organizational priorities and personal aspirations. Goals should be specific, measurable, and realistic, but also inspiring A strong goal answers two questions: How does this advance JYF’s mission? and How does this help me grow? When we connect our work to purpose, motivation follows naturally.
Another practice is to balance professional objectives with personal development Consider opportunities to expand skills, whether through training, mentorship, or cross‐team collaboration Growth is not only about achieving outcomes, it’s about building capacity to take on new challenges with confidence As leadership expert John C Maxwell reminds us, “If we’re growing, we’re always going to be out of our comfort zone” That discomfort is often the signal of progress
Finally, remember that reflection is as important as planning Take time to acknowledge what went well this year, where you adapted, and how you contributed to our mission Recognizing these successes provides a foundation for setting meaningful goals that stretch us without overwhelming us
As we turn the page to a new year, let’s commit to goals that reflect quality, respect, and purpose By investing in both performance and personal growth, we strengthen ourselves and the culture of JYF together
Recruitment Series Wrap Up pg 5
Moving Past Hesitation with the Reasonable Person Standard pg 7
Holiday Happenings in Our Area pg 8
Staff Spotlight pg. 10
Training Highlights pg 11
Supervisor’s Quick Guide to the Reasonable Person Standard pg 11
Why Timely Accident
Reporting Makers in Workers’ Compensation pg. 12
The Scoop
Shoutout to the Curatorial team and Exhibits team for an incredible and impressive new exhibit! A few of the HR team members attended the walkthrough tour of Following the Dragon and had an amazing time!
Volunteer Corner
by Raeven Chatman, HR Generalist
Volunteer Holiday Party: December 19th, 11-1pm @ CSC
It’s that wonderful time of year filled with holiday cheer and festive events! The Volunteer Program is excited to continue celebrating our amazing volunteers with a Holiday Brunch. We would love for all of our volunteers to join us for light refreshments, fun games, and engaging activities. It’s a perfect opportunity to connect, celebrate, and enjoy the season together.
We hope to see you there; it’s going to be a joyful gathering!
HAPPY WORKIVERSARY
12/10
Josh Cantrell (1 year
Kesha Edmonson (2 years)
Katie Ewell (3 years)
Adriane Lott (12 years)
Heidi McGowan (21 years)
Oliver Newton (21 years)
Nate Rodda (1 year)
Jeff Roshka (3 years)
Parker Slack (1 year)
12/25
Candice Jones (5 years)
Kim Oxley (18 years)
Dates are based on continuous state start date for classified employees and agency start dates for wage employees
Comings & GoingsNovember 2025
Comings:
Whether it be an internal transition or a new hire, congratulations and welcome to JYF!!
Dorian Hansen- Learning Facilitator
Andrew Piovane- Learning Facilitator
Charlotte Baker- Learning Facilitator
Ellie Holter- Learning Facilitator
Noah Ingram- Learning Facilitator
James Coffee- Custodian
Stephanie Johnson- Institutional Giving Officer
William Kelley- Groundskeeper
Gabriel Snead- Custodian
Basil Stewart- NAGPRA Coordinator
Goings:
We appreciate the time and work given to JYF and wish you the best in your next endeavor!
Melanie Wright- Visitor Services Associate
Marina McKinley- Historical Interpreter
Carolyn Molly- Learning Facilitator
Christie Seyglinski- Learning Facilitator
Marco Nickelson- Software Administrator
Recruitment Series Wrap Up
by Lee Ann Shelhorse, Talent Acquisition Manager
Recruitment is a critical function of any organization and in the space of being a public institution there are even more layers, policies and procedures that need to be considered. There is a very business centric side to hiring but there is also the very important human side of hiring. Keeping people centered in the process is what we aspire to. It is a constant cycle of reflection and refining.
From the perspective of the candidate who doesn’t get the opportunity to move forward, this may feel more business than personal. Understandably, this is why we are often asked for clarity in our recruitment processes. Below are some of the most frequent topics we are asked about.
