Department of Human Resource Management
Job Description The Grant Specialist provides working knowledge and experience in fiscal and proposal preparation assistance to a diverse, multidisciplinary research institute with annual expenditures in excess of $30 million. Reviews and interprets opportunity announcements\/RFPs, shares findings with PIs and proposal project team members, develops budgets and full cost proposal submissions, ensures response completeness and compliance in conjunction with the PI and project team, documents cost share or matching commitments, and coordinates proposal submissions with the university Office of Sponsored Programs. This position is responsible for proposal preparation processes, contract and grant vehicles, applicable sponsor guidelines, terms, provisions, and practices, OMB Uniform Guidance principles, and associated application to institute and university research efforts. This position is a key position within the VTTI Proposal Development Team and as such, is engaged in continuous improvement of institute practices, procedures, policy development, and implementation. This position reports directly to the Director of Proposal Development. Successful applicant should have exceptional customer service attitude and detail orientation. Minimum Qualifications -Bachelor\u00e2??s degree in related field in lieu of degree equivalent combination of education & training required. -Demonstrated working knowledge of budgeting and standard business and accounting practices. -Demonstrated experience in budget development accounting and\/or financial management procedures. -Proficiency in computer skills, including thorough knowledge of Microsoft Office and particular emphasis on Excel. -Demonstrated ability to interpret university and\/or federal guidelines, policies and procedures. -Demonstrated strong communication and team building skills. -Ability to manage multiple projects simultaneously, balance demands, and meet deadlines. Preferred Qualifications -Experience providing business management services in a university research environment. -Research administrator I and II training -Knowledge of federal and non-federal regulations, such as the OMB Uniform Guidance (Formerly OMB A-21, OMB A-110, etc.) Special Requirements Special Instructions to Applicants Interested applicants should complete an online application at http:\/\/www.jobs.vt.edu 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.