CAREERS FOR 2002
AND BEYOND
s
P R I N G IS Α Τ Ι Μ Ε O F G R O W T H AND RENEWAL. IT'S A T I M E
when this year's crop of chemistry and chemical en gineering graduates is about to embark on the next stage of their lives, be it graduate school, a postdoc, or a job in industry or academia. It's also a time when the seasoned chemical professional may begin thinking about the greener pastures offered by a new field or employer. C & E N has pulled together a short primer for job seekers based primarily on employment feature articles that have ap peared in the magazine over the past year. This is by no means an all-inclusive package; other articles, including comprehen sive hard data on salary and employment trends in the chemi cal sciences, are available online, free of charge at http://pubs. acs.org/cen/html/career.html. STARTING ÛUT 0 EM AH 0 T h e year ahead is shaping up as a tough one for new as well as experienced chemical scientists. But jobs are available, if you k n o w where to look. P a g e 57 GOOD EMPLOYERS Scientists describe the attributes that make their firms some of the "best" companies to work for. P a g e 67 FINDING THAT JOB ACS's D e p a r t m e n t of Career Services offers comprehensive, concrete, and practical help to those in search of jobs. Page 77
A FEW CAREER PATHS BIOIIMFÛRHÂTiCS T h i s field is thriving despite t h e e c o n o m i c d o w n t u r n , b u t qualified people are still hard to find. P&ge 8 3 CUSTOMER SERVICE Chemical employers seek chemists for jobs in applications development and technical service. P a g e 89 BiOSCIENCES There's good news for chemists seeking jobs in biotech and pharmaceutical firms. Page 93
PLANNING GUIDE SOURCES of job and career information suited to chemical scientists seeking industrial, academic, or government positions or looking to change careers. Page 101 HTTP://PUBS.ACS.ORG/CEN
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C & E N / A P R I L 8, 2 0 0 2
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DEMAND pus recruiting effort as we have been in the past. We are continuing to go out there this fall and look for good people."
IN DEMAND Medicinal chemistry graduate student Hyunah Choo synthesizes active drug compounds at the University of Georgia.
NEW GRADUATES FACE SOFTENING DEMAND Industrial offers will be fewer, particularly for Ph.D.s, while schools eagerly seek junior faculty REBECCA L. RAWLS, C&EN WASHINC
W
HAT A DIFFERENCE A YEAR
makes. In fell 2000, when C & E N was asking employers of chemical professionals to size up the job market for the students who would be entering the workforce in 2001, consensus far and wide was that job prospects could hardly be better. "For the fourth consecutive year," C&EN reported, "the job market looks rosy" And it did, in November. But by spring, when many from the class of 2001 were entering the job market, chemical companies were well into their fourth consecutive quarter of earnings declines, and growth of the U.S. economy overall was unmistakably slowing down. Data on 2001 chemistry graduates show median salaries for master's and Ph.D. graduates continuing the solid growth of the past five years (C&EN, March 18, page 51). However, the median salary for graduates with bachelor degrees dipped slightly, while the percentages of graduates at all degree levels who found full-time jobs was down somewhat from unusually strong year-earlier levels. REPRINTED
FROM C & E N . N O V E M B E R
ON
Consider hiring at Procter & Gamble as just one example. In 2 0 0 0 , the company expected to hire about 70 Ph.D. chemists, bioscientists, physicians, and engineers from the class of 2001, a number that was down slightly from the previous year. In fact, it hired between 35 and 40, according to Ron Webb, the company's manager of doctoral recruiting and university relations. Those numbers need some context, ^Jvebb suggests. In the past 30 years, P&G's need for new doctoral-level employees has ranged from as few as 13 in one year to as many as 120 in another. "The year we hired 120, we opened up a very big new research facility" Webb explains. "The year we hired 13, we were not looking to grow very much, only replacing people who were retiring." This year's graduates can expect mixed signals about the robustness of the job market they will be entering, Webb says. "It's very clear that a lot of companies have announced downsizing, and that sends the signal that hiring should be low," he points out. But P&G "will hire as many people this year as we did last year, maybe even a few more. We are just as active in our cam-
12, 2001
MIXED SIGNALS is agoodway to describe this year's employment outlook. Several snapshots taken at the beginning of last year's fall recruiting season present apicture much like that at P & G Although the employment outlook for newly minted chemists and chemical engineers is not as bright as it seemed ayear ago, there are jobs to be filled, and in quantities that represent more than just replacement of retirees. % t this mildly upbeat outlook is tempered by unease. The economic outlook for the U.S.—and, indeed, the world—is uncertain, and uncertainty almost always translates into caution in recruitment. And the political outlook is uncertain as well. The U.S. is engaged in an as yet ill-defined war, and few are willing to even guess the long-term effects of that effort on chemical employment. At the same time, academic employment opportunities abound. Lately 50 or more openings for assistant professors in tenure-track positions have been appearing each week in the pages of C&EN, and a survey conducted last fall by the Council for Chemical Research found that the 69 chemistry departments surveyed collectively were seeking 89 new junior faculty members. It's against this backdrop, and with a fresh memory of last fall's overstated optimism, that the class of 2002 will be entering the job market. Signs of some slowdown in industrial recruiting are easy to find. For example, Barry K. Carpenter, chairman of the department of chemistry and chemical biology at Cornell University says: "I think it's pretty clear that the economic downturn has had some impact on industrial hiring. W h e n I've spoken to our industrial recruiters coming through, some of them are looking to hire a smaller number of people than they thought they would have a year or so ago. On the other hand, there are still plenty of them coming through." At the University of Illinois, UrbanaChampaign, DeborahWilliams, director of placement and student services in the School of Chemical Sciences, says: "I'm feeling fairly positive about the recruiting season, and I don't think I'm Pollyanna. We are still having a goodly number of companies coming through who are saying, 'Yes, we really do have openings.' They might have a reduction in the number of openings, and some are indicating that they might be hedging their bets by being open C & E N / A P R I L 8, 2 0 0 2
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DEMAND
Chemistry degrees The number of graduates at all levels is dropping YEAR BACHELOR'S MASTERS 1981-82 11,062 1,751 1982-83 10,796 1,622 1983-84 10,704 1,667 1984-85 10,482 1,719 1985-86 10,116 1,754 1986-87 9,670 1,738
PH.D. 1,722 1,746 1,744 1,789 1,908 1,976
1987-88 1988-89 1989-90 1990-91 1991-92 1992-93
9,052 8,625 8,132 8,321 8,641 8,914
1,708 1,774 1,682 1,665 1,780 1,842
1,995~ 2,037 2,183 2,238 2,280 2,261
1993-94 ~ 9,425 1994-95 9,722 1995-96 10,713 1996-97 10,926 1997-98 10,582 1998-99* 10,500 1999-00 na
1,999 2,099 2,254 2,268 2,141 2,100 na
2,353~ 2,273 2,287 2,143 2,217 2,134 1,990
NOTE: Data collected from degree-granting institutions, a Bachelor's and master's estimated from ACS 1999 Starting Salary Survey, na • not available. SOURCES: National Center for Education Statistics, National Science Foundation, American Chemical Society Department of Career Services
to the possibility of spring recruiting, which they haven't done before." Williams cautions, however, that the view from the University of Illinois, which has a large and well-respected chemical sciences program, might be brighter than it is elsewhere. In the past year, companies have reduced the number of schools they focus on in their recruiting efforts, she says. That means that although recruiters are still corning to Illinois, "ifyou are at a small school, you are more likely to be out of a company's focus now" And even at the schools where companies are sending their recruiters, several companies tell C&EN that this year they will be more selective in the candidates they interview and eventually hire. At P&G, that's because on-campus recruiting now complements Internet recruiting via the company's home page. Totally electronic job applications are strong on quantity, Webb finds, but unscreened in their quality. That means campus recruiting
needs to be just the opposite. "I'm challenging our recruiting team to pay much more attention to quality than to quantity this year," he says. "I would be much happier, for example, for any given recruiter to interview one-third fewer people if they felt confident that this lower number translated into the better candidates. That means not conducting an onsite interview with everyone who might seek one." "This year, the bar has been raised significantly higher than before," says John MacKinnon, manager of Dow Chemical's R&D recruiting in North America. "We are now looking for the best candidates, where before we would have taken very good to excellent ones." He adds, "I would assume that we are very much in line with the rest of the chemical industry" "EVEN BEFORE SEPT. 11, 2001, there were a lot ofworries in industry" saysJames D. Burke, an adviser to the American Chemical Society's Department of Career Services. Prior to his retirement last year, Burke was manager of research recruiting and university relations at Rohm and Haas. Not only basic chemical companies, but also pharmaceutical and even petrochemical firms are worried about their profitablity in the face ofuncertain world markets. Consumer products companies, Burke suggests, may be the single bright star so far among the chemically based industries. "The real concern comes about because the pace of business changes has been awfully rapid for many years," Burke suggests. "It's been hard for people to keep up with, much less anticipate, what's going to happen." In the past 10 years, he notes, many of the companies that have made acquisitions and divestitures haven't had the good result that they had hoped for from them. That, he believes, will translate into a "wait and see" attitude toward current economic conditions. Although Burke sees many signs that business is likely to recover within a year, he doesn't expect many companies to be hiring now in anticipation of the recovery so as to be ready for it when it arrives. With too many disappointments behind them, he predicts, companies will wait to see their earnings begin to pick up be-
fore they start expanding their workforces. Such an assessment seems borne out at DuPont. Last fall, company Chairman and Chief Executive Officer Charles O. Hollidayjr. said DuPont was "experiencing one of the most challenging business environments the company has faced in decades," as he announced dismal thirdquarter earnings (C&EN, Oct. 29,2001, page 10). "We will be liiring in 2002, but we will be very cautious," says Albert S. Tarn, DuPont's Ph.D. and science recruiting consultant. "The number we hire will depend on the business environment ahead, and that can turn on the drop of a hat, upwards or downwards." The company will be actively and aggressively recruiting on campuses, he says, for bachelor's, master's, and Ph.D. candidates. For each of the past five years, DuPont has hired some 70 to 80 scientists and engineers for its U.S. facilities. Chemistry and chemical engineering are the biggest single disciplines, but people in fields such as biotechnology and mechanical and electrical engineering are sought as well. Although DuPont sold its pharmaceutical division last fall, the company is looking for synthetic organic chemists interested in biotechnology. In fact, "any chemist or chemical engineer who also has a biology background will have a bright future," Tarn predicts. Also in demand at DuPont are polymer chemists and analytical chemists. AT DOW CHEMICAL, "we are continuing our solid program of recruiting on campus," MacKinnon says. However, "the number of opportunities is significantly less, compared to last year. Our needs are probably 6 0 % of what they were last year." Last year, the company hired some 120 chemists, chemical engineers, polymer scientists, materials scientists, and others for its R&D effort. This year, MacKinnon says, the company "will be going after very much the same group of people. We feel that it's extremely important for the long term that we continue to get the best scientists and engineers from universities to come to Dow" According to R. Douglas Bounds, manager of staffing at Eastman Chemical,
The economic outlook for the U.S.—and, indeed, the world—is uncertain, and uncertainty almost always translates into caution in recruitment. 58
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C&EN
