Clinical Laboratory Scientist (Quality Manager)

We need to output HTML fragment with sections: About the role? Not present. Responsibilities? Duties section present. Requirements? Qualifications? Skills? Benefits? Pay? Schedule? We must include only sections with real specific content. We have: - Summary: mentions EDRP eligibility. That's a benefit? It's a program. Could be under Benefits? It's a specific program. The instruction: include a section only when posting has real, specific content for it. So we can have a Benefits section describing EDRP. Also Pay: "Competitive salary and regular salary increases" plus mention of step rate. That's specific enough? It says "Competitive salary and regular salary increases". That's vague but still content. Might be okay. Also Paid Time Off details, Parental Leave. Those are benefits. So Benefits section can include EDRP, PTO, Parental Leave. - Schedule: "Work Schedule: Monday - Friday - 6:30 a/m- 3:00 p.m PST (Hours may vary depending on agency's need.)" That's specific. So Schedule section. - Qualifications: There's a big block about Basic Requirements, Certification, etc. That's qualifications. So Qualifications section. - Responsibilities/Duties: Duties block. So Responsibilities section. - Knowledge - Skills and Abilities: That's Skills section. - Preferred Experience: maybe part of Skills or Qualifications? Could be under Skills. - Also mention "Total Rewards of a Allied Health Professional" maybe part of Benefits. We must not repeat job title as heading. No Job ID. We must use

for section headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information, not invent or summarize away detail. Must not omit details. Must not create sections with filler like "commensurate with experience". We have specific content. We need to decide how to structure lists. Qualifications: Many subpoints: Citizenship, English Language Proficiency, Education, Certification (with many details), Non-Certified exception, Failure to Obtain Certification, Loss of Credential, Grandfathering Provision, GS-12 Grade Determinations (including specialized experience examples), Knowledge - Skills and Abilities (KSAs), Preferred Experience. We could break into sub-sections? But only allowed headings are the predefined list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule, Pay. We cannot add custom headings. So we must fit all qualification details under Qualifications heading (or maybe Requirements). The instruction: Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose which of those headings to use. We need to include sections only when posting has real specific content for it. We have content for Responsibilities, Qualifications, Skills, Benefits, Pay, Schedule. Possibly also Requirements? But Requirements may overlap with Qualifications. The posting has "Basic Requirements" etc. Could be under Requirements. But we already have Qualifications. To avoid duplication, we could put basic requirements under Requirements, and qualifications under Qualifications? But the instruction says use those headings as examples; we can use any of them. We need to decide best mapping. We have "Basic Requirements" section (Citizenship, English Language Proficiency, Education, Certification). Then later "GS-12 Grade Determinations" etc. Also "Knowledge - Skills and Abilities". Then "Preferred Experience". So we could treat: - Requirements: Basic Requirements (Citizenship, English Language Proficiency, Education, Certification details). Could also include Non-Certified exception etc? Might be part of Requirements. - Qualifications: GS-12 Grade Determinations (specialized experience) plus maybe Knowledge - Skills and Abilities? But KSAs are more skills. - Skills: Knowledge - Skills and Abilities (KSAs) plus Preferred Experience. - Benefits: EDRP, PTO, Parental Leave. - Pay: Competitive salary and regular salary increases, step rate. - Schedule: Work schedule. - Responsibilities: Duties. We must not create sections with filler. Ensure each heading has substantive content. Let's extract details precisely. First, EDRP details: Summary: "This position is eligible for the Education Debt Reduction Program (EDRP) - a student loan payment reimbursement program. You must meet specific individual eligibility requirements in accordance with VHA policy and submit your EDRP application within four months of appointment. Program Approval - award amount (up to $200 -000) and eligibility period (one to five years) are determined by the VHA Education Loan Repayment Services program office after complete review of the EDRP application." Note: there is a typo "$200 -000" likely means $200,000. We'll preserve as written? Probably keep "$200 -000". We'll keep exactly. Also later: "EDRP Authorized: Former EDRP participants ineligible to apply for incentive Contact VHA.ELRSProgramSupport@va.gov - the EDRP Coordinator for questions/assistance Learn more" We'll include that. Paid Time Off: "Paid Time Off: 37-50 days of annual paid time offer per year (13-26 days of annual leave - 13 days of sick leave - 11 paid Federal holidays per year) Selected applicants may qualify for credit toward annual leave accrual - based on prior [work experience] or military service experience" Parental Leave: "Parental Leave: After 12 months of employment - up to 12 weeks of paid parental leave in connection with the birth - adoption - or foster care p" (cut off). We'll keep as is. Pay: "Pay: Competitive salary and regular salary increases When setting pay - a higher step rate of the appropriate grade may be determined after consideration of higher or unique qualifications or special needs of the VA (Above Minimum Rate of the Grade)" Schedule: "Work Schedule: Monday - Friday - 6:30 a/m- 3:00 p.mPST (Hours may vary depending on agency's need.)" Now Responsibilities/Duties block: starts after "Total Rewards of a Allied Health Professional The Clinical Laboratory Scientist (CLS) (Quality Manager) serves as a consultant - facilitator - trainer - and technical advisor to staff at all levels to ensure facility compliance with clinical laboratory accreditation and regulatory standards that include - but are not limited to: Joint Commission (JC) - College of American Pathologists (CAP) - and the Office of the Inspector General (OIG)Duties may include - but are not limited to:" Then a long list of duties each starting with a verb. We'll need to put them in

