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Research Assistant

Categories: Student Summer Term

Department: Dean's Office CNPD

• Grand Forks, North Dakota, United States
• Institutional Student
• Closing on: Jun 28 2024

Salary/Position Classification

• $19-$20 Hourly, Non-Exempt (Eligible for overtime)
• 5-10 hours per week
• 100% Remote Work Availability: Yes
• Hybrid Work Availability: Yes

Purpose of Position

This is a part-time, non-benefited position. Only UND students are eligible to be hired in this position. This position will assist the PI with various tasks related to meeting the grant's objectives.

Duties & Responsibilities

• Assist in database searches and literature reviews/summaries •
• Assist in preparing and submitting IRB applications •
• Data cleaning/coding; working in excel to clean and code a large set of variables and preparing data for statistical software like SPSS, Plus •
• Basic data analysis • Assist with proofing and copyediting manuscripts/proposals. •
• Assist with creating professional presentation materials, including PowerPoints, to disseminate report findings to stakeholders and/or conference presentations. •
• Attend meetings with PI and other colleagues, if necessary •
• Commitment to the UND CNPD’s mission to provide excellent and collaborative education, scholarship, and service to advance human well-being for all, with an emphasis on rural and underserved populations. - (Essential)

Required Competencies

• Excellent and accountable written and verbal communication skills
• High level of organizational skills to assist with research activities in a timely manner
• Creativity in thinking and initiative

Minimum Requirements

• Master's degree in Social Work, Public Health or a related discipline OR a current CNPD or MPH graduate student.
• Proficiency in conducting database searches and literature reviews
• Experience working with manipulating data in excel and/or other statistical software programs
• Ability to interact well with diverse populations, including faculty and staff
• Successful completion of a Criminal History Background Check

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the US and to complete the required employment eligibility verification form upon hire.  This position does not support visa sponsorship for continued employment.

For full consideration, applications must be received by the closing date. Please include in the application if you are currently or have in the past 12 months been employed with the University of North Dakota, the North Dakota University System or any other North Dakota State agency. If so, include which agency/department, as well as how many hours you work a week. Career Services is here to help students looking for student employment positions at UND by offering individual sessions that include: resume, cover letter reviews, and interview preparation. Please schedule an appointment through Starfish or email us at [email protected].

For full consideration, all application materials must be fully submitted by 11:55PM CST on the closing date. Student job openings are posted for a minimum of 3 business days.

Want to be notified of similar opportunities?

Thank you for your interest in applying to the University of North Dakota

Other UND Career Openings

Gallery attendant, fitness services associate, tutor - ot 543, additional information.

Find out why Grand Forks is Cooler .

All information listed in this position announcement will be used by Human Resources, the Hiring Department, and EO/Title IX for screening, interviewing and selection purposes.

Please email the Human Resources Department at  [email protected] or contact us by phone at 701-777-4226. If you anticipate needing any type of accommodation to participate in any portion of the University's employment process, including completion of the online application process, please contact our office in advance of your participation or visit. 

Veteran’s Preference

Veterans claiming preference must submit all proof of eligibility by the closing date. Proof of eligibility includes a copy of NGB 22 from National Guard or Reserve (with a unit located in ND) or certification from the applicant's unit command that the individual is expected to be discharged or released from active duty in the uniformed services under other than dishonorable conditions not later than one hundred twenty days after the date of the submission of the certification. If claiming disabled status, proof of eligibility includes a DD-214 and a current letter of disability. 

Confidentiality of Application Materials

Pursuant to NDCC 44-04-18.27, applications and any records related to the applications that identify an applicant are confidential, except records related to the finalists of the position, which are open to the public after the search committee has identified the top three or more finalists who will be invited to campus.

EEO Statement

The University of North Dakota is an Affirmative Action/Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or other protected characteristic. Women, minorities, veterans, individuals with disabilities, and members of other underrepresented groups are especially encouraged to apply. Applicants are invited to provide information regarding their gender, race and/or ethnicity, veteran’s status and disability status as part of the application process. This information will remain confidential and separate from your application.

