Author: Joel Schofer, MD, MBA, CPE
Virtual MC Career Development Boards (CDBs) Are Now Available in Your Time Zone
WHAT:
* Virtual Career Development Boards (CDBs)
WHO:
* Available for all MC officers
* Intended for MC officers not attached to a traditional BSO-18 command
WHY:
* To help you grow as a physician and as an officer
* To receive guidance regarding your military and medical career goals
* To work smarter and not harder
WHERE:
* MS TEAMS
HOW:
* Request through your Specialty Leader
* Request via NSIPS CDB
* Request by email CAPT Diana C. Fu
* Request by email CDR Radhames E. Lizardo
Virtual Healthcare Management Course – 15-18 May 2024
Joint Medical Executive Skills Institute | Healthcare Management Course (HCM) – 15-18 May 2024 (VIRTUAL)
Who: First-time clinical supervisors within a DHA MTF (Medical Corps is limited to 9 seats). Typical rank of O3 to O4.
What: Healthcare Management Course
When: May 15-18, 2024 (Virtual)
Where: Blended learning with ten online modules followed by the virtual class hosted by JMESI instructors
Course Description: The JMESI Healthcare Management Course is a tri-Service training event designed for first-time clinical supervisors. The course provides attendees with the administrative tools to successfully manage their clinical areas. Topics discussed include the following: Civilian Personnel, Contracting, Budgeting, Quality Management, tools available through the TRICARE Operations Center, Efficient Scheduling and Utilization Management, and more. Panel discussions allow the clinicians to ask direct questions and receive first-hand answers regarding management tools and practices that can impact the military healthcare management arena. Attendees participate in hands-on training with clinic administrative tools.
Prospective applicants should provide their name, rank, position title, work address, and work phone in this format to CAPT Shauna O’Sullivan NLT 1200 Thursday, March 28, 2024.
Next Virtual Course Dates: Sept 16-19, 2024
From the Chief of Naval Personnel – February Career News
Never miss a MyNavy HR policy update or an opportunity to enhance your career!
Use the MyNavy HR Sailor-to-Sailor newsletter to recap your Sailor career news from the month of February.
Learn about the new establishment of the Navy Women’s Initiatives Team (Navy-WIT), enlisted opportunities to join the Naval Special Warfare Development Group, and the Navy’s newest rating, the Robotics Warfare Specialist. It’s all in the Sailor-to-Sailor newsletter!
Read the Sailor-to-Sailor newsletter here:
https://www.dvidshub.net/r/mt3nsj
Changes in the FY25 O6 Staff Corps Promotion Board Convening Order
Promotion board precepts and convening orders guide board members when they are deciding who to promote, so it is a useful exercise to look for changes from year to year. This will allow you to better prepare for the boards and adjust to the changing seas Navy Medicine is navigating.
The full convening order is at the bottom of this post, and here are the changes from FY24 to FY25:
Page 2
This is the page most people are interested in because it provides the promotion opportunities. Here are how they changed in FY25:
- Medical Corps – remained 90%
- Dental Corps – increased from 91% to 92%
- Medical Service Corps – increased from 60% to 70%
- Nurse Corps – increased from 60% to 71%
Why did these changes occur? The short answer is that the promotion opportunity is planned using the most current manning data available. If more people get out or we need more people, opportunities will likely rise. If less people get out or we need less people, they will fall.
Pages 6-7
Paragraph d.(1)(c) is completely new. The short version of what changed is that the language was changed to emphasize the value of “graduate-level education that develops naval warfare competencies…” On page 7 in paragraph d.(1)(c)1. they also added that graduate education should be “relevant to naval warfighting”, which also seems to sing the same tune.
Overall, it just seems to be one more step in a string of changes emphasizing naval education like JPME I/II, War College, Naval Postgraduate School, etc.
Page 9
They reworded paragraph d.(1)(e) to emphasize creativity and innovation. There’s probably not a lot that is actionable due to this change.
Page 10
In (c), let’s get rid of “perform to plan” and Get Real, Get Better (GRGB)! In (d), they changed language about “connectedness and inclusion.” In (3), they added language about leaders who “build great people, leaders and teams, achieving outcomes through a deep investment in their people.”
To me, the takeaway is that you need to make sure you understand GRGB because although it was rolled out by the last SG and CNO, it is still alive and well.
Page 11
In section (4), they replaced the portion about COVID-related PCS issues and how that should not adversely affect anyone’s record with language that talks about how COVID vaccine refusals should not adversely affect records/boards.
Also, under the INDOPACOM expertise area, they added that knowledge about “operational contingency planning for Indo-Pacific war plans” should be given special consideration.
Pages 14-16 – The “Medical Community Considerations”
This section is where most of the medically specific meat is. We have a new SG, so as you could expect it has been completely modified. I’d read the whole thing. My actionable takeaways are:
- Have a variety of commands/jobs throughout your career.
- Navy relevant education (JPME) and subspecialty/DUINS training is valued.
- You need be both operationally and clinically relevant.
- Get board certified.
- Sustained superior performance in a variety of leadership positions is highly valued.
Joel Schofer's Career Planning Blog 