Job postings are created out of the “Position Description” or PD related to the job being recruited for. All positions have a PD that lives in PageUp. Within the job posting are the Knowledge, Skills and Abilities, or KSAs, associated with the position as well as a summary of the job duties. Each applicant is screened by a member of the recruitment team, using the criteria determined by the KSAs.
Once screening is completed it is shared with the Hiring Manager for review, with the highest scoring applicants moving forward to the interview stage.
When interviews are completed, panelists discuss their observations with the Hiring Manager who then considers all the information presented, including the application, resume, cover letter and any other documentation provided by the candidates. The Hiring Manager documents their decision using the selection/nonselection form, and shares with their leadership and HR.
We review for accurate paperwork and ensure that we have followed all laws, policies and procedures related to recruitment and hiring.
HR guides and advises on the process; the Hiring Manager is the decision maker.
Interview panels do not “vote” on candidates. There are no tricks, words, or phrases that will push your resume or application through.
Recruitment Series Wrap Up cont.
Internal candidates have the expectation of confidentiality up until offer time. If you are the successful candidate being considered for the position, we will reach out to your current supervisor for a reference. Their feedback is considered like any other reference. The depth, breadth and volume of the applicant pool may dictate a need for phone screening, or more than one round of interviews. Panels are typically 2-3 people for wage and classified positions. Larger panels are typically reserved for leadership roles.
Leadership roles, technical positions, unique/not-typical positions may need multiple rounds of interviews, a subject matter expert, skills tests and/or more documentation such as longer resumes and cover letters. The Commonwealth of Virginia does offer an Alternative Hiring Process for individuals with a certified disability through the Department for Aging & Rehabilitative Services (DARS) or from the Department for the Blind & Vision Impaired (DBVI). Veterans with a service-connected disability may also qualify. If you need more information about AHR, please reach out and we will gladly assist.
We will always have more candidates than we have opportunities. Watching talent walk away from the table never gets easy. In terms of our own staff, it is important to know that you are valued and what you do matters. You may put yourself up for consideration only to be let down. It does not necessarily mean you were not a good candidate or that you did something wrong. One of the most frustrating points is knowing that you can do everything right and still not get the job. That is why maintaining open, honest, and constructive communication with your supervisor, mentor, leadership and HR teams is so important. Keep working at it and let folks help you. It is ok to be disappointed, upset and maybe even a little angry, what matters is what you do next.
Turn that energy into something that works for you, not against you.
Upcoming Wellness Events
CVC is in full swing and this year we plan to participate as an agency through direct giving We will be hosting a food drive with our partners at the Virginia Peninsula Foodbank. This week you will begin to see collection boxes across all three sites to donate food and person hygiene items.
Twelve Days of Holiday Giveaways begins Monday, December 8th For 12 days (Monday-Friday), HR will spin the Wheel of Names to choose 1 winner each day. Emails announcing the winners will be sent daily. All winners can pick up their gifts from HR through the end of the month. Good Luck! Semper Gumby Fiber Arts –Bring your knitting, crocheting or any needlework project you’re currently working on. Meet with Jay Templin and other JYF staff and volunteers on the 2nd Thursday of each month. The group meets in Jamestown Classroom E, 5:30-7:00 p.m. Contact Jay for more information. Yoga at JYF – the next JYF Yoga class will be on Wednesday, December 17th at 5:30 p.m. in Conference Room A/B at ECSC. Please notify me if you would like to attend virtually.
JYF/American Red Cross Blood Drive – Wednesday January 7th, 10:00 a m – 3:00 p.m., Jamestown Settlement, Classrooms A/B/C - There are many ways you can help, but most importantly we hope you come out to donate or volunteer. To donate, sign up at RedCrossBlood.org.
