Department of Human Resource Management
Job Description The Center for Injury Biomechanics is seeking a Research Associate to work in the Helmet Lab carrying out three primary responsibilities. First, aid in the development of research proposals in search of external funding, as well as business models and best practices for research development and growth of the lab. This includes benchmark activities from external entities and development of research business models for sustained growth. Second, perform helmet testing as part of the Virginia Tech helmet ratings program, including purchasing helmets and sensors from vendors across the United States as well as identifying and communicating with global helmet suppliers. The selected candidate will be responsible for performing biomechanical impact tests on the helmets and sensors; creating the test system and using custom instrumentation and software to analyze the impact data; accurately assembling the surrogate head form and neck assembly with proper placement of the accelerometers and rotational sensors at the center of gravity of the head form and accurately performing the tests by operating the impact equipment that consists of pneumatic and mechanical energy systems. Lastly, this person will be responsible for the coordination of our helmet testing lab outreach efforts aimed at K-12 individuals. This project involves the scheduling of tours, providing and presenting at tours and traveling to regional and countrywide events in order to present helmet lab testing materials. Moreover, the selected candidate will be responsible for coordinating and recruiting under-represented minorities to Virginia Tech, organizing science fair projects with individuals around the country and world and testing science fair projects as well as explaining and teaching the students about the basic principles of the tests. Minimum Qualifications A minimum of a PhD degree in biomedical engineering or related field is required. Preferred Qualifications Business administration coursework or experience or graduate degree in similar field. Special Requirements Special Instructions to Applicants Qualified applicants must electronically submit online application, cover letter, resume\/curriculum vitae, candidate statement and list of 3 professional references to jobs.vt.edu. Apply to posting #SR0180079. 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.