How To Become A Research Associate At The Centre For The Study Of Existential Risk
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1 Further Information Job title Research Associate on the Centre for the Study of Existential Risk (CSER) project Managing Extreme Technological Risk Grade 7 Salary range 28,695-37,394 Staff Group Department / Institution Research CRASSH Role-specific information Role Summary A research associate, expected to be from the fields of philosophy, economics, or related disciplines, will join the project Managing Extreme Technological Risk within the Centre for the Study of Existential Risk (CSER), to work on the evaluation of extreme technological risk. The research associate will join a team of researchers working on a set of subprojects described in Project Summary (page 4); these will contribute to CSER s broad aim of developing a general methodology for the management of extreme technological risk. Evaluation of extreme technological risk (working with Professor Partha Dasgupta): Nuclear power, bioengineering, geoengineering and artificial intelligence are all examples of dual-use technology: technology that gives us power to bring great benefits to the world, but that may also pose great risks, whether from accidents or from deliberate misuse. Any reasonable policy regarding these new technologies has to weigh up those benefits against those risks. Cost-benefit analysis (CBA) seems like a natural tool to use in this context: its purpose is to assess different policy proposals in terms of their costs and benefits. However, CBA has limitations when it is used to assess extreme technological risks. This subproject proposes to examine these limitations; to derive a version of CBA more suitable to this context and derive conclusions about the importance of mitigating extreme technological risk compared to other global priorities. The project will also explore issues in population ethics as they relate to future generations; challenges associated with evaluating small probabilities of large payoffs; and challenges associated with moral and evaluative uncertainty as they relate to the long-term future of humanity. Relevant disciplines include: Philosophy (especially moral philosophy, applied ethics, and formal decision theory) and Economics (e.g., the economics of sustainability, the theory of future discounting), although suitable candidates outside these fields are welcomed. Candidates will normally be expected to have a PhD in a relevant field or an equivalent level of research experience and accomplishment, and should provide strong evidence of potential for academic research and publication at a high level; as well as a strong interest in applying their training to the study of technological risk. CSER is committed to developing a community of researchers who will work together on the complex challenges of managing extreme technological risk. We are looking for candidates who would contribute to such a community, and work as part of a growing team, both within CSER, and with our many research partners. More details about CSER s research is available at HR7 Further Information, Version 9, 31/10/14 Page 1 of 7
2 Key Responsibilities The RA will report to the Centre s Academic Director, Professor Huw Price, and will work under the direction and guidance of Sir Partha Dasgupta. Post-holders will be expected to: Conduct independent and collaborative research under the headings above, to be published as papers in leading academic journals; Produce occasional articles suitable for a broader audience in order to increase public understanding of this area of research Organise, participate in, and speak at workshops, seminar series, lectures and conferences relevant to this research; Develop collaborations with leading researchers and research centres relevant to this research within and outside Cambridge, and with key contacts in government and industry where relevant; Lead and collaborate on further funding applications relevant to the Managing Extreme Technological Risk project and CSER s broader research aims. Person Profile This section details the knowledge, skills and experience we require for the role. Education & qualifications Specialist knowledge & skills Interpersonal & communication skills Relevant experience Candidates will normally be expected to have received (or be close to completion of) the degree of PhD or have a record of accomplishment and writing which demonstrates a comparable level of competence and academic excellence. Outstanding analytic capacity. Strong quantitative reasoning skills. Expertise relevant to the research project listed The ability to quickly acquire a technical understanding of other relevant fields where necessary Evidence of a serious research interest in the research foci of the Centre, including a research proposal explaining how their skills are relevant to CSER s agenda. Excellent organization and time-management skills, including initiative and ability to maintain a high level of research productivity Ability to contribute to the development of research programmes Willingness and ability to contribute to the Centre s grant-writing and fundraising efforts. The inclination and the intellectual versatility to engage a range of bigpicture questions, and the ability to pursue such questions in a rigorous way, integrating findings from different academic disciplines using a variety of analytic methods. Evidence of ability to work in collaborative environments. Ability to engage with diverse communities of experts including academics across disciplines, industry partners, and policymakers. Excellent written and oral communication and presentation skills. Fluency in English. Additional requirements An enthusiasm and strong commitment to the Centre for the Study of Existential Risk s core research aims is expected. RAs will be independent researchers able to set their own research agendas and to produce work of leading international standard. The RA is expected to conduct most of their research in Cambridge with occasional travel to the United States, continental Europe and Asia for discussions with researchers in relevant HR7 Further Information, Version 9, 31/10/14 Page 2 of 7
