Department of Human Resource Management
Job Description This is a re-advertisement. Previous candidates must reapply to be considered. This position serves as the Environmental Inspector for the Lexington Field Office for Planning 6. The primary responsibility for this position is to ensure safe drinking water to the Counties of Augusta, Bath, Highland, Rockbridge and Rockingham. Under Section 32.1-167-176 of the Code of Virginia and the Federal Safe Drinking Water Act, the Department of Health (VDH) is required to provide safe drinking water regulations. These functions are initiated and monitored by the inspectors assigned to various regions, and are of critical importance to sustaining a program of inspections to ensure continued compliance with state and federal regulations. This position provides technical assistance to approximately 143 waterworks serving population's of approximately 207,043 Virginians. Critical duties include: (1) conducting inspections and sanitary surveys of groundwater source waterworks, (2) interpreting federal and state regulations applicable to waterworks owners and operators, (3) providing guidance to owners and operators to ensure they achieve compliance with health and safety standards, (4) providing assistance to help waterworks return to compliance in cases where they violate the drinking water standards, (5) training operators in the operation and maintenance of waterworks; and (6) providing information about drinking water quality to the general public. Minimum Qualifications Working knowledge of biology, microbiology, chemistry & math; knowledge of technology associated with provision of drinking water; ability to express facts clearly, verbally and in writing; to effectively orally communicate interpersonally and before groups in English and to address public meetings. Ability to interpret regulations and technical documents. Preferred Qualifications Licensure as Class III, II or I Waterworks Operator by Department of Professional and Occupational Regulation may be substituted for education. Graduation from an accredited college with major studies in environmental sciences or a related field. Experience in provision of drinking water and related activities in the areas of enforcement and compliance. Special Requirements Employment is contingent upon satisfactory results of a state and federal criminal history background check and the Department of Social Services Child Abuse and Neglect Registry check, U.S. HHS IG Exclusion List check, employment reference, and E-Verify. Other financial, credit, driving, or other background checks prior to employment may be required for certain positions. Special Instructions to Applicants Applicants needing sponsorship need not apply. A state application must be completed entirely to include: salary history, education and employment history and must be submitted electronically to be considered. Cover letters and resumes accompany but not replace a completed application. No faxed, mailed, or emailed applications will be accepted. Electronic applications will be accepted until 11:59 pm EST on the closing date. 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.