Author: Joel Schofer, MD, MBA, CPE

1st Step to Financial Freedom – Establishing an Emergency Fund

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Bad things happen to good people. Houses burn down or flood. Cars get totaled. Physicians are served unexpected divorce papers. Extended family members get huge medical bills that they can’t pay. You need to prepare for these unlikely but unanticipated events by keeping 3-6 months of living expenses in conservative investments that you can access in an emergency.

While most people recommend you accumulate an emergency fund, nothing is ever straightforward in the world of finance, and even something as bread-and-butter as an emergency fund can be controversial. Below are the aggressive and conservative approaches to establishing an emergency fund.

The Conservative Approach

There are many places you can park your emergency cushion. Savings or checking accounts are Federal Deposit Insurance Corporation (FDIC) insured and offer immediate access to your money, even via ATMs. The downside is that the historic yield on these investments usually does not keep up with inflation, so you lose purchasing power over the long haul. Money market mutual funds are the most recommended place to park your emergency reserves as they offer higher returns and allow you to write checks above certain amounts (commonly $250 or $500), giving you immediate access to the funds when you need them. Unfortunately, the yields on money funds are at a historical low and not consistent with their approximate 3% historical average that would normally keep pace with inflation. Keeping emergency money in certificates of deposit is probably not a great idea, as you’ll pay a penalty if you access the money early.

Not all savings accounts or money funds are the same, and if you shop around you can find a better deal. For accounts offered by banks, check bankrate.com. As I write this, the yield on savings and money market accounts ranges from 0.05% to 1.01%. For money market mutual funds, which are not FDIC insured but are almost as safe, check mutual fund companies. Commonly recommended company websites include fidelity.com, schwab.com, tiaa-cref.com, troweprice.com, or vanguard.com (my favorite). Important things to look for are the minimum initial investment, the smallest amount you can write a check for, and the expense ratio (the lower the better). If you find yourself in a higher tax bracket, usually 33% or higher, it may make sense to use a tax-exempt money market fund that invests in tax-free state and municipal bonds. These tax-exempt funds may offer a higher after tax return, and some are targeted to the residents of particular states and offer state tax benefits as well. The mutual fund companies can usually help you decide which of their products is best for you.

The Aggressive Approach

The aggressive approach is to keep a smaller amount in reserve, 1-3 months of living expenses for example, and invest it more aggressively. You could keep 1/3rd of it in a money market fund, but the other 2/3rds could be invested in a stock or bond fund or some combination of the two that will yield a higher return. This will allow your emergency fund to grow as your income grows, possibly reaching the recommended 6 months of living expenses or more. If you need more cash than what is in your emergency fund, a physician can usually borrow the money by using a home equity loan, for example, or a credit card. Credit cards, obviously, have higher interest rates, but this is an aggressive approach and you probably won’t have to borrow any money at all.

What Should You Actually Do?

Only you can decide what is right for you. For example, as Navy physicians we all have full medical insurance for our whole family through Tricare, and have as much job security as any physician can have. I’m not getting fired (or at least I don’t think I am). As a result, my emergency fund usually resides in the low end of the 3-6 month range, as there are very few emergencies I expect to have to deal with. On the other hand, if I was a civilian and worked as an independent contractor, provided my own health insurance, and felt that my contract could be reduced or eliminated at any time, I’d probably have 6 months of living expenses (and maybe more) providing a more substantial cushion.

Whether you take a conservative or aggressive approach or somewhere in between, what is clear beyond a doubt is that you and your significant others need to come up with a plan for emergencies that makes sense for you and allows you to sleep at night.