We wanted to give a quick shoutout to our frontline staff & volunteers after wrapping up a successful busy season! We appreciate your hard work and flexibility with every obstacle that comes along. Thank you for all you do!! -HR
Moving Past Hesitation with the Reasonable Person Standard
by Coy Mozingo, Senior Director of Human Resources & Professional Development
Supervisors carry a unique responsibility in shaping workplace culture. Yet when faced with uncivil behavior, hesitation often creeps in. It is easy to think, “That’s just how they are,” or “They don’t mean anything by it ” Familiarity with a colleague’s habits can make us second guess whether intervention is necessary. But when incivility is normalized, team cohesion suffers, trust erodes, and silence becomes complicity.
DHRM policies, including Civility in the Workplace (Policy 2.35) and Standards of Conduct (Policy 1.60), make clear that supervisors must uphold respect and professionalism. To carry out that responsibility fairly, HR practice applies the reasonable person standard as the lens for evaluating behavior. The question is straightforward: Would a reasonable person, in this environment, find the conduct disrespectful, intimidating, or disruptive? This approach shifts the focus from personal tolerance or familiarity to workplace impact, giving supervisors a clear and consistent benchmark for action.
The reasonable person standard does not mean we expect everyone to think or act the same Each employee brings unique perspectives, and those differences are valued. The standard simply provides a neutral measure so behavior is judged fairly. It ensures civility is assessed by impact, not personality, and that concerns are not dismissed.
Consider the difference between intent and effect. A supervisor might excuse repeated interruptions by saying, “They don’t realize they’re being dismissive.” But intent does not erase impact. If a reasonable person would see the interruptions as undermining collaboration, then the behavior warrants attention The standard helps supervisors move past excuses and focus on the workplace experience.
Ultimately, civility is not about managing personalities, it is about protecting the environment where everyone can contribute fully The reasonable person standard gives supervisors confidence to act, and DHRM policy makes clear they must. By applying it consistently, we build a culture where respect is expected and progress measured by trust, collaboration, and shared purpose.
Holiday Happenings in Our Area
by Raeven Chatman, HR Generalist
It’s that time of year again, when the holidays bring joy, celebration, and plenty of things to do right here in our community! Whether you’re new to the area or a local who hasn’t had the chance to explore, don’t worry, we’ve gathered links and flyers to highlight some of the best places to visit and activities to enjoy this winter holiday season
So, bundle up, grab your coat, and get into the holiday spirit by touring the festive events and attractions happening all around. From cozy gatherings to dazzling displays, there’s something for everyone to enjoy!
Link: Christmas Tips & Events | York County Tourism, VA Yorktown:
Holiday Happenings in Our Area cont.
Williamsburg:
Link: 11 Magical Things to Do in Williamsburg at ChristmasHistoric Virginia Travel
Richmond: Holiday Events Richmond VA | Christmas Events & Festivities
Newport News: EVENTS - Newport News Parks & Recreation
For more additional events:
Staff Spotlight: Allison Halpin
by Sue Trettin, HR Specialist
Have you met the newest member of the HR team?
Allison Halpin is our new Training & Development Manager. Originally from the Upper Peninsula in Michigan, as a child, she had two dream jobs – to be a veterinarian and to join the military Her early career included working as a lifeguard, a swim coach and as a manager for a city marina. After earning an associate’s degree in criminal justice, she joined the U.S. Coast Guard, fulfilling part of her dream jobs. During her enlisted time, she also earned a bachelor’s degree in psychology and an MBA from the University of Massachusetts. Read below to learn more about Allison!
If you could travel anywhere in the world, where would you go?
I love to travel and hope to visit all 50 states – I’ve been to 30 so far. I’d also love to go on a mediterranean cruise and visit Switzerland, Iceland and Norway
What are you most passionate about outside of work?
My dog, Aurora She’s a mini Aussie and Corgi mix I love to be outside and stay active Aurora and I go on long hikes together
What’s a fun fact about yourself that most people wouldn’t know?
While stationed in Hawaii, part of my job in the Coast Guard was to take TV camera crews (who usually got seasick) out to sea for filming. I was on NCIS-Hawaii twice in their 2nd season and then on the CMT channel. What makes you laugh the hardest?