Clery Statement

In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, the University of North Dakota publishes an Annual Security and Fire Safety Report. The report includes the university’s policies, procedures, and programs concerning safety and security, as well as three years of crime statistics for our campus. As a prospective employee, you are entitled to a copy of this report. The report and statistical data can be found online at UND.edu. You may also request a paper copy of the report from the UND Police Department located at 3851 Campus Road, Grand Forks, ND, 58202.

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Married to the job no more: Craving flexibility, parents are quitting to get it

The number of Americans who are up and quitting their jobs has been growing for months. From low-wage, frontline employees to more affluent workers and executives, this turnover tsunami is sweeping through the entire workforce. Parents, who have faced some of the harshest conditions during the COVID-19 pandemic, are joining this exodus with gusto.

As part of our research on the Great Attrition , we found that parents were more likely to have left their jobs over the past several months than their nonparent counterparts. Reasons include exhaustion from the competing pressures of working from home and juggling childcare responsibilities, struggles with returning to the office but not finding consistent childcare, and reevaluating their overall work–life balance. Parents are looking for more flexible work opportunities, from taking time off and starting their own businesses to turning to gig roles. 1 Kathryn Dill and Josh Mitchell, “Workers quit jobs in droves to become their own bosses,” Wall Street Journal , November 29, 2021.

According to our survey data, 2 Our survey data on parents and nonparents comes from a survey of employees in Australia, Canada, Singapore, the United Kingdom, and the United States in August 2021. The employee survey included 5,774 people of working age, though for specific exhibits included in this article, only the relevant data on parents and nonparents were included. While we did not focus on nonparent caregivers in this survey, many of our recommendations would apply to that group as well. this trend will continue for the next several months, if not more, with non-White parents planning to leave at higher rates than their White counterparts. For instance, fully half of non-White fathers we surveyed said they were planning to leave their jobs. Non-White mothers are planning to leave at higher rates than White mothers, at 43 percent to 34 percent (Exhibit 1).

Companies don’t want to lose large numbers of workers of any stripe. But this trend among non-White parents—as well as the large numbers of women who have left the workforce since the pandemic started—is compounding the challenges organizations face as they pursue goals related to diversity, equity, and inclusion. McKinsey research has shown that inclusive organizations have a competitive advantage  in attracting and retaining talent, among other positive business factors.

Parents also tend to belong to a crucial category: midtenure employees who play key managerial and individual-contributor roles. 3 2022 employee experience trends: The 4 things your people need you to know , Qualtrics, November 2021. They are leaders or are on the leadership track. Any organization that loses this cohort can take a big hit to its institutional knowledge, including its managerial capabilities and mentorship pipeline.

What’s more, managers who are parents, and in particular women, provide much of the social support in organizations. Our Women in the Workplace 2021 report revealed that women managers have supported employee well-being throughout the pandemic at a higher rate than their male counterparts (Exhibit 2). Losing these women could erode an organization’s social fabric, further intensifying the cycle of grief and burnout  that companies have been grappling with since the pandemic began.

For all these reasons, it is crucial for organizations to create an environment that will accommodate and retain parents. But that means they have to understand why parents are looking for alternatives in the first place.

Why they’re leaving

Our research shows that the problems that all employees are grappling with—not feeling valued by their organization or manager, not feeling a sense of belonging, and not having a good work–life balance—affect parents and nonparents alike. However, there are key factors contributing to why parents are leaving that are distinct from nonparents. Of more than 20 possible reasons given for leaving their job in the past six months, parents cited caring for family as a top five reason, while nonparents cited family near the bottom of the list, at number 18.

Similarly, workload and the ability to work remotely were among the top ten reasons that parents left their job but were toward the bottom of the list for nonparents (Exhibit 3).

These results are consistent with McKinsey research on the future of remote work , which has shown that employees with young children are more likely to prefer primarily remote-working models and flexible work locations, with only 8 percent suggesting that they would like to see a fully on-site model in the future.

Where they’re going

Our survey shows that parents are significantly more likely to start a new business compared with their nonparent counterparts. The data suggest that they will continue to be more likely to do so over the next several months, with 45 percent of parents more likely than their peers without children to leave to start a new business (Exhibit 4).

