Under the general direction of the Chief Medical Examiner, performs autopsies and postmortem examinations to determine cause and manner of death. Collects evidence for law enforcement agencies. Prepares reports of postmortem examination and autopsies. Reviews medical records, police reports and the reports of the toxicologist as required to accurately determine cause and manner of death. Participates in various research projects with local hospitals and universities. Attends and participates in daily departmental meetings. Directs the staff photographers and X-ray Technicians in the preparation of photographs and radiographs. Answers inquiries from relatives and other interested parties, as to the cause and manner of death. When on call, must be available to consult with the Medical Examiner’s Investigators, make decisions concerning release of organs and tissues for transplantation purposes on Medical Examiner’s cases, and to conduct scene investigations in accordance with Office policy. Required to work in the autopsy suite between eight to thirteen days per month including weekend days. Serves as a faculty member of the Cook County Office of the Medical Examiner Accreditation Counsel for Graduate Medical Education (ACGME) accredited program in forensic pathology, teaching/training residents and fellows in Forensic Pathology. Participates in Child Death Review meetings when required. Responsible for promptly reporting communicable disease and other health threats found at autopsy to the Board of Health. May be called upon to provide expert testimony in criminal or civil court or at civil or criminal depositions. May act as a consultant for the police, State’s Attorney, Public Defender’s Office and other professionals in the field of Forensic Pathology. Required to be twenty-four (24) hour call three to four times per month. Performs other duties as assigned.

This position is Actively Recruited and At Will.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

**May provide visa sponsorship.**

• MEET THE MINIMUM QUALIFICATIONS FOR THE POSITION.
• IDENTIFY THEMSELVES AS A VETERAN ON THEIR EMPLOYMENT APPLICATION BY ANSWERING YES TO THE QUESTION “Are you a military veteran?”
• ATTACH A COPY OF THEIR DD 214, DD 215 or NGB 22 (NOTICE OF SEPARATION) AT TIME OF APPLICATION FILING. IF YOU HAVE MULTIPLE DD 214S, 215S, OR NGB 22S, PLEASE SUBMIT THE ONE WITH THE LATEST DATE. COAST GUARD MUST SUBMIT A CERTIFIED COPY OF THE MILITARY SEPARATION FROM EITHER THE DEPARTMENT OF TRANSPORTATION (BEFORE 911) OR THE DEPARTMENT OF HOMELAND SECURITY (AFTER 911).

Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)

EEO Statement

Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

Social Media Disclaimer

The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.