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COMMISSIONED CORPS OF THE UNITED STATES PUBLIC

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					                                                      Chief, Dental Staff Development Officer         1


  COMMISSIONED CORPS OF THE UNITED STATES PUBLIC HEALTH SERVICE
                BILLET COMPLETION INSTRUCTIONS

                Professional Advisory Committees – Standard Billet Creation


Row 1 – Position ID Number – Leave this cell blank. It will be completed, later in the process,
by OCCO staff.

Row 2 – Position Title – Chief, Dental Staff Development Officer (O6) - C


Row 3 – Civil Service Series – 0680 Dental Series
Click on the corresponding SELECTION cell. Then click on the down arrow that appears to
reveal the dropdown menu. Carefully review and then select the Civil Service Series
classification that most closely approximates the Corps title of the standard billet you are
creating (for the example used above, this would be 0602 – Medical Officer Series). For more
information on Civil Service Series, visit https://www.opm.gov/fedclass/index.asp.
Example: 0602 – Medical Officer Series

Row 4 – Standard Duties – Responsible for the Area wide coordination of dental staff
development programs including continuing dental education and long term training. Monitors,
analyzes and projects trends in dental staffing to meet present and future needs. Coordinates
dental recruitment activities for the Area/Agency. Serves as the principal advisor to the Director
of the IHS Division of Oral Health on matters pertaining to dental informatics, oral health
promotion and disease prevention. National responsibilities as determined by the Director, IHS
Division of Oral Health. Provide clinical dental services on an intermittent basis.


Type two to three sentences, in this cell, which generally captures the essence of responsibilities
associated with the standard billet you are creating.
Example: Assists in the development and coordination of medical policies and guidelines to
carry out Agency objectives. Provides advice on the clinical management and treatment of
patients and ensures clinical competency of medical teams and disaster response teams.

Row 5 – Sensitivity – Click on the corresponding SELECTION cell. Then click on the down
arrow that appears to reveal the dropdown menu. Carefully review and then select the
Sensitivity level that corresponds to the standard billet you are creating as follows (note: ADP =
positions that include duties and responsibilities related to the organized collection, processing,
transmission, or dissemination of information in accordance with defined procedures by
automated means is a computer/Automated Data Processing position):
    1. Non-Sensitive (Level 1) positions have a potential for limited impact on the HHS mission
        in terms of efficiency of the service. All positions that do not fall into one of the higher
        sensitivity designations are Non-Sensitive positions.
    2. Non-Critical-Sensitive (Level 2) positions have a potential for moderate to serious impact
        involving duties of considerable importance to the HHS mission with significant program



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                                                      Chief, Dental Staff Development Officer      2


       responsibilities that affect the efficiency of the service (e.g. SES and equivalent positions
       not covered under Critical-Sensitive designations and GS 13-15 equivalent positions that
       clearly involve fiduciary, public contact, or other duties that may directly or indirectly
       adversely affect the overall operations of the HHS and duties that demand a high degree
       of confidence or trust.)

   3. Critical-Sensitive (Level 3) positions have a potential for exceptionally grave impact
      involving duties of clearly major importance to the HHS mission with major program
      responsibilities which affect the efficiency of service (e.g. heads of OPDIVs,
      STAFFDIVs, and PHS Agencies; directors and deputy and associate directors of offices,
      centers, laboratories, and divisions have major or significant duties and responsibilities;
      and positions having fiduciary, public contact, or other duties demanding the highest
      degree of confidence and trust.)
   4. Special-Sensitive (Level 4) positions have a potential for inestimable impact involving
      duties especially critical to the HHS mission with broad scope and authority
      (worldwide/nationwide and overall direction of major government programs) or other
      extremely important responsibilities that affect the overall efficiency of the service (e.g.
      heads of OPDIVs, STAFFDIVs, and PHS agencies.)
   5. Non-Sensitive (ADP) (Level 1C) positions have the potential for prejudicial damage to
      the computer security of a significant ADP. This includes all ADP positions not falling
      into one of the other sensitivity levels (e.g. positions that input and receive output data
      which requires no controlled access dissemination.)
   6. Non-Critical-Sensitive (ADP) (Level 2C) positions have the potential for serious damage
      to ADP computer security (e.g. positions where the incumbent is responsible for the
      direction, planning, design, operation, or maintenance of a computer system and whose
      work is technically reviewed by a higher authority at the Critical-Sensitive level.)
   7. Critical-Sensitive (ADP) (Level 3C) positions have a potential for exceptionally grave
      damage to the computer security of a significant ADP (e.g. positions where the
      incumbent is responsible for the planning, direction, and implementation of a computer
      security program.)
   8. Special-Sensitive (ADP) (Level 4C) positions have a potential for inestimable damage to
      the computer security of a significant ADP.

Row 6 – Security Clearance Requirements – Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Select the Security
Clearance Requirements level that corresponds to the standard billet you are creating as follows:
   1. Not Required
   2. Confidential security clearance is required where the officer occupying the position
       would have the need to have access to information whose release could result in damage
       to national security.
   3. Secret security clearance is required where the officer occupying the position would have
       the need to have access to information whose release could result in serious damage to
       national security.
   4. Top Secret security clearance is required where the officer occupying the position would
       have the need to have access to information whose release could result in grave damage
       to national security.



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                                                         Chief, Dental Staff Development Officer      3



Row 7 – Professional Category – Dental
This cell already contains the professional category associated with this billet template.


Row 8 – Functional Group – Click on the corresponding SELECTION cell. Then click on the
down arrow that appears to reveal the dropdown menu. Select the Functional Group that
corresponds to the standard billet you are creating. The definitions and defining criteria for
Functional Groups are attached to these instructions as ATTACHMENT A.
    1. Clinical
    2. Applied Public Health
    3. Research
    4. Mental Health

Row 9 – Career Track – Do not enter anything in this cell. Selection contents to be determined.

Row 10 – Impact of Direction Given by Incumbent* - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu as
reflected below. Carefully review and then select the Impact level that corresponds to the
standard billet you are creating.

