FY16 LCDR Promotion List Released
Congratulations to the following officers who were selected for promotion to LCDR:
Medical Corps Abitria Richard R 0003 Afuhleflore Chantal Na 0044 Aleid Haydar Mohali 0034 Algert Daniel B 0104 Algert Lesley Paz 0068 Anderson William Charl 0198 Armstrong Cody Chance 0015 Aukstuolis Kestutis An 0139 Aurigemma David F 0073 Aurigemma Kristen Dian 0097 Bailey Mary Mercedes 0191 Baker Neal Jordan 0150 Baquir Angelo B 0087 Bauer Matthew Paul Per 0148 Bayly Terrence D 0083 Benjaminson Jeremy Eva 0178 Bermudez Daniela Janel 0157 Bilbao Michelle Cifone 0170 Boni Benjamin Daniel 0177 Boucher Jeromy Travis 0028 Brandon Elise Cooper 0137 Brock Marie Elizabethn 0149 Brown Taylor Adam 0055 Bruce Timothy Peter 0197 Buckley Kerry L 0053 Buckley Ryan Thomas 0041 Buckley Sarah Basha 0152 Bullard Susan Ashley 0036 Burbanodelara Patrick 0138 Burgess Matthew Daniel 0037 Butler Nathan Henry 0102 Butler William Jason 0029 Buttolph Amelia Harris 0205 Bylund William E 0084 Carter Kristopher Ever 0115 Cassleman Kristi Linne 0188 Chang Allen Duanhsu 0162 Chi Benjamin B 0096 Cochran Grant K 0063 Cole Geoffrey John 0057 Corrado Richele Lynn 0027 Cripe Paul 0079 Cruz Chris Albert 0146 Darling Nicholas Andre 0200 Davis Christopher Alan 0108 Dean Daniel Joseph Jr 0174 Deboer Derek Lee 0082 Degeus John Benjamin 0094 Delacruz Andrea Faye 0156 Derevianko Victoria Ma 0105 Digeorge Nicholas Will 0169 Douglas Brigham Lee 0193 Elek Steven IV 0172 Engkulawy Jennifer Kar 0163 Evans John Keith II 0180 Faught Sara Kathryn 0144 Fiaseu Kaycee Rose 0204 Filipescu Radu 0020 Flowers Lynn Morrissey 0155 Fofi Stephanie Marie 0145 Frasier Samuel Dennis 0208 Gage Michele M 0086 Ganacias Karen Gayle 0192 Garciasalas Alejandro 0093 Gaylord Bethany Kay 0117 Generoso Judith Cather 0130 Gillespie John W 0075 Gilman Luke Anthony 0132 Gower Jonathan Robert 0066 Graham Jennifer Nicole 0107 Greene Tatiana Morales 0186 Gutweiler Alex August 0025 Haight Sean Patrick 0175 Hall Kent Michael 0190 Hamersley Erin Rae Spa 0206 Hastings Todd Glen 0154 Hauck Heather Noelle 0095 Hauff Niels M 0050 Healy Mae Wu 0129 Hemerly Nathan James 0173 Henebry Andrew D 0046 Henry Sadie Mar 0004 Hodell Evan Mel 0014 Hoffman Marshall Mathe 0062 Hogan Patricia Elisabe 0142 Holleman Kevin Troy 0168 Holzhouser Jamon Aaron 0016 Jain Ankush Kumar 0171 Jardonaites Michelle D 0090 Jaskiewicz Jennifer Ly 0185 Jing Ling 0006 Johns Michael Wayne 0045 Karris Bianca Cabrera 0133 Khoo Di 0052 Kilimentmihaileanu Iul 0021 Kuckel Daniel P 0035 Kunkel Scott Alan 0196 Lafferty Casey Elizabe 0176 Lagrew Joseph Edward II 0099 Larsen Eric Christian 0012 Lawson Scott Michael 0122 Le Joseph An 0141 Le Tuvien 0195 Lee Blair C 0120 Lehmann Benjamin John 0143 Lewis William A 0030 Lipscomb Kathryn Ann 0118 Lomeli Matthew Charles 0164 Lopez Lance Anthony 0140 Lopreiato Joseph O 0128 Love Christopher Scott 0010 Mak Heather Kimberly 0136 Maliakel Paul G 0064 Mancusiungaro Andrew E 0043 Manosalva Rodolfo Enri 