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NATURE and PURPOSE
a. Titles in the Adjunct Professor series may be assigned:
(1) to individuals who are predominantly engaged in research or other creative work and who participate in teaching, or
(2) to individuals who contribute primarily to teaching and have a limited responsibility for research or other creative work; these individuals may be professional practitioners of appropriate distinction. Appointees with titles in this series also engage in University and public service consistent with their assignments.
b. Appointees may serve full-time, part-time, or at 0 percent time.
c. Adjunct Professor titles are intended to be supported primarily by non-State funds. For purposes of this policy, non-State funds are all funds other than General funds (19900-19999).

This position involves predominately research and scholarly activities as well as participation in teaching. The Department of Agricultural & Resource Economics will be compensating for the teaching portion of the appointment, while the research portion of the appointment will be self-funded. It is expected that the candidate will bring funding with them for a 3-year, 100% variable position (depending on funding). The rank and step will be determined by experience. Renewal of this position is contingent on funding being available for the research portion of the appointment.

MAJOR RESPONSIBILITIES AND DESIGNATED AREAS OF EXPERTISE
As an Adjunct Professor, the candidate will teach and engage in independent research. They will function as an independent investigator and have major responsibility and leadership for research activities. They will contribute to achieving University goals through student advising, serving on appropriate committees, and other activities. As an Adjunct Professor, the candidate will provide unique expertise, courses, and research leadership in applied economics with a specific focus on the microeconomics of international development. This will include topics related to the development of microenterprise, the evaluation of health interventions and reparative surgeries, studying potential behavioral effects of climate change, building impact evaluation into the routine programming of development organizations, randomized controlled trials studying interventions to victims of civil conflict and natural disaster. They will bring their extensive teaching and research experience to bear on the courses, research, and other university activities.

I. TEACHING AND MENTORING (20% VARIABLE)
The candidate will teach at least half of an upper-division undergraduate course per year that serves ARE and other majors. Initially, this will include ARE/ECN 115A (Introduction to International Economic Development) and/or ARE 166 (Economics of Global Poverty Reduction), but could include other appropriate offerings as agreed upon with the ARE Department Chair.

The candidate may also contribute to teaching at the undergraduate and graduate level through courses, special-subject seminars, and/or guest lectures, including courses for other majors and programs (e.g., IAD).

II. RESEARCH AND SCHOLARLY WORK (60% VARIABLE)
The candidate will conduct an independent research program on projects within their area of expertise in Agricultural Resource Economics, specifically they will conduct research focusing largely on the use of econometric tools to assess the impacts of poverty interventions related to health, education, and enterprise development. They will foster collaboration among Department faculty and graduate students. They will seek grant funding for these projects, as Adjunct Professors are self-funded for their research. The incumbent will devise and conduct studies to address the key topics described above and other relevant research questions; collect, summarize and analyze data; publish research results in peer-reviewed journals as senior author; prepare reports on research findings and acquire funding to support their research program. Other research duties will include managing the budget and projects according to sound management principles.

III. PROFESSIONAL COMPETENCE AND ACTIVITY (10% VARIABLE)
The candidate will provide intellectual leadership and scholarship to their program. The candidate will participate in professional societies, organizations, and conferences appropriate to their specific expertise. The candidate may give oral presentations to public and professional interest groups, or at seminars, meetings, or educational functions.

IV. UNIVERSITY AND PUBLIC SERVICE (10% VARIABLE)
The candidate will do committee work relevant to the interests and the departmental needs. This may include attending seminars to present research results to public and professional interest groups, serve on ARE departmental committees, including prospectus, oral exam and dissertation committees.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• “Misconduct” means any violation of the policies or laws governing conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
• APM - 035: Affirmative Action and Nondiscrimination in Employment

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UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).

We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.

The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC nondiscrimination policy.

For the University of California's Affirmative Action Policy, please visit: https://policy.ucop.edu/doc/4010393/PPSM-20

For the University of California's Anti-Discrimination Policy, please visit: http://policy.ucop.edu/doc/1001004/Anti-Discrimination

Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify

The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision, our strategic plan: “To Boldly Go,” our Principles of Community, the Office of Academic Affairs’ Mission Statement, and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution. The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their "Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.

The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.