     1. Non-supervisory
     2. Serves as the team leader. Distributes and balances the workload, schedules timely
        accomplishment of tasks, provides instruction related to job techniques, and exercises
        limited administrative control over team members.
     3. Serves as a first line supervisor of staff. Plans, schedules, assigns, and directs work;
        ensures adequate training of staff; exercises complete administrative control over
        subordinates; and carries out program policies.
     4. Serves as a manager. Plans, schedules, and assigns work to be accomplished by
        subordinate organizational units, determines and sets program policies and goals, initiates
        organizational changes, delegates authority to subordinate supervisors, and holds these
        supervisors responsible for the performance of their organizational units.

Row 11 – Number Supervised or Number on a Respective Team* - Click on the
corresponding SELECTION cell. Then click on the down arrow that appears to reveal the
dropdown menu as reflected below. Select the Number Supervised or Number on a Respective
Team that corresponds to the standard billet you are creating.

     1.   0
     2.   1 to 2
     3.   3 to 10
     4.   11 to 40
     5.   41 to 150
     6.   151 to 650
     7.   More than 650

Row 12 – Education* - Click on the corresponding SELECTION cell. Then click on the down
arrow that appears to reveal the dropdown menu as reflected below. Carefully review and then


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                                                         Chief, Dental Staff Development Officer          4

select the Education level that corresponds to the standard billet you are creating. Education is
defined as the successful completion of an accredited formal training program in a school or other
institution for which a professional degree is awarded. This is a reflection of the minimum educational
requirements to perform the assigned duties and responsibilities of the billet.


     1.   None
     2.   No B.A./B.S. Degree Required
     3.   Baccalaureate Degree
     4.   Masters Degree
     5.   Doctorate Degree
     6.   Doctorate Degree and Additional Degree
     7.   Doctorate Degree and Board Certification (MD, DDS, PhD, DO)

Row 13 – Additional Training - Click on the corresponding SELECTION cell. Then click on
the down arrow that appears to reveal the dropdown menu. Carefully review and then select the
category-specific Additional Training level that corresponds to the standard billet you are
creating. You may make as many as five selections for this component by clicking the
corresponding dropdown menus in columns C, D, E, F, and G.
 1) Approved internship; approved residency--Training in a hospital dental internship or
    residency approved by the Council on Dental Education of the American Dental
    Association.
 2) Graduate-level study--Either dental graduate study leading to an advanced degree such as
    Master of Science, or postgraduate (nondegree) dental school study involving a level of
    instruction comparable to that provided in a graduated degree program.
 3) Board eligibility--Qualification for examination by a national certifying board as a result
    of having met the advanced training program requirements for a dental specialty.
 4) National certifying board--An examining board in a special area of dental practice
    recognized by the Council on Dental Education of the American Dental Association.
 5) Other
 6) None

Row 14 – Additional Training (Specific Information) – Type in two or three descriptive words
(if necessary) to provide specificity for the Additional Training specified in the previous row.
You may type in as many as descriptions for this component by clicking the corresponding cells
in columns C, D, E, F, and G
      None




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                                                    Chief, Dental Staff Development Officer      5




Row 15 – Certification/Registration Required* - Click on the corresponding SELECTION
cell. Then click on the down arrow that appears to reveal the dropdown menu. Carefully review
and then select the category-specific Certification/Registration required that corresponds to the
standard billet you are creating. You may make as many as five selections for this component by
clicking the corresponding dropdown menus in columns C, D, E, F, and G.


     24. Board Eligible - Dental Public Health
     25. Board Eligible - Endodontics
     26. Board Eligible - Oral and Maxillofacial Pathology
     27. Board Eligible - Oral and Maxillofacial Radiology
     28. Board Eligible - Oral and Maxillofacial Surgery
     29. Board Eligible - Orthodontics and Dentofacial Orthopedics
     30. Board Eligible - Pediatric Dentistry
     31. Board Eligible - Periodontics
     32. Board Eligible - Prosthodontics
     33. Board Eligible - General Dentistry
     34. Board Eligible – Oral Medicine Specialists
     35. None


Row 16 – Certification/Registration Required Deferment (Years) - Click on the
corresponding SELECTION cell. Then click on the down arrow that appears to reveal the
dropdown menu. Carefully review and then select the Certification/Registration Deferment time
(if any) that is acceptable between the time that the officer receives orders and the subject
Certification/Registration (Row 14) is achieved. You may make as many as five selections for
this component by clicking the corresponding dropdown menus in columns C, D, E, F, and G.

     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5


Row 17 – Licensure Required - Click on the corresponding SELECTION cell. Then click on
the down arrow that appears to reveal the dropdown menu. Carefully review and then select the
category-specific Licensure required that corresponds to the standard billet you are creating.
You may make as many as five selections for this component by clicking the corresponding
dropdown menus in columns C, D, E, F, and G.

 1) Current, unrestricted, and valid dental license to practice in one of the 50 States;
    Washington, DC; Commonwealth of Puerto Rico; U.S. Virgin Islands; or Guam.
 2) None
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                                                           Chief, Dental Staff Development Officer          6




Row 18 – Licensure Required Deferment (Years) - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review and then select the Licensure Deferment time (if any) that is acceptable
between the time that the officer receives orders and the subject licensure (Row 17) is achieved.
You may make as many as five selections for this component by clicking the corresponding
dropdown menus in columns C, D, E, F, and G.

       1.   None
       2.   1
       3.   2
       4.   3
       5.   4
       6.   5


Row 19 – Minimum Experience Required (Type) - Click on the corresponding SELECTION
cell. Then click on the down arrow that appears to reveal the dropdown menu. Carefully review
and then select the Minimum Experience Required (Type) that corresponds to the standard billet
you are creating. You may make as many as five selections for this component by clicking the
corresponding dropdown menus in columns C, D, E, F, and G.
 1) Professional dentistry experience and/or training.
 2) Postgraduate hospital training in the form of an approved residency program (general
    practice or specialty), or comparable experience as a dentist member of a hospital medical
    staff actively involved in hospital dental care.
 3) Professional dentistry experience and/or training equivalent to at least that of a Board
    eligible.
 4) Certification as a diplomate by a national certifying board for a specialized area of
    practice.
 5) None

Row 20 – Years of Experience (Duration)* - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Select the Years of
Experience (Duration) minimum requirement that corresponds to the standard billet you are
creating. Experience requirements include years of progressively responsible experience necessary for
the average officer in his/her particular profession to acquire the proficiency, dexterity, skills, knowledge,
and development of the professional expertise necessary for satisfactory performance in the billet. You may
make as few as many as five selections for this component by clicking the corresponding
dropdown menus in columns C, D, E, F, and G.




