Department of Human Resource Management
Job Description THIS POSITION IS OPEN TO CURRENT STATE EMPLOYEES ONLY The Office of Communications, Legislation and Administration seeks a self-motivated and detail oriented communications professional to serve as back up to the Public Relations Specialist. Responsibilities include handling constituent letters from the Office of the Secretary of Health and Human Resources (OSHHR), the Governor\u00e2??s Office, legislators, providers, individuals, and the Centers for Medicare and Medicaid Services (CMS) serving as backup to the FOIA Compliance Officer. This position is also the Agency meeting planner, assists with legislative and reporting functions, and is responsible for the procurement of goods and services that support activities for the agency board meetings and agency meetings. Minimum Qualifications Qualified candidates must be familiar with state and federal HHR programs, standard office procedures and the discreet handling of Protected Health Information (PHI) in compliance with federal HIPAA regulations. This position requires a communications background with exceptional English grammar skills for proofreading, editing, and drafting correspondence for the Director, Secretary of Health and Human Resources (SHHR) and the Governor. Requires the ability to work well both independently and with others, and adapt to a work environment where priorities and instructions frequently change. Must be proficient using the PC for word processing, spreadsheets, data tracking, and presentations. Preferred Qualifications Working knowledge of Medicaid is strongly preferred. Degree from accredited college or university with major coursework in business or communications is preferred. Special Requirements Special Instructions to Applicants Interested applicants must apply online at https:\/\/virginiajobs.peopleadmin.com\/ by 11:59 p.m. on the listed closing date. Faxed, emailed, or hand-delivered applications or resumes will not be accepted and will not substitute for a complete state application. Applications must include complete work history, including periods of unemployment if applicable. Consideration for an interview is based solely on the information within the application. Applicants requiring accommodation to apply for this position should contact the Agency receptionist for assistance. ADA\/EEO\/AA 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.