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DEMAND 2002 "is not going to be the best year ever ers and subsequent shifting of jobs made too, chemists who have the skills that pharto be seeking a job, but it certainly won't last year's recruiting a little light at Pfizer, maceutical employers are looking for are be the worst year ever. The chemical inlikely to be very much in demand. Whether Jefson says. This year, he expects recruitdustry is in a bit of a trough right now, but ing to be closer to its earlier levels. As althe large pharmaceutical companies will hire the projections are that 2 0 0 2 will look ways, synthetic organic chemists who are these graduates in quantities similar to rebetter." looking to do medicinal chemistry recent years is harder to predict. Eastman traditionally hires far search will be among the most sought more chemical engineers than after candidates. chemists, and that will be particularThe picture seems a little differly true in the comingyear, since recent ent to David M. Floyd, vice president acquisitions have brought chemists for discovery chemistry at Brisinto the company, thereby filling tol Myers Squibb's Pharmaceutical needs that otherwise might have Research Institute. "Things seem a been met through recruiting. little slow this year, most likely associated with the general state of the This year, Bounds wants to ineconomy," he says. "From what I've crease the number of chemical engibeen hearing, it's going to be a relaneers Eastman hires. "We're not gotively light recruiting year for the ing to double or triple what we've pharmaceutical industry, compared done in the past, but we hope to move to a few years ago." a little higher," he says. That's partly in anticipation of an economic turnBristol-Myers Squibb is in the around, but it also reflects the commidst of assimilating employees pany's own demographics, in which brought into the company by acquimany long-time employees are now sition of DuPont Pharmaceuticals reaching retirement age. last fall. The company has announced that about 3,000 of DuPont PharIn the past few years, Bounds maceuticals' roughly 5,000 employnotes, chemical engineers have been ees will be let go (C&EN, Nov. 5, highly sought after by nontradition2001, page 13). al employers, such as consulting firms and dot-com start-up companies. "We are going to hire for both disWith the downturn in the economy covery and process positions in chemhe's expecting some of these oppor- JOINING HANDS Biochemist Kevin Young (left) istry although our recruitment will be tunities to decline, making this agood of the Agricultural Research Service and plant somewhat lighter than in the past sevyear for traditional chemical compa- breeder David Ertl of Pioneer Hi-Bred eral years," Floyd says. Bristol-Myers nies like Eastman to be in the market International analyze hybrid corn samples. Squibb has completed on-campus refor chemical engineers. cruiting visits at the same level as in previous years. "It's very important to us to Sharyl M. Hackett, campus relations At Pfizer, for example, the market for stay in contact with our academic coland diversity manager for ExxonMobil, has bachelor's- and master's-level chemists is leagues and also to continue to interface noticed fewer companies recruiting on "extremely robust," according to Martin with students," Floyd says. "There is an excampuses for chemical engineers this year. R. Jefson of Pfizer Global R&D in Grocellent group of graduate students and ton, Conn., who has responsibility for However, she says, petrochemical compachemistry recruiting at that site. "People postdocs this year, and I certainly do not nies and support industries continue to be we interview and feel are attractive canwant to miss the opportunity to have some well represented. "The environment is still didates are often getting multiple offers of these people join the Bristol-Myers quite competitive for the high-quality canfrom other companies," Jefson says. PfizSquibb chemistry organization." didates we recruit," she says. er is looking for bachelor's - and master'sExxonMobil will be seeking some 2 0 0 degree candidates who want to do laboSMALL COMPANIES, particularly small chemical engineers this year, almost all of ratory work in fields like medicinal drug discovery companies and biotech them at the bachelor's or master's level. chemistry or process research, analytical firms, have been significant and reliable That's an increase of less than 10% over R&D for pharmaceutical development sources of employment for new graduates last year, Hackett notes, although it's or formulation development, drug mein chemistry and chemical engineering year about 30% more than Exxon and Mobil tabolism and biotransformation studies, in and year out for the past decade. In used to recruit for before their merger in and pharmacokinetics. 2 0 0 0 , for example, 4 6 % of chemistry 1999. Now that the merger is complete, graduates going to work in industry took "business opportunities have greatly inThe demand for Ph.D. chemists is also their first job at a company with fewer than creased," she says, creating "added destrong at Pfizer. "This is going to be a typ500 employees, according to ACS's annuical year for Ph.D.s, with multiple oppormand for people resources." In addition al Starting Salary Survey That's quite diftunities at all three sites," Jefson says. In to engineers, ExxonMobil will be lookferent than the situation for chemical ening for about 15 Ph.D. candidates in poly- addition to Groton, Pfizer has research gineers, where only 18% found their first facilities in Ann Arbor, Mich., acquired mer science, analytical chemistry, and orjob at a company of this size. through the company's 2 0 0 0 merger with ganic chemistry A spot check by G&EN finds that some Warner-Lambert, and in Lajolla, Calif, at For the past decade, big pharmaceutical small companies will continue to offer opthe former Agouron Corp., which also becompanies have been among the fastest portunities for new graduates this year, too. came part of Pfizer that year. The merggrowing employers of chemists. This year, 60
C&EN
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THE MINUTE MAID COMPANY, an operating
group of The Coca Cola Company, is the world's leading marketer of fruit juices and drinks and serves as the fruit and bev 'M C C M F A. Ν Y erage expert of The Coca-Cola Company. Our products carry some of the country's best known brands including Minute Maid Premium fruit juices, Hi-C, Five Alive, Bright & Early, and Bacardi Tropical Fruit Mixers. We currently have the following opportunities available in Apopka, FL (locate 18 miles northwest of Orlando, FL). Food Chemist III: The individual will perform several chromatographic, colorimetric, physical, and other chemical analyses and manage contracted analy ses. The successful candidate will also support research programs conducted by Research and Development senior scientist, and product development teams requiring chemist participation. Required experience includes MS or BS in Chemistry or closely related labo ratory science. Experience in development of quantitative analytical methods required. Experience also preferred in chemical analysis of foods, beverages and/or flavors, and in chromatographic experience in business or government. Food Chemist (Physical Measurements): Major responsibilities for this posi tion will be in the design and performance of physical measurements on new ingredients and products. The successful candidate will have a M.S. or Ph.D (or B.S. with at least 8 years relevant experience) in physical chemistry, food chemistry, or closely relat ed discipline. Candidate should have substantial method development experi ence in rheometry, emulsion physics and chemistry, and/or particle size analysis and sedimentation. Experience in statistics, colorimetry, and chromatography will be welcome. The Minute Maid Company offers outstanding benefits including: a competi tive compensation package; medical, dental, and vision care; group life/depend ent life insurance; & 401 (k) thrift plan. Please include AD#02-02 on the resume to be considered. For consideration, please send resume and salary history to: The Minute Maid Company AD #02-02 2651 Orange Avenue Apopka, FL 32703 ATTN: Human Resources or
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TECHNICAL M A N A G E R An immediate opening exists for a Technical Manager to over see and coordinate product development teams from concep tion through the development cycle. This individual will iden tify customer needs and then implement, communicate and manage the strategic and technical direction for the product/ project team. Requires a Masters/PhD in a chemical discipline, preferably organic chemistry. The ability to communicate and interface with customers and at all levels of management is essential. Must have previous experience managing technical projects.
ORGANIC CHEMIST An immediate opening exists for a PhD Organic Chemist (0-5 yrs experience), who will be responsible for process develop ment of PEG derivatives, including scale-up and analytical methods. Other duties will include interaction with customers and project management. Growth is available in both the tech nical and management areas.
A N A L Y T I C A L RESEARCH AND DEVELOPMENT MANAGER An immediate opening exists for an Analytical Research and Development Manager, who will be responsible for managing and guiding a team of scientists who develop novel analytical methods for incoming materials, in-process control and final release of both clinical grade activated PEGs and PEG-drugs. This group also qualifies and/or validates methods as required, performs analytical investigations and researches product impurity profiles. Requires a Masters/PhD in a chemical disci pline, preferably organic chemistry, with a minimum of 5 years of both pharmaceutical and management experience. The ability to communicate and interface with customers and at all levels of management is essential. Shearwater offers excellent benefits [including a 401(k) plan], a casual work environment and state-of-the-art facilities. Shearwater is a subsidiary of Inhale Therapeutic Systems, Inc. Visit our web site at www.shearwatercorp.com to learn more about our team! Shearwater Corporation is an equal opportu nity employer. Resumes can be sent to Carolyn Horan, Human Resources, 490 Discovery Drive, Huntsville, AL 35806 or
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DEMAND "We have plans for expansion and for Zyvex Corp., a molecular nanotechnolup company with facilities in Hayward and hiring that are pretty much consistent with ogy company based in Richardson, Texas, Richmond, Calif, is "developing from an the way we've been progressing for the past is looking for doctoral chemists with deinstrumentation company into a drug disfew years," says Michael E. Strem, presigrees in surface chemistry surface science, covery company" according to Human Redent of Strem Chemicals, aNewburyport, computational chemistry, or chemical sources Director Lori Wilkinson. That Mass.-based firm that sells research chemphysics, according to Human Resources change, she says, leads to a need for icals to universities as well as research labs Director Laura J. Phillips. Although the chemists, particularly synthetic organic in government and industry However, he company is growing rapidly Phillips says, chemists. With just over 100 employees adds, "something could for a small company like Zyvex, that means now, the company may happen tomorrow, and they will probably only hire one or two hire as many as 100 we'd have to change our chemists in 2002. more in the coming year. plans. T h e beauty of In addition to synthetic small business is that it organic chemists, the IN TIMES OF economic uncertainty, ancan stop quickly and company is looking for other option is to seek temporary chemichange direction." computational chemists cal employment. When the economy beand molecular and cell "Small companies regins to recover, "companies will more likely biologists, and has openflect the stock market look at staffing on a contingent basis, wantings at all degree levels, almost instantly," says ing to make sure things are really going Wilkinson says. RitaR. Boggs, president in the right direction before making fullofAmerican Research & time commitments" to new employees, T h e ChemRx diviTesting Inc., in Gardena, says Rolf E. Kleiner, senior vice president sion of Discovery PartCalif. 'After the market of Kelly Scientific Resources, based inTroy ners International in went down at the beginMich. South San Francisco is ning of the year, we were — —~— ~ looking for bachelor's, Kelly Scientific Resources currently has coming back very nicely, only to have the master's, and Ph.D. chemists with synabout 900 "open orders" for scientists in phone sort of stop ringing after Sept. 11. thetic organic or medicinal chemistry extemporary positions on any given day, Now things are starting to go back up." perience for entry-level positions. The Kleiner says. That's significantly fewer pocompany plans to hire about as many Because American Research & Testing sitions than the company had a year ago, chemists this year as it did last year, acserves a mix of clients, some of them dehe notes. The most sought after employcording to thefirm'shuman resources manfense related, Boggs expects the company ees are analytical chemists, analytical bioager, Frank Spada. Although the company will be all right. Hiring new chemists, howchemists, and molecular biologists with prefers to receive résumés online, "getting ever, is unlikely this year. "Right now, just bachelor's degrees. to know our staff directly via job fairs, onlike large companies, we are trying to cut "The bulk of the people we have workcampus recruiting, or academic networkback on our expenses to make sure that we ing, by far, are chemists," Kleiner says, with ing can greatly improve the chances of'getare running pretty lean," she says. jobs primarily in pharmaceutical, bioting noticed,' " Spada says. Albany Molecular Research, Albany, pharmaceutical, and biotechnology firms. N.Y, is looking for entry-level The company also has signifiscientists at all academic levels, cant placements with petrosays Andrea Schulz, the compachemical, chemical, consumer ny's director of human reproducts, and environmental Roughly 2,000 candidates used ACS's National sources. Because most of the companies. The economic slowEmployment Clearing House in 2001 company's business is pharmadown seems to have primarily POTENTIAL INTERVIEWS TOTAL ceutical research and developaffected the larger companies to CANDIDATES EMPLOYERS OPENINGS SCHEDULED ment, most of its openings are whom they supply temporary 1996 1,527 New Orleans 480 1,217 133 for synthetic organic chemists. workers, Kleiner explains. The 1,469 Orlando 494 127 856 "We expect our business will number of smaller companies 1997 continue to grow in 2002," she using Kelly's workers is actually 729 San Francisco 1,374 2,395 196 says, so the company also plans growing. Las Vegas 549 1,996 1,021 154 to hire analytical chemists, mi"Chemists are being used in crobiologists, and computamany different areas," Kleiner 1998 tional chemists. In particular, notes. "They can accept and be Dallas 967 2,405 1,039 164 they are looking for bachelor's3,141 Boston 1,168 given training to bring them up 1,637 228 1999 level applicants with "as much to a competent level in many dif2,178 1,628 Anaheim 118 1,018 practical and diverse chemistry ferent industries." Although 20 3,049 829 New Orleans 964 134 experience as possible," Schulz years ago, 80 to 90% of chemsays. It's also important for apists' jobs in companies were in 2000 plicants to present their qualiresearch, he says, "today, it's 3,367 San Francisco 1,069 1,052 169 fications clearly "The more difprobably more like 5 0 % . 3,479 1,616 Washington D.C. 1,057 156 ficult it is to decipher what an There's widening opportunity 2001 4,299 San Diego 1,429 897 209 individual has done, the less likein areas like quality control, 4,377 Chicago 1,392 1,112 169 ly we are to take note of that inmanufacturing, and environdividual," Schulz says mental health and science." SOURCE: American Chemical Society Department of Career Services Signature BioScience a startTypically, about half of the
Chemists looking for positions in academic research and teaching may be even more sought after this year than they have been in the past.