Although our survey showed more workers in all categories doing gig work because they prefer it, parents are 6 percent more likely to take gig jobs than nonparents. Lower-income individuals are more likely to be driven to gig work out of necessity, the survey shows, and parents among this group more so than nonparents (Exhibit 5). One of the reasons, the lower-income respondents said, is that this type of work affords them more flexibility to care for family.

How to keep them

It’s abundantly clear that organizations have to move quickly if they want to retain working parents and others with caregiving responsibilities. Addressing their needs for increased flexibility  is the first place to start. But how?

Many companies have addressed the attrition problem with blunt instruments, including pay raises and extra paid time off. While money and time off are always welcome, more precise tools are needed. McKinsey research throughout the pandemic has shown that the best companies listen closely to their employees  and craft responses tailored to their needs. In the case of parents, even more than other groups, this means focusing on work–life balance and health while treating remote work and schedule flexibility—formerly viewed as perks—as table stakes.

Here are three areas where organizations can be more bold and creative in their thinking about how to retain parents:

Embrace radical flexibility. This goes beyond giving parents and other caregivers extra paid time off to take care of family needs. What if an employee needs every Tuesday afternoon off to care for a child or other family member? The response might be to give them a free floating day per week that they can take whenever they need it, no questions asked. Maybe some parents would love taking off from 3:00 p.m. until after dinner, then logging back in as needed after the kids are in bed.

Companies might create radically flexible roles, allowing all employees to cut back to 60 percent workweeks or downshift to a less-demanding role for a time, with the understanding that they can ramp back up when ready. They could even break positions into pieces, allowing job sharing, or hiring someone to do 20 percent of a job one day a week, for example. These radically flexible roles already exist in some more advanced healthcare settings, where nurse staffing demands are constantly changing. Per diem and part-time nurses are able to pick up variable-length shifts as needed to cover gaps and meet patient care needs as well as their personal need for flexibility.

Models of this nature could be considered for other roles in other industries, establishing new paradigms that provide greater flexibility for workers as companies increasingly update their focus to evaluating employees on deliverables rather than time spent at work.

Get more creative with childcare support. Some companies have provided in-house subsidized childcare or concierge services. These are welcome policies that can be viewed not as short-term emergency actions but as long-term adjustments.

For example, Patagonia’s on-site childcare drives its nearly perfect retention of new mothers and reduces overall turnover of parents to 25 percent below the general employee population, the company says. Patagonia believes parents’ engagement, loyalty, and productivity have also been enhanced by the benefit. 4 Talent Blog , “Why Patagonia CHRO Dean Carter sees onsite child care as a bedrock benefit,” blog entry by Bruce M. Anderson, September 10, 2019.

However, many parents may still be reluctant or unable to return to the office with their child, essentially rendering those services useless to them. Companies can go above and beyond these options by offering parents off-site, including at-home, childcare that is either fully or mostly subsidized. This will not only show a personalized commitment to employees but it will also help them maintain the flexibility they desire. Organizations can also expand the use of parental-leave programs by encouraging all parents to participate in them, not just mothers . By equalizing and normalizing participation in these programs, companies can create a more equitable environment for their entire workforce.

Let them go—and make a concerted effort to get them back. Having gone through a prolonged global pandemic, many employees need a break. This is a normal and increasingly common response to an abnormal event.

Some companies have already developed processes that allow parents who have taken leave to adjust to returning to work, recognizing that the childcare and other responsibilities that prompted their departure  likely have not disappeared. In addition to accommodating their childcare needs, companies can offer on-ramp programs that help returning parents update their skills to get up to speed.

Organizations can also conduct a different type of exit interview, asking, “What would it take to keep you here? If we accommodate your needs, would you be willing to stay for a pilot program to test how it works?” This approach would rely in part on training leaders and managers to elicit an honest appraisal from employees about what led them to this point.

Organizations that think they can wait out this period without responding to employees’ concerns about flexibility may face a rude awakening as parental attrition in particular gets worse. They also risk increasing burnout throughout their entire workforce  if more individuals leave and existing employees have to fill those gaps.

Companies that experiment with how to design jobs that will appeal to parents—and anyone looking for more flexibility—are acknowledging reality: no matter how dedicated they may be to their jobs, individuals are more than employees. Parents need to take care of their children, adult children may need to take care of aging parents, and we all need to take care of our own health and well-being. Companies that get creative with solutions are meeting this need for flexibility with a flexible response—a welcome model for everyone.