0158 Marquardt Joseph Phili 0165 Marshall Michael Thoma 0060 Maruszak Mary Brigid 0187 Mathew Manoj 0026 Mathurin Jean Gilnord 0024 Mattingly John C 0072 McClure Robert Ian 0007 McCullough Jeremy Davi 0189 McDonnell John Carroll 0167 McPeak Lesley Armbrust 0061 Melzer Jonathan M 0089 Meunier Nicole Jean 0069 Michel Eric Brian 0121 Michel Shannon Scully 0127 Monson Michael James E 0166 Munoz Beau Jeffrey 0031 Myles David Eric 0201 Naff Jessica Lynn 0011 Navarro Carlos Alberto 0048 Nelson Mikal John 0042 Nieves Maria Lizette 0005 Obrien Brendan Stephen 0077 Oladipo Olamide Johnso 0135 Olson Erik Joseph 0051 Osborne Todd Graham 0013 Overbey Jamie Kathleen 0147 Owens Steffanie Michel 0100 Pannier Aaron Granvill 0092 Partovi Christopher Re 0032 Perrinez Phillip Rober 0113 Perry Alexandra V 0088 Peterson Brandon Rober 0119 Powers Michael F 0159 Prokop Michael Aaron 0184 Reynders William Josep 0116 Roberson Nolen F 0080 Roden Christopher Dona 0183 Ross Warren Leslie 0111 Russell Matthew Craig 0008 Ruttenberg Todd Michae 0101 Santiago Gabriel F 0049 Sardina Jonathan Micha 0181 Sasovetz Scott Joseph 0059 Schonau Jesse Taylor 0207 Scully Stephenie Ashle 0058 Seeger Daniel Bradley 0123 Shanahan Erik Edmond 0071 Siebenaler Joseph Fran 0179 Siegel Joseph Aaron 0039 Simmons Brett Patrick 0112 Singer Jacob Emerson 0040 Skeehan Christopher Do 0134 Smith Jennifer Lauren 0085 Snow Ryan William 0161 Solis Ana Lidia 0023 Sone Peter Lee 0056 Songer Adam G 0081 Speicher Matthew Vanst 0199 Staeheli Gregory R 0047 Stange Christopher Jam 0203 Stanila Vlad Vasile 0022 Stapleton Robert Edwar 0202 States Leith Jason 0182 Steele Helen Marie 0194 Stein Loretta Lindsay 0125 Stonegarza Kristi Kim 0009 Stratton Michael Slade 0151 Stromberg Ines Haruni 0131 Talise Paul C 0076 Taylor Jacob Marshall 0038 Toupin Brian 0103 Trevino Ruth Ann 0124 Uber Ian Chauncey 0067 Valadao Jason Matteo 0018 Wagner Kari Lynn 0110 Wagner Scott C 0106 Waite Kenneth Barry Jr 0126 Wallace James D 0078 Walsh John C 0074 Waterman Adam Thomas 0070 Westbrook James Wesley 0017 Wheelan Ann Victoria 0019 Wildi Jonathan Douglas 0160 Wilson Jessica Ann 0098 Wilson Kevin F 0114 Wolf Michael E 0054 Wooldridge Bryan Edmun 0109 Zelinskas David John 0153
Need Your Opinion on the Blog/Website
The blog/website has been live for about 2 months now, and I’d love some direction on how things are going. Do you like written posts or do you prefer audio/video? Do you prefer pure audio or video podcasts? Do you like shorter podcasts or are longer ones okay? Are written comments essential or are audio/video podcasts alone sufficient? Please send any comments you have to me with the “Contact Me” tab or by commenting on this post. Please also take this poll:
Moonlighting in the Navy
It’s July and a whole new crop of recent residency graduates can now moonlight for the first time in their Naval careers, so here is a video podcast and blog post that discusses some of the basics of moonlighting.
Should You Moonlight?