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CHALLENGING OPPORTUNITIES IN INSTITUTE OF CHEMICAL & ENGINEERING SCIENCES With financial support from the Agency for Science Technology & Research (A*Star) and with advisory support from the Economic Development Board (EDB), the Institute of Chemical & Engineering Sciences (ICES) is established as a national R&D institute with a mission to develop R&D manpower, scientific knowledge and technological capabilities for Singapore's chemical, biomedical and process engineering industries. Program Manager and Senior Research Fellow positions are now available for our following core technology programs. Successful candidates will be responsible for developing technological capabilities which are in line with ICES' technology programs. Candidates will also explore new technology areas to contribute to the growth of ICES.
CATALYST TECHNOLOGY PROGRAM Requirements: • PhD candidates with strong backgrounds and good qualifications in chemistry, chemical engineering or related disciplines are required in one of the following research areas: i) Catalytic technologies applied in selective ring opening of naphthenes, isomerization and alkylation of hydrocarbons ii) Design ionic liquids for industrial catalytic applications iii) Reactor design and kinetic study
CHIRAL TECHNOLOGY PROGRAM Requirements: • PhD candidates with strong backgrounds and good qualifications in chemistry or related disciplines are required in one of the following research areas: i) Multi-step organic synthesis involving chemical reactions under inert atmosphere, ii) Asymmetric synthesis experience where the key objective is the development and scale-up of chiral intermediates for use as building blocks in pharmaceutical industry, iii) Design and application of ionic liquids for chiral synthesis
BIOCATALYSIS TECHNOLOGY PROGRAM Requirements: • PhD candidates with strong backgrounds and good qualifications in chemistry or related disciplines are required in one of the following research areas: i) Enzymatic catalyzed biotransformation with a focus on the biocatalytic cyanohydrin formation ii) Enzyme screening and evaluation for synthesis of chiral building blocks iii) Synthesis and characterization of chiral building blocks for pharmaceutical and agrochemical application
TRANSPORT AND PURIFICATION TECHNOLOGY PROGRAM Requirements: • PhD candidates with strong backgrounds and good qualifications in chemical engineering or related disciplines are required in one of the following research areas: i) Crystallization ii) Transport phenomena iii) Particulate technology iv) Liquid-liquid extraction using ionic liquids v) Separation by molecular sieves membranes
PROCESS SYSTEMS AND SAFETY TECHNOLOGY PROGRAM Requirements: • PhD candidates with strong backgrounds and good qualifications in chemical engineering, electrical engineering, control engineering or related disciplines are required in one of the following research areas: i) Process control ii) Alarm management/fault detection and diagnosis iii) Optimization iv) Process control and signal processing for semiconductor manufacturing In addition to the technical requirements, candidates should also possess: • Excellent interpretational and analysis skills • Good oral and writing skills • Team player and excellent interpersonal skills
RESEARCH SCHOLARSHIPS ICES offers scholarships to high-calibre students pursuing full-time Masters/Doctor of Philosophy by research. Students can either enrol with local universities i.e. National University of Singapore or Nanyang Technological University. For applications, please send resume to: Institute of Chemical & Engineering Sciences, Blk 28 Ayer Rajah Crescent, #02-08, Singapore 139959 Tel: (65) 6874-4239, Fax: (65) 6873-4805, Email:
[email protected], http://www.cpec.nus.edu.sg HTTP://PUBS.ACS.ORG/CEN
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DEMAND may not be as lively as we would company's placements convert to like to see, we are still doing a good full-time employees. WHERE THE JOBS ARE deal of targeted recruiting for Dana E. Hallberg, senior vice Industry is the largest employer of newly graduated some disciplines." president andgeneral manager for chemists and chemical engineers O n Assignment, of Calabasas, "We always have needs in our Other Industry 58% Calif, says the rate of conversion critical skills areas, which include 21% Pharmaceuticals of contingency workers to fallchemistry physics, and engineerHospitals 13% Traditional &labs time employees has slipped someing," says Carol Hogsett, college chemicals3 7% what over the past year. That's an recruiting coordinator at Los 6% Biotechnology indication that the demand for Alamos National Laboratory "So Government 18% Other 7% scientifically trained professionthe outlook is certainly going to als has softened. But opportunicontinue to be good for those Teaching ties are definitely still out there, with chemical engineering and 15% she says. chemistry degrees." Chemistry bachelor's degrees = 1,934 Students last fall seemed parCompanies are looking for anticularly interested in learning alytical chemists, in particular, to Other about jobs at Los Alamos, Hogwork in quality control, Hallberg Industry 61% sett says. She attributes this insays. Chemists with a good basic Government 20% Pharmaceuticals 3% terest in part to expectations that understanding of microbiology 9% Traditional chemicals3 companies will be hiring fewer are also highly sought after. "Some 8% Biotechnology scientists and engineers this year. companies—particularly in the Teaching 4% Other But she thinks there's another food and biotechnology areas— 28% reason as well. "Since Sept. 11, are trying to do more with less," there's been a spark in interest she explains. "Rather than hiring in an organization like Los Alamtwo people when 2 0 % of the Chemistry Ph.D. degrees = 368 os that has a mission regarding workload is in microbiology, they Other Industry 79% global security" Hogsett says. "I are giving the job to a chemist who 13% 25% Traditional see this interest, in particular, in can figure it out." Government chemicals3 biologists, biochemists, and chem4% Since Sept. 11, Hallberg says, 10% Electronics ical engineers, who are really inTeaching "companies tend to be a little 9% Pharmaceuticals A% terested in working on the threat more jittery But there still is a 6% Petrochemicals ofbioterrorism." demand, particularly in chem29% Other istry, for intelligent, highly motiPH.D. CANDIDATES and post vated, and flexible individuals to docs heading for academic careers come on board and learn the task face a dramatically different job Chemical engineering bachelor's degrees = 1,611 at hand. We are finding orders market. Unlike their classmates and need across the b o a r d NOTE: For newly graduated chemists and chemical engineers working full time. Based on combined results from 1999 and 2000 ACS Starting Salary Surveys. who are looking for jobs with pharmaceutical, biotechnology, a Includes agricultural chemicals, basic chemicals, personal care products, petroleum (except for chemical engineers), plastics, rubber, soaps and detergents, companies or the federal governchemical, and food companies specialty chemicals, and textiles. ment, chemists looking for posiare still hiring." tions in academic research and If there's one employment sector where the events of Sept. 11 may ulti- to $ 11.8 billion in federal spending on R&D teaching may be even more sought after this year than they have been in the past. mately increase demand for chemists and activities. But most of that increase is tarA quick look at the classified advertischemical engineers, that would be the fedgeted at research in four areas—antitering pages in C&EN will show that from rorism, networking and information techeral government. Yet, so far, consensus California to Massachusetts, Wisconsin to nology, nanotechnology, and climate seems to be that it's too early to tell when Texas, departments of chemistry, biochange. And it is set aside for three agenand where this demand may develop. chemistry, and chemical engineering are cies—the Department of Defense, Nalooking for junior faculty THE FEDERAL BUREAU of Investigation's tional Institutes of Health, and National Science Foundation—which mainly supA survey of chemistry departments conscientific analysis section, for example, is port research conducted by nongovernducted annually by the Council for Chemalways hoping to hire more chemists, acmental scientists. That makes recruitment ical Research helps provide some percording to FBI spokesman Paul Bresson. managers at many federal agencies cautious. spective on the demand for new chemistry Budget constraints have limited hiring in "Certainly we hire chemists, but right faculty In early September, the 69 chemrecent years, however, so that the laboranow, these are difficult times," says David istry departments responding to the survey tory has hired only 10 chemists in the past R. Rupert, director of staffing managewere collectively seeking tofill89 full-time three years. But the additional money ment and diversity programs at Oak Ridge tenure-track positions. This compares with Congress provided for the Administration's National Laboratory "There's not the stathe 2 0 0 0 survey, in which 69 departantiterrorism efforts last December may bility that any organization would like to ments —though not exactly the same 69 — support FBI hiring of more scientists, insee" when it comes to recruiting, Rupert had 56 tenure-track openings. cluding chemists, in the near future. says. "We just can't say, yes, we expect to But departments also often have vaIn the 2003 budget proposal presented have this number of jobs in this particular cancies that they are not authorized to fill. to Congress in early February, President area. However, while our overall activity Last fall, for example, the 69 chemistry deGeorge W Bush did call for an 8% increase 64
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mist, I guess I am. If we could hire anoth er one or two people this year of the qual ity of the four we've hired in the past two years, I'd be ecstatic."