March 2016 Naval Postgraduate School Executive MBA NAVADMIN

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I completed this degree and can answer any questions related to it. In brief, you go to class at a remote site 1 day per week for 2 years. It is free except for the cost of books, and takes about 10-20 hours/week of work in addition to class time. You have to go to the Naval Postgraduate School in Monterey, CA for the first week, but that is the only required on-site time. In order to apply, you have to have 2 years of time on station left from the day you start the program. In addition, your CO has to sign a letter that indicates he/she is willing to give you the time to complete the program and that you are unlikely to deploy during those 2 years. Because of all of these stipulations, essentially you have to apply after arriving at a new duty station or just after getting retoured. If you are in a specialty with frequent deployments, you should have recently deployed. The commitment if you sign up is 3 additional years from the time you quit or complete the program. This commitment has no effect on your medical special pays. The NAVADMIN for the next class is here:

UNCLASSIFIED
ROUTINE
R 171519Z AUG 15
FM CNO WASHINGTON DC
TO NAVADMIN
INFO CNO WASHINGTON DC
BT
UNCLAS
NAVADMIN 195/15
MSGID/GENADMIN/CNO WASHINGTON DC/N1/AUG//
SUBJ/EXECUTIVE MASTER OF BUSINESS ADMINISTRATION DISTANCE LEARNING DEGREE
PROGRAM FOR MARCH 2016//
REF/A/MSG/CNO WASHINGTON DC/N1/061710ZAUG07//
AMPN/REF A IS NAVADMIN 195/07, OFFICER GRADUATE EDUCATION SERVICE
OBLIGATION.//
RMKS/1.  This NAVADMIN announces application procedures for the March 2016
distance learning Executive Master of Business Administration (EMBA) program.
The program will be taught in the fleet concentration areas (Norfolk,
Washington, DC, and San Diego) and other eligible sites.
2.  The Naval Postgraduate School (NPS) defense-focused EMBA is a 24-month,
fully-funded, part-time graduate program focused on resource management.  The
program prepares middle to senior grade active-duty officers, lieutenant
commander (select) and above, whose career paths do not support in-resident
graduate education.
3.  The program begins with a one-week temporary additional duty (TAD)
resident program at the NPS campus in Monterey, CA.  Official travel orders
and funding for TAD travel will be provided by the student's parent command.
If command funding is not available, students may fund their own travel and
utilize no-cost TAD orders from their command.  During resident week,
students will take a two-credit hour course in managing teams.  Additionally,
students will interact with the faculty who will be teaching throughout the
program and master the skills required to learn via distance learning
methods.  The NPS program is scheduled for the week of 22-26 February 2016.
A block of rooms have been reserved at Navy Lodge, Monterey, CA for
attendees.  Optionally, the NPS bachelor officer quarters on campus may be
utilized on a space available basis.  Transportation by bus will be provided
to and from the Navy Lodge for daily classes on the NPS campus to minimize
TAD costs.
4.  NPS faculty use video teleconferencing (VTC), internet, and other
distance learning modes to teach the follow-on courses. Students meet in VTC-
capable classrooms once a week during normal duty hours for six to seven
hours of instruction, taking two classes per quarter for eight quarters.
Students enter the EMBA program as a cohort and will take all courses
together as a learning team (minimum five personnel).  All students must
recognize that attending classes with their respective cohort is mandatory to
complete the degree requirements.  VTC instruction will begin during the week
of 28 March 2016.
5.  Eligibility requirements include an undergraduate degree from a
regionally accredited 4-year college or university, academic profile code of
245 (2.6 grade point average or higher on a 4 point scale) and 2 precalculus
courses with a grade average of B or better.  A commanding officer
endorsement letter is required to participate in the program.  Department
head or similar mid-level management experience and strong potential for
promotion are preferred. Participants must have a projected rotation date no
earlier than March 2018.  The Graduate Management Admission Test is not
required.
6.  Graduates will be awarded an EMBA degree from NPS and the Navy
subspecialty code 3100P, Financial Management Defense Focus.  Per reference
(a), officers participating in this program must agree to remain on active
duty following completion of graduate studies for a period of three years.
This obligation is discharged concurrently with any other service obligation
already incurred.  This agreement does not obligate the Navy to retain the
officer on active duty.
7.  Officers interested in the EMBA program can visit the NPS EMBA home page
for detailed eligibility and application process information.  Deadline for
the application process is no later than 18 December 2015.  The EMBA program
homepage can be found at www.nps.edu/emba.
8.  Point of contact is the NPS EMBA program office and they can be reached
at (831) 656-2562/DSN 756, or fax at (831) 656-3630/DSN 756, or via e-mail at
emba(at)nps.edu.
9.  This message will remain in effect until superseded or 30 June 2016,
whichever occurs first.
10.  Released by Vice Admiral W. F. Moran, N1.//
BT
#0001
NNNN
UNCLASSIFIED//