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                                                   Chief, Dental Staff Development Officer       7


* Grading Factor Component



 1. 0
 2. 1
 3. 2
 4. 3
 5. 4
 6. 5
 7. 6
 8. 7
 9. 8
 10. 9
 11. 10 or more




                         Agencies – Position-Specific Billet Creation

Step 3 – Move directly to the Position-Specific COMPONENTS which begin with Row 21.
The Standard COMPONENTS have been established by the Commissioned Corps category
Professional Advisory Committees and MUST NOT be altered. Complete the Position-Specific
COMPONENTS section as follows:

Row 21 – Last Name of Officer – Type in the last name of the officer currently occupying the
position.

Row 22 – First Name of Officer – Type in the first name of the officer currently occupying the
position.

Row 23 – PHS Number of Officer - Type in the five digit PHS number of the officer currently
occupying the position.
1) Agency for Healthcare Research and Quality
2) Agency for Toxic Substances and Disease Registry
Row 24 – Agency - Click on the corresponding SELECTION cell. Then click on the down
3) Bureau of Prisons
arrow that appears to reveal the dropdown menu. Select the Agency that corresponds to the
4) Centers for Disease Control and Prevention
position-specific billet you are creating.
5) Department of Homeland Security
6) Department of Justice
7) Environmental Protection Agency
8) Food and Drug Administration
9) Health Care Financing Administration
10) Health Resources and Services Administration
11) Indian Health Service
12) National Institutes of Health
13) Office of the Secretary – DHHS
14) Program Support Center – DHHS
15) Substance Abuse and Mental Health Services Administration
16) Other Non-DHHS
                                           Page 7 of 25
                                                    Chief, Dental Staff Development Officer       8




Row 25 – Organization – Type in the Organization, within the respective agency, in the
corresponding SELECTION cell. For example, “Maternal and Child Health Bureau” (HRSA),
“Keams Canyon Service Unit” (IHS), etc..

Row 26 – Geographic Location – State - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu. Select the State (where the
position is located) that corresponds to the position-specific billet you are creating.

All US States + AMERICAN SAMOA, FEDERATED STATES OF MICRONESIA,
GUAM, MARSHALL ISLANDS, MARSHALL ISLANDS, PALAU, PUERTO RICO,
VIRGIN ISLANDS,

Row 27 – Geographic Location – City/Zip Code - Type in the City and Zip Code (separated by
a forward slash [“/”] and no spaces) where the position is located that corresponds to the
position-specific billet that you are creating, in the corresponding SELECTION cell.

Example: Phoenix/85014

Row 28 – Position-Specific Duties - Type two to three sentences, in this cell, which further
elaborate upon the Standard Duties captured in Row 4.

Row 29 – Position Identification - Do not enter anything in this cell. Selection contents to be
determined.


Row 30 – Supervisory Responsibility - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu. Select the number that most
closely approximates the actual number of federal staff rated by the incumbent and the non-
federal public and private sector staff directly supervised by the incumbent.

     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5
     7.   6
     8.   7




Row 31 – Complexity of Contribution* - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu as reflected below. Carefully


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                                                          Chief, Dental Staff Development Officer          9

review and then select the Complexity of Contribution level that corresponds to the position-
specific billet you are creating. The level of effort impact is described in seven potential
subfactor levels. These range from the accomplishment of specific tasks characteristic of
the professional trainee to the accomplishment of work at the full operating level; work of
exceptional difficulty or responsibility; or responsibility for a complete professional service
which can extend to responsibility for a professional program of world-wide scope and
importance.
 1) Contribution commensurate with that of a professional trainee level officer. The incumbent performs
    specific, discrete tasks. There is little or no choice in deciding what tasks need to be done. The officer
    carries through with commitments.

 2) Contribution commensurate with the work of an entry intermediate level officer in research, clinical or
    administrative fields. Performs a variety of professional tasks of above average technical difficulty in
    conformance with established criteria and guidelines. Efforts are directed toward the enhancement of
    the social, physical, and economic well-being of individuals; the conduct of field or laboratory
    investigations; and/or the design or operation of systems, programs, or equipment. The officer works
    collaboratively..

 3) Contribution commensurate with the work of an intermediate level officer, such as a senior independent
    investigator in research presenting recognized exceptional difficulty. The officer has the ability to
    understand measured risks. The performance of duties and acceptance of responsibilities is
    recognized to be substantially above entry level in technical and administrative fields. The officer
    performs unusual or complex professional tasks without the benefit of close guidance. He/she
    independently establishes criteria, formulates approaches, and evaluates efforts.

 4) Contribution commensurate with the work of an expert/specialized level officer, such as
    accomplishment of a complete designated research project or provision of a complete specific
    professional or administrative service for a hospital or a population group. The officer makes decisions
    and is always prepared and flexible regarding what needs to be done when unusual circumstances
    develop, during variations in approach, and in the presence of incomplete or conflicting data.

 5)    Contribution commensurate with the work of a managerial/senior specialist level officer, such as
      accomplishment of a research program (a group of concurrent projects), provision of complete clinical
      service encompassing several professional fields; accomplishment of varied duties requiring many
      different and unrelated processes and methods that are applied to a broad professional or
      administrative program. The officer functions independently to ensure planning, development,
      implementation, and evaluation of entire projects or provision of complete services. He/she
      maintains willingness to delegate tasks or to empower others. The officer isolates and defines
      unknown conditions; develops new theories, resolves critical problems. Results may influence the
      development of major aspects of related administrative or scientific programs.

