After the recent O6 results came out, I received an e-mail that went something like this:
“You don’t know me, but I was selected for promotion. Without your website and promotion board prep, I never would have promoted. I just wanted to thank you for all the work you put into it.”
I received a few more messages that were similar in nature. All I can say is, “You’re welcome. Now it is your turn to help me.”
The Origin of the Blog
In 2014, I became one of the Medical Corps Detailers. It didn’t take long for me to realize a few things:
- There was a lot of good career information out there, but it was on 20+ different websites.
- If I didn’t do something, I was going to be responding to the same questions and typing the same e-mails over and over again.
- There had to be an easier way.
191,374 web hits later, the rest is history.
The Next Phase of the Blog
As I assume more senior leadership roles in the Navy, I find that my time is the bottleneck in the continuous process of trying to improve this blog. I’ve just got too much going on.
And this is where you come in…I need your help.
I Need People Who Want to Get Involved in the Blog
I periodically get guest posts, but they are few and far between. If you are interested in writing for the blog, send me ideas for guest posts. We will likely publish them.
Did something good happen to you in the Navy? That’s a guest post.
Did something bad happen to you in the Navy? What did you learn from it? That’s a guest post.
Did you figure something out that would benefit others? That’s a guest post.
Get the point yet?
Do you have ideas for where we should take the blog or ways we could improve it? Let me know.
I’m particularly interested in finding someone who’d like to expand the podcast associated with the blog, becoming the voice of the podcast. There is no doubt that it takes the most time, which is why the frequency of podcasts has gradually declined to the point where a podcast is a very rare occurrence.
Improving the Navy by Helping Each Other Out
This is really why this blog and all its resources were created. To help each other out and make our lives just a little bit easier. I don’t make any money off of it. In fact, it costs me $99/year to run.
If you’d like to get involved and try to help out your Naval colleagues, making their lives easier and improving their personal and professional lives, contact me and let me know. Maybe we can make this blog better together.
Thought this was an interesting program:
As usual, the O4 promotion opportunity for Medical Corps officers is 100%. How do I know? Because the day the board starts you can go to the board webpage, download the convening order, and check page 2. It is always there.
Here’s the website:
Here’s the convening order. Check page 2:
Within the last few months there has been some updated guidance on the Navy’s Career Intermission Program (CIP) released in a new OPNAV instruction. In addition, the Medical Service Corps Chief put together this summary document for senior officers entitled “Talking Points #42 – Career Intermission Program” that is certainly relevant to the Medical Corps as well.
Just in case you are allergic to clicking on links and reading PDFs, here is the test from her summary document:
Director’s Guidance – The Career Intermission Program’s guidelines have recently been revised and updated with the release of OPNAVINST 1330.2C dated 12 March 2018. Senior MSC Officers should know of its existence as a talent management initiative and be able to discuss the potential benefits, risk and career impact with anyone who expresses a desire to participate.
Background – The Navy continues to explore talent management initiatives to ensure we are accessing and retaining the highest quality officers to ensure readiness. The CIP was piloted back in 2009 with the goal of reducing the number of quality service-members separating from Naval service for short- term personal reasons or to pursue professional or educational goals. The updated instruction delineates changes to the program, expands opportunities through the removal of the initial minimum service requirement and adds policy regarding ineligibility.
- Participants are transferred from Active Duty to the In-active Ready Reserve (IRR) for a minimum of 12 months and a maximum of 36 months. This is a one-time per career opportunity.
- Participants and their families are still entitled to health care, commissary and exchange benefit.
- They will receive 2/30ths of their current base pay while in the IRR.
- Members must apply for CIP 12 months in advance of their PRD or “soft” end of active obligated service, whichever comes first.
- Participants are not eligible to receive any special or incentive pays or bonuses. Nor are they eligible for SGLI coverage, contributions to TSP or TA benefits.
- They will receive not observed fitreps during IRR.
- Participants are authorized PCS travel and transportation to their designated residence and to their subsequent duty station.
- Members must serve at least 12 months in IRR, but may return early.
- Some examples of non-eligible personnel: FOS’d officers, personnel in training pipeline, PFA failures within last 36 months or who don’t meet current standards, any record of legal issues within 36 months, currently deployed, limited duty status, or in receipt of PCS orders.
- Upon return to Active Duty, a service member’s date of rank (officers) or TIR (enlisted) will be adjusted 1 day forward for every day spent in the IRR (e.g, 365 days in the IRR will adjust a DOR of 1 January 2019).
- Requests will be processed as delineated in OPNAVINST 1330.2C
- The Navy in general, and our Corps specifically, seeks to retain quality officers. The CIP is a talent management initiative to allow Sailors to take an intermission for personal or professional reasons.
- The Navy is tracking participation numbers in the CIP, retention numbers, and the impact of participation in the CIP as it relates to promotion statistics or leadership opportunities.
- It is a viable option for Sailors, officers and enlisted, to attain or achieve personal or professional goals without sacrificing their Naval careers.
by Dr. Caroline Schlocker
There is very little information available on how a service member applies for continuation pay (CP) under the Blended Retirement System. MILPERSMAN 1810-081 provides some detail but does not mention the NSIPS requirement.
There are two items to complete in order to opt-in to CP:
- Fill out the appropriate section in NSIPS. Here is a go-by with PPI scrubbed screenshots.
- Through the Command Career Counselor office, have a NAVPERS 1070/613 generated and verified. It looks like this:
This needs to be sent by the Command Career Counselor Office to NAVPERSCOM (PERS-8) or the servicing PSD if access through the Navy Personnel System is unavailable.
The decision to opt-in to CP must occur between years 8-12 of military service. Once a person hits the 12 year mark, the decision is irrevocable. If you have not done the above steps by your 12 year mark, you will not be able to obtain CP. CP incurs a four year payback that is served concurrently with other service obligations.
Naval physicians are certainly interested in MedMACRE and all the potential changes coming our way as a result of it. I check the Medical Corps Sharepoint on a weekly basis looking for new positions available as well as information posted, and I noticed that sometime within the last week a six page PDF on Phase II of MedMACRE was posted. I’d post it here, but it is labelled as for internal use only so I can’t post it openly on the internet. I’d like to continue not getting in trouble for this blog.
How do you get this document? Click on the link below, select your e-mail CAC certificate when asked, and look in the upper left (which is where it was earlier today):
Download it and enjoy.