My boyfriend – he’s very funny and makes me laugh. I also love people watching and like to see how people act & behave While in Hawaii, I lived on the 34th floor and would watch people on the street below Once I saw someone steal a wreath As the cops tried to chase him down, he jumped into the bed of a pick-up truck that was going past and went on down the road I never knew if he ever got caught
If you could have one superpower for a day, what would it be and what would you do with it?
I’d be a time traveler and travel 5 years into the future. I’d get the winning lottery numbers and then return home.
What’s the best advice you’ve ever received?
While in the Coast Guard, one of my officers taught me: Know my job ~Know my people ~Know my limits
What advice would you give to someone new starting at JYF?
Get to know every different department and everyone’s job within each department. Take a guided tour at both museums.
What’s your go-to karaoke song?
Love the Way You Lie by Eminem
Supervisor’s Quick Guide: Enforcing Civility with the
Reasonable Person Standard
by Coy Mozingo, Senior Director of HR&PD
Know your responsibility. DHRM policies
Civility in the Workplace (Policy 2.35) and Standards of Conduct (Policy 1.60) require supervisors to uphold respect and professionalism.
Define “reasonable ” A reasonable person is objective, impartial, and guided by common workplace expectations. It does not mean “average” or “ordinary,” but a neutral benchmark for fairness: how someone exercising sound judgment would likely perceive the behavior in the same environment.
Ask the key question. Would a reasonable person, in this environment, find the conduct disrespectful, intimidating, or disruptive?
Focus on impact, not intent. Even if someone “doesn’t mean it,” the effect on team cohesion and trust is what matters.
Ensure consistency. The standard provides a neutral measure so behavior is judged fairly, not based on personalities or familiarity. Address issues promptly. Frame feedback around impact: “When you interrupt, others lose the chance to contribute.” Keep the focus on workplace outcomes, not personal blame.
Training Highlights
Thank you for everyone that participated in State of the Foundation!
Keep a lookout for the 2026 Q1 Winter Training calendar coming out December 15 !th
To sign up for these sessions, please use the Commonwealth of Virginia Learning Center (COVLC).
If you have questions about the COVLC or these courses, please email allison halpin@jyf virginia gov
Why Timely Accident Reporting Matters in Workers’ Compensation
by LaTroya Flemming, Benefits & Compliance Manager
Workplace safety is a shared responsibility, and one of the most important ways we keep our workplace safe is through timely and accurate reporting of workplace injuries and incidents. Whether an injury seems minor or serious, reporting it immediately makes a meaningful difference (and yes , “I thought it would just go away” is very common ��).
When an injury occurs, completing an accident report as soon as possible helps employees receive medical care without unnecessary delays. It also allows Workers’ Compensation claims to move smoothly and helps the organization meet required state reporting deadlines These timelines are strict, and missing them can lead to delayed benefits, denied claims, or compliance issues and nobody wants that kind of paperwork headache.
Unfortunately, reporting delays are becoming more common. Many people wait days or even weeks to report an injury because it seemed minor at first or they hoped a little rest would fix everything. While we admire the optimism, injuries have a sneaky way of getting worse over time Late reporting also makes it harder to clearly document what happened, when it happened, and how it happened. Timely reporting really does benefit everyone. Employees are better protected, supervisors can act quickly to prevent repeat incidents, and the organization stays safe, compliant, and running smoothly It also helps us spot trends and fix hazards before someone else has to learn the hard way.
If you experience a workplace injury, notify your supervisor immediately and complete the required Employee Accident Report and Panel of Physicians Form if you plan to see a doctor. You can also use the form to document if you’re choosing not to see a doctor and complete an Incident Report to provide to Ray Hoyle (Safety & Security Manager) as soon as possible (not next week, not after your cousin looks at it ��). Don’t wait to see if it “just gets better.” Even small incidents matter and should be documented. Prompt reporting protects your health, preserves your eligibility for Workers’ Compensation benefits, and helps us meet required deadlines Plus, your quick action helps prevent future injuries for your coworkers.
Remember: Report it as it happens. Your safety matters. Your health matters. And yes… even if it “doesn’t hurt that bad.”
