years. The nursery is open:
Monday to Friday 08.15 – 17.45 all year round. A flexible service is offered with both parttime and full-time care available. The nursery is registered to offer government funding for
all 3 and 4 year old children and accepts corporate childcare vouchers. For further
information or waiting list, please contact the Childcare Manager, Tel: +44 (0)1752
232338.
Appraisal and mentoring
All new staff will be allocated an Appraiser within the Appraisal and Development
Scheme (ADS). The ADS is there to ensure everyone has the opportunity to discuss their
Personal development needs and how their role contributes to the Faculty and the
University. For new staff, the Appraiser will also take the role of their Mentor. If the
allocated mentor is of a different gender, the Faculty will assist staff in applying for an
external mentor of the same gender should they wish to do so.
Progression and Promotion
Staff will be provided with regular information and updates on the promotions process.
Line-managers will actively encourage those staff considered ready to apply for
promotions.
Further advice
There are many sources of advice in addition to line-managers, mentors and colleagues in
the Faculty. The University has a strong commitment to Equality and Diversity which is
supported by a number of specialist departments. For example, the Equality and Diversity
Unit welcomes enquiries in relation to equality of opportunity and the implementation of the
University’s Equality Policies and action plans and the Disability ASSIST
Services provide a specialist support and advice service for disabled students and staff
who are teaching or supporting them. Equality policies are supported by an Equality and
Diversity Training Strategy and the delivery of professional development activities for staff.
If you have any queries in relation to this information sheet or require this document in a
larger font or an alternative format please contact:
Dr. Liz Hodgkinson, Faculty of Technology, [email protected]
Updated January 2009
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