 6) Contribution commensurate with the work of a professional program of at least division level and of
    nationwide scope and importance, such as service at the top level of each bureau of PHS. The officer
    recognizes and supports the high level performance of others. He/she plans, develops, implements,
    and evaluates vital administrative or scientific programs consisting of several projects/services.
    Programs are essential to the mission of the health agency and/or PHS and affect large numbers of
    people on a long-term or continuing basis.

 7) Contribution commensurate with that of a professional or technical program of at least bureau level and
    of worldwide scope and importance. The officer envisions the future and focuses on the overall plan.



Row 32 – Criticality of Judgment* - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu as reflected below. Carefully


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                                                           Chief, Dental Staff Development Officer 10

review and then select the Criticality of Judgment level that corresponds to the position-specific
billet you are creating. The effect of personal judgment is described in six potential subfactor levels,
beginning with a level at which there may be little opportunity for judgmental failure and progressing
to judgmental failure which may cause serious injury or death to a person or may be of great importance
in that it can cause serious impairment to a professional program, activity, or research effort.


 1) Effect of error is of little importance. There is a close review of work and there are controls in place that
    impact the outcome of work. There is minimal opportunity for judgmental failure and unlikely impact
    beyond the organizational unit.

 2) Effect of error could cause delay in the research or service that the incumbent performs. The officer
    exercises independent judgment in accomplishment of a variety of professional tasks. The officer’s
    judgment affects productivity, quality, and timeliness of service or product. Judgmental failure may
    cause delay or reduce productivity or quality.


 3) Effect of error can cause delay in service of others in pursuance of a research project or otherwise
    recognized block of professional or administrative work. Judgment affects outcome of complex or
    highly technical processes and may affect the work of others or the success of an experiment, project,
    or administrative process. Judgmental failure could seriously affect the social, physical, and economic
    well being of one or more individuals. Failure of an experiment or administrative or technical process
    may waste efforts and resources of others.

 4) Effect of error can cause impairment of a research program or professional or administrative service.


 5) Effect of error can cause serious impairment to an organization's research effort or to a professional or
    administrative service of a nationwide scope. Error may affect the well being of a substantial number of
    people.

 6) Effect of error is of greatest importance because this error can cause the failure of a significant portion
    of the service's research or service programs or the equivalent.




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                                                        Chief, Dental Staff Development Officer 11



Row 33 – Character of Direction Received* - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Carefully review and
then select the Character of Direction Received level that corresponds to the position-specific
billet you are creating. Supervisory controls are exercised in the way assignments are made,
instructions are given to the incumbent, priorities and deadlines are set, objectives are to be reached,
and parameters are defined. Professional responsibility includes assessment and evaluation of clinical
practice and program activities and services for which the billet has responsibility, initiating and
conducting surveys and studies, the evaluation and improvement of services and programs, and furthering
and conducting research and applying research findings. The degree of completed work review depends
upon the nature and extent of the review (i.e., close and detailed review of each phase of the
assignment; detailed review of the finished assignment; spot-check of finished work for accuracy; or
review only for adherence to policy.)

 1) Detailed and specific instructions are received with each assignment. Work is checked for
    adherence to instructions and established procedures. Work is periodically checked and is
    reviewed for professional judgment, accuracy, and speed of completion.

 2) Planning and organizing work and sequence of assignments are prescribed. Recurring
    assignments are not accompanied by instructions; however, objectives, priorities, and
    deadlines are provided on new assignments. The incumbent selects his/her own methods and
    solves most normal problems arising during the course of work. The incumbent plans and
    carries out the successive steps and handles problems and deviations in work assignments in
    accordance with guidance and PHS instructions and policies or by the use of accepted
    professional practices. Completed work is usually evaluated for technical soundness,
    appropriateness, and conformity to professional standards and PHS requirements. Work is
    reviewed for professional judgment and attainment of objectives. The supervisor ensures
    finished work and methods used are technically accurate and in compliance with instructions
    or established procedures.

 3) Assignments are usually long-term, recurring, or broadly defined. The incumbent plans and
    organizes his/her own work, determines the sequence of assignments, selects and develops
    methods, and seeks assistance from experts only rarely. Work is reviewed for feasibility,
    compatibility with other work, and effectiveness in meeting requirements or expected results.

 4) The incumbent assumes functions without professional assistance ascertained to be within the
    jurisdiction of the assignment. Control over work, usually from bureau or agency level, is
    limited on such matters as broad policy and coordination, long range planning, and funds
    expenditure. Written reports and programs are reviewed for effectiveness and conformity with
    policy. The incumbent is responsible for independently planning and carrying out
    assignments, resolving most of the conflicts which arise, coordinating work with others, and
    interpreting policy on his/her own initiative. The incumbent keeps the supervisor informed of
    progress, potential controversy, or far-reaching implications.




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                                                         Chief, Dental Staff Development Officer 12




Row 34 – Guidelines and Originality* - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu as reflected below. Carefully
review and then select the Guidelines and Originality level that corresponds to the position-
specific billet you are creating. These potential subfactor levels cover the nature of
guidelines and judgment for application. Guides include oral and written instructions,
precedents, directives, scientific and administrative information, etc.. Individual
assignments vary in the specificity, applicability, and availability of performance
guidelines for assignments. Moreover, the existence of specific instructions, procedures,
and policies may limit the opportunity of the incumbent to make or recommend decisions
or actions. However, in the absence of procedures or under broadly stated objectives, the
incumbent may use considerable judgment in researching literature and independently
developing policies and procedures for implementation by others in situations ranging from a
small operational unit to a program of national significance.

 1) Moderate to extensive number of well defined guides, methods, theories, and precedents are
    available. Though these may be highly complex and require sound judgment in selecting among
    them, this level requires a limited amount of modification and innovation. Situations to which existing
    guidelines cannot be applied or which require significant deviations from existing guidelines are
    referred to higher authority. Professional assignments in which, though great skill and knowledge
    may be required, the theory and procedures are almost fully prescribed in the literature. Removed –
    (2).

