Department of Human Resource Management
Job Description The Library of Virginia is seeking a part-time Communications and Marketing Specialist to help tell the story of the Library of Virginia by promoting the mission and vision of the agency. Reporting to the Communications Manager in the Public Services and Outreach Division, the selected candidate will assist with marketing and public relations workflow, social media efforts, production of Broadside magazine, and writing, copyediting, and proofreading other Library communications as assigned. Minimum Qualifications Considerable knowledge of and experience in communications, marketing, and public relations\u00e2??including use of social media platforms for marketing; Experience in journalism or promotional writing for magazines, newspapers, or websites; Computer skills including photo-editing software, organizational software, and the ability to learn new software programs as needed; Demonstrated ability to organize multiple and detailed projects, to establish schedules and meet deadlines; Demonstrated ability to prepare well-written materials; Demonstrated ability to analyze and resolve problems; Demonstrated ability to work productively as a team member; and, Demonstrated ability to communicate both orally and in writing with staff members and outside contacts. Preferred Qualifications Experience in communications, marketing, and public relations for cultural, historic, or educational organizations; and, Bachelor\u00e2??s degree in communications, marketing, public relations, U.S. history, American studies, applied (public) history, library science, or related field. An equivalent combination of education, training, and experience may substitute for educational requirements. Special Requirements Selected candidate must complete a criminal background check. The Library of Virginia is an Equal Opportunity Employer and encourages women, minorities, individuals with disabilities, veterans, and people with National Service experience to apply. Reasonable accommodations are available to persons with disabilities during the application and\/or interview process per the Americans with Disabilities Act. An EEO\/AA\/ADA Employer Special Instructions to Applicants Please read the entire job announcement and instructions below. Application Instructions \u00e2?? Applicants must apply online through the Commonwealth of Virginia\u00e2??s Recruitment Management System at https:\/\/virginiajobs.peopleadmin.com. The Library of Virginia does not accept employment applications by mail, e-mail, or fax. Information in the application is the primary source for screening the position. A cover letter and\/or resume will not substitute for a completed online State application. Applicants are encouraged to fully represent their qualifications on the application and must include complete information in all sections. Failure to complete any section may disqualify the application. Optional Applicant Documents Resume Cover Letter Required Applicant Documents
Department of Human Resource Management
Website : http://www.dhrm.virginia.gov/
The Office of the Governor’s Division of Personnel, now the Department of Human Resource Management, was created in 1942 as a function within the State Budget Office, but the history of the Virginia Personnel System dates back to the early 1900s. At that time, many agencies had independent sources of revenue. Employee pay and benefits were not uniform. Focus on Central Government In 1916, Governor Henry Carter Stuart expressed concerns that this lack of uniformity could result in “injustice, waste, over/under-manned services, inefficiency, poor service, and nonperformance.” In 1918, the State Commission on Economy and Efficiency recommended the establishment of the first centralized personnel management function in the Commonwealth. That recommendation was not approved. In 1922, the State Commission on Simplification and Economy did develop the first uniform State Classification Plan to begin to address concerns about the fair and uniform treatment of employees. The Commission again recommended the centralization of state government personnel systems, and again, the recommendation was not approved by the legislature. Amid growing concerns about the lack of central mechanisms for monitoring employee compensation, the 1926 General Assembly ruled that the Governor personally approve all pay actions on state employees who earned over $100.00 per month. Ten years later in 1936, Governor George Perry, in what was known as The Griffenhargen Study, requested the establishment of a “state personnel management system that would provide equal pay for equal job responsibilities,” but the concept was not supported by the legislature. In early 1940 the General Assembly drafted, and then rejected another proposal to centralize personnel management in the Commonwealth. Its rejection was based on concerns that centralization might limit the authority of agencies.