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Job Details

Assistant Director for Fundraising Operations

Company name
Department of Human Resource Management

Norfolk, VA

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Job Description This position is responsible for creating all process and procedures related to the fundraising operations and training. This position is also responsible for all on-boarding related tasks. This position will be tasked with projects related to the current and all future campaigns. This position is responsible for evaluating the reporting needs and demands of the office and establishing the distribution of these reports effectively. Minimum Qualifications Working knowledge of relational database. Working knowledge of effective methods for handling multiple projects, serving customers and meeting deadlines. Working knowledge of development or fundraising. Demonstrated knowledge of MS PowerPoint and other presentation skills. Demonstrated knowledge of project management. Excellent oral and written communication skills. Excellent organizational skills. Demonstrated ability to interact effectively with internal and external customers. Demonstrated ability to plan daily work including prioritizing and re-prioritizing based on changing needs of the work environment. Demonstrated ability to organize and prioritize work. Preferred Qualifications Bachelor's degree in a related field. Special Requirements None Special Instructions to Applicants Please submit a writing sample Optional Applicant Documents Resume Cover Letter Required Applicant Documents

Company info

Department of Human Resource Management
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Company Profile
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.

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