Department of Human Resource Management
Job Description Under the general direction of the Director for Digital Library Development, the Associate Director for Digital Library Development provides managerial leadership and expertise in the development, deployment, and maintenance of digital library systems and their underlying infrastructure. The Associate Director for Digital Library Development oversees all aspects of digital library technical project management, which includes setting deadlines, assigning responsibilities, and monitoring and reporting progress. S\/he coordinates activities among a team of librarians, software engineers, system engineers, and web developers, and is responsible for hiring, managing, disciplining, and motivating professional staff and facilitating their professional development. The Associate Director provides managerial leadership and expertise in designing and planning the future development of digital library systems and collaborates on services development, taking into account newly available technologies to enhance the growth and effectiveness of the Libraries\u00e2?? digital services. The Associate Director for Digital Library Development leads and\/or oversees: - Digital library software development - Digital library and scholarly repository production services - On-premises and cloud-based digital library infrastructure - Digital storage, and preservation systems - Web development The Associate Director for Digital Library Development is responsible for monitoring and measuring services, collecting, recording, analyzing, and reporting on service reliability against metrics, targets, and key performance indicators. The Associate Director for Digital Library Development may serve on other Library committees as appropriate. Minimum Qualifications - Bachelor\u00e2??s degree in Computer Science, Library and Information Science, or Management Information Systems or equivalent combination of education and experience. - Demonstrated capacity to carry out the Libraries\u00e2?? vision and strategy for digital library services. - Proven record of success hiring, managing, disciplining, and motivating professional staff, and facilitating their professional development. - Demonstrated ability to lead and manage diverse groups of software engineers, systems engineers, architects and web developers to accomplish both short and long-range digital library projects on time and on budget. - Ability to conceptualize, articulate, and identify meaningful success measures for strategic and near-term goals. - Ability to create and manage work processes, procedures, and projects at the departmental level. - Must possess strong analytical, interpersonal and problem-solving skills as well as exceptionally strong communication skills. - Proven record of customer service excellence, and the ability to inspire service excellence in staff. Preferred Qualifications - Wide range of in-depth technical understanding and experience with library systems and digital library management, repository and scholarly communication systems, content or digital collections management systems, and other products typically used in university library settings. - Strong knowledge of the life cycle management of digital content\u00e2??how digital resources are acquired, described, preserved, and delivered to support learning, teaching and research. - Advanced business analysis, project management, and\/or planning skills or certification. - Familiarity with ITIL concepts and best practices. Special Requirements Special Instructions to Applicants Applications must be submitted online at http:\/\/www.jobs.vt.edu. The application package needs to include a resume, cover letter addressing the candidate\u00e2??s experience with the responsibilities associated with the position, and the required and preferred qualifications, names of three (3) references and their contact information. Review of applications will begin as received and continue until the position is filled. 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.