partments had 126 vacancies at the assis tant professor level and another 35 vacan cies for senior faculty. Nearly one-third of the vacancies at each level are in the field of organic chemistry One factor that undoubtedly con tributes to the chronic demand for chem istry faculty is the substantially lower salaries that colleges and universities gen erally pay their starting faculty compared with what chemists with similar education can earn in industry According to ACS's most recent salary survey the median an nual salary for a Ph.D. chemist starting out in a tenure-track position at a college or universityin2001 was $40,000, compared with $72,000 in industry Several of the larger chemistry depart ments now hire new junior faculty essen tially every year. That's the case at Penn sylvania State University for example. "It's constant renewal," says the department chairman, Andrew G. Ewing, as people re tire or leave for other reasons. The de partment has hired two people in each of the past two years and hopes to hire one or two more this year. Ewing has been delighted with the qual ity of applicants in each of the past two years. Each search has brought in hundreds of applicants, he says. More important, "the handful of people at the top that you want to interview has been very strong," he says. This year's applicant pool also looks strong, he adds. "If I sound like an opti-
RECRUITING HAS BECOME aconstantfor Cornell University's chemistry and chem ical biology department, as well, accord ing to department Chairman Carpenter. The department changed its name to in clude chemical biology several years ago, Carpenter explains, and since then it has been working to strengthen its pro gram at the interface of chemistry and bi ology That need, combined with hiring to replace people who either don't make tenure or retire, means "we will be needing to hire pretty much continu ously for the foreseeable fu ture," he says. Last fall, the department had openings for one assis tant professor and two sen ior faculty Although the sen ior positions are in specific areas—chemical biology and phase science—the assistant professor po sition is more open. "One simply asks, Who's the best person out there?" Car penter explains. In such a search, he says, "you can always find high-quality people." Additionally, filling entry-level positions in this way "also means that we can rely on the younger people in the department to guide what direction the de partment—and, indeed, the HELP WANTED science —takes," he says. C&EN's academic openings remain strong, but "That has been a very suc industrial employment is trending downward cessful strategy for us." The University of Texas, Volume of "positions open" advertising, column-inches' Austin, is having what chem 1,200 Academic istry and biochemistry de A 1,000 partment ChairmanJames A. 800 Holcombe calls a bonus year. / \ / 600 "We're looking for three peo ple, and if we get strong can / \ 400 \ didates, we'll consider hiring 200 a fourth," he says. The posi ^\l η tions are to fill retirements J 2000 1999 ' I 1998 L—2001 ' and expand the department a bit, he explains. Volume of "positions open" advertising, column-inches' 1,600 The promise of chemistry's Nonacademic 1,400 burgeoning hot areas may be i 1,200 rekindling student interest in academic careers, Holcombe 1,000 suggests. Fields like biomate800 rials and nanotechnology are «Λ* " 1/ 600 r wide open for new ideas, he γ y 400 τ says. Students who might 200 once have been reluctant I 2001 1 1998 I about pursuing a career in aca Column-inches published during consecutive periods of four weeks each, ademia—because of the près-
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sures of getting a viable research program started along with teaching and other academic responsibilities—are more interested now. "If you are in an area where there's a lot of good, clever research that you can do, I think you tend to be a little more optimistic that you can get the funding necessary to conduct the research and be successful." The events of Sept. 11 have had a major impact on the recruitment efforts of at least one chemistry department. Last fall, the University of Florida was searching to fill one position in the chemistry department. Last summer, the department hoped it would be filling as many as three. The state is suffering a major shortfall in revenue because of the decline in tourism since early September, explainsJohn F Helling, associate chairman of the chemistry department. As a result, the university has been told to expect a callback of 6% of the state funds it had been expecting to receive this year. That will mean a significant change for the chemistry department, Helling says. Among other changes, the mcoming graduate student class will be much smaller next year, reduced by perhaps a third. But if Florida is cutting back, the University of California system is expanding. The nine-campus university system is trying to prepare for an expected increase by 50% ofundergraduate students statewide by 2011.To meet this need, the system will add a 10th campus at Merced, as well as undertaking major expansions at many other campuses. At UC San Diego, that translates into several positions that the department of chemistry and biochemistry is currently trying to fill. Last fall, the department had one position for a senior professor in organic chemistry and another for a lecturer with secure employment. A lecturer is a person whose full responsibilities are for teaching and who has tenurelike job security There are several positions posted on the department's website in such areas as organic chemistry biochemistry, physical chemistry and bioinformatics. The department has already hired five new faculty in the past two years, Dennis notes, including two assistant professors, both in inorganic chemistry And Dennis expects the department to "continue to grow quite substantially" for several more years. •
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Ifs what we do. Ifs who we are. Employment opportunities in Ν J and PA Merck & Co., Inc. is a global leader in the research, development, manufacturing, and delivery of world-class pharmaceutical products and services. That's just one of the reasons we're consistently recognized by Fortune Magazineasoneof "America's Most Admired Companies." We currently have the following v career opportunities available at Merck Research Laboratories (MRL). \s
ANALYTICAL CHEMISTRY - Rah way, NJ Merck Research Laboratories has positions available in the Analytical Research Department at our Rahway, New Jersey site. The focus of this group is to provide , analytical support to synthetic process development. Method development, validation, and documentation are required, in addition to the provision of accurate : and timely results. The analytical techniques used include HPLC, GC, chiral LC, spectroscopy, SFC, CE and wet chemistry. ·
STAFF CHEMIST-Rahway, NJ B.S. or M.S., a strong academic record with an interest in analytical chemistry, and 0-5 years of industrial experience are required. All candidates must possess strong communication and interpersonal skills and have the ability to work in an interdisciplinary team environment. Experience in synthetic chemistry, chromatography or wet chemistry is desirable. Job Code: MRL/TWA
SENIOR RESEARCH CHEMIST - Rahway, NJ Candidates must possess a Ph.D. in Analytical Chemistry, 0-2 years' experience, a distinguished academic record, demonstrated laboratory skills, and a suitable publication record. Leadership and problem-solving skills, as well as a demonstrated ability to work in an interdisciplinary team environment, are required. Research experience in a facet of analytical chemistry is also required. Job Code: MRL/TWB To be considered for the Analytical Research positions, please mail your resume with three references, grade transcripts, and job code of the position you are interested in to: Dr. Tao Wang, Merck & Co., Inc., P.O. Box 2000, RY818-B225, Rahway, NJ 07065-0900.
CLINICAL DRUG METABOLISM - West Point, PA and Rahway, NJ Merck Research Laboratories (MRL), a world leader in creative and innovative pharmaceutical research to produce novel medicines, is recruiting talented and motivated scientists to join its Departments of Pre-clinical and Clinical Drug Metabolism in two locations in the United States: West Point, PA, and Rahway, NJ. The Departments conduct concept-oriented, mechanistic drug metabolism and pharmacokinetic studies to support drug discovery and development goals of MRL.
RESEARCH BIOCHEMIST/STAFF BIOCHEMIST/CHEMIST - West Point, PA Supporting Merck's drug discovery effort, the selected candidate will be responsible for primary hepatocyte isolation, hepatocyte incubation with standard compounds and analysis to determine the overall quality of isolated cells, hepatocyte incubations with investigational compounds, and hepatocyte cryopreservation. In addition, this position offers the opportunity for future growth into other areas within the In Vitro Technologies Group. The ideal candidate will be a dynamic individual with hands-on experience in the laboratory. Candidates having a B.S. or M.S. degree in Biology/Biochemistry will be considered. Experience and skills in one or more of the following areas is desirable: primary cell isolation, mammalian cell culture, animal handling and surgery, HPLC, LC/MS, RNA/DNA isolation, RT-PCR. An exceptional ability to work in a self-directed environment and to communicate at all levels of the organization is required. Job Code: MRL-KR
RESEARCH CHEMIST/STAFF CHEMIST/CHEMIST - Rahway, NJ Under the supervision of a senior scientist, you will be responsible for performing hands-on qualitative and quantitative analysis of biological samples in support of drug discovery and development. You will also be responsible for operating mass spectrometers, developing analytical methods, executing analytical experiments, and communicating study results to the supervisor. Additionally, you will also be involved in research areas emphasizing the application of modern LC/MS and other analytical technologies in drug metabolism. The qualified individual will have a B.S. or M.S. in Chemistry or related field with at least two years of experience in analytical research. A good understanding of analytical chemistry and skills in analytical instrumentation of LC/MS are required. Knowledge of drug metabolism is desirable. ,
Job Code: MRL-WT
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RESEARCH CHEMIST/STAFF CHEMIST/CHEMIST - Rahway, NJ In this role, you will be responsible for the design and synthesis of isotopically labeled (radioactive and stable) molecules for biological research. A M.S./B.S. in organic chemistry is required. Creativity in organic synthesis and a strong background in modern analytical techniques (HPLC, MS, NMR) are important. Job Code: MRL-DD
RESEARCH CHEMIST/STAFF CHEMIST - West Point, PA In this role, you will be responsible for conducting discovery stage drug metabolism studies to evaluate pharmacokinetics; characterizing metabolic pathways, metabolic enzyme inhibition, and induction; and developing transporter assays as well as novel methodologies to support specific program-related issues. The successful candidate will have a M.S./B.S. in chemistry, pharmacology, biochemistry or a related field. Knowledge and skills in one or more of the following areas is required: pharmacokinetics, in vitro or in vivo metabolism, enzyme kinetics, or cell culture. Additional experience in bioanalytical chemistry and separation technologies is highly desirable. Job Code: MRL-CD
RESEARCH BIOCHEMIST/STAFF BIOCHEMIST/BIOCHEMIST - West Point, PA In this role, you will be responsible for conducting Pharmacokinetic/Absorption-Distribution-Metabolism-Excretion (PK/ADME) studies and for identifying metabolic pathways in vitro and in vivo to support regulatory filings. B.S./M.S. in biochemistry, chemistry, biology or a related field is required. The successful candidate should possess strong bioanalytical (HPLC) skills and knowledge in one or more of the following areas: pharmacokinetics, in vitro or in vivo metabolism and ADME. Additional experience in LC/MS technology is highly desirable. Job Code: MRL-PS/RS To be considered for Clinical Drug Metabolism positions, please email your resume to:
[email protected] indicating the Job Code of the position of interest in the subject line of your e-mail. You may also fax your resume to: 215-652-4524 or mail to: Keely Byford, WP75A-303, Merck Research Labs, West Point, PA 19486. Qualified candidates will be contacted. No phone calls please. We are an Equal Opportunity Employer, M/F/D/V. For additional information, please visit our website at: www.merck.com/mrl/research/areas/anres.html
Ο MERCK
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COMMUTED TO BRINGING OUT THE BEST IN MEDICINE
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GOOD EMPLOYERS ranging from consumer products to instru mentation to biotechnology— to see what makes them attractive. For scientists, the research environ ment appears to be the most important workplace attribute. When James Kassebaum—a chemist who now serves as a recruiter for Eli Lilly & Co. in Indianapo lis—first looked at Lilly as a potential employer, the way the company Values sci entists" impressed him. "They offer the scientists all kinds of opportunities for continuous develop ment, in terms of being able to attend meetings and get training, and support them very well in their laboratory efforts with the right materials and equipment," Kassebaum says. Challenging science is a big draw at these companies. "One of the fears that some chemists have when they come to indus try is that their best days are behind them in terms of the complexity of the science," says Feroze Ujjainwalla, a medicinal chemist at Merck's Rahway, N.J., facility "That's certainly not the case at Merck. I have enjoyed the benefits ofworking on a couple of very challenging projects, and it is especially gratifying for me to know that I have the opportunity to do science on par with what I was doing in my Ph.D. days. It's almost like being in academia, but with more resources and none of the wor ries of funding."
