The decision to update this policy came about as a result of Senior Chief Petty Officer Shannon Kent’s leadership and continued persistence to ensure the best processes are in place for the Navy. Her sacrifice and service to the Navy and our nation will never be forgotten.
This new policy, which was named in her honor, establishes a standardized waiver process that affords a pathway to appeal medical waiver recommendations. A mechanism is now in place for the service representatives to pursue a second medical waiver review on otherwise qualified applicants.
When a second medical waiver review is requested, a Navy medical professional with delegated authority will evaluate the applicant’s capability to enlist or commission despite the fact that a disqualifying condition may exist. Disqualifying medical conditions are defined in Department of Defense Instruction 6130.03, “Medical Standards for Appointment, Enlistment, or Induction into the Military Services.”
This change standardizes the initial review process, ensuring all reviewers have access to the same information and are provided standardized training. This will result in decreased variability among medical reviewers and more robust reviews of all details associated with a case in pursuit of the most favorable determination.
Perhaps most importantly, the policy memo firmly states the surgeon general’s strong expectation, shared by all Navy leaders that the highest consideration should be afforded to those applicants currently serving in a deployable status.
Navy Medicine is a global health care network of 63,000 personnel which provides health care support to the U.S. Navy, Marine Corps, their families, and veterans in high operational-tempo environments, at expeditionary medical facilities, medical treatment facilities, hospitals, clinics, hospital ships and research units around the world.
For more news from Navy Medicine, visit www.navy.mil/local/mednews/.
Here’s a link to my guest spot on the White Coat Investor site and podcast:
Here are this week’s articles:
Here’s a link to this recent and controversial article:
Yesterday I updated my Fitrep Prep document, which is available on this page. It walks you through how to write your fitrep block by block, and if you are not using it to write your fitreps you are probably missing out. (I could be a tad biased though.)
This is a really good article by the Principal Deputy Assistant Secretary of Defense for Health Affairs that summarizes all the changes we are experiencing. If you feel like you could benefit from a good summary of what is going on, read this article:
The FY20 Staff Corps O6 Promotion Board Convening Order was released today. On page 2, you can see the following promotion opportunities:
- Medical Corps – 81%
- Dental Corps – 89%
- Medical Service Corps – 60%
- Nurse Corps – 50%
Promotion board math was reviewed last year and can be confusing, but what it means is this…
Pretend there were 100 physicians in zone for O6. The board could select 81 for O6, but that 81 comes from all of those eligible. In other words, anyone picked from below, in, or above zone counts toward the 81. This means your chances of being selected in zone are much less than the promotion opportunity of 81% because of all the above and below zone eligibles.
Just to give some Medical Corps perspective, here is the historical promotion opportunity as far back as I have it:
The Physician Philosopher is offering his new book, The Physician Philosopher’s Guide to Personal Finance, for free if you sign up for his e-mail list. I haven’t read the book yet, but his blog posts are quality which portends well for the book.
Here is the Jan – Feb 2019 edition of the TSP Highlights newsletter. It mentions the changes to the Lifecycle funds that started last month and will give them a more aggressive asset allocation. They include:
Effective in January 2019, we will increase exposure to international stocks (the I Fund) from 30% to 35% of the overall stock allocation in all L Funds. The L Income Fund stock allocation (C, S, and I Funds combined) will increase from 20% to 30% over a period of up to 10 years. The L 2030, L 2040, and L 2050 overall stock allocations will hold steady for a period of years before resuming their transitions from stocks to bonds. In addition to improving investment outcomes, this pause will align the L 2030, L 2040, and L 2050 Funds with the L 2060 Fund, which will be introduced in 2020 with an initial stock allocation of 99%.
Here are this week’s personal finance articles: