Department of Human Resource Management
Job Description The Department of Small Animal Clinical Sciences of the Virginia-Maryland Regional College of Veterinary Medicine announces a search to fill a full-time tenure track faculty position in Anesthesia at the rank of Assistant or Associate Professor. The successful candidate will share service, teaching and emergency responsibilities with three other faculty anesthesiologists and two anesthesia residents. Research responsibilities will vary based on the interest and qualification of the candidate and may include independent, collaborative or translational research. Occasional travel may be required and a conviction check is required. Responsibilities: \u00e2?\u00a2Primary job responsibility will be to direct the clinical anesthesia service, participate in didactic instruction in anesthesiology and related disciplines, supervise students in anesthesia and surgery labs, provide clinical instruction of professional students in the Veterinary Teaching Hospital and provide anesthesia training of interns, residents and graduate students from various disciplines. \u00e2?\u00a2The anesthesiology service has a residency training\/graduate degree program and this position would share responsibilities associated with resident training. \u00e2?\u00a2Service responsibilities will include anesthesia on both small and large animals, consultations in the Veterinary Teaching Hospital, participation in continuing education programs of the College and participation in faculty governance activities. \u00e2?\u00a2Service responsibilities will also include participation in emergency services. This responsibility will be shared with the anesthesiology resident and three faculty anesthesiologists. \u00e2?\u00a2The successful candidate must be committed to excellent patient management, client service and clinical teaching. \u00e2?\u00a2The successful candidate will also be expected to participate in general anesthesia service activities such as meetings, resident seminars, journal club and rounds. \u00e2?\u00a2Research responsibilities will vary based on the interest and qualification of the candidate and will include primary, collaborative or translational research to meet expectations of 30% allocation. The successful candidate will be encouraged to work with ongoing research programs and contribute to the scholarly achievements of the department. Minimum Qualifications Require the DVM or equivalent degree. Employer will accept degree that is equivalent to DVM or foreign equivalent of DVM. Completion of an American College of Veterinary Anesthesia and Analgesia (ACVAA) or European College of Veterinary Anesthesia and Analgesia (ECVAA) approved residency program. Preferred Qualifications Diplomate status in the American or European College of Veterinary Anesthesia and Analgesia is preferred. However, candidates eligible to sit for the certifying examination of the ACVAA will be considered. Special Requirements Special Instructions to Applicants Qualified applicants must electronically submit online application, cover letter, resume\/curriculum vitae and a list of 3 professional references to jobs.vt.edu. Apply to posting #TR0180022. Applicant screening will continue until the position is filled. Virginia Tech is committed to building a culturally diverse faculty and strongly encourages applications from women and minorities. 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.