Aaron De Smet is a senior partner in McKinsey’s New Jersey office, Bonnie Dowling is an associate partner in the Denver office, Marino Mugayar-Baldocchi is a research science specialist in the New York office, and Joachim Talloen is a senior research science analyst in the Waltham, Massachusetts, office.

The authors wish to thank Taiwo Ajayi and Sasha Zolley for their contributions to this article.

This article was edited by Barbara Tierney, a senior editor in the New York office.

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Search this blog, infeedo work from home jobs 2024 | market research intern, infeedo work from home jobs for freshers 2024: apply online. infeedo seeks a  market research intern and customer success manager  for its various posts. apply through jobskull - jobs for freshers..

Infeedo Work from Home Jobs: Apply Online, Remote Jobs. Online registration is scheduled to close on  June 20, 2024 .  Job location, several posts, salary, qualifications, and the application link are available below. This is one of the remote jobs for freshers.

Infeedo Work from Home Jobs  2024  Job location:

Candidates will have a hybrid work style and be able to work from both home and the office. The office would be in Gurugram.

The number of posts:

The roles come in a variety of positions. There may be multiple seats.

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The required positions and the number of seats are given below for your reference.

1.  Market Research Intern 

2. Customer Success Manager

Infeedo Work from Home Jobs 2024 Salary:

Infeedo work from home jobs: education requirements:.

• Customer Success Manager { a graduate degree in engineering, technology, or computer science with at least three years of experience in a customer-facing organization with demonstrated delivery and retention accountability }  

Check out the advertisement at the end for more information regarding the academic qualification post. If you do not have a graduate degree ,  click   here now for 10th/12th-based job openings.

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The recruiting process requires candidates to be at least  18  years old. There is no limit to upper Age. For more details regarding your age, see the complete notification.

1. Infeedo Work from Home Jobs 2024 Roles and Responsibilities of  Market Research Intern:

The obligations and job roles for off-campus drive are mentioned  below.  .

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• Make efficient use of internal and external strategies for lead generation, development, and management in marketing.

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Customer success manager duties include offering advisory services to a particular group of clients. maintain excellent customer satisfaction ratings and track the health of your customers. encourage the use of the product among important client stakeholders. collaborate closely with clients to develop and implement success plans that optimize the value our solution brings to their business goals. in close collaboration with the product and tech teams, investigate the viability of technological improvement initiatives. cross-functional cooperation., qualifications for market research intern and customer success manager:, the necessary knowledge and abilities are having good organisational skills and paying close attention to detail. excellent communication abilities both written and verbal. wish to work as a product manager in the future. problem-solving and critical thinking abilities. outstanding abilities in creating material. the capacity to oversee several tasks at once., infeedo   work from home jobs selection process:, infeedo   work from home jobs 2024 work experience:.

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• Job ID #: 2158
• Functional Area: Research
• Position Type: Regular-Status Full-Time
• Experience Required: 1 - 3 Years
• Location: Multiple
• Department: Policy - 24
• Education Required: Masters Degree
• Relocation Provided:

Mathematica applies expertise at the intersection of data, methods, policy, and practice to improve well-being around the world. We collaborate closely with public- and private-sector partners to translate big questions into deep insights that improve programs, refine strategies, and enhance understanding. Our work yields actionable information to guide decisions in wide-ranging policy areas, from health, education, early childhood, and family support to nutrition, employment, disability and international development. Mathematica offers our employees competitive salaries and a comprehensive benefits package, as well as the advantages of being 100 percent employee owned. As an employee stock owner, you will experience financial benefits of ESOP holdings that have increased in tandem with the company’s growth and financial strength. You will also be part of an independent, employee-owned firm that is able to define and further our mission, enhance our quality and accountability, and steadily grow our financial strength. Learn more about our benefits here:  https://www.mathematica.org/career-opportunities/benefits-at-a-glance

At Mathematica, we take pride in our commitment to diversity. Building an inclusive culture that draws on the individual strengths of employees from different ethnic backgrounds, cultures, lifestyles, abilities, and experience is key to our success.