 2) Guidelines may be applicable to some parts but not all parts of assignments and may contain some
    inconsistencies and be partially unconfirmed. Selection and adaptation from available possibilities
    involving a moderate amount of modification and innovation is required. The incumbent uses
    judgment in interpreting and adapting guidelines such as PHS policies, regulations, precedents, and
    work direction for application to specific cases. The incumbent analyzes results and recommends
    changes. Included here are: (1) research assignments in a field where there is a considerable
    amount of literature, but some is lacking; (2) clinical medical dental officer assignments; (3) basic
    research assignments; (4) executive secretaries of study sections. ; and (5) administrative
    assignments with some lack of guidance.


 3) Some guidelines may be available but are scarce and of limited use and value requiring a high
    degree of originality in devising new and adapting existing methods and techniques, planning
    programs, defining problems, interpreting studies, etc. The incumbent uses initiative and
    resourcefulness in deviating from traditional methods, trends, and patterns of research to develop
    new methods or criteria or to propose new policies. Includes (1) basic and clinical research
    assignments studying phases of a phenomenon about which there is some literature but which
    requires the development of new and original concepts; (2) applied research assignments in a field in
    which there is little literature and a requirement for originality of new concepts; or (3) high
    administrative assignments with exceptionally challenging problems usually not covered by published
    guides.

 4) Guidelines are almost completely lacking. The highest degree of originality is required to add
    significantly to existing theory and methodology, to solve problems, or to plan programs of critical
    importance. Includes (1) basic research assignments in new (though possibly narrow) specialty in
    which there is almost no literature; and (2) a top management or executive assignment.




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                                                           Chief, Dental Staff Development Officer 13

Row 35 – Persons Contacted* - Click on the corresponding SELECTION cell. Then click on
the down arrow that appears to reveal the dropdown menu as reflected below. Carefully review
and then select the Persons Contacted level that corresponds to the position-specific billet you
are creating. Persons contacted includes face-to-face contacts and telephone dialogue with persons not
in the supervisory chain. Levels described are based on what is required to make the initial contact, the
difficulty of communication with those contacted, and the setting in which the contact takes place. The
level selected should directly correspond to contacts which are essential for successful work performance
and which have a demonstrable impact on the difficulty and responsibility of the work performed.


 1) With persons outside the immediate work environment but within the Department AND/OR with the
                                           '
    general public or patients and patients families in a clinical situation AND/OR with researchers within
    the Department or outside the Department who are equivalent to the instructor or assistant professor
    faculty rank.

 2) With persons in other federal departments or outside the federal government such as state or local
    government officials (exclude patients and families which are found at level 1) AND/OR with senior
    researchers at the faculty equivalent to the associate professor or full professor faculty rank, or
    editors of peer review journals, or chairpersons of competitive grant review committees.

 3) With high ranking officials outside the department such as a departmental chairperson, president of a
    large university or corporation, or a member of the Cabinet or Congress.

Row 36 – Work Contact Purpose* - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu as reflected below. Carefully
review and then select the Work Contact Purpose level that corresponds to the position-specific
billet you are creating. In making this selection, consider the same contacts as specified in Row
35 – Persons Contacted.

 1) Primarily to obtain and provide information, render a service (clinical, personal, administrative), or
    present reports (scientific papers, clinical findings, survey results) that require no more than an
    ordinary amount of explanation and tact and involve little or no controversy.

 2) Primarily to collaborate; provide advice; explain, interpret, and seek support for methods, policies
    and programs; or render a personal or administrative service of a moderately complex nature
    requiring a moderate amount of explanation and tact (support for budget, equipment and personal
    estimates for a hospital, laboratory, branch, etc.).


 3) To explain, coordinate, interpret and seek support for policies, procedures, programs, plans, or
    individual actions (often of a controversial and complex nature) in which a great deal of explanation
    and tact is required (securing state and private industry cooperation in health hazard abatement,
    disease control, etc.).

 4) To justify, defend, negotiate, or settle matters involving significant or controversial issues. Work at
    this level usually involves active participation in conferences, meetings, hearings, or presentations
    involving problems or issues of considerable consequence or importance. The persons contacted
    typically have diverse viewpoints, goals or objectives requiring the incumbent to achieve a common
    understanding of the problem and satisfactory solution by convincing them, arriving at a compromise,
    or developing suitable alternatives.




                                              Page 13 of 25
                                                      Chief, Dental Staff Development Officer 14


Row 37 – Duty Station Criteria - Click on the corresponding SELECTION cell. Then click
on the down arrow that appears to reveal the dropdown menu. Carefully review and then select
the Duty Station Criteria level that corresponds to the position-specific billet you are creating.
The definitions and defining criteria for Isolated Hardship and Hazardous Duty positions are
attached to these instructions. (ATTACH REFERENCED DEFINITIONS)
   1) Billet is not designated as Isolated Hardship or Hazardous Duty
   2) Billet is designated as Isolated Hardship or Hazardous Duty
   3) Billet is designated as both Isolated Hardship or Hazardous Duty

Row 38 – Assignment Incentive Pay Eligibility - Click on the corresponding SELECTION
cell. Then click on the down arrow that appears to reveal the dropdown menu. Carefully review
and then select the Assignment Incentive Pay Eligibility choice that corresponds to the position-
specific billet you are creating. The definitions and defining criteria for Assignment Incentive
Pay Eligibility are attached to these instructions. (ATTACH REFERENCED DEFINITIONS)

      1. Yes
      2. No
      3. To be determined by OPDIV/STAFFDIV


Row 39 – Loan Repayment Eligibility - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu. Carefully review and then
select the Loan Repayment Eligibility choice that corresponds to the position-specific billet you
are creating. The definitions and defining criteria for Loan Repayment Eligibility are attached to
these instructions. (ATTACH REFERENCED DEFINITIONS)
 1)   Loan repayment not available
 2)   Loan repayment not possible, must apply for competitive process
 3)   Loan repayment guaranteed
 4)   Loan repayment to be determined by OPDIV/Agency
Row 40 – Additional Incentives - Click on the corresponding SELECTION cell. Then click
on the down arrow that appears to reveal the dropdown menu. Carefully review and then select
the Additional Incentives choice that corresponds to the position-specific billet you are creating.
The definitions and defining criteria for Additional Incentives are attached to these instructions.
(ATTACH REFERENCED DEFINITIONS)
  1) Priority for Follow-On Assignment
  2) Individual Learning Account
  3) Continuing Education Allowance
  4) Clinical/Training TDY
  5) Special pay and incentives related to special pay