SATISFI ED Roy Lautomo, a gas chromatography column "guru" at Agilent Technologies, works in the company's GC column R&D lab in Folsom, Calif.
HOW TO ATTRACT SCIENTISTS Researchers reveal which attributes of'best' companies are most important in a career CELIA M. HENRY, C&EN WASHINGTO
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H E N Z H E N A N BAO WAS
looking for a p o s i t i o n after graduate school, she originally intended to get a p o s t d o c t o r a l position and eventually return to academia. Instead, she was offered a per manent staff position at the Bell Labs research and development division of Lucent Technologies in Murray Hill, Ν J. As she puts it, "I liked it here so much that I'm still here after six years." Bao is REPRINTED
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just one example of a scientist who is satisfied with her job. Each year, Fortune magazine publishes a list of the 100 Best Companies To Work For and a list of the 50 Best Companies For Minorities. Working Mother magazine publishes a similar list of the best compa nies for working mothers. Once again, companies within the chemical enterprise have made this year's lists. C&EN talked with scientists from a cross-section of these companies—representing industries
THE QUALITY of their colleagues matters to the people C&EN talked with. "You want to have smart people around you whom you can draw from," Ujjainwalla says. "That's what's so good about being at Merck. There are many people who can intellectually humble you. Ifyou're willing to learn from them, that's a great oppor tunity for personal growth." Kassebaum describes Lilly's environ ment as "energizing." Contributing to that energy is the opportunity to participate in teams with other scientists. ""You get all kinds of opportunities to interact with peo ple across the company who are doing all kinds of different functions," he says. 'Ά chemist is probably going to have a biolo gist on the team, somebody on the prod uct development side, the discovery side, the regulatory side, even the legal side. % u get to meet all these people and be part of a team as you're trying to work down the same path of getting your compound to become a marketed drug." Bao also characterizes working at Bell Labs as stimulating. "I feel I'm learning new things constantly There are exciting ideas being discussed between colleagues C&EN
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GOOD EMPLOYERS company Kassebaum took advantage of and coworkers. Every day when I come to the support of Rosemarie Osborne, her the services of this internal company career work, I feel very energized, coming here manager and mentor. center. "I went through that and got some and interacting with people," she says. The freedom at Bell Labs even gives sciinformation that said while I wasn't by any Bao enjoys the freedom that Bell Labs entists the opportunity to change direcmeans unfit or uninterested in being a scigives its scientists and the guidance that tion through an internal internship proentist, there could be a betother scientists provide in ter fit in a job where there moving into new areas. was a lot more interaction," "For every new idea or field he says. "I casually scoped I want to try, there's always out opportunities in the somebody who is expert in company. Because for the that field or area," she says. last few years we've been "I can go to the person and doing a little more hiring talk to the person and work than normal, they needed together, or the person will some extra support in let me use his or her equiprecruiting." ment and get me started really quickly" She believes The goal of Lilly's career t h a t t h e freedom in recenter is to help people put search is important for entogether a long-range career couraging innovation and plan. "I think the career creativity center would say that if you find that the job you're in is Merck encourages interthe right one, that's what actions between its scienthey're there for," Kassetists by holding off-site baum says. "It doesn't mean mini-retreats. "In medicinal just because you take advanchemistry we just had a Gor- BALANCING ACT Procter & Gamble's flexibility has allowed tage of the resources in the don Conference-like re- Outt to balance her work and family lives. career center that you will treat," Ann Weber, director " make a move. They'd love every employee of medicinal chemistry says. "Everybody gram. These internships can involve in the company to go through there, I could get together and present their work moving from research to a more businessthink. They'd probably have to increase in a more relaxed environment where we oriented area or from one technical area their staffing a lot if that happened. It's a also had opportunities to interact nonscito another. Bao has not participated in an resource to help employees manage their entifically" The retreat brought together internship but says that managers have let careers." medicinal chemists from Merck's facilities employees know about the opportunity Joan Todd, a Lilly spokeswoman, says around the world. Other retreats might The internship program is informal and is the theory behind the bring together scientists from different run on a case-by-case basis, career center is that satisdisciplines—chemistry biology, pharmaaccording to Kara Witzal, a fied employees are more cology—who focus on a particular theraLucent spokeswoman. 'An productive than dissatispeutic area, Weber says. employee can decide that fied employees. "We have they'd like to work in chemists coming in and MENTORING IS another important inter- another part of the business. doing other jobs as well as For example, a researcher action between colleagues. Rachelle working as chemists in the can decide to work in the Thomas and Pam Outt, both scientists lab," she says. "When we legal department for one at Procter & Gamble in Cincinnati, stress hire chemists, we want year or a predetermined the importance that mentoring has played that expertise. We're not amount of time," she says. in their careers. "When I joined P&G, I trying to get them away had the good fortune to encounter peoThe Lucent program has from chemistry" However, ple who were and are wonderful mentors, been successful, Witzal she says the company supervisors and peers alike," Outt says. says. "It's resulted in pro"thinks outside the box" "They began by teaching me the basics, motions of the individual to find the best fit for its answering questions, finding short once they've returned to employees without "picourses that would help pave the way to their regular job, or employ- We be r geonholing" them. "Usulearn the next new skill needed for more ees return to their previous ally people of the caliber we hire here are independence, and pushing me that one jobs with new skills and experiences. capable of a lot of different things and may step further. After 17 years, this has not Employees also can opt to stay in the new not have tapped into the full range of their changed. I am still learning and being position," she says. capabilities before they came here," she challenged." Thomas believes that she Lilly also has a program to facilitate says. would not be where she is today without employees finding the best fit within the
For scientists, the research environment appears to be the most important workplace attribute. 68
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small-company environment
big-company impact*
Anthony, Research & Development
Anthony values a small-company environment where he can make a personal impact, but also enjoys the resources and innovation that a big company provides.
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Who says you have to choose? It's not about compromise—it's about realizing your vision. You're an achiever who is passionate about the way you spend your days. You demand more from yourself and bring more to your job, your team, and your organization. You'd love to find a small-company environment where you can see and touch the bottom line. Yet Perhaps it's time you discovered the you want big-company impact, with many small-company environments world-class leadership and global behind the big-company impact of achievement. Johnson & Johnson.
At Johnson & Johnson we celebrate and promote small-company environments that nurture the needs of individuals and families. Our decentralized, adaptive organization has grown to become the world's most broadly based health care company. Through our 197 operating units in 54 countries, we're bringing real, in-depth solutions to nearly every corner of global health care. Look deeper at the Johnson & Johnson Family of Companies.
find more jnj.com/careers ©Johnson & Johnson 2002. An Equal Opportunity Employer. SMALL-COMPANY ENVIRONMENT/BIG-COMPANY IMPACT is a service mark of Johnson & Johnson.
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GOOD EMPLOYERS At P&G, Thomas, who started out as an analytical chemist in the pharmaceutical division, was able to make the switch to a molecular biology position in the company's hair and scalp care technology division. Her management worked with her to find a position that met both her needs and the company's needs. "We are both happy in the end," she says. ONE TOOL that is useful for career development at P&G—including moves—is the company's "virtual university," called RapidLEARN. The website gives employees access to more than 300 online courses, including such topics as regulatory standards, employee relationships, diversity, technical skills, and time management. According to Vicky Mayer, a
can tap into a lot of different areas outside of your own primary expertise really profoundly extends what you can do yourself." Immunex is showing that it values scientists in the construction of its new research facility called the Helix, which the company will start to occupy at the end of 2003. Immunex employees are currently scattered throughout multiple buildings in the downtown Seattle area, which means that staff interaction occurs primarily in scheduled meetings.The facility is being Thomas built "with the guidance of sci- ~~ entists so they can do science," Kris Greco, a company spokeswoman, says. The facility was designed to "foster the discovery process as it will now bring together all of our scientists," she adds. "It certainly makes life a lot easier and a lot more fun if the building is set up in such away that it really fosters interactions between people," Carter says. "If the buildings are built in a smart way you can promote a lot of casual interaction, which can be extremely helpful in pollinating ideas between different people." Agilent Technologies, headquartered in Palo Alto, Calif, had a mature culture in
ment businesses, the medical business, and the semiconductor products group. "The culture is very deeply aligned with the values that Bill [Hewlett} and Dave {Packard} set out for the company," Ted Lancaster, director of design chain solutions at Agilent, says. "I like to remind folks that even though we're called Agilent, the H P way is still alive and well. One of the best things that you can have to start a new company is a great culture that is steeped in technical contribution and respect for the individual." Agilent's respect for the individual is manifested by involving employees in the decisions that affect them. "We communicate to the maximum extent possible on business conditions and issues that are facing us in order to let employees make better daily decisions that help the company" he says. In addition, work is managed according to objectives rather than tasks and is followed up by "management by walking around."
place from its very beginning. The company started life as a spin-off from HewlettPackard, including the test and measure-
on in the company Also, our vice presidents have an Internet or e-mail site open for us to send questions or concerns from
"You want to have smart people around you whom you can draw from.... If you're willing to learn from them, that's a great opportunity for personal growth."
"YOU GET A CHANCE to stop in and see how people are doing, what the problems are that they're facing, and how the manP & G spokeswoman, participation has agement team can really help clear the barjumped significantly Harvard University's riers in order to help them get their jobs ManageMentor, a suite of more than 20 done more effectively" Lancaster explains. online mentoring tools, was scheduled to However, Agilent did tweak the culture be available by the end of October to a little. "In an industry that is somewhat those P&G employees with supervisory slow-moving like the instruresponsibilities. mentation business, the idea Paul Carter, director of was that we wanted to be a protein engineering at start-up," Lancaster says. Immunex, describes the "Start-ups are known for Seattle company's environtheir ability to focus on the ment as collaborative. "Certask at hand, make decitainly, that's part of what sions, be accountable for excites me about working them, and move at decisive here—being able to work speed." He says Agilent has with people who are not tried to add those characonly first-rate scientists, but teristics of start-up compaembrace the idea of worknies to the basic H P values. ing in a collaborative way," Bao lauds the communihe says. cation at Lucent. "Over the Carter was attracted to years, I've seen a strong push I m m u n e x because of its toward having more comreputation for high-quality munication between each science and publishing, as level. The directors or vice well as its access to key presidents will frequently technologies for developcall for a meeting to get the ing therapeutic antibodies. VALUABLE An energized and collaborative research research people together to "To be competitive in the environment is important to scientists. ~" update us with what's going therapeutic antibody area, you need access to a lot of different skill sets, which I would argue no single indi vidual has. An environment where you 70
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Research & Development
we driven by
scientific distinction.
