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Seafloor Mapping and SBP Scientist (Assistant Project Scientist)

University of California - Santa Cruz
United States, California, Santa Cruz
1156 High Street (Show on map)
Mar 12, 2025
Position overview
Position title:
Seafloor Mapping and SBP Scientist
Salary range:
Commensurate with qualifications and experience. The posted UCSC Salary Scales set the minimum pay determined by rank and step at appointment. See the scale titled, Represented Project _ (E.g.., Scientist) Series - Non-exempt Fiscal Year. A reasonable estimate for this position is $39.32/ hour - $43.16/hour.
Percent time:
Variable (between 25%- 65% time). The initial appointment will be made at 25% time and may be increased should additional funding be made available.
Anticipated start:
As soon as possible after the initial review of applications.
Position duration:
Initial appointment will be for two years, with the possibility of reappointment. Should the hiring unit propose reappointment; a review to assess performance will be conducted. Reappointment is also contingent upon the availability of funding.


Application Window


Open date: March 11, 2025




Next review date: Thursday, Apr 10, 2025 at 11:59pm (Pacific Time)

Apply by this date to ensure full consideration by the committee.




Final date: Tuesday, Sep 30, 2025 at 11:59pm (Pacific Time)

Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.



Position description

The Earth and Planetary Sciences Department at the University of California, Santa Cruz (UCSC) invites applications for a Seafloor Mapping and Sub-Bottom Profiling (SBP) Scientist. Under the direction of Dr. Daniel Orange, the scientist will work on a project comparing data from sub-bottom profiling systems, in efforts to evaluate the ability of hull-mounted multibeam and SBP systems to identify anthropogenic objects on the seafloor or buried in the shallow sub-surface.

Duties include participation in cruise planning, field acquisition, processing, and interpretation of seafloor mapping and SBP systems, as well as leading seismic data processing and visualization. The selected candidate will be expected to participate in Sea Acceptance Tests and oversee vessel Dimensional Survey activities. The Scientist will interact with colleagues at the US Coast Guard, Scripps Institute of Oceanography, Woods Hole Oceanographic Institution (WHOI), and other partner institutions.

This position is located off campus and includes field work in shipyards and on research cruises, requiring domestic and international travel to locations including the U.S. east coast, Alaska, and Western Pacific. When not engaging in fieldwork, the assistant project scientist will have the ability to work remotely within the United States.

Applicants with any of the following are strongly encouraged to apply:



  • An understanding of the theories, applications, and interpretation of multibeam bathymetry & backscatter, as evidenced by a record of academic publication in this area.
  • Experience working with high-resolution multibeam marine seismic systems.
  • Experience working with multibeam vessels.


The hiring unit will not sponsor employment-eligible immigration statuses for this position.

Earth and Planetary Sciences Department: https://eps.ucsc.edu/


Qualifications
Basic qualifications (required at the time the application is submitted)

  • Ph.D. (or equivalent foreign degree) in geophysics, ocean sciences, geology, or a related field.
  • A demonstrated record with acquisition and trouble-shooting of high-resolution multi-channel seismic (MCS) and/or sub-bottom profiler (SBP) marine geophysical survey tools.

  • A minimum of four years' experience processing and interpreting seafloor, seismic, and/or SBP system data.
  • Experience with Kingdom Suite, or a comparable seismic visualization software.


Application Requirements
Document requirements
  • Curriculum Vitae - Your most recently updated C.V., which must include a list of published papers and manuscripts accepted for publication.


  • Cover Letter - A letter of application (up to two pages) that summarizes your qualifications (previous research experience, relevant skills) and interest in the position.

    If applicable, candidates are encouraged to include discussion of any aspects of their research, teaching, or service experience that has furthered inclusivity and/or equity.


  • Scientific Publication (1 of 3) - Sample publication n the area of multibeam bathymetry & backscatter. Preprints or accepted (but still unpublished) manuscripts may be submitted.

    (Optional)


  • Scientific Publication (2 of 3) - Sample publication n the area of multibeam bathymetry & backscatter. Preprints or accepted (but still unpublished) manuscripts may be submitted.

    (Optional)


  • Scientific Publication (3 of 3) - Sample publication n the area of multibeam bathymetry & backscatter. Preprints or accepted (but still unpublished) manuscripts may be submitted.

    (Optional)


Reference requirements
  • 3-5 required (contact information only)

Applicants must provide the names and contact information of their references. The hiring unit will request confidential letters* from the references of those applicants who are under serious consideration. Note that your references, or dossier service, will submit their confidential letters directly to the UC Recruit System.

*All letters will be treated as confidential per University of California policy and California state law. For any reference letter provided via a third party (i.e., dossier service, career center), direct the author to UCSC's confidentiality statement at http://apo.ucsc.edu/confstm.htm.



