INTERNSHIPS:
U.S. Department of Energy (Summer)
The U.S. Department of Energy (DOE) Scholars Program provides opportunities at various DOE sites to gain first-hand experience and training in the fields of science, engineering, technology, and related professions that support the mission of the U.S. Department of Energy.
Disciplines: Business; communications and graphic design; mathematics; computer science; physical sciences; earth, environmental, and marine sciences; engineering; statistics; physics; and other related areas
Eligibility: U.S. Citizens Only. Undergraduate, graduate or post-graduate of an accredited institute of higher education. Exceptions may be made on a case-by-case basis for summer
appointments only.
Locations: Various locations across U.S.
Duration: Summer Term of 10 weeks (May – August); terms may be extended
Deadline: Applications accepted October 15 through November 15, 2011
Benefits: Stipends up to $650 per week depending on academic status. Travel to and from the appointment site will be paid when the distance is over 60 miles one-way.
How to apply:
O‑ffices:
• Electricity Delivery
& Energy Reliability
• Energy Efficiency &
Renewable Energy
• Environmental Management
• Fossil Energy
• National Energy Tech Lab (NETL)
• Energy Information Administration
• Nuclear Energy
• Science
• NNSA
Program Specialist
Barbara Dunkin
(865) 574-6440
Harvard Office of Sustainability:
Office for Sustainability Fall 2011 Internship Position Descriptions for posting:
The Harvard University Office for Sustainability in partnership with the Boston Green Ribbon Commission is looking for two to four student interns to work on a project evaluating Financing Energy Efficiency in the Large Commercial and Industrial Sector. The Office for Sustainability will work with and manage all interns.
The purpose of this project is to create a set of materials and tools for facility managers, energy managers and other professionals in the commercial/industrial sectors (C/I); i.e. higher education, health care, hospitality, commercial real estate, government, etc.; to make the business case for energy efficiency and renewable energy (EE/RE) investments.
Qualifications:
We are looking for Graduate students with excellent writing, research, communication skills and ideally would like a student with energy, financial modeling, energy efficiency, renewable energy, or consulting experience.
Deliverables for the project will be:
• An overview of EE/RE investment decision-making processes in the C/I sector.
• Examples of financial decision-making tools.
• A summary of the different sources of EE/RE financing and their relative pros/cons.
• Examples of investment returns and non-financial benefits (i.e. enhanced employee engagement, productivity, etc.)
• A package of materials (a best practice guide; presentation materials) that can be customized by sector that professionals can use to make the business case to CFOs and other organizational decision-makers.
• Recommendations on how to improve the flow of EE/RE investment capital to the C/I sector in the Boston region.
The position will be a paid, 10 to 20 hours-a-week internships with the Harvard University Office for Sustainability. The hours are flexible; however, students are only able to work a maximum of 20 hours/week. The project will start at the beginning of October.
Applications Due Friday September 30, 2011, please send resume and cover letter to Jennifer Stacy at jennifer_stacy@harvard.edu with “Internship Green Ribbon Commission” in subject line.
CAREERS
Login to BP Careers to apply. November 2nd is the deadline.
| |
| Job title | Human Rights Expert |
| Req ID | 26972BR |
| Job category | Health, Safety, Security & Environment |
| Sub-category | HSSE - General |
| Countries (State/Region) | United Kingdom - South East
United States - Texas |
| Location | Sunbury
Houston |
| Role synopsis | The S&OR Human Rights Expert will:
• Assess the consequences to BP of the human rights consultants’ recommendations
• Develop a plan that will align BP performance with the UN GPs while avoiding undue burden on the BP businesses
• Lead on the implementation of the plan.
Internal relationships: the post-holder will need to lead interactions with management and non-technical risk specialists across a variety of BP businesses and functions, including other S&OR teams (e.g. Group Security); embedded S&OR social and environmental specialists in Upstream, Refining & Marketing and Alternative Energy; segment environmental (& social, where they exist) practitioners; External Affairs practitioners; Policy & Strategy team in the company head office; Legal; Procurement & Supply Chain Management; Compliance & Ethics.
External relationships: the post-holder will need to interact with peers from other companies in energy industry associations (such as IPIECA and OGP) and with external organizations that specialize in human rights, in consultation with the SJS Policy team. He/she will take a leading role in influencing and assisting the work of external task forces (eg on human rights impact assessment or grievance processes).
