Medical manager jb descriptin
In this pst, yu can ref jb descriptin f Medical manager in details. A cmplete jb descriptin cncludes Medical manager key duties/respnsibilit...
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In this pst, yu can ref jb descriptin f Medical manager in details. A cmplete jb descriptin cncludes Medical manager key duties/respnsibilities, Medical manager jb qualificatins (knwledge, educatin, skills, abilities, experience…KSA mdel) and ther nes such as daily tasks, key activities, key/cre cmpetencies, jb functins/purpse…
I. List f Medical manager duties:
- Dependent n prgram needs (t be discussed during prgram start up). Maintain and identify gegraphic territry and fulfills rutine respnsibilities f specified field-based medical psitin (
- Assist in the recruitment, interview and hiring prcess f candidates fr new r backfill psitins; wrks clsely with talent acquisitin team and Directr t achieve these hires.
- Assist in the develpment and implementatin f training prgrams designed t match the needs f the client with the skills f the candidates hired. This may require interactin with varius client members, including but, nt limited t sales, marketing, Natinal/Reginal Accunts and medical r clinical management.
- Assist in the set-up, executin and management f TMACs prprietary Cntact Management system (when applicable) fr use by the field team when interacting with accunts r custmers. This tl serves as a database f infrmatin, tracking and reprting fr all wrking n the prgram and fr Client reprting.
- Utilize in-huse TMAC HR and peratins t supprt the team and facilitate administrative functins (expense reprting, time and attendance, client billing, etc.).
- Understands TMAC’s and Client’s strategic gals and bjectives in rder t prvide input n prjects, teams r cmmunicatins as necessary (applies knwledge in strategic manner).
- versee field activities and administratin f assigned team members:
- Perfrm regular field visits t assess skills (technical knwledge, scientific acumen and cmmunicatin skills), identify caching/develpment pprtunities and evaluate perfrmance.
- Apprve MSL expense reprts and facilitate travel.
- Raise issues t upper management as needed (Directr, Human Resurces, Finance).
- Act as a liaisn between team and the Directr regarding prductivity expectatins and perfrmance evaluatin.
- Assist in develpment and tracking f business plans (if applicable).
- Cmmunicate prgram prgress n a regular basis t Directr and (as directed/
II. List f Medical manager qualificatins
1. Dctrate level healthcare prfessinal preferred (PharmD, PhD, MD); Master’s level healthcare prfessinal cnsidered
2. 3+ years field-based medical experience required (MSL , NE
3. Pharmaceutical industry experience required
4. Prir management experience a plus
5. Excellent rganizatinal skills
6. Excellent cmmunicatin (written and ral) skills
7. Familiarity with medical terminlgy
8. Strng cmputer skills with prficiency in Wrd, Excel and PwerPint
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.