Apply link:
https://recruit.ucsc.edu/JPF01881

Help contact: amylkorn@ucsc.edu



About UC Santa Cruz

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


University of California Statement on Equal Employment Opportunity & Affirmative Action

Equal Employment Opportunity: The University of California (University) is an equal employment opportunity employer. The University prohibits discrimination against or harassment of any individual employed by or seeking employment with the University because of actual or perceived race, religion, color, citizenship, national or ethnic origin (including caste and actual or perceived shared ancestry or ethnic characteristics or citizenship or residency in a country with a dominant religion or distinct religious identity) , sex (including pregnancy, childbirth, lactation or related medical conditions), gender, gender identity, gender expression, gender transition, sexual orientation, physical or mental disability (including having a history of a disability or being regarded as disabled), medical condition (cancer-related or genetic characteristics), or predisposing genetic information (including family history), or veteran or military status. This prohibition also applies to discrimination or harassment because of a combination of the foregoing Protected Categories or based on an individual's association or relationship with an individual or individuals who are, or who are perceived to be, within a Protected Category.

This statement applies to all employment practices, including recruitment, selection, placement, supervision, working conditions, promotion, transfer, demotion, layoff, termination, compensation (including merit increases and salary), training and development, separation, and making reasonable and appropriate accommodations for individuals with disabilities. This statement is intended to align with the provisions of applicable State and Federal laws, the University's Anti- Discrimination Policy, and APM - 035 for the Affirmative Action and Nondiscrimination in Employment policy for academic appointment.

The Anti-Discrimination Policy prohibits retaliation in the form of an adverse action against any employee or individual seeking employment who reports alleged discrimination or harassment or related retaliation under the Anti-Discrimination Policy or who participates in, or assists with, the investigative process, reporting, remedial, or corrective action/disciplinary process provided for in the Anti-Discrimination Policy. An adverse action is conduct that would discourage a reasonable person from reporting discrimination, harassment, and/or related retaliation or from participating in a process under the Anti-Discrimination Policy, such as threats, intimidation, coercion, reprisals and adverse employment actions.

Affirmative Action: It is the policy of the University to undertake affirmative action consistent with its obligations as a Federal contractor, for minorities and women, for individuals with disabilities, and for protected veterans (Protected veterans include veterans with disabilities, recently separated veterans, Vietnam era veterans, veterans who served on active duty in the U.S. Military, Ground, Naval or Air Service during a war or in a campaign or expedition for which a campaign badge has been authorized, or Armed Forces service). The University is committed to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. Furthermore, it is our policy to promote equal employment opportunity and to take affirmative action through recruitment and employment efforts, training and development, educational opportunities, advancement in employment, transfer and other terms and conditions of employment of qualified minorities, women, individuals with disabilities, and protected veterans.

In conformance with Federal regulations, each campus of the University, the Lawrence Berkeley National Laboratory, the Office of the President, and the Division of Agriculture and Natural Resources is required to prepare and maintain a written affirmative action plan. Such plans must be reviewed and approved by the Office of the President and the Office of the General Counsel before they are officially promulgated. The affirmative action plan is an analytic tool that assists the University's evaluation of its employment programs and processes (consistent with all current legal and regulatory requirements), and documents good faith efforts made in all aspects of the University's employment processes, including efforts aimed at building recruitment pipelines, maintaining high quality standards, and supporting inclusive excellence.

Our obligations in this area stems not only from adherence to various State and Federal regulations, but also from our steadfast commitment to create a culture of inclusiveness and diversity where members of our community thrive and are able to reach their full potential.

For information on the scope and application of affirmative action plans see guidelines from the Office of Federal Compliance Programs (OFCCP).

Inquiries regarding the University's equal employment opportunity policies may be directed to the Equity and Equal Protection Office at the University of California, Santa Cruz, CA 95064 or by email at equity@ucsc.edu.

If you need accommodation due to a disability, please contact Disability Management Services at roberts@ucsc.edu (831) 459-4602.

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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 UCSC positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. The university sponsors employment-based visas for nonresidents who are offered academic appointments at UC Santa Cruz, as outlined in campus policy CAPM 102.530.

UCSC is a smoke & tobacco-free campus.

UCSC is committed to addressing the spousal and partner employment needs of our candidates and employees. As part of this commitment, our institution is a member of the Northern California Higher Education Recruitment Consortium (NorCal HERC). Visit the NorCal HERC website to search for open positions within a commutable distance of our institution.

The University of California offers a competitive benefits package and a number of programs to support employee work/life balance.

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.

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Job location
Fieldwork will require domestic and international travel to locations including the U.S. east coast, Alaska, and Western Pacific. Selected candidate will have the ability to work remotely within the U.S. when not engaging in fieldwork.
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