We are looking for masters-level health Statistical Analysts to join our vibrant group of over 50 statisticians and data scientists. The contributions of our statisticians and statistical analysts underpin our ability to produce crucial evidence for policy and decision makers, ultimately furthering our mission to improve public well-being. For example, our statistical analysts have developed COVID-19 decision tools, extended state-of-the-art methods for identifying treatment effect heterogeneity to enhance primary care delivery, and leveraged Bayesian factorial design to improve the presentation of school choice information to low-income parents. As part of their employment, statistical analysts benefit from the mentorship of more senior statisticians and subject-matter experts, learning new techniques and familiarizing themselves with new topic areas through involvement in analyses.

Responsibilities:

• Analysis: Apply statistical and quantitative methods to evaluate and improve social programs and policies, with the oversight of more senior statisticians. Assist in designing rigorous studies, determining appropriate analytic methods, and interpreting findings.
• Programming: Write programs to perform all stages of quantitative analysis, including: (1) conduct data extraction, cleaning, and manipulation, (2) apply advanced statistical and quantitative techniques, and (3) develop programs to calculate descriptive statistics, populate tables, and visualize results.
• Communication: Draft sections of reports, including technical appendices, and presentations for colleagues, policymakers and other stakeholders. Communicate findings to internal project teams via memos, presentations, or markdown files.
• Business development: Assist on proposals for new research projects, especially the quantitative methods sections.

• Master’s degree in a quantitative discipline, such as statistics, biostatistics, applied mathematics, quantitative economics, or a related field, or an equivalent combination of education and experience.
• Expertise in some of the following statistical and/or quantitative methods: causal inference at both the design (matching or weighting for comparison group selection) and analysis (regression) phases, experimental design, Bayesian inference, hierarchical/multilevel modeling, longitudinal data analysis, performance measurement, SEIR modeling, spatial statistics, small area estimation, survey statistics and predictive modeling.
• Fluency in one or more of the following statistical programming languages: R (preferred), Python, Stan, Julia, Stata, or SAS
• Excellent written and oral communication skills, including an ability to translate statistical methods and findings for a non-technical audience.
• Experience using cloud computing platforms and services, such as Amazon Web Services (AWS) preferred.
• Experience contributing to written deliverables, such as proposals, technical reports, or academic manuscripts, preferred.
• Subject-matter knowledge in health policy preferred.

To apply, please submit a cover letter, resume, writing sample, code sample and salary expectations at the time of your application.  In this employment application, you will be asked whether you now or in the future require sponsorship for employment visa status (e.g., H-1B visa status). If you are unsure of how to answer this question, answer Yes or No and provide notes in the comments/notes section provided. (For example, if you are currently in a period of OPT employment authorization, please note that in the section provided.) Anyone who applies to this position and is selected for an interview will also be verbally asked about current or future sponsorship needs.

This position offers an anticipated base salary of $70,000 - $95,000 annually. This position may be eligible for a discretionary bonus based on company and individual performance.

Staff in our Health unit will eventually work with our largest client, Centers for Medicaid & Medicare Services (CMS). Most staff working on CMS contracts will be required to complete a successful background investigation including the Questionnaire for Public Trust Position SF-85. Staff that are unable to successfully undergo the background investigation will need to be able to obtain work outside CMS. Staff will work with their supervisor to get re-staffed, however if they are unable to do so it may result in employment termination due to lack of work.

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Want to be a digital nomad? These remote jobs require minimal experience

Even before the pandemic, many of us dreamed of swapping our drab office interiors for sun, sea and sand.

Now, with the rise of hybrid and remote-working, more employees than ever are ditching the office (or their living room) and heading for more scenic shores.

While remote working suits many roles, some are harder to transpose. This isn’t stopping an increasing number of people seeking fresh starts in the digital nomad space, however. Many workers are beginning again in roles that require little-to-no experience and are ideal for the wandering worker.

• This Swiss village is hoping to attract digital nomads with mountain views and community
• Want to work from the beach? These are Europe’s best coastal cities for digital nomads

Why is remote working so popular?

Aside from the obvious flexibility remote working allows, and the fact that most of us would rather look at beautiful landscapes than a flickering LED light from our desks, remote working gives people the chance to travel, experience other cultures and expand their skill sets.