I think the answer to this question depends on a lot of things. First, do you envision yourself working clinically when you leave the Navy? For most physicians, the answer to this question is yes, and depending on your specialty you may need to moonlight to maintain your clinical skills. We don’t always get exposed to the full scope of our specialty in the Navy. My wife is a pediatrician, and when she was on active duty I thought she had a full scope pediatric practice and did not need to moonlight to maintain her skills. As an emergency physician, though, it is rare to get exposed to the full breadth of emergency medicine in a Navy emergency department. You have to make an honest assessment of your specialty, the breadth of your Naval practice, and whether you need to moonlight to maintain your skills.
In addition, you need to figure out your motivation for moonlighting. A common motivation is to earn extra money, and that is a fine motivation, but you never want to make decisions that make you dependent on the money. You may deploy, your CO could take away your moonlighting privileges, or you could PCS somewhere where you can’t moonlight. You don’t want to be the bankrupt doctor because you bought a house you can’t afford without moonlighting.
The Navy’s Moonlighting Rules
In order to moonlight you have to get permission from your command. It is a privilege, not a right, and you can lose this privilege if you fail a PFA, don’t stay up-to-date on your training/readiness requirements, or don’t produce academically when required.
If you are going to moonlight somewhere outside of a 2 hour drive, you need to take leave. If you are flying anywhere, no matter the distance, you need to take leave. You can’t moonlight more than 16 hours/week and you need to have 6 hours of time off between clinical periods for your moonlighting job and your Naval duties. You’ll need to complete an annual attestation that says you are aware of these policies and compliant with them.
Where Should You Moonlight?
If you moonlight locally you don’t need to take leave. If you can find a clinical setting you think you’d like after your time in the Navy is complete, you can even start working toward partnership.
If you work locum tenens, you can travel and sometimes chase “the big money.” If you work enough, the locum companies will cover all of your expenses, DEA, state licenses, travel, hotel, expenses, and malpractice insurance. Because you are likely traveling to a location more than a 2 hour drive away, you’ll need to take leave.
Basic Financial Planning for Moonlighters
Moonlighting allows you to put more money in tax advantaged retirement accounts. If you’re a non-moonlighter, you’d be limited to putting $18,000/year in the TSP and $5,500/year in your IRA (based on 2015 limits). If you moonlight and get paid on a 1099 as an independent contractor, you can fund a SEP IRA or solo 401k up to $53,000/year. It is rare that you’ll hit this maximum because you can’t moonlight enough to earn the amount required to do it, but you will be able to put more away than a non-moonlighter. A SEP IRA is easier to set up than a solo 401k, but a Solo 401k allows more money to be contributed at an equivalent salary. For a great discussion on these two options, go to:
http://whitecoatinvestor.com/sep-ira-vs-solo-401k/
Finally, moonlighters often want to incorporate because they think it provides malpractice protection, but that is a myth. Although there may be some tax advantages to incorporating, it doesn’t protect you from professional liability or malpractice.
Contract Pitfalls
If you are going to sign a contract, you are going to need to get some professional help. You should hire a healthcare or contract attorney to review any contract you are considering. There are many issues you need to understand, including:
- Due process or termination clauses – For what reasons can they terminate you? Are you entitled to a hearing with the medical staff before your privileges are removed or restricted?
- Tail coverage – Does your malpractice insurance require tail coverage? If so, who is paying for it? Tail coverage is malpractice insurance that covers you after you stop working for that employer, and it can be VERY EXPENSIVE so you will want to know who is paying for it.
- TRICARE or VA eligible patients – You can’t bill these patients as they are already entitled to your services. This is spelled out very well in the moonlighting paperwork you will file with your command, but make sure your employer understands this.
Here are the Powerpoint slides for the video podcast below:
Basic Anatomy of a FITREP
There is a HUGE knowledge deficit in the Medical Corps about FITREPs, which is sad when you consider that they are probably the most important document in our Naval careers. To address this deficit I created this video podcast. In 43 minutes you’ll know just about everything that you need to know about FITREPs. This material is based on about 10 lectures I collected over the years and is consistent with the 2015 update of the FITREP instruction that was just released a few months ago.