3 fields, conferences, etc. Terms and Conditions Location The Research Associates will be based at CRASSH or another location in central Cambridge (TBC). Working pattern Hours of work Length of appointment Limited funding Probation period Annual leave Pension eligibility Retirement age Your appointment is full time. There are no conditions relating to hours and times of work but you are expected to work such hours and days as are reasonably necessary for the proper performance of your duties. Your times of work should be agreed between you, the PI and your head of institution. Appointment is from 1 January 2016 or as soon as possible thereafter, to 30 September This post is funded by a research grant or contract and, in the event that this funding should cease, the post may be at risk of redundancy. In the first instance, the funding supporting the post ends on, and the head of department, or his/her nominee, will keep the role holder informed of the funding situation. Six Months Full-time employees are entitled to annual paid leave of 6.6 weeks (or 33 days for those working full time), plus public holidays. Universities Superannuation Scheme (USS) Pension scheme details are available on our web pages at: Information about the legal requirement for the University to automatically enrol its eligible jobholders into a qualifying workplace pension scheme from 1 March 2013 is available at: The University does not operate a retirement age for assistant staff/research staff/unestablished academic staff/unestablished academic-related staff OR For established academic and academic-related staff, the University operates a retirement age which is at the end of the academical year in which the University officer reaches the age of 67. Screening Check Requirements We have a legal responsibility to ensure that you have the right to work in the UK before you can start working for us. If you do not have the right to work in the UK already, any offer of employment we make to you will be conditional upon you gaining it. If you need further information, you may find the Right to Work page within the Applying for a job section of the University s Job Opportunities pages helpful (please see Application Process The deadline for the receipt of complete applications is midday GMT 12 November The application process involves a two-stage registration (applicants must complete and submit both stages of the HR7 Further Information, Version 9, 31/10/14 Page 3 of 7
4 application process): Stage 1: 1. Applicants should register first with University recruitment system (if they have not already done so) by clicking on the Apply button of the advert. 2. Applicants are asked to complete the sections Personal Details, References (names and contact details only here), Equal Opportunities, Adjustments on this system, and submit this part of the application. Stage 2: 3. Applicants should Register/log-on to the CRASSH Application system where you will need to repeat your personal details and referee details, and then: Upload CV as a pdf In the field DESCRIPTION: An outline (no more than 1500 words) of a fruitful line of research, demonstrating expertise and thinking relevant to the project A Sample of Writing of no more than 5,000 words, uploaded as a PDF in the field indicated. Candidates should choose a sample that demonstrates their suitability for this project, and their ability to write clearly and effectively. The writing sample may be published work, or a chapter from the applicant s thesis, or other unpublished work. The names and contact details of two referees who are familiar with applicant's work. Candidates should arrange for their referees to submit references online by the deadline. You must submit this application, as well as the Stage 1 application, in order to complete your application. (Please note that if you send any additional documents which have not been requested, we will not be able to consider these as part of your application.) The closing date for applications is 12 November If you have any questions about this vacancy you can contact admin@cser.org, or about the application process, contact jobs@crassh.cam.ac.uk. Interviews are planned for December 2015 (TBC). CSER and Managing Extreme Technological Risk: Project Summary The Centre for the Study of Existential Risk (CSER) s research focuses on the characterisation, management and mitigation of possible extreme risks associated with technological advances and human activity. It is led by Professor Huw Price (Academic Director of CSER) and managed by Dr Seán Ó héigeartaigh (Executive Director). Our goal is to bring together some of the best minds from academia, industry and the policy world to tackle the challenges of ensuring that technological progress is safe and