Assistant Teaching Professor Quantitative Methods-Psychology

The Department of Psychology at the University of California, Berkeley seeks to fill an Assistant Teaching Professor position in the area of Quantitative Methods, with an expected start date of July 1, 2027.

Assistant Professors of Teaching are members of the Academic Senate. The Teaching Professor series includes eligibility for review for promotion to Associate Professor of Teaching, which includes security of employment (equivalent to tenure).

The primary duties and responsibilities of an appointee to the position are pedagogical (e.g. teaching, and advising). Secondary responsibilities are professional and/or scholarly achievement, including those related to instruction and pedagogy. Therefore, the appointee is expected to demonstrate a record of and/or potential for pedagogical excellence and innovation both in the classroom and in scholarly activities.

This is a cross-area hire, not affiliated with any single research area in Psychology, reflecting the department's collective need for dedicated instruction in quantitative and statistical methods. Applicants who use multiple and innovative methodological approaches, including advanced statistics, computational approaches, and reproducible research practices, are of particular interest.

With respect to pedagogy, the successful candidate will be expected to teach multiple graduate and undergraduate courses covering core quantitative and statistical content, which may include a subset of the following and other topics: psychometric theory and application, multilevel/mixed-effect modeling, dyadic analysis, factor analytic/structural equation modeling methods, machine learning aimed toward psychologists, data visualization, meta-analysis, reproducible research methods, introductory programming for statistics, bootstrap/resampling methods, fMRI/fNIRS/EEG data analysis, computational modeling, and Bayesian data analysis. In addition, the hire will provide quantitative support to students, postdocs, and faculty through a pre-defined number of weekly consulting hours (akin to office hours), and will offer 1-2 seminars each year to help department faculty stay up to date on emerging quantitative and computational methods.

With respect to professional and/or scholarly activities, the appointee is expected to sustain a record of achievement that may relate to the discipline of quantitative methods itself, to pedagogy, or to both, and that provides evidence of achievement, leadership, and/or influence on the campus or beyond. Such activities may take many forms, and no single form of activity is required. Examples include methodological, statistical, or empirical scholarship and resulting publications; scholarship on teaching and learning; the development and dissemination of instructional materials, curricula, software, or other open educational resources; collaboration with faculty and trainees as a co-investigator on grants, including contributions to study design and data analysis and co-authorship of resulting publications; administrative work such as the direction of learning centers, teaching programs, or methods training initiatives; community outreach; seminars, lectures, or workshops presented at other institutions or professional societies; participation in scholarly activities and intensive programs of study (e.g., summer institutes) undertaken to enhance expertise in relevant fields; and the pursuit of external support for educational or research initiatives (e.g., NIH Research Education or NSF Innovations in Graduate Education programs). Through these activities, the appointee will play a key role in the department's research enterprise and will strengthen the department's quantitative rigor by serving as a methodological leader

The department is committed to addressing the family needs of faculty, including dual career couples and single parents. We are also interested in candidates who have had non-traditional career paths or who have taken time off for family reasons, or who have achieved excellence in careers outside academia. For information about potential relocation to Berkeley, or career needs of accompanying partners and spouses, please visit:

New Senate Faculty on the Office for Faculty Equity & Welfare's website.

The committee is willing to consider any special circumstances that may have affected research productivity during any specific period (e.g. the Covid-19 pandemic).

Department: https://psychology.berkeley.edu/

Ph.D. or equivalent international degree, or enrolled in Ph.D. or equivalent international degree-granting program at the time of application.

Candidates should demonstrate excellence and/or exceptional promise in the teaching and application of quantitative methods in psychology, leadership potential, and an active record of professional and/or scholarly activity related either to quantitative and methodological work or to pedagogy.

• 3 letters of reference required

UC Berkeley is committed to diversity, equity, inclusion, and belonging in our public mission of research, teaching, and service, consistent with UC Regents Policy 4400 and University of California Academic Personnel policy (APM 210 1-d). These values are embedded in our Principles of Community, which reflect our passion for critical inquiry, debate, discovery and innovation, and our deep commitment to contributing to a better world. Every member of the UC Berkeley community has a role in sustaining a safe, caring and humane environment in which these values can thrive.

The University of California, Berkeley is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.

For more information, please refer to the University of California's Affirmative Action and Nondiscrimination in Employment Policy and the University of California's Anti-Discrimination Policy.

In searches when letters of reference are required all letters will be treated as confidential per University of California policy and California state law. Please refer potential referees, including when letters are provided via a third party (i.e., dossier service or career center), to the UC Berkeley statement of confidentiality prior to submitting their letter.

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.

The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, or discrimination. Consistent with this commitment, UC Berkeley requires all applicants for Senate faculty positions to complete, sign, and upload an Authorization of Information Release form into AP Recruit as part of their application. If an applicant does not include the signed authorization, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, applicants will only be subject to institutional reference checks if and when they are selected as the candidate to whom the hiring unit would like to extend a formal offer. More information is available on this website.

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.

• "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 or discrimination, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
• UC Anti-Discrimination Policy
• APM - 035: Affirmative Action and Nondiscrimination in Employment