The post-holder will have no direct reports.
The post-holder will have influence on spend but no direct approval authority for expenditure.
S&OR 2011 |
| Key accountabilities | • Assess the Group risks to BP from both external trends and internal performance and propose solutions to BP senior management
• Lead the input for the enhancement of corporate processes to manage human rights risks, including the creation of mechanisms to measure human rights performance for continuous improvement and reporting purposes
• Lead the transfer of human rights capability to relevant practitioners in businesses (including JVs) and the functions to improve performance in the identification and management of potential and actual human rights impacts, including relationships with third parties
• Provide human rights expertise for the drafting of internal and external corporate documents such as sustainability reporting, AGM briefs, papers for senior management (eg annual risk process), advocacy and responses to stakeholders (eg investors)
• Analyse and report on external trends and debates about human rights, participating and leading where appropriate; and take a leading role in industry work on promoting awareness and good practice on human rights (eg via IPIECA)
Key Challenges
Key internal challenges include:
• the relative lack of awareness in BP of the growing need for human rights impact identification & management, and the Group risk associated with poor human rights performance & reporting,
• the lack of human rights capability development mechanisms
External challenges:
• expectations are increasing on human rights performance and reporting. The post-holder will therefore need to focus his/her efforts on a limited number of work areas and client businesses, according to where the best risk & benefit combination lies. |
| Essential Education | • Degree level or equivalent qualification in a social, legal, economic or business related discipline. |
| Essential experience and job requirements | • Experience of working on human rights related issues in BP, other energy sector or extractives (mining) company project or operation, either as a practitioner or as a consultant.
• Recognised technical expert (ie can both implement and advise others on implementation) in two or more of the following specialized areas: baseline collection & analysis; planning, implementing and/or supervising human rights aspects of impact assessment; stakeholder consultation & community engagement; grievance processes; employee rights; indigenous rights; current and emerging human rights performance metrics for performance management and sustainability reporting.
• Thorough understanding of the following issues:
o typical human rights impacts and ensuing company risks commonly associated with oil and gas developments
o investor and stakeholder views on management of human rights issues
• Detailed awareness of UN human rights framework and guiding principles.
• Knowledge of external sources of information about key business and human rights issues, relevant implementation and monitoring methodologies, grievance mechanisms and research relevant to the energy industry.
• Ability to communicate to non-technical staff and managers the business relevance of human rights impact identification & management. |
| Other essential skills and knowledge | • Ability to share technical knowledge and increase the capability of colleagues in the wider BP (eg via internal networks, training materials and creation of guidance documents) including target businesses that request guidance and capability development. |
| Desirable criteria & qualifications | • Participation in trade associations, Joint Industry Groups or cross industry and NGO groups on human rights issues
• Understanding of energy sector social and economic policies, strategies and standards/practices
• Understanding of international finance institution requirements on social and economic impact identification, management and reporting. |
| Relocation available | No |
| Travel required | Yes - up to 25% |
| Is this a part time position? | No |
| About BP | Our business is the exploration, production, refining, trading and distribution of energy. This is what we do, and we do it on a truly global scale. With a workforce of 80,000 employees, BP operates with business activities and customers in more than 80 countries across six continents. Every day, we serve millions of customers around the world. We are continually looking for talented, committed and ambitious people to help us shape the face of energy for the future.
Safe, reliable operations in BP - including both personal safety and process safety - is of critical importance to the group and are BP's number one priority. The purpose of the Safety and Operational Risk Function (S&OR) is to drive improvements in operational safety, health, environmental performance, security (including crisis management) and integrity management across BP's day-to-day operations. Implemented through operational leadership, S&OR's task is to create throughout the company a sustainable framework and supporting systems to underpin performance improvement, ensure sufficient capability and verify compliance. |
| Disclaimer | If you are selected for a position in the United States, your employment will be contingent upon submission to and successful completion of a post-offer/pre-placement drug test (and alcohol screening if required by the role) as well as pre-placement verification of the information and qualifications provided during the selection process.
BP is an equal opportunity employer. |
| Removal Time | 23:59 (GMT-05:00) Eastern Time (US & Canada) |
| Removal Date | 02-Nov-2011 |
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