Medical liaison officer job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Medical liaison officer in details. A complete job description concludes Medical liaison officer key duties/responsibilities, Medical liaison officer job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Medical liaison officer duties:

1. Serve as advisor and consultant to medical and administrative staff and other uniformed medical treatment personnel
2. Provide specialized assistance, administrative counseling and individualized guidance concerning the DOD Disability Evaluation System (DES)
3. Responsible for administrative support in the processing of assigned medical administrative and recording of medical board findings and for maintaining complete case files
4. Coordinate activities with HQ Air Force and other Services pertinent offices
5. Provide administrative counseling and advice to all Uniformed Service personnel, or their next of kin (NOK) in incompetence cases, on the DOD Disability Evaluation System (DES) medical board procedures, findings and recommendations
6. Ensure that each individual/next of kin completely understands the system and advise them of their rights to participate in the process
7. Advise members/next of kin of Medical Board action, its ramifications and their rights to appeal if desired
8. Assist members in their preparation of appeal/rebuttal to insure their desires conform to the limits imposed by regulations and the law
9. Ensure each narrative summary and all supporting documentation are properly completed in a manner to allow for review, rating and final adjudication within the Office of the Secretary of the Air Force or appropriate Secretariat level for the pertinent Service
10. Obtain available records and supporting documents to assist the MEB and councils in their determinations
11. Advise physicians on irregularities and omissions in their case write up / record and rejects any cases determined not to be properly completed
12. Responsible for initiating and obtaining final approved copies of Line-of-Duty Determinations on all cases where diagnosis is trauma incurred and participates in Medical Board hearings as advisor and recorder
13. Initiate recall of cases from any level of the disability system
14. Responsible for case until re-entry into the system is accomplished
15. Obtain member/next of kin approval/disapproval when such action is deemed advisable and advises all offices etc. of action taken
16. Responsible for insuring procedural actions are accomplished on Air Force personnel hospitalized or evaluated at other uniformed services medical facilities
17. Co-ordinate all disability actions under Army, Navy, Coast Guard, Marine, NOAA and USPHS directives to insure accurate case processing

II. List of Medical liaison officer qualifications

1. Must possess knowledge in medical terminology, diagnosis, operations, psychiatric impairment terminology and its applications
2. Experience/familiarity with Disability Evaluation System (DES) in the U.S. Military Services, including specific familiarity with Medical Evaluation Board processes and requirements such as those in AFI 41-210 and AFI 48-123
3. Must possess knowledge of the Physical Disability Processing System and medical standards as implemented by AFI 36-32 12, AFI 41-210, AFT 48-123, DODD 1332.18, DODI 1332.38 and DODI 1332.39
4. Must possess knowledge of Chapter 61, Title 10, United States Code and provisions of Title 38, US Code as these laws set forth provisions for disability for the Armed Forces and Veterans Administration. Since the interaction between the two laws must be fully understood by member being briefed it is imperative that incumbent possesses full knowledge of both
5. Must possess knowledge of Army, Marine, Navy, Coast Guard and Public Health as well as ANG/RES medical board's procedures as outlined in various regulations such as Army Reg. 40-50 1 and 635-4, Naval SECNAVINST 1850.4C and 6100.3 and Coast Guard CG-4920. Knowledge with regard to the availability and use of the Board of Correction Military Record
6. Experience includes working as a former PEBLO or administrative technician within the DES system for at least one (1) year in the last six (6) years
7. Shall have and maintain a current Basic Life Support (BLS) certification

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.