Remote working actually benefits companies too. According to US studies, digital nomads are 45 per cent more productive than their office-based counterparts. They’re happier too, with 91 per cent citing job satisfaction and listing flexibility as the main benefit.

Dedicated remote working centres have been popping up everywhere from Switzerland to Madeira , and many countries - such as Portugal , Canada and Germany - have created digital nomad visas and changed laws to encourage working tourism. Employees can literally pick a beach and set up shop.

Andy Stofferis, blogger and founder of Sendabee, a remote-first digital marketing agency, has met a range of digital nomads over the years and espouses the lifestyle’s benefits.

“I genuinely believe that embracing a digital nomadic lifestyle requires individuals to continuously step out of their comfort zones, forge connections with new people, and adapt to unfamiliar environments,” he says.

What jobs can get you started on the remote working ladder?

There are a number of roles that lend themselves especially well to remote work and require very few skills. Here are some of the most popular job options for first time digital nomads.

Virtual assistant

As it says on the tin, this role essentially requires being a remote admin jockey for busy people or companies. The job requires good organisational skills and is incredibly remote-working friendly.

It may entail manage=ing inboxes, scheduling calendars, inputing data and undertaking any other ad hoc requests. Do it from the beach, a hotel room or the side of a mountain (assuming the 4G works).

Customer service representative

Gone are the days of rows of desks equipped with headset-wearing workers. Solve customer issues, sell products and field queries from the comfort of a sun lounger as a remote call centre representative.

This role requires experience to the extent of fluency in the company’s primary language and some people skills.

Data entry operator

Keen to get away from it all? Being a remote data entry officer could be the role for you, as it requires minimum social interaction.

This role involves collecting and entering data into online databases, and maintaining accurate records of company information. It is common in the healthcare, banking and logistics industries.

Pick a spot, find your focus and start editing data - but make sure you have a secure wifi connection.

Transcriptionist

A popular pick for remote workers, transcription can pay pretty well. Don’t assume it’s as easy as it looks though.

Fuzzy audio files, heavy accents and cross-talk can make transcription tricky, so it’s good to have a bit of experience going in (or at least get some practice).

Transcription apps tend to be less accurate in languages other than English, so this role is especially suited to those with other language skills.

• Want to move to Europe? Here are all the countries where you can apply for a digital nomad visa
• Work remotely in one of the cheapest countries in the world: Colombia launches a digital nomad visa

How can you use your existing skills as a digital nomad?

Lots of remote-friendly roles require some existing knowledge, though in many cases it can be minimal.

Free online learning tools are a good way to get to grips with the basics or fill in gaps in your knowledge. Companies such as LinkedIn, Udemy and Coursera offer free or low-fee upskilling.

Other experiences can be self taught.

Social media management

These roles are now incredibly common and easy to do remotely. They require a basic understanding of popular platforms, such as Facebook, Twitter, Instagram and TikTok.

The systems used to manage them can be picked up relatively easily with a bit of online research.

Writing skills and basic knowledge of design tools such as Canva or Photoshop are also handy for this role.

Online tutoring

Online tutoring is an accessible entry point for remote work - particularly in languages.

Many workers teach their native language with very little training. These jobs are easier to secure with qualifications however, so gaining a TEFAL certification (or equivalent) can help.

Be a virtual friend

Keen on something a bit more left-field? Try being a virtual friend.

Plenty of people crave companionship but find it hard to connect. Some roles pay up to €20 an hour just to chat to these people on video call.

Companies such as Rent A Friend and Rent a Cyber Friend make it relatively easy to sign up and start working.

Many job roles are remote work-friendly

It goes without saying that remote working roles don’t have to be low-skilled.

Andy has met people who work in a range of industries in a variety of roles - including AI assistants and voiceover artists. Many roles are suited to remote working provided there’s a solid internet connection and the time zones aren’t a problem.

“Such experiences can lead to a real mindset shift, motivating people to explore fresh professional opportunities and break free from the routines they have established over the years,” Andy adds.

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300 East Tasman Drive San Jose, CA 95134

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Cisco Systems, Inc. 170 West Tasman Drive San Jose, California 95134

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