What drives you? Be part of the legacy of pharmaceutical innovation at Schering-Plough Research Institute. Since our inception in 1851, we've continued to discover new treatments that extend and enhance the lives of millions around the world. From TRIMETON® and GARAMYCIN® to INTRON® A and CLARITIN®. And you could be our next innovator in one of the following exceptional positions at our Kenilworth and Union, NJ locations:
Manager, Process Development
PhD in Analytical Chemistry and up to 3 years experience in solid state analysis
You will lead technical support activities of manufacturing sterile and nonsterile marketed dosage forms processes; troubleshoot production issues; and develop and implement optimized processes for cost reduction and quality improvement. PhD with 2 years experience or MS with 5-8 years experience in pharmaceutical process development. Job Code: PAD/CHN/SRI/255HS
are required as is a background in particle size analysis, microscopy, x-ray
Investigational Material Specialist
In this role, you will perform a variety of Pilot Plant activities, including
You will plan, audit and approve the packaging and labeling of open-labeled and double-blind clinical studies, both domestic and international. You will also maintain the clinical packaging schedule and provide packaged clinical drug supplies in time planned clinical study initiation. A BS in Pharmacy or Science and 2+ years of clinical packaging experience within the pharmaceutical industry are required. Job Code: PAD/CHN/SRI/1990HS
overseeing the production of active pharmaceutical compounds, preparing
dim-action, TGA, XRD and DSC and knowledge of cGMP. Strong oral/written communication and analytical skills are essential. Experience in method development and validation desirable. Job Code: PAD/CHN/SRI/150HS
Chemical Engineer (Union, NJ)
equipment for production campaigns, maintaining equipment and documentation, qualifying equipment, and ensuring compliance with various regulatory requirements. To qualify, you must have a BS in Chemical Engineering with 2-7 years of experience (or) an MS with 2-5 years of chemical industry experience.
Associate Principal Scientist You will be involved in formulation/novel dosage form development. PhD in Chemistry/Chemical Engineering with up to 5 years of direcdy related experience in the pharmaceutical or related field required. Familiarity with physicochemical principles and experimental techniques in the design and characterization of dosage forms and processes with knowledge of GMP/GLP practices are also essential. Job Code: PAD/CHN/SRI/2771HS
Job Code: PAD/CHN/SRI/2490HS
Sr. Analytical Chemist You will direct projects in a cGMP environment. PhD and 7+ years experience or MS/BS and 12+ years experience in chemistry, pharmaceutical analysis, or packaging science are required. Solid knowledge of analytical method development is essential as are strong interpersonal and oral/written communication skills and the ability to
Sr. Worldwide Clinical Supply Planner
prepare regulatory documents. A background in packaging component
This position requires a BS in Life Sciences (or equivalent) and 5-7 years experience in pharmaceutical research, preferably clinical research. A background in clinical supply management is a plus as are foreign language skills and knowledge of database and planning software. Job Code: PAD/CHN/SRI/2620HS
and/or polymer chemistry is a plus. Job Code: PAD/CHN/SRI/3275HS
Department, you will be responsible for the design, development and/or
Senior Scientist (Union, NJ)
inhalation or nasal spray products.
Development Manager - Aerosol Products Supporting the inhalation technology group in the Process Development quality control of medical devices and pharmaceutical packaging of
In this analytical scientific position in chemical development, you will be an integral part of a team made up of engineers and synthetic chemists with the goal of solving issues that cover all facets of solid state characteristics for the Active Pharmaceutical Ingredient. You will also provide analytical support for chemical process development, including early characterization of chemical intermediates and APIs.
To qualify, you must have a BS with experience in package development for solid dosage forms. A background in pilot plant design and operation, process and equipment scale-up, experiment design, technology transfer, and demonstration batches for commercial operation in a GMP environment is also essential. Job Code: PAD/CHN/SRI/2125HS
We offer an excellent compensation package including competitive salary, profit sharing, 401(k) plan, and a cash incentive bonus program. Comprehensive benefits include: group insurance and retirement programs, flexible work arrangements, education assistance, and health and wellness programs. For more information and to apply online, search jobs at www.whatdrivesyou.com or mail your resume, referencing job code, to: Schering-Plough c/o Resume Processing, P.O. Box 549248, Suite 187, Waltham, MA 02454-0248. By responding to this ad, you may be considered for other potential opportunities throughout the Schering-Plough organization. If a potential match exists, you will be notified. An equal opportunity employer.
- Search jobs d www.whatdrivesyou.com
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GOOD EMPLOYERS 'BEST
OF'
LISTS
Variety Of Chemistry-Related Companies Tapped 100 Best Companies To Work For (as ranked in Fortune, Jan. 8, 2001) 34. Alcon Laboratories, Fort Worth, Texas 39. Merck, Whitehouse Station, N.J. 46. Agilent Technologies, Palo Alto, Calif. 53. Immunex, Seattle 57. Amgen, Thousand Oaks, Calif. 76. Genentech, South San Francisco 79. Eli Lilly, Indianapolis
America's 50 Best Companies For Minorities [Fortune, July 9,2001J 9. Lucent Technologies , Murray Hill, N.J. 21. S. C. Johnson & Son Racine, Wis. 27. Schering-Plough, Miidison, N.J. 38. Procter & Gamble, Cincinnati 40. Eli Lilly 42. DuPont, Wilmington, Del. 45. Abbott Laboratories, Abbott Park, III. 48. Colgate-Palmolive, New York City
100 Best Companies For Working Mothers
[Working Mother, October 2001 )a
Abbott Laboratories American Home Products, Madison, IMJ. BP America, Chicago Bristol-Myers Squibb, New York City (in Top 10) Corning, Corning, N.Y. Eastman Kodak Co., Rochester, N.Y. Eli Lilly Genentech GlaxoSmithKline, Philadelphia Hoffmann-La Roche, Nutley, N J . IBM, Armonk, N.Y. (in Top 10) Johnson & Johnson, New Brunswick NJ. Lucent Technologies Merck Novartis Pharmaceuticals, East Hanover, NJ. Pfizer, New York City Procter & Gamble (in Top 10) Schering-Plough S. C. Johnson & Son a Working Mother notes only which companies are ranked in the Top 10.
research or everyday things. They generally get back to us fairly quickly" The ability to make a contribution ap pears to be another important workplace attribute for scientists. ' W h e n you're a sci entist or an engineer or in marketing," Lan caster says, "you want to see the work that 72
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you do have an impact, both financially for the company and on society and the world as a whole." Speaking of his experiences at Agilent, Lancaster says the company fo cuses on using its technical capability to "really make a difference." Lilly's Kassebaum agrees about the
allure ofworking on projects that will ben efit society "You're going to want to be working on something that you think is going to count for something somewhere and be meaningful to you and other peo ple. Of course, the pharmaceutical indus try and Lilly in particular provide that part incredibly well. Every project that's going on right now is being worked on because it will meet some medical need. That is pretty motivating and gives people a lot of enthusiasm." At P&G, employees are evaluated according to the contributions they make to the business. Employees, in conjunction with their managers, have the opportunity to help define what actually qualifies as a contribution. "There's no miscommunication, where a scientist says Ί consider this a contribution' but the manager does not," Thomas says. uYou don't just walk in blindly doing all this work and thinking you were making a contribution and in the end you didn't." The scientists that C&EN spoke with also value diversity in the workplace. For example, Ujjainwalla describes Merck as a melting pot. "I don't think Merck con sciously tries to recruit people from dif ferent ethnic origins or backgrounds just for the purpose of being diversified. It's really important in chemistry that you pick the strongest chemists from all back grounds. No one feels that they've had an easy door in. Everyone's worked, every one's accomplished in his or her own right, and everyone deserves to be here at Merck. Everyone knows they've worked as hard as everyone else to get a position here." FLEXIBILITY is another important draw, one that is manifested in many different ways. For example, Lancaster's group at Agilent is scattered throughout the coun try His job involves much travel and he can live anywhere he chooses. He often telecommutes from his home outside Reno, Nev—his office is located in Santa Clara, Calif. Weber takes advantage of Merck's flex ible hours to spend more time with her family She arrives early so that she can leave early "Merck is a place that really values results, not 'face time,' " she says. Outt, a chemist in drug discovery at P&G, also uses flexibility to help balance her family and work lives. 'As a working mom, it is at times a struggle to balance the stress of work and family," she says. "P&G has always been very flexible around my needs in regard to family matters. They have flexible working hours that allow me to be involved in my daughter's life." HTTP://PUBS.ACS.ORG/CEN
Senior Scientists - Oncology Chemistry Major responsibilities will include the design, synthesis, purification and identification of appropriate quantities of novel chemical entities in support of various cancer drug discovery programs. The individual will collaborate/ interact with a broad group of scientists in Oncology Research as well as other areas in Novartis and with various outside collaborators. These scientists will include biologists, molecular biologists, medicinal chemists, protein and peptide chemists, and a variety of personnel in the Core Technology Group.
With three oncology drug launches in 2001 and one compound on the cover of Time magazine, we're positioned to lead the way toward eliminating cancer. This is an exciting time for us at Novartis Pharmaceuticals. The establishment of the Novartis Oncology Business Unit is leading the way in Oncology Research with the launch of three oncology drugs in 2001: Gleevec, Femara and Zometa. And already in 2002, we have another FDA approval and an Oncologic Drugs Advisory Committee recommendation. This unprecedented success is leading to the dramatic expansion of oncology drug discovery efforts at our New Jersey Institute for BioMedical Research in Summit. Presently, we are adding 50 highly qualified scientists who are excited by the possibility of eliminating the most formidable disease of our time. Join us and be part of a dynamic team that is at the threshold of great discovery.
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NOVARTIS ONCOLOGY
Requirements include a Ph.D. in organic or medicinal chemistry and 2 or more years postdoctoral experience in the synthesis of complex molecules. Thorough training in and familiarity with modern separation and analytical methods. Previous experience in cancer and/or chemotherapeutic drug development is a plus. Computer literacy and familiarity with a variety of appropriate chemistryrelated software packages and some modeling experience preferred. Ability to coordinate research efforts with other team members and excellent communication skills to present/explain scientific results will also be needed. Requisition #12818.
Associate Scientists - Oncology Chemistry Responsibilities will include the design, synthesis, purification and characterization of appropriate quantities of novel chemical entities in support of Various cancer drug discovery programs. Candidate will interact with an interdisciplinary team of scientists in oncology research as well as several other therapeutic areas. Requirements include a B.S. degree in chemistry with 5 years related industrial experience in organic or medicinal chemistry or a M.S. degree with 3 years of related industrial experience in organic or medicinal chemistry. Must possess independent critical thinking skills and chemical synthesis expertise and experience in modern separation techniques, compound analysis and chemistry-related computer software. Excellent interpersonal and written skills. Requisition #12820.
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Interested candidates, please apply online for fastest consideration at http://www.pharma.us.novartis.com/about/careers/jobsearch.html. Click on the "Novartis Pharmaceuticals Corporation" tab. View our current job opportunities, or if you would like to apply for these specific positions, search by using the five digit Requisition ID and proceed with the application process as instructed. We are an equal opportunity employer M/F/D/V. Principals Only.
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Assistant/Associate Scientist, Peptide Chemistry (200-4) Associate Scientist, Medicinal Chemistry (200-15) Associate Scientist/Investigator, Scale Up (200-16) For more information about these and other opportunities at our Cambridge, MA headquarters, please visit:
www.vertexcareers.com We are an equal opportunity employer who makes diversity the foundation of all success.
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Microbia is an equal opportunity employer.
www.microbia.com HTTP://PUBS.ACS.ORG/CEN
We Enjoy a Big Lead in Small Molecules.