FY16 LCDR Promotion Board Stats

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Here are the overall stats.  Keep in mind that the promotion opportunity was 100%, meaning that all fully qualified candidates could have been selected for promotion:

# OF PEOPLE # SELECTED % SELECTED
ABOVE ZONE 11 5 45.45%
IN ZONE 212 198 93.40%
BELOW ZONE 473 5 1.06%

 

Here they are broken down by specialty:

# IZ #SEL IZ % SELECT IZ # AZ #SEL AZ % SELECT AZ # BZ #SEL BZ % SEL BZ
FLT SRG 34 27 79.41% 0 0 N/A 115 0 0.00%
RAM 0 0 N/A 0 0 N/A 0 0 N/A
ANESTH 8 8 100.00% 1 0 0.00% 2 0 0.00%
SURG 7 7 100.00% 1 0 0.00% 14 0 0.00%
NEURO SURG 0 0 N/A 0 0 N/A 1 0 0.00%
OB GYN 4 4 100.00% 0 0 N/A 18 1 5.56%
GMO 40 34 85.00% 2 1 50.00% 96 1 1.04%
OPHTH 2 2 100.00% 0 0 N/A 5 0 0.00%
ORTHO 8 8 100.00% 0 0 N/A 10 0 0.00%
OTO 3 3 100.00% 0 0 N/A 4 1 25.00%
URO 4 4 100.00% 0 0 N/A 2 0 0.00%
PREV MED 1 1 100.00% 0 0 N/A 0 0 N/A
OCC MED 2 2 100.00% 0 0 N/A 0 0 N/A
PHYS MED 0 0 #DIV/0! 0 0 N/A 0 0 N/A
PATH 2 2 100.00% 0 0 N/A 4 0 0.00%
DERM 0 0 N/A 0 0 N/A 1 0 0.00%
EMERG 10 10 100.00% 0 0 N/A 12 0 0.00%
FAM PRAC 26 25 96.15% 3 1 33.33% 57 2 3.51%
INT MED 18 18 100.00% 2 2 100.00% 42 0 0.00%
NEURO 1 1 100.00% 0 0 N/A 1 0 0.00%
UMO 14 14 100.00% 1 0 0.00% 40 0 0.00%
PEDS 16 16 100.00% 1 1 100.00% 28 0 0.00%
NUC MED 0 0 N/A 0 0 N/A 0 0 N/A
PSYCH 9 9 100.00% 0 0 N/A 17 0 0.00%
DIAG RAD 3 3 100.00% 0 0 N/A 4 0 0.00%
RAD ONC 0 0 N/A 0 0 N/A 0 0 N/A
TOTAL 212 198 93.40% 11 5 45.45% 473 5 1.06%

Sailor of 2025 Talent Management Initiatives

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There are some exciting and interesting initiatives underway to modernize the Navy’s personnel system.  There have been many articles on this in Navy Times.  Here is one article recently released by the Military Officers Association of America.