beneficial. We focus especially on under-studied high-impact risks those that might result in a global catastrophe, or even threaten human extinction, even if only with low probability. Managing Extreme Technological Risk ( is a three-year project within CSER, which aims to develop a general methodology for the management of extreme technological risk. It consists of evaluation of extreme technological risk and four other subprojects: Horizon-scanning and foresight for extreme technological risk (working with Professor William Sutherland). PDRA: Bonnie Wintle Successful management of extreme technological risk is likely to require early detection. This subproject aims to optimise the horizon-scanning and foresight techniques available for this task, and to understand the similarities and differences between the case of extreme technological risk and other horizon-scanning applications. HR7 Further Information, Version 9, 31/10/14 Page 4 of 7
5 Extreme risk and the culture of science (working with Professor Huw Price and the University of Cambridge s History and Philosophy of Science department). Recruiting PDRA. This subproject (a) explores the hypothesis that the culture of science is in some ways ill-adapted to successful long-term management of extreme technological risk; and (b) investigates the option of tweaking scientific practice, so as to improve its suitability for this special task. It will examine topics including inductive risk, use and limitations of the precautionary principle, and the case for scientific pluralism and breakout thinking where extreme technological risk is concerned. Responsible innovation and extreme technological risk (working with Dr Robert Doubleday and Professor Martin Rees). Recruiting PDRA This subproject asks what can be done to encourage risk-awareness and societal responsibility, without discouraging innovation, within the communities developing future technologies with transformative potential. Relevant disciplines include: Science and Technology Studies, Geography, Philosophy of Science, plus relevant technological fields (e.g., AI, Virology, Synthetic biology). Decision theory and goal-stability in self-improving AI (working with Professor Huw Price, and decision theorists) PDRA: Yang Liu Unlike the previous subprojects, this subproject focuses on a key challenge relating to the long-term safe development of one of CSER s core focus technologies: artificial intelligence. It will investigate technical and philosophical problems at the intersection of AI and philosophical decision theory, including a rigorous characterization of the problem of decision-theoretic stability under algorithmic self-improvement. CRASSH CSER is based within the University s Centre for Research in the Arts, Social Sciences and Humanities (CRASSH), which supports, promotes and conducts interdisciplinary research of the highest order. The Centre's managed research programme produces annually over 250 events a year, with 25 conferences, 14 graduate and faculty research groups, Humanitas Visiting Professors, and longer term interdisciplinary research projects. For further information consult the website on The University of Cambridge General Information The University of Cambridge is one of the world s oldest and most successful Universities, with an outstanding reputation for academic achievement and research. It was ranked first in the 2011 QS World University Rankings and its graduates have won more Nobel Prizes than any other university in the world. The University comprises more than 150 departments, faculties, schools and other institutions, plus a central administration and 31 independent and autonomous colleges. The University and the Colleges are linked in a complex historical relationship. The Colleges are selfgoverning, separate legal entities which appoint their own staff. They admit students, provide student accommodation and deliver small group teaching (supervisions). The University awards degrees and its faculties and departments provide lectures and seminars for students, determine the syllabi for teaching and conduct research. There is much more information about the University at which we hope you will find helpful. HR7 Further Information, Version 9, 31/10/14 Page 5 of 7
6 What the University can offer you One of our core values at the University of Cambridge is to recognise and reward our staff as our greatest asset. We realise that it's our people who have built our outstanding reputation and that we will only maintain our leading position in the academic world by continuing to attract and retain talented and motivated people. If you choose to come and work with us, you will find that we offer: Excellent benefits You will be eligible for a wide range of competitive benefits and services, including numerous discounts on shopping, health care, financial services and public transport. We also offer defined benefits pension schemes and tax-efficient bicycle, car lease and charity-giving schemes. We will help you balance your home and work life by providing you with generous annual leave entitlement and procedures for requesting a career break or flexible working arrangements if you need them. You will also have access to a range of well-being support services, including in-house Occupational Health and Counselling services. If you have childcare responsibilities, you may also benefit from the enhanced maternity/adoption pay, two nurseries and a holiday play scheme that we provide. We are keen to