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BIOINFORMATICS a strong background in biochemistry and an understanding of cellular biology Although Krstenansky anticipates that the bioinformatics effort at Consensus will grow, he doesn't see it reaching the size of the company's biology and chemistry groups. ""Your primary need is people generating the real materials and the raw data to be analyzed," he says. "If things are being done right, you should need fewer people proportionately to do the analysis of the data or to create the tools for the analysis of the data." SOME COMPANIES focus on providing bioinformatics software to other companies. One such company is Accelrys, located in San Diego. The "ideal profile" for someone in bioinformatics at Accelrys is someone who has at least a master's degree in biology in addition to a computer science degree, according to Judith M. Ohrn, vice president of human resources. "That's really nirvana," she says. If they can't find someone with training in both biology and computer science, they will hire a strong computer scientist who can pick up the biology on the job. "Normally you find with scientists who are good engineers or good computer scientists a certain fundamental knowledge about biology and an aptitude to learn what they need to learn." Universities are grappling with the issue ofwhat to include in a bioinformatics program. C. Fred Fox, a professor of microbiology and molecular genetics who is actively involved with the bioinformatics program at the University of California, Los Angeles, asks: "What training must these people have so they can sustain a career without going stale?" At UCLA, students must fulfill the requirements for a degree in one of the 13 participating departments—including math, statistics, and biochemistry— and then take additional courses to earn the bioinformatics certificate. Programs are being set up at both the master's and Ph.D. levels. The Ph.D. certificate program has already been training students for three years and should soon receive its final approval from the faculty senate. The main issue in preparing for a career in bioinformatics isn't whether an individual is a biologist or computer scientist first, says Michael N. Liebman, director of computational biology at the Abramson Family Cancer Research Institute at the University of Pennsylvania. He spent 12 years working on bioinformatics in the pharmaceutical industry "You can come in with a molecular biology background and learn computer science. Ifou can come in with a computer science background and learn mo'86
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lecular biology The issues that really need to be addressed are how do you solve complex problems and how do you work in teams." Liebman complains that students are not usually taught how to identify the right question about a problem. "The/re taught how to apply methodologies if the question is presented to them," he says. "You don't need an algorithm to run faster. Y)u first need to ask if it's the right algorithm and if it's solving the right problem." Liebman calls bioinformatics a "moving target." People who are training for a career should not expect that the qualifications for the jobs advertised today will also be what is needed in the future. "You really have to look for a training program that's looking ahead to see what the longer term issues are and not just turning somebody out for an industrial position."
RESOLVING DATA Some companies such as Accelyrys, find a niche in providing the computational tools that underpin bioinformatics research. Opinions vary over the value of specialized bioinformatics programs. For example, Wolfe worries that such programs teach very little in each of the underlying areas. "I'm a real proponent of the fundamentals," he says. "The fundamentals are math, chemistry and physics. With that, you've created a great foundation." Schadt believes that graduates of master's-level programs may find their career choices limited by not having a doctorate. "If you're at all passionate about the science, it's a very tough world to be in where you're at the low end of the totem pole, really servicing the scientific efforts," he says. "It's incredibly difficult to drive projects
at the scientific level without having jumped through the Ph.D. hoop." No matter what their educational background, people need to be nimble and willing to seize fast-moving opportunities. "If you're going to be in thisfield,it's a really dynamic field with small windows of opportunity" Wolfe says. "Ifyou can't keep up with theJoneses and keep moving and keep learning new things, then it's not a good place to be. That's just the baggage that goes along with the fact that this field is progressing so fast and will be around for a long time." EVEN WITH THE downturn in the economy the demand for bioinformaticists does not seem to have significantly diminished. "The field is somewhat insulated because there is still such a high demand for skilled bioinformaticists," Wolfe says. "The fact is that there is a lot of money going into genomics and proteomics these days; I assume that the demand for bioinformatics will only grow over the coming years." Schadt's experience has been that several bioinformatics companies have instituted hiring freezes. However, he says, "the bioinformatics-based groups are less affected" because "special allowances can be made to hire in hotshot types." In the short term, he says, lower level bioinformaticists will be the most affected, including people with master's or Ph.D. degrees with little or no experience. "But for any of these big companies that have a freeze on hiring, there are other big companies and smaller start-ups that are more eager than ever to pick up bioinformatics types," Schadt says. "The bottom line, I believe, is that the bioinformatics field will not feel any real pain unless the economy gets really bad." Schadt believes that the bioinformatics field will continue to be insulated from all but major economic shocks for several reasons. It is still a relatively new field, and there are not enough qualified people to fill all the positions. Plus, companies and academic centers continue to realize the need for bioinformaticists and thus create new positions. Even though the human genome has been sequenced, don't expect the need for bioinformaticists to vanish anytime soon. "I couldn't think of a better place to be in the nextfiveto 10 years," Wolfe says. "Five years from now, people are going to look back at even the year 2000, give a little chuckle, and say 'If these people had the data we're working with today they could have done this, this, and this.' Ten years from now, they're going to be saying the same thing about the year 2005, let alone 2000." • HTTP://PUBS.ACS.ORG/CEN
syrrx Chemists...Career Opportunities at Syrrx Syrrx, Inc. is a leader in the field of high throughput rational drug design. The privately held San Diego-based biotechnology company is focused on the integration of unique gene-to-structure and structure-to-drug platforms by the joining of a powerful, high-throughput protein crystallography engine with cutting edge drug discovery technologies. Syrrx has assembled a world-class team of drug hunters, which includes a number of scientists who have discovered clinical candidates and marketed drugs. We have just built a new facility with 50 chemistry hoods and are in the process of expanding our chemistry group. We are seeking talented BS/MS chemists to take key roles in our Discovery Chemistry and Medicinal Chemistry departments. Discovery Chemistry is focused on lead generation by the invention and application of a variety of chemistry technologies including high-speed parallel synthesis and structure-based design. Medicinal Chemistry is responsible for optimizing the leads derived from Discovery Chemistry to produce clinical candidates. The efforts of these two departments span across a range of therapeutic areas and gene superfamilies, providing successful applicants opportunities to have important positive impacts on a variety of human diseases. ^
BS/MS Organic Chemists San Diego, California As part of our multidisciplinary team, you will actively participate in the design, synthesis, isolation, and characterization of novel small-molecule compounds for biological screening in a highly optimized process that emphasizes the use of iterative structure-based design. Profound knowledge in modern synthetic/medicinal chemistry, proven problem-solving skills and analytical skills (e.g. HPLC, NMR, MS), excellent communication and organization skills, and a minimum of two years of pharmaceutical industry experience are required. Prior exposure to high-speed parallel synthesis methods is also valued. You will be highly motivated, very analytical and focused, and a good team player. Syrrx offers a competitive and comprehensive array of benefits, including medical, dental, vision care, stock options, a 401 (k) savings plan, and 3 weeks paid vacation. To learn more about specific career opportunities, please visit the Careers page at our website, www.svrrx.com. Alternatively, email your resume to
[email protected] for direct consideration. Syrrx is an Equal Opportunity Employer.
Discover
IJ.-.I J
GNF GENOMICS NOVARTIS
INSTITUTE
RESEARCH
OF THE
FOUNDATION
Check out our Opportunities page o n our web site for current listings of openings. Please submit C.V. or resume a n d any supporting documents t o : Genomics Institute of the Novartis Research Foundation (GNF), Job Code: (specify), 1 0 6 7 5 John Jay Hopkins Drive, San Diego, C A 9 2 1 2 1 ; Fax: 8 5 8 / 8 1 2 - 1 6 7 0 ; or Email:
[email protected] (subject line
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PanVera
s a leader in developing research tools for drug discovery, we at PanVera are doing our part to improve the quality of life. We've grown from being one of Madison Wisconsin's early biotech success stories to receiving industry-wide recognition for our scientific excellence. PanVera has expertise in developing proteins and high through-put screening assays for many of the major drug development target areas, including Nuclear Receptors, Drug Metabolism and Kinases. Our proteins, assays and contract services are used by the world's leading pharmaceutical and biotech companies in their quest for new therapies in the treatment of cancer, Alzheimer's, diabetes and other diseases. We are currently recruiting for the following positions:
• Group Leader: · Protein Assay Development Purification • Organic Synthetic Chemists
must include Job Code)
Cell Biology
The Genomics Institute of the Novartis Research
Molecular Biology
Foundation (GNF) located in the Torrey Pines area of San Diego, C A , is funded by the Novartis Research Foundation a n d dedicated to the development a n d application of new methods a n d techniques for g e n o m e - w i d e biological discovery a n d biomedical research. G N F offers excellent compensation a n d a great benefit package. EOE
Detection Technologies HTS Assay Manufacturing
. As a member of the Vertex family, we offer Vertex stock VERTEX options, an employee stock purchase plan, as well as a company-matched 401 (k). PanVera benefits also include comprehensive insurance, tuition reimbursement, and a casual, comfortable work atmosphere. Interested candidates should visit
www.panvera.com/careers today, and submit your resume or / online.
The Protein Company"
PanVera is an affirmative action and equal opportunity employer.
www.gnf.org HTTP://PUBS.ACS.ORG/CEN
Discover Your Future C & E N / A P R I L 8, 2002
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J · I · A · S· C Director of Joint Institute for Advanced Scientific Computing The University of North Carolina system, including North Carolina State University and the University of North Carolina at Chapel Hill, Duke University, Wake Forest University, and MCNC, the home of the North Carolina Supercomputing Center, are establishing a Joint Institute for Advanced Scientific Computing.The mission of the JIASC is to create
the theoretical, mathematical and computational approaches required to take full advan tage of terascale and beyond computers for modeling complex natural and man-made systems. The focus of the JIASC will be on computational materials and molecular sci ence, nanoscience and engineering, biology and bioinformatics, and environmental sci ence and engineering augmented by programs in computer science and applied mathe matics for scientific computing.
Quality Jobs, Quality Chemists...
Initial funding for the JIASC will be provided by MCNC. This funding will support the Director and his/her administrative office, graduate student and postdoctoral fellow ships, seminars and symposia, and a visiting scientist program. We are seeking a dynamic individual to be the founding Director of the Joint Institute. This individual should have a broad knowledge of computational science, computer sci ence, and applied mathematics as related to high performance (scientific) computing. He or she should have an international reputation as well as a strong record of accomplish ment in the field of high performance computing. A clear vision for the future of the Joint Institute and strong communications skills will also be needed. Qualified candidates will be considered for a faculty position at one of the Research Triangle universities (NCSU, UNC-CH, or Duke). Please forward applications with a curriculum vitae, a brief description of research and leadership accomplishments and future research directions, and a list of four references to: MCNC, Human Resources, Reference Number 646, PO Box, NC 27709-2889. Electronic
applications may be sent to
[email protected] (pdf files preferred). Review of applications will begin on June 1, 2002 and continue until the position has been filled. We are an Affirmative Action/Equal opportunity employer. No phone calls or agency referrals please. We welcome and encourage diversity in our workplace.
NSF-Sponsored
Center for Workshops in the Chemical Sciences Director J.C. Smith, Georgia State University Department of Chemistry, Atlanta, GA 30302 chejcs @ panther.gsu. edu Co-directors Emelita D. Breyer, Georgia State University Department of Chemistry, Atlanta, GA 30302 ebreyer@gsu. edu David M. Collard, Georgia Institute of Technology School of Chemistry and Biochemistry, Atlanta, GA 30332-0400 david. collard @ chemistry.gatech. edu Lawrence J. Kaplan, Williams College Department of Chemistry, Williamstown, MA 01267 Ikaplan @ Williams, edu
Free Workshops in Chemistry! The Center for Workshops in the Chemical Sciences (an NSF sponsored program) provides workshops for 2 to 4 year college faculty and individuals (postdocs & grad uate students) who plan to embark on a college teaching career. The workshops are designed to provide a background and modern perspective on key areas in the broadly defined field of chemical sciences along with methods to introduce these topics into the undergraduate curriculum. Participation is FREE (including registra tion and housing). For more information and an application please visit us at:
http://chemistry.gsu.edu/CWCS/ Workshops are held in various locations. We also welcome proposals from those interested in presenting seminars under the auspices of CWCS. Also, please log on to our web-site to complete our survey and let us know what type of workshops YOU want.
