[TimorLesteStudies] Job, East Timor

[Simon P J Batterbury]

Nossal Institute for Global Health, University of Melbourne
Faculty of Medicine, Dentistry and Health Sciences
Research Fellow - Climate Change, Energy and Justice in East Timor
POSITION NO
0024199
CLASSIFICATION
Level A
SALARY
$52,742 - $71,571 p.a. (pro-rata)
SUPERANNUATION
Employer contribution of 9%
EMPLOYMENT TYPE
Part-time (0.8 FTE) position
Fixed term contract type: Research
Available 1 year
OTHER BENEFITS
www.hr.unimelb.edu.au/careers/info/benefits
CURRENT OCCUPANT
Vacant
HOW TO APPLY
Online applications are preferred. Go to www.jobs.unimelb.edu.au  and
use the Job Search screen to find the position by title or number.
CONTACT
FOR ENQUIRIES ONLY
Dr Jeremy Moss
Tel +61 3 8344 5091 
Email jmoss at unimelb.edu.au
Please do not send your application to this contact
For information about working for the University of Melbourne, visit our
website:
www.hr.unimelb.edu.au/careers

Position Summary
The Research Fellow will be supervised by Dr Jeremy Moss, Director of
the Social Justice Initiative (SJI), and work closely with the Chief
Investigators, Prof Lee Godden at the Melbourne Law School and Prof Mike
Sandiford, Director of the Melbourne Energy Institute at the University
of Melbourne on a project entitled Climate Change, Energy and Justice in
East Timor. 

The project will propose innovative and equitable ways of meeting the
energy needs of Ainaro in East Timor. The project will investigate how
best to provide energy security to the town's residents within a climate
justice framework. Through a process of consultation with the residents
of Ainaro and an awareness of the social justice implications of energy
provision, the project will research the opportunities for renewable
energy technologies in East Timor. 

The project will have the following outcomes:
Analysis of the energy needs of people living in Ainaro and a survey of
the opportunities available in the region for utilising sustainable
energy generation and transmission infrastructure, including the use of
distributed systems. 
Review of the political and regulatory challenges facing the delivery of
energy infrastructure in East Timor and an assessment of how current
regulatory frameworks exclude vulnerable and disadvantaged groups. This
review will consider whether existing regulatory frameworks and
organisational structures need to be modified so as to ensure universal
access to a reliable supply of energy and the role of distributed
systems in providing for this.
Assessment of how the costs of providing sustainable energy
infrastructure and securing universal access to energy ought to be
distributed in and between developed and developing countries in the
light of an egalitarian response to climate change.

The research design is qualitative and consists of conducting literature
reviews, producing independent research and in-depth face-to-face
interviews with East Timorese community members. 

The Research Fellow will be responsible for driving Phase Two of the
project, including coordinating external grant applications. The
Research Fellow will also be involved with the development and
coordination of a broad range of research projects on East Timor at the
University of Melbourne.
1. Selection Criteria
1.1 ESSENTIAL
1.1.1 A degree, preferably at postgraduate or honours level, in the
social sciences, in particular, Philosophy, Law, Political Science or a
cognate discipline;
1.1.2 Ability to implement, coordinate and manage a research project
with direction from the Chief Investigators;
1.1.3 Ability to undertake independent research; 
1.1.4 Capacity to travel to East Timor for purposes of data collection;
1.1.5 Demonstrated ability to work both collaboratively and flexibly, in
a team and independently;
1.1.6 Ability to prioritise workloads and meet deadlines for multiple
projects and/or tasks;
1.1.7 Excellent written and verbal communication skills;
1.1.8 Excellent interpersonal skills, demonstrated by the ability to
relate positively on an individual basis with a wide range of people
including staff, students, corporate and community groups;
1.1.9 Demonstrated ability to exercise independent and informed
judgement in problem-solving, and to exercise sensitivity, discretion
and confidentiality in interactions with students, academic and
professional staff at all levels;
1.1.10 The ability to work within a broad framework of administrative
procedures and guidelines;
1.1.11 A high level of computer literacy including proficiency in the
Microsoft Office suite.
1.2 DESIRABLE
1.2.1 Experience in conducting research with people from different
socio-economic and cultural backgrounds;
1.2.2 Research knowledge of climate change, East Timor or energy policy;
1.2.3 Experience in project management and preparing research grant
applications.
2. Special Requirements
2.1 N/A
3. Key Responsibilities
Duties include, but are not limited to:
3.1 Producing high quality research on the project topic;
3.2 Responsibility for driving Phase 2 of the project
3.3 Consultation with residents of Ainaro
3.4 Conducting relevant literature reviews;
3.5 Preparing an ethics clearance application;
3.6 Analysing primary and secondary quantitative and qualitative data to
establish area profiles for the research sites;
3.7 Liaising and collaborating with the Chief Investigators to ensure
the smooth running of the project;
3.8 Recruiting research participants and maintaining contact with
participants;
3.9 Undertaking face to face interviews
3.10 Liaising with local and international bodies including UNESCO;
3.11 Preparing draft research reports and grant applications;
3.12 Other duties as directed by the Chief Investigators.
4. Other Information
4.1 ORGANISATION UNIT
Established in 2006, the Nossal Institute for Global Health is committed
to improving global health through research, education, inclusive
development practice, and training of future leaders. The Nossal
Institute works in partnership with other organisations who share its
vision of improving health where health is at its poorest and
incorporates all the work and activities of the Australian International
Health Institute which was established in 1998.
Named in honour of Sir Gustav Nossal and his commitment to translating
medical research into health for all, the Nossal Institute utilises the
multi-disciplinary research and educational capabilities provided by the
University of Melbourne and, in collaboration with strategic partners,
builds and exchanges knowledge and expertise to improve health in areas
where it is most needed.
The Nossal Institute is an organisation whose approach is based on the
principles of social equity and the capacity development of local
partners. Its work is organised through the following units:
1.	Disease Prevention and Health Promotion
2.	Health Systems Strengthening   
3.	Education & Learning
4.	Tropical Health and Infectious Diseases
5.	Inclusive Development Practice  
4.2 BUDGET DIVISION
http://www.mdhs.unimelb.edu.au
4.3 THE UNIVERSITY OF MELBOURNE
The University of Melbourne is a leading international university with a
tradition of excellence in teaching and research. Melbourne's
outstanding performance in international rankings puts it at the
forefront of higher education in the Asia-Pacific region and the world.
The University of Melbourne is consistently ranked by the THES among the
world's top 50 universities.
Established in 1853, shortly after the founding of Melbourne, the
University is located just a few minutes from the centre of this global
city. The main Parkville campus is recognised as the hub of Australia's
premier knowledge precinct comprising eight hospitals, many leading
research institutes and a wide range of knowledge-based industries.
The University employs people of outstanding calibre and offers a unique
environment where staff are valued and rewarded. Further information
about working at The University of Melbourne is available at
www.hr.unimelb.edu.au/careers.