Grab a FITREP to look at or start up NAVFIT98a and write your FITREP as you watch the video because it will be much easier to follow along this way. In addition, here are the slides to download and view and the FITREP instruction:
O5/O6 Opportunities – USUHS Brigade Commander and SECDEF Corporate Fellowship
Here are two opportunities for senior physicians. If you are interested in one, contact your Detailer:
O6 Only – Brigade Commander Position at USUHS
O5/O6 – SECDEF Corporate Fellowship NAVADMIN*
*NOTE: The first two programs mentioned in this NAVADMIN are for line officers and physicians are not eligible. The last program, the SECDEF Corporate Fellowship, is the one physicians are eligible for.
FY16 CAPT Promotion Board Statistics
People really enjoyed seeing the FY16 CDR promotion stats and I got requests for the same stats for the CAPT promotion board. Here they are:
| # OF PEOPLE | # SELECTED | % SELECTED | |
| ABOVE ZONE | 155 | 11 | 7.10% |
| IN ZONE | 101 | 39 | 38.61% |
| BELOW ZONE | 164 | 1 | 0.61% |
| # IZ | #SEL IZ | % SELECT IZ | # AZ | #SEL AZ | % SELECT AZ | # BZ | #SEL BZ | % SEL BZ | |
| FLT SRG | 0 | 0 | N/A | 9 | 0 | 0.00% | 0 | 0 | N/A |
| RAM | 2 | 0 | 0.00% | 9 | 0 | 0.00% | 3 | 0 | 0.00% |
| ANESTH | 13 | 2 | 15.38% | 10 | 0 | 0.00% | 13 | 0 | 0.00% |
| SURG | 6 | 3 | 50.00% | 9 | 0 | 0.00% | 7 | 0 | 0.00% |
| NEURO SURG | 0 | 0 | N/A | 2 | 0 | 0.00% | 2 | 0 | 0.00% |
| OB GYN | 4 | 3 | 75.00% | 11 | 1 | 9.09% | 10 | 0 | 0.00% |
| GMO | 0 | 0 | N/A | 0 | 0 | N/A | 0 | 0 | N/A |
| OPHTH | 0 | 0 | N/A | 2 | 0 | 0.00% | 5 | 0 | 0.00% |
| ORTHO | 7 | 2 | 28.57% | 10 | 0 | 0.00% | 12 | 0 | 0.00% |
| OTO | 3 | 1 | 33.33% | 2 | 0 | 0.00% | 8 | 0 | 0.00% |
| URO | 0 | 0 | N/A | 1 | 0 | 0.00% | 4 | 0 | 0.00% |
| PREV MED | 1 | 0 | 0.00% | 3 | 0 | 0.00% | 2 | 0 | 0.00% |
| OCC MED | 4 | 3 | 75.00% | 4 | 0 | 0.00% | 4 | 0 | 0.00% |
| PHYS MED | 1 | 0 | 0.00% | 0 | 0 | N/A | 0 | 0 | N/A |
| PATH | 2 | 1 | 50.00% | 9 | 0 | 0.00% | 5 | 0 | 0.00% |
| DERM | 5 | 2 | 40.00% | 0 | 0 | N/A | 2 | 0 | 0.00% |
| EMERG | 8 | 4 | 50.00% | 7 | 0 | 0.00% | 11 | 0 | 0.00% |
| FAM PRAC | 9 | 4 | 44.44% | 28 | 4 | 14.29% | 15 | 0 | 0.00% |
| INT MED | 18 | 7 | 38.89% | 10 | 1 | 10.00% | 20 | 1 | 5.00% |
| NEURO | 0 | 0 | N/A | 2 | 0 | 0.00% | 0 | 0 | N/A |
| UMO | 4 | 0 | 0.00% | 1 | 0 | 0.00% | 2 | 0 | 0.00% |
| PEDS | 4 | 2 | 50.00% | 9 | 2 | 22.22% | 9 | 0 | 0.00% |
| NUC MED | 0 | 0 | N/A | 0 | 0 | N/A | 0 | 0 | N/A |
| PSYCH | 4 | 2 | 50.00% | 2 | 0 | 0.00% | 8 | 0 | 0.00% |
| DIAG RAD | 6 | 3 | 50.00% | 14 | 3 | 21.43% | 21 | 0 | 0.00% |
| RAD ONC | 0 | 0 | N/A | 1 | 0 | 0.00% | 1 | 0 | 0.00% |
| TOTAL | 101 | 39 | 38.61% | 155 | 11 | 7.10% | 164 | 1 | 0.61% |
FY16 CDR Promotion Board Statistics
Here are the FY16 CDR promotion board statistics. After a few more weeks of reviewing records of those who failed to select, I’ll have some specific promotion board takeaways.