Row 41 – Regular Corps Requirement - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu. Carefully review and then
select the Regular Corps Requirement choice that corresponds to the position-specific billet you




                                           Page 14 of 25
                                                     Chief, Dental Staff Development Officer 15


are creating. A Comparison of Reserve Corps versus Regular Corps document is attached to
these instructions. (ATTACH COMPARISON DOCUMENT)

 1) No Preference
 2) Reserve Corps requirement
 3) Regular Corps requirement

Row 42 – Estimated Length of Tour - Click on the corresponding SELECTION cell. Then
click on the down arrow that appears to reveal the dropdown menu. Carefully review and then
select the Estimated Length of Tour choice that corresponds to the position-specific billet you are
creating. For assignments that are designated as isolated hardship, hazardous duty, or hard-to-
fill, the estimated length of assignment is typically two to three years. For assignments other
than isolated hardship, hazardous duty, or hard-to-fill, the estimated length of assignment is
typically four to six years. (ATTACH LENGTH OF TOUR CRITERIA DEVELOPED BY
3H WPDG)
   1.   1
   2.   2
   3.   3
   4.   4
   5.   5
   6.   6
   7.   Open

Row 43 – Additional Education Required* - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Carefully review the
standard minimum education requirements from Row 12 and then select the Additional
Education Required level, if any, that corresponds to the standard billet you are creating. A
selection, other than “None” should not be made in this row unless additional education, beyond
the minimum requirements in Row 12, is required. Education is defined as the successful
completion of an accredited formal training program in a school or other institution for which a
professional degree is awarded.

     1.   None
     2.   No B.A./B.S. Degree Required
     3.   Baccalaureate Degree
     4.   Masters Degree
     5.   Doctorate Degree, Doctorate Degree and Additional Degree
     6.   Doctorate Degree and Board Certification (MD, DDS, PhD, DO)




                                          Page 15 of 25
                                                      Chief, Dental Staff Development Officer 16


Row 44 – Additional Education Required Deferment (Years) - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review and then select the Additional Education Required Deferment time (if any) that
is acceptable between the time that the officer receives orders and the subject education (Row
43) is achieved.
     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5

Row 45 – Additional Education Preferred - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Carefully review the
standard minimum education requirements from Row 12 and then select the Additional
Education Preferred level, if any, that corresponds to the standard billet you are creating. This
selection, outside of the “None” selection, must not be equivalent to the selection made in Row
43. Education is defined as the successful completion of an accredited formal training program in a
school or other institution for which a professional degree is awarded.

     1.   None
     2.   No B.A./B.S. Degree Required
     3.   Baccalaureate Degree
     4.   Masters Degree
     5.   Doctorate Degree
     6.   Doctorate Degree and Additional Degree
     7.   Doctorate Degree and Board Certification (MD, DDS, PhD, DO)

Row 46 – Additional Certification/Registration Required* - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review the standard minimum certification/registration requirements from Row 15 and
then select the Additional Certification/Registration Required level, if any, that corresponds to
the position-specific billet you are creating. A selection, other than “None” should not be made
in this row unless additional certification/registration, beyond the minimum requirements in Row
15, is required.

 13. Board Eligible - Dental Public Health
 14. Board Eligible - Endodontics
 15. Board Eligible - Oral and Maxillofacial Pathology
 16. Board Eligible - Oral and Maxillofacial Radiology
 17. Board Eligible - Oral and Maxillofacial Surgery
 18. Board Eligible - Orthodontics and Dentofacial Orthopedics
 19. Board Eligible - Pediatric Dentistry
 20. Board Eligible - Periodontics
 21. Board Eligible - Prosthodontics
 22. Board Eligible - General Dentistry
 23. None
                                           Page 16 of 25
                                                      Chief, Dental Staff Development Officer 17




Row 47 – Additional Certification/Registration Required Deferment (Years) - Click on the
corresponding SELECTION cell. Then click on the down arrow that appears to reveal the
dropdown menu. Carefully review and then select the Additional Certification/Registration
Required Deferment time (if any) that is acceptable between the time that the officer receives
orders and the subject certification/registration (Row 46) is achieved.

     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5




Row 48 – Additional Certification/Registration Preferred - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review the standard minimum certification/registration requirements from ROW 15
and then select the Additional Certification/Registration Preferred level, if any, that corresponds
to the position-specific billet you are creating. This selection, outside of the “None” selection,
must not be equivalent to the selection made in Row 46.

     1. Board Eligible - Dental Public Health
     2. Board Eligible - Endodontics
     3. Board Eligible - Oral and Maxillofacial Pathology
     4. Board Eligible - Oral and Maxillofacial Radiology
     5. Board Eligible - Oral and Maxillofacial Surgery
     6. Board Eligible - Orthodontics and Dentofacial Orthopedics
     7. Board Eligible - Pediatric Dentistry
     8. Board Eligible - Periodontics
     9. Board Eligible - Prosthodontics
     10. Board Eligible - General Dentistry
     11. Board Eligible – Oral Medicine
     12. None


Row 49 – Additional Licensure Required - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Carefully review the
standard licensure requirements from Row 17 and then select the Additional Licensure Required
level, if any, that corresponds to the position-specific billet you are creating. A selection, other
than “None” should not be made in this row unless additional licensure, beyond the minimum
requirements in Row 17, is required.
 1) Current license to practice dentistry in a State, the District of Columbia, or Puerto
    Rico.
 2) None
                                          Page 17 of 25
                                                       Chief, Dental Staff Development Officer 18