In addition, here are some slides that describe this initiative:

PERS-4 Fleet Engagement

The changes that physicians should be aware of, some already finalized and others representing potential changes, are:

  1. Pay and bonus changes that would reward individual talent rather than treat everyone the same.
  2. A removal of promotion zones.  No longer would records be stamped as below-zone, in-zone, or above-zone during promotion boards.  This would switch to a system that rewards talent and milestones rather than longevity.  It would allow those that progress faster to promote faster and no longer have to “wait their turn” as well as remove the stigma that some feel is associated with being above-zone.
  3. Expansion of opportunities to diversify your career.  Examples include an expansion of the career intermission program and fellowships providing officers with the opportunity to spend some time in civilian industry so that they can bring best practices back to the Navy.
  4. An information technology (IT) investment in a new, more transparent personnel management system.  Ideas I have heard mentioned include eliminating all of the various computer systems that exist and consolidating them into one so that you don’t have to update your record in 20 different ways.  An assignments system has also been mentioned that would allow officers to see all the billets available and apply for the ones that they want, giving commands the ability to pick which officers they want.
  5. Improved co-location policy.  I have no details on this one, and right now I feel the detailers do a pretty good job co-locating dual active duty couples, but others may disagree.
  6. Changes to the physical fitness assessment/body composition assessment (PFA/BCA), which were detailed in this NAVADMIN.  This includes expanded fitness center hours.
  7. Changes to the maternity leave policy, detailed in this NAVADMIN, and expanded child development center hours.

Keep in mind that while some of these changes have been released already, like the PFA/BCA and maternity leave policies, the rest are works in progress.  I think it is interesting, though, to see that the DoD and Navy leadership are interesting in modernizing our personnel system and management.  As a detailer who writes orders on a DOS-based system, I can assure you that modernization is sorely needed.

FY16 O5 Promotion Board Takeaways

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Now that the FY16 O5 promotion board results have been released and I’ve had a chance to review a number of officer records, here are my O5 promotion board takeaways. If you’d like to review the statistics, click here:

https://mccareer.org/2015/07/18/fy16-cdr-promotion-board-statistics/

Promotion Board Takeaways

If these things happen to you, you are very likely never going to promote to O5:

  • Any PFA/BCA failures.
  • Legal issues, such as a DUI or any other legal trouble.
  • Failure to become board certified.

There are other things that could happen to you that make it difficult but not impossible to promote. They include:

  • Coming into zone while in GME. There were people who promoted while in GME, but those lucky few broke out in large competitive groups before or during GME. Those who have non-observed (NOB) fitreps before the board, such as those in full-time outservice training, tend not to promote.
  • Spending too much time in the fleet as a GMO, flight surgeon, or UMO. This is mostly because it causes you to come into zone while you are still in GME, and is worsened if your residency is long.
  • Never getting a competitive early promote (EP) fitrep. Many officers who fail to select for O5 have never had a competitive EP fitrep as an O4. This can be because they are stationed places without competitive groups and get 1/1 fitreps, or it can be because they were in a competitive group and did not break out and get an EP.
  • Receiving potentially adverse fitreps. This most commonly happens when you are at an operational command and your reporting senior is not someone who is used to ranking medical corps officers, although it could happen for other reasons (like your reporting senior felt you deserved this type of fitrep). The most common thing would be if there is a competitive group of 2 officers but both are given must promote (MP) fitreps instead of 1 getting an EP and the other the MP. When both get an MP, it reflects poorly on both officers unless the reason for this is CLEARLY explained in the fitrep narrative, which it often is not. The other thing that happens is that a reporting senior gives you a 1/1 MP instead of a 1/1 EP. If you are ever getting a 1/1 fitrep, make sure you get an EP. You should consider getting a 1/1 MP an adverse fitrep. If there is no way around this, often because the reporting senior has a policy that they don’t give newly promoted officers an EP, make sure that this policy is clear in the fitrep narrative.
  • Having a declining fitrep. Mostly this happens when you go from getting an EP to an MP on your fitrep under the same reporting senior. If it is because you changed competitive groups, like you went from being a resident to a staff physician, that is understandable and not a negative. If you didn’t change competitive groups, though, make sure the reason you declined is explained.
  • Making it obvious to the promotion board that you didn’t update your record. The most obvious ways a promotion board will know you didn’t update your record is if you don’t have a photo in your current rank, your officer summary record (OSR) is missing degrees that you obviously have (like your MD or DO), or if many of the sections of your OSR are either completely blank or required updating by the board recorders. Remember that although promotion board recorders will correct your record for you, anything they do and any corrections they make are annotated to the board. While a few corrections are OK, you don’t want a blank record that the recorders had to fill in. It demonstrates that you didn’t update your record.