*mm*am The C&EN Classifieds are the best source of highquality chemistry jobs. Find them every week in the pint edition of C&EN, or go online at http://pubs.acs.org/cen to find the two most recent weeks of C&EN print classified ads. Chemists/Chemical Engineers: Find your dream job. Search by title, organization, and/or geographical location. Click on the "Employment Outlook" link to gain insight on the chemical industry's future, and our "Wages & Trends" link to compare your salary with industry averages. Employers: Find your dream candidate. For your top-quality jobs, reach an audience of over 145,000 highly qualified chemistry professionals. For mere information on placing a classified ad in C&EN, please contact Matt McCloskey via email at
[email protected] or call 610-964-8061. With the C&EN Classifieds, you get access to quality jobs and quality chemists.
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CHEMICAL The Newsmagazine of the Chemical World
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CUSTOMER SERVICE DETECTIVE WORK Wesley Whipple, an applications research scientist at Ondeo Nalco, investigates the kinetics of a polymerization reaction. siastic about their jobs, finding them exciting, stimulating, and challenging. "There is a lot of satisfaction because I'm involved in a product from the beginning to the end, from when it was conceived of as a possibility all the way down until we're making parts from it— the whole cycle," says Amy Clement, a technical service representative working in isocyanate prepolymers for Crompton Corp. "If chemists are energized by uncertainty this is agreat job for them," adds Mike Lucartorto, human resources director at water treatment and process chemicals firm Ondeo Nalco. People in applications development and tech service also must tolerate not having complete control ofevents. "Ifou can shut an experiment down and walk away from it, but you can't walk away from an angry partner," saysJohn Peeples, human relations administrator at Lubrizol, a lubricating oils and fluid technology firm.
WHERE THE RUBBER MEETS THE ROAD What it takes to become an applications development or technical service chemist KAREN WATKINS, C&EN NORTHEAST NEWS BUREAU
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IFE FOR CHEMISTS IS NOT RE-
stricted to beakers and Bunsen burners in research laboratories. There's a whole other world out there, one in which chemists work on more immediate problems in close collaboration with customers and turn research novelties into reality. This is as true for the specialty chemicals business as it is for the entire industrial world. Applications development and technical service jobs are alike in that both are strongly customer driven. Unlike R&D, which focuses on developing truly novel products, "technical service and development tend to focus on product line extensions, new applications of existing products, and fine-tuning our current offerings to meet customer needs," REPRINTED
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says Andrew N . Liveris, business group president for performance chemicals at Dow Chemical. "Technical service and development people are on the front line with the customers, providing technical support and troubleshooting on a day-to-day basis." The main difference between the two jobs is the type ofproduct they handle. Applications development generates new products or uses for existing products, whereas technical service does not involve modifications. Tech service representatives mainly help customers to use existing products as conditions change, says Alvin C. Lavoie, director of technical staffing at specialty chemicals producer Rohm and Haas. Chemists and chemical engineers working in technical service tend to be enthu2001
PEOPLE WHO enjoy applications development and technical service jobs are generally those who are challenged by problems and like being able to use their technical background to solve them, says Gloria Stine, leader for technology and technical services in Solutia's industrial products division. Such individuals like to work with many different people and want to see the impact of their work. Lavoie lists the three routes through which Rohm and Haas brings people into a technical service group: hiring them directly out of school as inexperienced rookies, accepting internal transfers from Rohm and Haas groups having some familiarity with the customer base, and hiring experienced people from the industry Though not many are hired out of school, Lavoie likes new graduates' energy open minds, and cutting-edge education. Internal transfers have the advantage of knowing the company's product line and perspective, but they don't always know the customer base and the marketplace, or the outside world's perspective. External hires know the outside world but don't thoroughly understand the company's product line or its nuances. Many people join Lubrizol and Dow Corning, the silicon chemistry specialist, working in the nuts and bolts of their R&D organizations, learning the basic technology that underpins the company, and then moving to interact with customers. C&EN
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CUSTOMER SERVICE Though chemists may start their careers constant change—of not knowing what's at Lubrizol in the research lab, recruiters going to come next, says Rohm and Haas's look at the person's potential beyond that Lavoie. A person who likes to keep to a setting. "They don't just wear white coats schedule, who likes to come to work knowanymore," Peeples says. At Lubrizol, "the ing exactly what he's going to do that day, lab is a feeder for technical service, the who doesn't like being interrupted, would commercial division, and different avexperience great frustration, he adds. enues," adds Dave Mayher, human reWhile comfort with change perhaps sources manager. tops the list for technical service people, Dow Corning also fills many of its tech experience ranks high also, says Anne P. service positions from within the organiNoonan, vice president of technology, zation, rather than through outside remarketing, and advocacy in Great Lakes cruiting, says Executive Director of SciChemical's flame-retardant business. In ence & Technology James White. This most applications development and techprocess allows employees hired into research to be exposed to customers and decide whether they want their career paths to take them into the more customer-facing parts of the organization. Apart from internal transfers, specialty chemical companies use a variety of techniques to locate prospective hires, including campus recruiting, alumni recruitment, and the Internet. Dow uses an internal job-posting process as well as a global external hiring process "to ensure we are considering a diverse candidate pool that reflects the world in which we do business," says Liveris. COLLABORATION Dow Corning engineers Some unusual methods have also discuss dielectric materials used on been successful. Solutia has a program semiconductor wafers with a customer. in which its more senior employees use their networks to find higher level people. nical service jobs, specialty chemicals Ondeo Nalco has a lucrative referral procompanies prefer to see candidates with gram among its own employees, says Bill some experience, either within the company or in the broader industry Though Pauss, senior sales and marketing recruiter. Noonan will sometimes take people withREGARDLESS OF where they come from, out experience, at the moment "we have enough green people and don't want any applications chemists and tech service more." chemists share many traits. Comfort with a high level of change is key to a tech serv"For technical service, we prefer people ice or applications job. Specialty chemiwith experience in the company or a recals companies must be sure that new hires lated industry, rather than going straight out of college into that role," says Lubrizol's are able to adjust to the frequent changes Mayher. "If they have a few years of expein problems and in the marketplace, says rience, we jump at those people." Dennis McGurer, global director of education, development, and employment at Carol Jensen, vice president for R&D Ondeo Nalco. "Sometimes people struggle in performance chemicals at Dow, agrees with that," he cautions. "We need to let on the need for experienced people, although "we have a mix of campus hires and them know this up front. But the business experienced hires." can be extremely rewarding and satisfying, too." As with other specialty chemicals companies, Dow likes to draw from the talent Aperson comfortable in this job gets an present in an industry that is one of its key adrenaline rush from the excitement of
markets, Jensen adds. "Experienced hires who come out of the target industry tend to have an intimate understanding of the application issues,"Jensen contends. "Often, customers cannot articulate the problems or issues they have in an application, so someone who has been in that role often anticipates the needs faster than those discovering them would." Solutia also prefers experienced over green people. "Rarely is technical service an entry-level job, unless it's in a supporting role for someone in tech service," says Stine. Like Dow, Solutia brings into its ranks people who have had a manufacturing, technology, or product development position in the industry that it sells to. "MORE AND MORE, we also pull from our own manufacturing and technology ranks into tech service," Stine says. Rohm and Haas also likes people with internal experience, says Lavoie. "They need experience with our product line. Some technical service people come from our applications or product development groups where they have seen and understood a lot of the chemistry involved." Crompton also views having experience as "a real plus," says Clement, the tech service representative. The deciding factor in Clement's hire about two years ago was her manufacturing production experience in an industry that Crompton serves. "Experience in prepolymers and hands-on experience" were key, she claims. In addition to experience, all companies list the ability to communicate well both orally and in written form as a crucial element for tech service and applications development jobs. People involved in these customer-facing roles need the ability to bring to their customers the right information at a level they can understand. "In our recruitment campaigns, we look for excellence in communication, in collaborative skills," says Dow Coming's White. Solutia, in particular, looks for candidates who have samples of their written and presentation skills to demonstrate this ability during the interviewing process. An outward focus is also crucial. "Really the most important thing for all chemists
We are Looking for people who can translate the needs and desires of our customers into solutions that leverage our internal capability." 90
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and chemical engineers in Dow Corning is to stay connected to the outside world and the customers," White says. "We are look ing for people who can translate the needs and desires of our customers into solutions that leverage our internal capability" Comfort with change, experience, com munications skills, and an outward focus are only part of the equation, though. Spe cialty chemicals companies also require ex cellent academic credentials Jobs are avail able at all degree levels from associate to doctorate. ' M our field employees as well as research and development employees possess technical degrees," says Ondeo Nalco's Lucartorto. "For technical service, we don't look so much for Ph.D.s," says Great Lakes's Noonan. "We view a B.S. plus years of experi ence as more important." Dow Coming's White estimates that about one-quarter of the company's technical people have a Ph.D., one-half have bachelor's or master's degrees, and the rest have lower degrees. "More important than this are the other at tributes. We have all kinds of people out in the field managing customer relation ships," he says. Other companies tend to look for Ph.D.s in customer-oriented roles. "We hire a mix of levels but have been focusing more on Ph.D.s in recent years," says Mayher at Lubrizol. Solutia also tends to look for Ph.D.s, "whether they work at the bench or by the cus tomer's side in a factory," says Mark Dryer, recruiting manager.
and communicate results. Noonan at Great Lakes stresses the ability to work on a team with people from different functional groups. "Plus, they must be capable of teaching," she says. Finding people with these abilities who also have the appro priate experience and skill level is very dif ficult, she points out. TO ITS WISH LIST for a tech service hire, Dow Coming's White adds the ability to relate to customers. "Candidates should have good listening skills and a customer focus, and should be really able to take in what the external world is telling us," he states. In addition, agood prospect should have the flexibility to work across disciplines. "Scientists and technologists have to be more adaptable than perhaps they have been in the past, working beyond their chosen disciplines," says White. "They can't be stuck in a groove. We're asking for a lot more than that these days." Dow also requires its hires to be good problem solvers who "get a lot of satisfac tion out of meeting that customer's need and demonstrating how our technology can solve that customer's problem," says Liveris. A large part of the job is trouble-
down, you have to do whatever it takes to get our customer back in business." Other factors in Solutia's recruitment process include a results orientation, a busi ness and strategic perspective, and the abil ity to ask the right questions, Stine says. By requiring a business and strategic per spective, Stine elaborates, Solutia seeks people who are able to understand how their actions affect the commercial side. "They should be able to take the customer's perspective and be able to persuade the customer," she says. By strategic perspec tive, she means that the individual can un derstand what the business is trying to ac complish and carry that out in his or her daily goals. Lubrizol's Peeples concurs. "The biggest thing is that a chemist be able to read the business environment," he says.
