Department of Human Resource Management
Job Description *This recruitment may serve to fill multiple vacancies.* The 31st District Court Service Unit is recruiting for a probation officer who ensures the protection of the citizens of the Commonwealth by assisting the court in holding juveniles accountable and monitoring their compliance with probation and parole; serving as an agent for the Court Service Unit during legal proceedings, regarding law enforcement matters and when working with academic\/community programs. This position will manage a caseload of juvenile offenders who are in the community and \/or correctional facility. Duties include working with parents and other involved professionals to monitor progress and services while the youth is in the community, correctional facility or residential placement. Responsibilities also include documenting activities and adherence to probation and service plans, writing pre-sentence and other reports, recommending services, making referrals and providing special program services to juveniles and their families. The applicant must be able to perform all case management activities within established time frames. This position serves juveniles mainly in the eastern portion of the 31st District. Position also requires some after hour\u00e2??s case management and short-term crisis counseling. Minimum Qualifications Working knowledge of the criminal justice system, including court proceedings and testifying in court. Experience interpreting regulations, guidelines and statutes is needed. Ability to communicate effectively both orally and in writing, ability to work with diverse socioeconomic groups and populations; ability to identify and use community resources and agency services are also important. Ability to gather individual and family information to accurately assess and identify strengths, deficits and needs. Demonstrated ability to perform data entry. A valid driver\u00e2??s license is required by the time of employment. Preferred Qualifications Degree in Criminal Justice, Social Science or related field, some experience counseling maladaptive juveniles and families in a court, social service or mental health agency setting, and ability to communicate in Spanish a plus. Special Requirements Special Instructions to Applicants LAY OFF POLICY: If you have been affected by DHRM Policy 1.3 Layoff and possess a valid Interagency Placement Screening Form (Yellow Card) or a Preferential Hiring Form (Blue Card), you MUST SUBMIT THE CARD BEFORE THE CLOSING DATE for this position. The Card may be scanned and attached to the application. You must include your name and the position number on the fax cover sheet. BACKGROUND INVESTIGATIONS: All applicants are subject to a background investigation and pre-employment drug screen. The investigation may include: fingerprint checks (State Police, FBI); local agency checks; employment verification; verification of education (relevant to employment); credit checks; and other checks requested by the hiring authority. DRIVER\u00e2??S LICENSE: All applicants must possess a valid driver\u00e2??s license prior to the first day of employment. SUPPLEMENTAL QUESTIONS: You may be required to respond to position specific questions at the end of this application. CONFIRMATION: This website will provide a confirmation of receipt when the application is submitted for consideration. You have not completed the process until you receive a confirmation number. STATUS UPDATES: Please refer to your RMS account for the status of your application and the status of this position. Updates will not be provided via telephone. ELECTRONIC APPLICATIONS ONLY: Applications for this position must be submitted electronically through this website. Mailed, emailed, faxed, or hand delivered applications and r\u00c3\u00a9sum\u00c3\u00a9s will not be accepted. INCOMPLETE APPLICATIONS: Consideration for an interview is based solely on the information on the application. Applications must include complete work history, including periods of unemployment if applicable. The Department of Juvenile Justice is dedicated to recruiting, supporting, and maintaining a competent and diverse work force. Equal Opportunity Employer 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.