Here are some new opportunities. If you are interested, contact your Detailer:
1. CTF 76 Surgeon – Medical representative to admiral’s staff currently located at White Beach, Okinawa. The medical staff includes a Medical Planner (O-4 Billet), a Task Force IDC (E-8 Billet) and a Medical Inspector (E-7 IDC based in Sasebo). Responsibilities include being ISIC for the ships within CTF 76. There are 9 total (1 LHD, 1 LPD, 2 LSDs, and 4 MCMs based in Sasebo and 1 LCC in Yokosuka). CTF 76 Surgeon is Medical OPCON to all amphibious ships transiting through the 7th Fleet AOR and aid in any MEDEVAC issues that develop while ships are transiting the AOR. The CTF 76 Surgeon is responsible for monitoring the ships’ Medical Readiness and acting as clinical supervisor for the SMOs, GMOs and IDCs. CTF 76 Surgeon has a significant role in the planning and execution of the medical aspects for wartime contingencies, Pacific theater exercises, and in the event of natural disaster, the planning and execution of the medical portion of HA/DR.
2. OIC FST-7 – FST 7 is a 16 member surgical team that deploys aboard USS BONHOMME RICHARD (BHR). The team consists of 1 Surgeon, 1 Nurse Anesthetist, 1 OR nurse, 1 ICU Nurse, 1 Family Practitioner, 1 MRCO (Medical Regulating Control Officer) and 9 Corpsmen. The OIC is responsible for the credentialing, evaluations, fitness reports and training of team members. When not underway on the ship, FST 7 is ADDU to USNH Okinawa in order to maintain their skills and proficiency in their areas of expertise. There is usually a Spring Patrol (~2 months), a Fall Patrol (~3 months) and every other year a Summer deployment to Australia. This year the Summer deployment will role into the Fall Patrol with a number very exciting port visits in between. FST7 provides emergent and resuscitative surgery for Surgical Emergencies (i.e. Acute Abdomen, Trauma, etc). With FST7 aboard, BHR acts as a Level 2 trauma center and provides ICU care and stabilization for medical as well as surgical cases.
3. CPR11 Surgeon – COMPHIBRON11 is the afloat Amphibious Ready Group Commander usually embarked on the BHR. The CPR11 Surgeon is the Senior Medical authority afloat for all ships OPCON to CPR11 as well as the embarked Marine Forces (usually 31st MEU). While aboard the BHR, CPR11 Surgeon attends operations and
intelligence briefs, and provides daily updates to the COMMODORE and MEU COMMANDER on the medical status within the ARG. The FST is TAD to the BHR and reports directly to the Ship’s SMO who in turn reports to the CPR 11 Surgeon. Often while underway the CPR11 Surgeon provides medical advice for the junior GMOs and IDCs aboard the ships within the ARG. The CPR11 Surgeon with the MRCO coordinates all MEDEVACs from ARG Shipping. CPR11 has a busy deployment schedule and participates in many 7th Fleet exercises to include PHIBLEX (Philippines), COBRA GOLD (Thailand) and Talisman Saber (Australia).
Per the BUMED Special Pays website (http://www.med.navy.mil/bumed/Special_Pay/Pages/default.aspx):
8 Sep 2015: The FY16 Medical Special Pays NAVADMIN 212/15 has been released. FY16 Special Pay requests can now be submitted in accordance with OPNAVINST 7220.16. Submit requests no earlier than 60 days prior to, and no later than 30 days after the effective date. Send ALL requests and questions to the email address listed below.
Templates for submission can be found here, although your Special Pays person in PSD usually can do this for you:
Below are multiple opportunities for CDRs and CAPTs. The POC for anyone interested in any of these opportunities is your Detailer:
- Multiple USMC leadership opportunities are available in summer 2016. Requirements include at least 1 prior successful FMF tour (FMFWO preferred), a track record of successful leadership roles, and no recent BCA/PFA failures (currently meets USMC fitness/uniform standards). Interested officers need to be eligible to PCS in Summer 2016. Anyone interested should send their CV and military bio to their Detailer by COB September 2nd:
|USMC Medical Corps Leadership|
|Billet||Date of Position Turnover|
|HQMC Health Services|
|Deputy Director Health Services, HQMC||Jul 2016|
|Director of Clinical Programs||Jul 2016|
|Director of Public Health||Jul 2016|
|II Marine Expeditionary Force|
|2d MLG Surgeon||Jul 2016|
|2d Marine Division Surgeon||Jul 2016|
|I Marine Expeditionary Force|
|I MEF Surgeon||Jul 2016|
|1st Mar Division Surgeon||Jul 2016|
|3d Marine Air Wing Surgeon||Jan 2016|
|III Marine Expeditionary Force|
|3rd Marine Division Surgeon||Jul 2016|
|1st Marine Aircraft Wing Surgeon||Jul 2016|
- The Director, Defense Health Agency (DHA) requests Service nominations to fill the 0-6 level position of Chief of Staff, Fort Belvoir Community Hospital (FBCH). The position resides in the National Capital Region Medical Directorate (NCR MD) and the officer reports to the Director, FBCH. The duty station is Fort Belvoir, VA. The selected officer should plan to arrive in July 2016. Selected individual is expected to serve in the position for a minimum of 2 years from date of arrival at the DHA NCR MD. Anyone interested should send their CV and military bio to their Detailer by COB September 14th.
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:
The changes that physicians should be aware of, some already finalized and others representing potential changes, are:
- Pay and bonus changes that would reward individual talent rather than treat everyone the same.
- 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.
- 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.
- 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.
- 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.
- Changes to the physical fitness assessment/body composition assessment (PFA/BCA), which were detailed in this NAVADMIN. This includes expanded fitness center hours.
- 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.
Here is the 2015 Graduate Medical Education BUMED Note:
Below this message is the O5 promotion list. For those that were selected, congratulations. Now that you are a CDR(s), you should strongly consider mixing your career up a little. No matter what you do for the next few years as a junior CDR, you’re likely to get a promotable (P) on your fitreps if you are in a competitive group. This fact makes it a great time to PCS, moving overseas or to a senior operational role if you haven’t done those tours yet. It also makes it a great time to apply for a fellowship, go to a War College, take on a job that you will enjoy but will get you 1/1 fitreps that could hurt you later in your career, or pursue anything else you can think of that is rank appropriate. Then after you spend a few years doing this, you can return to a command, try to get a senior leadership role and competitive fitreps, and give it your best shot to promote to O6.
If you did not promote, it is time to regroup. See my June 21st post entitled “You Failed to Promote…Now What?” Keep in mind, that most physicians are offered continuation until year 20 as a LCDR, so you likely have a few more chances to promote.
Once I have some time to analyze the O5 board results and get some statistics, I’ll do a more detailed post with O5 promotion board takeaways.