So who actually promotes to O5? In general, the officer who promotes to O5 is:

  • Board certified.
  • Finished GME early enough that they had time to break out with a competitive EP fitrep as a staff physician.
  • Has a demonstrated history of excellence as an officer. In other words, whenever they are in a competitive group, they successfully break out and get an EP fitrep. Being average is just not good enough anymore.
  • They have no PFA failures, legal problems, declining fitreps, or potentially adverse fitreps.
  • They have updated their record, and if they previously failed to select they reviewed their record with their detailer and actively worked to improve it.

Retirement Planning – The Easy Way

Posted on Updated on

Here is the latest of my financial planning articles from one of our specialty society newsletters:

Retirement Planning – The Easy Way

Here is the text as well:

The previous installment of “Dollars & Sense” reviewed the principles of investing for retirement, and this article discusses an easy way for physicians to plan for retirement. It isn’t necessarily the best way and certainly isn’t the only way, but it is a plan that will likely lead to a very successful and potentially even early retirement.

Step 1 – Calculate How Much You Need to Save for Retirement

Total up your household’s gross (pre-tax) income for the year. Include all sources of income, literally all the money you make from anywhere. Multiply that number by 20%. That is how much you need to save annually for retirement. While the traditional recommendation is that you save 10-15% of your income for retirement, saving 20% (or more if you can) will ensure you save enough and have the option of an earlier retirement or the freedom to cut back on your workload at some point.

As an example, let’s pretend your household makes $300,000 annually before taxes. Multiple that by 20% and you’ll see that you need to save $60,000/year for retirement.

Step 2 – First Fill All Your Tax-Advantaged Retirement Accounts

You likely have many different retirement accounts available, so here is the order in which you should invest. Start with the first action and move down the list.

1. Contribute to any employer-provided retirement account up to the maximum that your employer will match. This is free money you can’t afford to leave on the table.

2. Maximally fund any tax-deferred retirement accounts you have, like your 401k or 403b. If you are self-employed you may have other options like a SEP-IRA or individual 401k.

3. Fund an IRA for both you and your spouse/partner, if applicable. If your income renders you ineligible to contribute to a Roth IRA but you still wish to do so, use the “backdoor” Roth IRA approach.(https://personal.vanguard.com/us/insights/video/2505-Exc2)

4. Put any remaining retirement funds into a taxable mutual fund.

You may have other options, such as funding a Health Savings Account as a “stealth IRA.” Some believe in using life insurance as an investment, but I don’t recommend that. In general, after you’ve maxed out the contributions to all of your tax-advantaged accounts, you’ll have to put the rest in a regular, taxable investment account.

For some of the options above you’ll have to decide whether to pursue a Roth option (pay taxes now) or use the traditional tax-deferred approach (pay taxes when you withdraw the money in retirement). That decision will depend on your individual financial situation, current and anticipated future tax brackets, and what options your employer offers. There are many on-line calculators to help you decide this.

Using our $60,000 example from above, you would contribute $18,000 to your 403b, and then fund $5500 toward an IRA for both you and your spouse, leaving $31,000 to put into a taxable investment account. If your employer contributes to your retirement, you could also count that amount toward your $60,000 total contribution.

Step 3 – Invest Your Retirement Savings in Low Cost, No Load, Index Mutual Funds

You will have to take a look at the investments offered by your various plans and select from that menu. The principles that should guide you:

1. Favor index funds over actively managed funds. You’re investing for the long term, and over that time frame almost no actively managed funds will beat index funds. In addition, because past performance does not predict future performance, there is no way to predict which funds will beat their indexes.

2. Favor mutual funds with low expense ratios that do not charge a load. The expense ratio should be less than 1.0, preferably less than 0.5, and optimally less than 0.25. If you want to keep this really easy, just invest in Vanguard index funds as all of them meet these criteria.