welcome new employees from other parts of the UK and other countries to Cambridge. If you will be relocating to Cambridge on a centrally funded appointment of two years or more, you may be eligible for our relocation expenses scheme. The University Accommodation Service ( will also be available to help you find suitable rented accommodation and to provide advice on renting arrangements and local facilities, if required. In addition, certain academic and academic-related appointments are eligible for the Shared Equity Scheme which offers financial assistance with the purchase of living accommodation. A welcoming and inclusive environment - We will help you settle into your new role and working environment through a central University induction event, local induction activities and our online induction package. Where appropriate to your role, you will have a probation period to provide a supportive framework for reviewing your progress and discussing your training and development needs. If you are relocating to Cambridge, you and your family will be welcome to attend the Newcomers and Visiting Scholars Group, which provides an opportunity to find out more about Cambridge and meet other people new to the area. Extensive development opportunities - The encouragement of career development for staff is one of the University's core values. We put this into practice through various services and initiatives, including: - A wide-range of training courses and online learning packages. - The Staff Review and Development (SRD) Scheme, which is designed to enhance work effectiveness and facilitate career development post-probation. - Leave for career and personal development, including long-term study leave for assistant staff and sabbatical leave for academic staff. - The CareerStart@Cam programme, which supports assistant staff roles without higher education qualifications to develop their skills, experience and qualifications. Assistant staff may also apply for financial assistance for study which results in a qualification. - Reduced staff fees for University of Cambridge graduate courses. - The opportunity to attend lectures and seminars held by University departments and institutions. - Policies and processes dedicated to the career development of researchers and the implementation of the principles of the Concordat, which have led to the University being recognised with an HR Excellence in Research Award by the European Commission. You can find further details of the benefits, services and opportunities we offer can be found in our CAMBens Employee Benefits web pages at A range of information about living and working in Cambridge is also available to you within the University s web pages at and HR7 Further Information, Version 9, 31/10/14 Page 6 of 7
7 Equality of Opportunity at the University We are committed to a proactive approach to equality, which includes supporting and encouraging all underrepresented groups, promoting an inclusive culture and valuing diversity. We make selection decisions based on personal merit and an objective assessment against the criteria required for the post. We do not treat job applicants or members of staff less favourably than one another on the grounds of sex (including gender reassignment), marital or parental status, race, ethnic or national origin, colour, disability (including HIV status), sexual orientation, religion, age or socio-economic factors. We have various diversity networks to help us progress equality; these include the Women s Staff Network, the Disabled Staff Network, the Black and Minority Ethnic Staff Network and the Lesbian, Gay, Bisexual and Transgender Staff Network. In addition, we were ranked in the top 100 employers for lesbian, gay and bisexual (LGB) staff in Stonewall s Workplace Equality Index 2013 and we hold an Athena SWAN silver award at organisation level for promoting women in Science, Technology, Engineering and Medicine. We are supportive of staff with caring responsibilities, such as through our flexible working, career break and returning carers schemes. We encourage individuals to include details of any breaks in employment due to caring responsibilities in applications for employment so that these can be taken into consideration in assessments made, where appropriate. Information if you have a Disability The University welcomes applications from individuals with disabilities and we are committed to ensuring fair treatment throughout the recruitment process. We will make adjustments to enable applicants to compete to the best of their ability wherever it is reasonable to do so, and, if successful, to assist them during their employment. Information for disabled applicants is available at We encourage you to declare any disability that you may have, and any reasonable adjustments that you may require, in the section provided for this purpose in the application form. This will enable us to accommodate your needs throughout the process as required. However, applicants and employees may declare a disability at any time. If you prefer to discuss any special arrangements connected with a disability, please contact, the Administrator at CRASSH, who is responsible for recruitment to this position, on or by on ch335@cam.ac.uk. Alternatively, you may contact the HR Business Manager responsible for the department you are applying to via hrenquiries@admin.cam.ac.uk. HR7 Further Information, Version 9, 31/10/14 Page 7 of 7
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