Row 50 – Additional Licensure Required Deferment (Years) - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review and then select the Additional Licensure Required Deferment time (if any) that
is acceptable between the time that the officer receives orders and the subject additional licensure
(Row 49) is achieved.
     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5

Row 51 – Additional Licensure Preferred - Click on the corresponding SELECTION cell.
Then click on the down arrow that appears to reveal the dropdown menu. Carefully review the
standard licensure requirements from Row 17 and then select the Additional
Certification/Registration Preferred level, if any, that corresponds to the position-specific billet
you are creating. This selection, outside of the “None” selection, must not be equivalent to the
selection made in Row 49.
 1) Current license to practice dentistry in a State, the District of Columbia, or Puerto Rico.
 2) None

Row 52 – Additional Experience Required (Type) - Click on the corresponding SELECTION
cell. Then click on the down arrow that appears to reveal the dropdown menu. Carefully review
the standard minimum experience requirements from Row 19 and then select the Additional
Experience Required level, if any, that corresponds to the position-specific billet you are
creating. A selection, other than “None” should not be made in this row unless additional
experience, beyond the minimum requirements in Row 19, is required.

   1) Professional dentistry experience and/or training

   2) Postgraduate hospital training in the form of an approved residency program (general
      practice or specialty), or comparable experience as a dentist member of a hospital
      medical staff actively involved in hospital dental care.

   3) Professional dentistry experience and/or training equivalent to at least that of a Board
      eligible.

   4) Certification as a diplomate by a national certifying board for a specialized area of
      practice.

   5) None




                                           Page 18 of 25
                                                      Chief, Dental Staff Development Officer 19


Row 53 – Additional Experience Required (Type) Deferment (Years) - Click on the
corresponding SELECTION cell. Then click on the down arrow that appears to reveal the
dropdown menu. Carefully review and then select the Additional Experience Required (Type)
Deferment time (if any) that is acceptable between the time that the officer receives orders and
the subject additional experience (Row 52) is achieved.
     1.   None
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5


Row 54 – Additional Experience Preferred (Type) - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review the standard experience requirements from Row 19 and then select the
Additional Certification/Registration Preferred level, if any, that corresponds to the position-
specific billet you are creating. This selection, outside of the “None” selection, must not be
equivalent to the selection made in Row 52.
 1) Professional dentistry experience and/or training.
 2) Postgraduate hospital training in the form of an approved residency program (general practice
    or specialty), or comparable experience as a dentist member of a hospital medical staff
    actively involved in hospital dental care.
 3) Professional dentistry experience and/or training equivalent to at least that of a Board eligible.
 4) Certification as a diplomate by a national certifying board for a specialized area of practice.
 5) None

Row 55 – Additional Experience Required (Duration)* - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review the standard years of experience (duration) requirements from Row 20 and then
select the Additional Experience Required (Duration) level, if any, that corresponds to the
position-specific billet you are creating. A selection, other than “None” should not be made in
this row unless additional experience, beyond the minimum requirements in Row 20, is required
     1.   0
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5
     7.   6
     8.   7




                                          Page 19 of 25
                                                      Chief, Dental Staff Development Officer 20


Row 56 – Additional Experience Preferred (Duration) - Click on the corresponding
SELECTION cell. Then click on the down arrow that appears to reveal the dropdown menu.
Carefully review the standard years of experience requirements from Row 20 and then select the
Additional Experience Preferred level, if any, that corresponds to the position-specific billet you
are creating. This selection, outside of the “None” selection, must not be equivalent to the
selection made in Row 55.

     1.   0
     2.   1
     3.   2
     4.   3
     5.   4
     6.   5
     7.   6
     8.   7


Row 57 – Physical Demands - Click on the corresponding SELECTION cell. Then click on
the down arrow that appears to reveal the dropdown menu. Carefully review and then select the
Physical Demands level that corresponds to the position-specific billet you are creating, as
follows:

1) Sedentary: The work is sedentary. Typically, the officer may sit comfortably to do the work.
   However, there may be some walking; standing; bending; carrying of light items such as
   papers, books, or small parts; or driving an automobile. No special physical demands are
   required to perform the work

2) Some physical exertion: The work requires some physical exertion such as long periods of
   standing; walking over rough, uneven, or rocky surfaces; recurring bending, crouching,
   stooping, stretching, reaching, or similar activities; or recurring lifting of moderately heavy
   items such as typewriters and record boxes. The work may require specific, but common,
   physical characteristics and abilities such as above-average agility and dexterity.

3) Considerable and strenuous physical exertion: The work requires considerable and strenuous
   physical exertion such as frequent climbing of tall ladders, lifting heavy objects over 50
   pounds, crouching or crawling in restricted areas, and defending oneself or others against
   physical attack.




                                           Page 20 of 25
                                                           Chief, Dental Staff Development Officer 21


Row 58 – Deployment Eligibility - Click on the corresponding SELECTION cell. Then click
on the down arrow that appears to reveal the dropdown menu. Carefully review and then select
the Deployment Eligibility level that corresponds to the position-specific billet you are creating.
The definitions and defining criteria for deployment tiers are attached to these instructions.
(ATTACH REFERENCED DEFINITIONS)

1) Billet is designated as "non-deployable". These are billets that are specified as mission
   critical, exempt, or agency-only deployable (agency-only includes positions that are not
   deployable by the Office of Force Readiness and Deployment, but are deployable as
   necessary by the respective agency (e.g. Coast Guard)).

2) Billet is designated as Tier 3 "deployment eligible".


3) Billet is designated as Tier 1 or Tier 2 "deployment eligible". These positions require
   extensive team training


Row 59 – Deployment Designation – This designation will be made, by the respective Agency
after the officer has been assigned to the position, within the parameters established within Row
58 – Deployment Eligibility.