3. Realize that in order to beat inflation over the long haul, you’ll likely need to invest some of your portfolio in stock index funds. What percentage you invest in stocks will depend on your time horizon, risk tolerance, and individual situation. A number of guidelines from trusted references are below:

  • Malkiel & Ellis suggest this as a conservative asset allocation:
AGE GROUP PERCENT IN STOCKS PERCENT IN BONDS
20-30s 75-90 25-10
40-50s 65-75 35-25
60s 45-65 55-35
70s 35-50 65-50
80s+ 20-40 80-60
  • They suggest this as a more aggressive asset allocation, which is my personal favorite due to the security offered by my inflation-adjusted military pension:
AGE GROUP PERCENT IN STOCKS PERCENT IN BONDS
20-30s 100 0
40s 90-100 10-0
50s 75-85 25-15
60s 70-80 30-20
70s 40-60 60-40
80s+ 30-50 70-50
  • John Bogle suggests, as a conservative asset allocation rule, that your percentage of assets in bonds should equal your age. In other words, at age 30 you should have 70% in stocks and 30% in bonds. A more aggressive version is to subtract 10 from your age, so at age 30 you’d have 80% in stocks and 20% in bonds.

One very easy way to let someone else make this decision for you is to pick a target date retirement fund as your investment vehicle. Many investment companies offer these. You just pick the approximate year you plan to retire – that year will likely be in the name of the fund (Target Retirement 2035, for example) – and invest in that fund. Your investments will gradually get more conservative as you age without any action on your part. Just make sure that the target date funds you have access to are composed of index funds with low expense ratios. Again, using Vanguard funds makes this a no-brainer. A target date retirement fund composed of actively managed funds with expense ratios greater than 1.0 is a target retirement fund to avoid.

To close out our running example, for your 403b you invest in the target retirement 2040 fund offered by your employer’s investment firm. For both of your IRAs and your taxable account you apply the KISS (keep it simple stupid) principle, open all of them with Vanguard, and select their Target Retirement 2040 funds for all three accounts.

A simple approach like this should set you up well for retirement, and is easy enough that you can use the time you would have spent trying to manage your finances to play a little golf every now and then.

  • References

Bogle, John C. The Little Book of Common Sense Investing: The Only Way to Guarantee Your Fair Share of Stock Market Returns. Hoboken: John Wiley & Sons, Inc., 2007.

Malkiel, Burton and Charles Ellis. The Elements of Investing: Easy Lessons for Every Investor. Hoboken: John Wiley & Sons, Inc., 2013.

Want to Write a Guest Post?

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As this blog/website grows in popularity (4,100 hits in just over 2 months), I think readers could really benefit from other opinions than my own.  With that in mind, I’d like to invite anyone interested to consider guest posting.  The topic could be anything related to Medical Corps career planning.  If you are interested in guest posting, use the “Contact Me” tab to pitch your idea to me.  If the idea sounds promising and you’re open to a little editorial input after you submit a draft, we can get your thoughts posted to the site for others to benefit from.

FY16 Navy Medicine Professional Development Center Training Calendar Released

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Here is the FY16 Navy Medicine Professional Development Center course calendar.  The most popular course for physicians on this list is the Advanced Medical Department Officer Course (AMDOC), which is great not only because it is a service school and therefore buffs your Officer Summary Record (OSR) for promotion boards, but because it teaches you a ton of useful information.  (Disclaimer: I’m teaching at AMDOC this Tuesday.)  The Tricare Financial Management Executive Program is another worthwhile course for senior-ish officers.  It is a 3 day peek into the world of how Navy Medicine and Tricare are financed and I learned a lot of things when I attended it.

NMPDC Course Offerings for FY16

The POC for any questions about these courses is found in Appendix VI of my promotion prep document, updated yesterday and found in the tab at the top of this page and here:

Joel Schofer’s Promo Prep Guidance – 30 JUL 2015