Appointments and Promotions - General Information

WHOI strives for excellence in oceanographic research and education. The research undertaken at the Institution emphasizes seagoing, but not exclusively, and demands world-class expertise both intellectually and operationally. Oceanography often mandates teamwork, so the staff must be uniformly excellent, independent of discipline or task. Staff members at all levels and on all career ladders are carefully elected, annually evaluated, and rigorously screened for promotion. Promotion at all levels reflects expectation of enhanced future productivity in addition to documented impact in the Staff member's area of expertise. WHOI standards and expectations are extremely high, and its procedures themselves are reevaluated from time to time for general fairness and rigor. To sustain quality we also insist on non-discrimination. All recruiting and personnel actions are conducted without regard to age, race, religion, color, gender, national origin, sexual orientation, veteran status, disability or any other unlawful considerations.

The key to WHOI's excellence is the quality of its science and engineering, and the principal factor influencing that quality is the caliber of the Resident Scientific Staff. Members of this staff are responsible for conceiving, prosecuting, interpreting, and funding the research programs and they constitute the faculty of the educational programs of the Institution. They thus determine the quality and success of the Institution. To preserve that caliber, appointments and promotions within the Resident Scientific Staff must reflect the highest possible standards.

Because successful oceanographic research requires not only the formulation of questions about nature but also the testing of these hypotheses, Technical Staff members and Departmental Assistants play a critical role both in the laboratory and at sea. Members of these staffs are primarily involved in developing and employing the means or techniques by which successful research is accomplished. Recognizing the wide range of disciplines, talents, and skills required by oceanography, WHOI has three career paths for these staffs: science/research, engineering, and information systems.

Technical Staff members (employees exempt from overtime payment as defined by the Fair Labor Standards Act) and Departmental Assistants (non-exempt) are expected to have superior competence in the application of their skills to problems in marine science. Since oceanographic research requires the development and application of new and challenging methodologies, they are expected to be committed to the continuing growth of their professional skills. Advancement in any of the career ladders, and at all levels, requires the demonstration of sustained superior performance and abilities independent of length of service.

Members of the Technical Staff and Departmental Assistants at WHOI typically work directly for members of the Scientific Staff, either on a continuing or a project/task basis. A smaller number are supported full- or part-time in operational groups supervised by a scientist, or in Institution service and administration operations that provide basic support to the Scientific Staff. Although the overall course of their research is determined primarily by the members of the Scientific Staff whom they support, at the two senior levels of each career path, Technical Staff members can be sole Principal Investigators on grants and contracts. Technical and Departmental Assistant Staff also are encouraged to participate in educational programs in ways that are appropriate to their skills and the needs of the science. They are encouraged, and in some positions may be required, to go to sea and, if appropriately experienced and qualified, can serve as Chief Scientists on cruises.

To help achieve objectivity in all staff appointments and promotions, each action is based upon review of a file that provides documentary evidence of qualifications, experience, and achievements. Although the contents of the files vary (as described in more detail below) among and along the career ladders, the basic principle is constant: documented evidence of superior performance, abilities, and impact in research.

The following sections of this manual describe the guidelines for minimum eligibility requirements for each position, and the standards and procedures for the associated file and its review. It must be emphasized that the Institution is seeking the highest standards of excellence in all its activities and that not all who appear to meet the minimum requirements will necessarily be considered eligible. Formal training and degrees do not guarantee excellence nor are they necessary prerequisites for these positions in all cases. These procedures are intended to permit flexibility in the appointment and promotion of individuals who have demonstrated superior promise or performance.