* Grading Factor Component
ATTACHMENT A

                                 Final – 30MAR07
          Functional Advisory Committee Approved Definitions and Criteria


                            Applied Public Health Functional Group

Applied Public Health Functional Group Definition
The Applied Public Health Functional Group is comprised of PHS Commissioned Corps officers in billets
that involve the organized application of scientific, administrative, medical, and other health-related
principles and practices to protect and improve the health and quality of life of individuals, communities,
and populations. Officers support and advance public health through activities such as: providing health
education; applying an evidence-based approach to promoting healthy behaviors, lifestyles, accessibility
to quality healthcare and health services, safe environments and products that impact health; and
detecting, monitoring and preventing diseases and adverse health conditions.

Applied Public Health Functional Group Criteria
The billet will be classified as belonging to the Applied Public Health Functional Group where the billet
description indicates that the officer's primary duties include one or more of the following criteria:

    The officer:

    1. Develops programs and/or conducts activities that detect, monitor, control and/or prevent
       diseases and adverse health outcomes through population-based public health strategies such
       as: epidemiology, evidence-based disease/injury prevention and evaluation.


                                              Page 21 of 25
                                                    Chief, Dental Staff Development Officer 22


2. Provides and/or evaluates health education, promoting healthy behaviors & lifestyle through
   integrated and collaborative efforts.

3. Promotes and/or ensures safe environments and product safety that impact health through
   evaluation, regulatory, and enforcement activities.

4. Promotes the access to and advancement of high-quality, equitable, and cost-effective healthcare
   services, facilities and public health infrastructure.

5. Develops and manages policies and programs that support population heath efforts that include:
   healthcare workforce and resources, environmental health, and emergency preparedness,
   response and recovery.




                                        Page 22 of 25
                                                            Chief, Dental Staff Development Officer 23


                                      Clinical Functional Group

Clinical Functional Group Definition
The Clinical Functional Group is comprised of PHS Commissioned Corps officers in billets that provide
examination and interdisciplinary treatment to prevent disease, maintain, promote and/or restore health,
and educate patients and providers in a safe environment.

Clinical Functional Group Criteria
The billet will be classified as belonging to the Clinical Functional Group where the billet description
indicates that the officer's primary duties include one or more of the following criteria:

    The officer:
    1. Conducts clinical activities. This includes the provision of direct or indirect patient care, such as:
       patient screening, assessment, diagnosis, treatment, referral, education and prevention.

    2. Manages clinical activities. This includes the assessment, planning, development,
       implementation, direction, and evaluation of the workforce, resources and/or work load that
       impact an environment of care setting.

    3. Directs clinical support operations that affect the prevention, etiology, mechanism, treatment, or
       other determinants of: disease, injury, or exposure in a given patient population.

    4. Supports clinical activities. This includes the ability to implement, administer, or provide
       supervision in an environment of care setting; provide direct/specialized diagnostic, surgical, and
       treatment services; report adverse events; manage clinically-related databases; assist in
       formulating and monitoring fiscal guidelines; and identifying program needs concerning the
       etiology, mechanism, therapy, prevention, or other determinants of disease, injury, or exposure.

    5. Provides clinical advice, training, or assistance, as a consultant, advisor, mentor, preceptor, or
       collaborator, to health professionals including: health care providers, public health workers,
       governmental agencies, academia, scientific committees, and task forces.




                                               Page 23 of 25
                                                          Chief, Dental Staff Development Officer 24


                                    Research Functional Group

Research Functional Group Definition
The Research Functional Group is comprised of PHS Commissioned Corps officers in billets that involve
conducting, managing, or supporting basic, clinical, applied, or population-based investigations designed
to expand scientific knowledge.

Research Functional Group Criteria
The billet will be classified as belonging to the Research Functional Group where the billet description
indicates that the officer's primary duties include one or more of the following criteria:

    The officer:
    1. Conducts research activities concerning public health, mental health or medicine. This includes:
       designing, developing, directing, or coordinating research efforts; developing new methods,
       experimental models, or tools; or evaluating, analyzing, interpreting, or communicating research
       findings.

    2. Manages research activities concerning public health, mental health or medicine. This includes:
       assessing, planning, developing, implementing, assigning, evaluating, or directing research
       projects.

    3. Supports research activities concerning public health, mental health or medicine. This includes:
       implementing, administering, or supervising research studies; providing or directing specialized
       services for research subjects; reporting research outcomes; managing research databases;
       assisting in formulating and monitoring research operations; or identifying research program
       needs.

    4. Provides research-related advice, training, or assistance as a consultant, advisor, mentor,
       preceptor, or collaborator to health care providers, public health workers, students, governmental
       agencies, academia, scientific committees, task forces, and other groups as appropriate.




                                              Page 24 of 25
                                                            Chief, Dental Staff Development Officer 25


                                  Mental Health Functional Group

Mental Health Functional Group Definition
The Mental Health Functional Group is comprised of PHS Commissioned Corps officers in billets that
reflect the training, licensure, and/or appropriate qualifications required for the practice of mental health
and related professions and the principal focus of whose activities is to foster optimal mental health
functioning at the individual, group, and/or population level.

Mental Health Functional Group Criteria
The billet will be classified as belonging to the Mental Health Functional Group where the billet description
indicates that the officer's primary duties include one or more of the following criteria:

The officer:
   1. Conducts clinical mental health services. The officer provides general or specialized clinical
         mental health services.

    2. Provides technical assistance in the area of the officer's mental health expertise. The officer
       provides general or specialized mental health training or technical assistance to professionals,
       managers or agencies.

    3. Manages mental health services. The officer provides clinical administration, program
       management and leadership for mental health services or programs.

    4. Serves communities and/or other populations through provision of public mental health related
       activities. The officer provides public mental health services, clinical or non-clinical, that affect
       communities and/or populations, including: their infrastructure, leadership and/or members. Such
       activities may include the assessment, maintenance and/or promotion of mental health of
       populations, alleviation of suffering, promotion of holistic well-being, prevention of the onset of
       mental illness, increasing access to mental health services, elimination of mental health care
       disparities, reduction of the stigma of mental illness, and/or other related public mental health
       activities.

    5. Provides and/or directs ancillary mental health services. The officer provides general or
       specialized uniformed services chaplaincy and/or pastoral care services.




                                                Page 25 of 25

				
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