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Transit Planning and Project Development Manager

Company name
Department of Human Resource Management

Richmond, VA

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Job Description The Virginia Department of Rail and Public Transportation (DRPT) in Richmond, Virginia is recruiting for a Transit Planning and Project Development Manager. This position is responsible for managing DRPT\u00e2??s transit planning and project development functions with transit planning responsibilities in the Northern Virginia region of the state shared with the Director of Northern Virginia Transit Programs. Responsible for leading, managing and\/or overseeing land use studies, corridor-specific planning studies, transit development plans, statewide public transportation planning, alternatives analyses and environmental studies required under NEPA. Advances transit study recommendations through the project development process. Responsible for project development from inception during the transportation planning process through completion of environmental studies and preliminary engineering. Represents DRPT at Metropolitan Planning Organizations meetings across the Commonwealth. Provides representation of the agency at public and private meetings with governmental agencies, the public, planning organizations and other stakeholders. Provides effective leadership of state, regional, and multimodal planning and develops recommendations in support of the agency\u00e2??s mission and directs the investment of scarce financial resources. Minimum Qualifications Significant knowledge of Metropolitan Transportation Planning process; and knowledge of Federal, state and local multimodal transportation planning processes including development of major capital transit projects. Knowledge of public transportation service planning and operations. Ability to lead and manage a diverse group of professionals. Knowledge of federal and state laws and regulations related to transportation planning\/project development and the ability to interpret and apply them appropriately. Ability to communicate effectively, orally, and in writing with senior elected officials, stakeholders, and the general public; to promote a collaborative work environment, build productive working relationships and manage conflict; and to make quality, timely decisions, sometimes with incomplete information, based upon experience and sound judgment Preferred Qualifications College degree in urban planning, transportation planning, public administration, or any related field. Experience in public transportation and managerial experience in public administration and project administration. AICP certification preferred. Special Requirements Special Instructions to Applicants State employees who have been affected by Policy 1.3 Layoff and possess a valid Interagency Placement Screening Form (Yellow Card) or a Preferential Hiring Form (Blue Card) must submit the card BEFORE the closing date for this position. The card may be scanned and attached to the application or faxed to (804) 371-7401. Please include your name and the position number of the fax cover sheet. The Department of Rail and Public Transportation does not accept \u00e2??See Resume\u00e2?? as a response to any question. Information on the application is the primary source used for screening the position. Failure to complete any section of the application may disqualify the application for further consideration. Applications should include complete work history, including periods of unemployment if applicable. INCOMPLETE APPLICATIONS WILL NOT BE ACCEPTED. AMERICORPS, PEACE CORPS, AND OTHER NATIONAL SERVICE ALUMNI ARE ENCOURAGED TO APPLY. Optional Applicant Documents Resume Cover Letter Required Applicant Documents

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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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