Department of Human Resource Management
Job Description The COTA will conduct one-to-one and group interventions that are age appropriate, individualized, and group-goal directed for the purpose of increasing psychosocial and adaptive skills to individuals with mental illnesses or co-occurring disorders and physical challenges. These interventions will be according to needs identified by the individual's treatment teams. The COTA will report results of assessments and the individual's responses to interventions provided and will communicate recommendations to other care providers. The COTA will promote recovery principles through education and role modeling, fostering self-determination and empowerment. The COTA will assist with planning and presenting special events. Minimum Qualifications Successful candidates will hold an Associates degree in Occupational Therapy and hold a certification by the NBCOT. Will be licensed or license eligible by the Commonwealth of Virginia as an Occupational Therapist Assistant. Must possess a valid driver's license. Preferred Qualifications Some experience working with a psychiatric population in a mental health setting is preferred. Special Requirements Criminal history fingerprint background check, CPS background check, and drug screen are required. Special Instructions to Applicants All applications must be submitted on-line through the Commonwealth of Virginia Recruitment Management System (RMS). Applications should include complete work & salary history, contact information for all current and previous employers, reasons for leaving all prior employment and explanations for any periods of unemployment. MISSING INFORMATION IS AN INCOMPLETE APPLICATION AND WILL NOT BE PROCESSED. Resumes will not suffice for missing or incomplete information on the application as the application is the primary source document for state recruitment. Completed applications must be received by 11:59 p.m. on the closing date listed above. SVMHI is a tobacco-free facility in all buildings and outside facility grounds. Reasonable accommodations are available to persons with disabilities during application and\/or interview processes per the Americans with Disabilities Act. Contact 434-799-6220 for assistance. Minorities, individuals with disabilities, Veterans, and people with National Service experience are encouraged to apply. EEO\/AA\/TTY 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.