4.4 GROWING ESTEEM AND THE MELBOURNE MODEL
The Growing Esteem strategy, adopted by the University in December 2005,
lays out a ten-year plan to fulfil Melbourne's aspiration to be a
public-spirited and internationally-engaged institution, highly regarded
for making distinctive contributions to society in research and research
training, learning and teaching, and knowledge transfer.
www.growingesteem.unimelb.edu.au
In 2008, as the cornerstone of Growing Esteem, the University introduced
landmark educational reforms known collectively as the Melbourne Model.
These reforms were designed to create an outstanding and distinctive
Melbourne Experience for all students. The Model is based on six broad
undergraduate programs followed by a graduate professional degree,
research higher degree or entry directly into employment. The emphasis
on academic breadth as well as disciplinary depth in the new degrees
ensures that graduates will have the capacity to succeed in a world
where knowledge boundaries are shifting and reforming to create new
frontiers and challenges. In moving to the new model, the University is
also aligning itself with the best of emerging European and Asian
practice and well-established North American traditions.
4.5 EQUITY AND DIVERSITY
Another key priority for the University is access and equity. The
University of Melbourne is strongly committed to an admissions policy
that takes the best students, regardless of financial and other
disadvantage. An Access, Equity and Diversity Policy Statement, included
in the University Plan, reflects this priority. 
The University is committed to equal opportunity in education,
employment and welfare for staff and students. Students are selected on
merit and staff are selected and promoted on merit.
4.6 GOVERNANCE
The Vice Chancellor is the Chief Executive Officer of the University and
responsible to Council for the good management of the University.
Comprehensive information about the University of Melbourne and its
governance structure is available at www.unimelb.edu.au.
5. Occupational Health and Safety (OHS) and Environmental Health and
Safety (EHS) Responsibilities
All staff are responsible for the following safe work procedures and
instructions:
5.1 EMPLOYEES MUST
* cooperate with the University in relation to activities taken by the
University to comply with OHS and EHS legislation.
* comply with the OHS and EHS manuals
* adopt work practices that support OHS and EHS programs
* take reasonable care for their own health and safety and the health
and safety of other people who may be affected by their conduct in the
workplace
* seek guidance for all new or modified work procedures
* ensure that any hazardous conditions, near misses and injuries are
reported immediately to the supervisor
* participate in meetings, training and other environment, health and
safety activities
* not wilfully place at risk the health or safety of any person in the
work place
* not wilfully or recklessly interfere with or misuse anything provided
in the interest of environment health and safety or welfare
5.2 SUPERVISORS ARE RESPONSIBLE FOR:
* developing new work procedures, as required, in conjunction with
relevant persons
* providing all staff with relevant OHS and EHS information in an
appropriate manner
* providing personal protective equipment and clothing if hazards cannot
be fully eliminated
* providing adequate supervision through technical guidance and support 
* identifying and controlling hazardous conditions
* providing appropriate facilities for safe storage, handling and
transport of hazardous substances
* ensuring that all accidents and incidents are reported
5.3 MANAGERS AND SECTION HEADS ARE RESPONSIBLE FOR:
* maintaining compliance with all OHS and EHS policies and procedures by
regular performance review
* conducting regular inspections to identify risk/aspects, implementing
corrective action and arranging monitoring where required
* ensuring that all staff, including contractors under local control,
are appropriately inducted
* providing relevant OHS and EHS information and ensuring appropriate
training;
* identifying health monitoring needs, in consultation with the
Occupational Physician
* maintaining appropriate records as required by the University's
Records Services Department
* ensuring consultative structures and staff participation by conducting
regular section meetings to discuss OHS and EHS issues
* investigating all reported incidents and reporting to department heads
all action taken to prevent a similar occurrence
5.4 ACADEMIC STAFF
* In addition to the above, Academic Staff are responsible for ensuring
that an equivalent standard of OHS and EHS is afforded to their students
as is afforded to University staff generally. Academic staff are deemed
to have principal supervisory duty for undergraduate and postgraduate
student activities.