| # OF PEOPLE | # SELECTED | % SELECTED | |
| ABOVE ZONE | 113 | 24 | 21.24% |
| IN ZONE | 135 | 71 | 52.59% |
| BELOW ZONE | 370 | 0 | 0.00% |
| 1Z FAILED TO SELECT | IZ SELECTS | AZ SELECTS | IN ZONE | % SELECTED IN ZONE | TOTAL IZ & AZ | SELECTS IZ & AZ | PERCENT SELECTED IZ & AZ | |
| FLT SRG | 1 | 1 | 1 | 2 | 50% | 9 | 2 | 22% |
| RAM | 0 | 2 | 0 | 2 | 100% | 10 | 2 | 20% |
| ANESTH | 4 | 9 | 4 | 13 | 69% | 23 | 13 | 57% |
| SURG | 5 | 3 | 4 | 8 | 38% | 19 | 7 | 37% |
| NEURO SURG | 0 | 0 | 1 | 0 | N/A | 1 | 1 | 100% |
| OBGYN | 1 | 7 | 1 | 8 | 88% | 11 | 8 | 73% |
| GMO | 0 | 0 | 0 | 0 | N/A | 0 | 0 | N/A |
| OPHTH | 1 | 2 | 0 | 3 | 67% | 3 | 2 | 67% |
| ORTHO | 3 | 4 | 1 | 7 | 57% | 13 | 5 | 38% |
| OTO | 1 | 0 | 0 | 1 | 0% | 3 | 0 | 0% |
| UROLOGY | 1 | 1 | 0 | 2 | 50% | 4 | 1 | 25% |
| PREV MED | 3 | 4 | 1 | 7 | 57% | 11 | 5 | 45% |
| OCC MED | 3 | 2 | 1 | 5 | 40% | 10 | 3 | 30% |
| PHY MED | 1 | 0 | 0 | 1 | 0% | 1 | 0 | 0% |
| PATH | 4 | 0 | 1 | 4 | 0% | 8 | 1 | 13% |
| DERM | 1 | 1 | 1 | 2 | 50% | 5 | 2 | 40% |
| EMERG | 8 | 3 | 3 | 11 | 27% | 19 | 6 | 32% |
| FAM MED | 4 | 10 | 2 | 14 | 71% | 30 | 12 | 40% |
| INT MED | 7 | 6 | 1 | 13 | 46% | 17 | 7 | 41% |
| NEURO | 3 | 1 | 0 | 4 | 25% | 5 | 1 | 20% |
| UMO | 1 | 0 | 0 | 1 | 0% | 1 | 0 | 0% |
| PEDS | 4 | 4 | 1 | 8 | 50% | 14 | 5 | 36% |
| NUC MED | 0 | 0 | 0 | 0 | N/A | 0 | 0 | N/A |
| PSYCH | 1 | 4 | 0 | 5 | 80% | 11 | 4 | 36% |
| RAD | 6 | 7 | 1 | 13 | 54% | 19 | 8 | 42% |
| RAD ONC | 1 | 0 | 0 | 1 | 0% | 1 | 0 | 0% |
Click on this to make it larger, if needed:
2015 Graduate Medical Education BUMED Note Released
Here is the 2015 Graduate Medical Education BUMED Note:
O5 Promotion List Released
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.
Introduction to Medical Corps Special Pays
This is my first videocast of a lecture I gave to the Emergency Medicine residents at NMC Portsmouth a few weeks ago. I was surprised by how many questions there were about special pays. I think it is a topic that is mundane to those of us that have been in the Navy for a while, but can be quite a mystery to new Medical Corps officers. As I learn how to videocast I’m sure the content will improve, but aside from one place where I said “January” instead of “July” I think it turned out well. I hope junior physicians enjoy this introduction to the world of Medical Corps special pays.
- ← Previous
- 1
- …
- 231
- 232
- 233
- Next →
Joel Schofer's Career Planning Blog 