  • . We must preserve all substantive information; not invent or summarize away detail. So we need to include each duty bullet. Let's extract duties list: - Ensures the laboratory maintains continuous readiness and supports the organization's performance improvement and patient safety programs - Maintains a laboratory performance improvement program - Ensures monitoring of components and customer feedback - and interacts with management officials and organizations involved in inter-laboratory quality assurance and proficiency testing - Develops - implements - and performs quality management policy review - Advises lab management on quality management concerns that could impact other services and assists with the necessary follow ups - Identifies current lab functions needing improvement and develops a plan with associated individuals to implement change and monitor improvement - Uses comprehensive knowledge for statistical evaluation and analysis and understands laboratory operations and the laboratory's relationship to the organization - Follows laboratory quality control/assurance practices based on policies - procedures - and principlesevaluates and implements new techniques and procedures to address laboratory quality including development of validation plans in terms of equipment - method comparison - and establishment of reference intervals using statistical methods and theoretical knowledge - Provides oversight - guidance - and advice to develop required quality assurance monitors and focused reviews - Provides consultative services for laboratory-related root cause analysis - health care failure mode effect analysis - and sentinel events and develops action plans and outcome measures - Establishes processes to monitor compliance with policies - identify patterns and/or trends - and ensure findings from quality management activities and performance improvement initiatives are used to redesign systems to improve quality - Implements surveillance procedures to monitor variables that affect quality of services - Evaluates - interprets - and teaches others to use quality control procedures and implement corrective actions Note there is a typo: "principlesevaluates". We'll keep as is. Now Requirements/Basic Requirements: - Citizenship: Be a citizen of the United States (U.S.) Non-citizens may be appointed when it is not possible to recruit qualified citizens in accordance with 38 U.S.C.7407(a) - English Language Proficiency: Candidates must be proficient in spoken and written English in accordance with 38 U.S.C.7403 (f) - Education: A bachelor's degree or higher from an accredited college or university - Certification: Candidates must meet one of the certification options below - Generalist certification as an MLS given by ASCP BOC or AMT - Generalist certification as an MT given by ASCP BOR or AMT - Categorical certification or Specialist certification by ASCP or AMT NOTE: Categorical and specialist certifications are not acceptable for CLS Generalist positions or lab sections unrelated to the categorical or specialist certification held Categorical or specialist certifications are acceptable for higher-graded positions within the relevant lab section or one of the non-section specific assignments (including - Ancillary Testing Coordinator - Education Coordinator - Laboratory Information Manager - Quality Manager - Laboratory Manager - Regional Technical Specialist - National Quality and Compliance Agent - Regional Program Manager - Regional Director - Laboratory Director - or National Quality and Compliance Officer) - Certification cont - Exception for Non-Certified: Applicants who do not currently hold valid certification may be hired by VA and actively work toward their certification if they meet one of the routes identified in Appendix A that makes them eligible to take the MLS certification exam through the ASCP BOC or the MLS certification exam through AMT Certification Agency - Non-Certified applicants who otherwise meet the eligibility requirements for licensure may be given a temporary appointment CLS under the authority of 38 U.S.C.7405(c)(2) - Non-Certified individuals may only provide care under the supervision of a certified CLS at or above the FPL - Non-certified individuals may only be appointed at the entry level and may not be promoted/converted until certification is obtained - Temporary appointments of non-certified CLS may not be extended beyond 2 years or be converted to a new temporary appointment - Failure to Obtain Certification - In all cases - CLSs must actively work to meet requirements for certification starting from the date of their placement into the occupation - At the time of appointment - the Human Resources (HR) Office staff - in collaboration with the supervisor - will provide the employee with the written requirements for certification - including the time by which the certification must be obtained and the consequences for not becoming certified by the deadline - Failure to obtain certification during this time period may result in separation from employment - Loss of Credential - If an employee fails to maintain the required certification - management officials - in collaboration with HR Office staff - must immediately remove the employee from duties and responsibilities associated with this occupation - This may also result in separation from employment - If a CLS currently has - or ever had - their CLS certification revoked - suspended - denied - restricted - limited - or issued/placed in a probationary status - HR Office staff must appoint them according to the provisions in VA Handbook 5005 - Part II - Chapter 3 - Section B - paragraph 16 - Grandfathering Provision - Employees in VHA in this occupation under a permanent - appropriate - and legal placement on the effective date of this qualification standard - are considered to have met all qualification requirements for the grade and/or assignment held - including positive education and certification where applicable