Armed Forces Services, Human Capital Services, and Military Health

Job Details

Hot Req	No
Title	Non-medical Case Manager
City	Tidewater
State	VA
Description	The Non-Medical Case Manager has the primary responsibility for the oversight and assistance for the Recovering Service Member’s (RSM’s)/family care management, throughout the continuum of care from recovery through rehabilitation to reintegration by either remaining on Active duty or to full-time civilian life as a veteran. The primary tool used for coordinating the RSM’s/family’s care is the Comprehensive Recovery Plan (CRP). The Case Manager will work with the medical case managers and non-medical care managers involved with RSMs/families for the development and oversight of the CRP. Job Duties: Oversees the development, implementation and retains oversight of the Comprehensive Recovery Plan (CRP) Consults and collaborates with Multidisciplinary Teams (MDT) throughout the continuum of care Oversees, coordinates, and monitors the non-medical services across the continuum of care as documented in the CRP. Assists in the rehabilitation and transition back to serving reserve status or civilian life as a veteran through coordination with Military Service Coordinators and VA Liaisons. Collects, maintains, and produces data for reporting purposes in accordance with governing program guidance
Requirements	Required Skills/Qualifications: Veteran, military spouse or experience working with military organizations Desired: 2 years previous experience with Wounded Warrior recovery programs Former Special Operator Strong organizational skills Excellent interpersonal skills; ability to work effectively across multiple agencies to accomplish project goals. Strong analytical and communication skills MS Office Proficiency Bachelors' degree or higher preferred Physical Requirements: The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. General Office Demands: Must be able to operate general office equipment including but not limited to: computer, phones and related media and information devices on most or all workdays Ability to communicate and interact with others, both in person and/or by telephone to conduct business Working under time pressure Working rapidly for long periods to meet deadlines Must be able to travel as needed and adhere to AFSC travel policies and procedures. Physical requirements can typically be characterized as sedentary: work involves exerting up to 10 lbs. of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Major Job activities and mental requirements: Multiple concurrent tasks Ability to perform under stress Reading and comprehension Writing Problem solving Confidentiality Customer contact Our Equal Employment Opportunity Policy: Armed Forces Services Corporation (AFSC) is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. Please view Equal Employment Opportunity Posters provided by OFCCP here. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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