University of Delaware
Temporary Assistant Professor/Instructor Positions
The Department of Mathematical Sciences at the University of Delaware
invites applications for multiple temporary non-tenure track faculty positions. Candidates must have an M.S. or Ph.D. in mathematics or in a closely related discipline. Previous teaching experience at the collegiate level is required. The ideal candidate will have experience teaching undergraduate courses especially at the college algebra, pre-calculus and calculus level. Demonstrated ability to teach statistics, large enrollment, and/or coordinated courses will be viewed favorably. Dedication to working closely with students and other instructors is required. Information on the department may be obtained from the website: http://www.mathsci.udel.edu/ Application procedure: To apply, the following materials must be submitted electronically to the MathJobs website: www.mathjobs.org A AMS cover sheet, a letter of interest, a curriculum vitae and three letters of recommendation. All application materials shall be shared with the university faculty. In exceptional circumstances, applications may be sent by mail to Prof. Shangyou Zhang, Temporary Faculty Search Committee; Department of Mathematical Sciences; University of Delaware; Newark, DE 19716. Review of applications will begin on March 1 2018 and will continue until the position is filled. The one-year appointment will begin on September 1, 2018 and is renewable up to two times subject to department needs and satisfactory performance. Inquiries may be addressed to Professor Zhang, szhang@udel.edu. Please use ``Temporary Assistant Professor/Instructor Positions” in the subject line. The Department of Mathematical Sciences is committed to developing a diverse workforce. The University of Delaware is an equal opportunity/affirmative action employer and Title IX institution. For the University’s complete non-discrimination statement, please visit www.udel.edu/aboutus/legalnotices.html
The University of Delaware is an Equal Opportunity Employer which encourages applications from Minority Group Members, Women, Individuals with Disabilities and Veterans. The University's Notice of Non-Discrimination can be found at http://www.udel.edu/aboutus/legalnotices.html The University of Delaware does not discriminate on the basis of race, color, national origin, sex, disability, religion, age, veteran status, gender identity or expression, or sexual orientation in its employment, educational programs and activities, and admissions as required by Title IX of the Educational Amendments of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and University policies. The University of Delaware prohibits sexual harassment, including sexual violence. Inquiries or complaints may be addressed to: Susan L. Groff, Ed. D., For complaints related to Section 504 of the Rehabilitation Act of 1973, please contact: Anne L. Jannarone, M.Ed., Ed.S. OR contact the U.S. Department of Education - Office for Civil Rights. The Delaware Discrimination in Employment Act (“DDEA”) prohibits discrimination against an applicant or employee based on pregnancy, childbirth, lactation or related conditions. If you believe that you have been subject to pregnancy discrimination or retaliation, please inform a manager as soon as reasonably possible. The University of Delaware is committed to providing a workplace free from discrimination, harassment and retaliation, and will take prompt action to investigate and remedy the situation, as necessary. The DDEA also provides for reasonable accommodations of known limitations related to pregnancy, childbirth, and related conditions, provided that the accommodation does not impose an undue hardship on the university. An employee need not be disabled to request such an accommodation. If you have a known limitation related to pregnancy that impacts your ability to satisfactorily perform the essential duties of your job, please inform your supervisor so that we can promptly begin the process of identifying a reasonable accommodation. Employees are encouraged to request a reasonable accommodation as soon as the need arises and prior to any performance issues. Employees will not be retaliated against for requesting or using a reasonable accommodation. |
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