Here is the announcement for the Deputy Chief of the Medical Corps position. It is available spring/summer 2017. Interested officers need to submit their CV, military bio, letter of intent, OSR, PSR, and last three fitreps to the Medical Corps Chief’s Office at BUMED by 19 DEC. Applicants need Detailer/Specialty Leader concurrence and must be able to PCS to BUMED in the above time frame.
“Deadline Extended” is code for “no one applied or wants this job.” It might be easier to get for an aspiring CDR, CDR(s), or even a senior LCDR. Who knows. Can’t hurt to ask. Here is the original info on this position:
I don’t have the amounts of the special pays, but the NAVADMIN has been released:
R 012113Z DEC 16
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/FY-17 MEDICAL DEPARTMENT OFFICER SPECIAL PAYS FOR ACTIVE DUTY//
NARR/REF A IS A MEMO FROM ASD, HEALTH PROFESSIONS OFFICER SPECIAL AND
INCENTIVE PAY PLAN. REF B IS DODI 6000.13, ACCESSION AND RETENTION POLICIES,
PROGRAMS, AND INCENTIVES FOR MILITARY HEALTH PROFESSIONS OFFICERS (HPOs).
REF C IS SECTION 335 OF TITLE 37, U.S. CODE SPECIAL BONUS AND INCENTIVE PAY
AUTHORITIES FOR OFFICERS IN HEALTH PROFESSIONS. REF D IS OPNAVINST 7220.17,
SPECIAL PAYS FOR MEDICAL CORPS, DENTAL CORPS, MEDICAL SERVICE CORPS, AND
NURSE CORPS OFFICERS.//
RMKS/1. This NAVADMIN announces implementation of the Consolidated Special
Pays for Navy Medical Special and Incentive Pays effective for FY-17 in line
with references (a) through (d).
2. Submission for FY-17 special pays may begin upon release of this NAVADMIN
in conformity with reference (d) and specific FY-17 special pay guidance.
Officers will have 30 days from the release date of this NAVADMIN to submit
requests for special pays. Officers must meet the eligibility outlined in
the applicable FY-17 special pay guidance.
3. All Navy medicine department officers receiving Medical Special and
Incentive Pays will transition from Legacy Special Pays to the Consolidated
Special Pays during FY-17. Specific special pays implementation guidance,
administrative procedures, and the U.S. Navy Bureau of Medicine and Surgery
Special Pays point of contact information is available at
http://www.med.navy.mil/bumed/Special_Pay/Pages/default.aspx. If not a
member of Navy Medicine, common access card (CAC) users will need to register
their CAC, upon first access to the site. For non-CAC users, please send
email to usn.ncr.bumedfchva.mbx.specialpays- email@example.com. All personnel
eligible for Medical Department Officer Special Pays are strongly encouraged
to review their specific guidance located at the aforementioned link.
4. This message will remain in effect until superseded or canceled,
whichever occurs first.
5. Released by Vice Admiral R. P. Burke, N1.//
Below is the Blended Retirement System (BRS) NAVADMIN that just came out. If you are one of the people who can choose between the current system and the BRS, you can read what I think about it here. Active duty are opt-in eligible if their Date of Initial Entry into Military Service (DIEMS) is on or before 31 December 2017 and they have less than 12 years of service as of 31 December 2017. You can find your DIEMS on your LES on the right-hand side. Here is an image of my LES where you can see my DIEMS is February 21, 1997:
Because I have more than 12 years of service, I am not opt-in eligible and have to stay with the current system (thankfully).
Bottom line…stay with the current system if you are staying in for 20 years.
R 281546Z NOV 16
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/NOV//
SUBJ/NOTIFICATION OF ELIGIBILITY TO OPT-IN TO THE BLENDED RETIREMENT SYSTEM//
REF/B/MSG/CNO WASHINGTON DC/271444ZSEP16//
REF/C/MSG/COMNAVPERSCOM MILLINGTON TN/151015ZAUG16//
NARR/REF A IS SECTIONS 631 THROUGH 635 OF NATIONAL DEFENSE AUTHORIZATION ACT,
SUBTITLE D – DISABILITY PAY, RETIRED PAY, AND SURVIVOR BENEFITS.
REF B IS NAVADMIN 217/16, ANNOUNCEMENT OF THE BLENDED RETIREMENT SYSTEM FOR
THE UNIFORMED SERVICES.
REF C IS A GENADMIN, PAY AND PERSONNEL INFORMATION BULLETIN 16-12.//
RMKS/1. This NAVADMIN is the official notification of eligibility to opt-in
to the Blended Retirement System (BRS) in accordance with references (a) and
2. Reference (a) states all Service members with a Date of Initial Entry
into Military Service (DIEMS) on or before 31 December 2017 are automatically
grandfathered under the current retirement system. However, some Service
members are eligible to opt-in to the BRS.
(a) Active component members are opt-in eligible if their DIEMS is on or
before 31 December 2017 and they have less than 12 years of service as of 31
December 2017, based on their Pay Entry Base Date.
(b) Reserve component members, to include Full-Time Support members, are
opt-in eligible if their DIEMS is on or before 31 December 2017 and they have
accumulated fewer than 4,320 retirement points as of 31 December 2017.
(c) United States Naval Academy, Reserve Officer Training Corps
Midshipmen and Delayed Entry Program members are opt-in eligible if their
DIEMS is on or before 31 December 2017.
3. The window for opt-in eligible members to enroll in BRS will be open from
1 January 2018 until 31 December 2018. Opt-in eligible Service Members must
be in a paid status at the time of enrollment. Service Members who meet the
criteria above but are not in a paid status during the election window, will
be given an opportunity to enroll during their first period of paid status.
Hardship extensions to the enrollment window for opt-in eligible Service
Members who are unable to enroll in BRS during the 2018 enrollment period
will be considered on a case by case basis in line with reference (a). If a
Service Member chooses to opt-in, their decision is irrevocable. Whether you
choose to opt-in or not, all Service Members who are opt-in eligible must
complete the Blended Retirement System Opt-In Course.
4. Commands must notify all opt-in eligible Service Members within their
command. Command administrative departments should also contact their
personnel support divisions on a regular basis to access a list of all opt-in
eligible Service Members within their command. Additionally, those opt-in
eligible Service members who have an up-to-date email address in Navy
Standard Integrated Personnel System in line with reference (c) will receive
notification of opt-in eligibility via e-mail.
5. All Navy commands must ensure that opt-in eligible Service Members
complete the Blended Retirement System Opt-In Course. This course will be
available in January 2017 on Joint Knowledge Online and Navy E-learning.
Although this course will be accessible by all Service Members, completion no
later than 31 December 2017 is mandatory for all opt-in eligible Service
Members. Additionally, command financial specialist can provide support for
unit-level basic financial literacy and BRS education. More robust financial
counseling services are available through personal financial managers at your
local Fleet and Family Support Center or online via a Military OneSource
personal financial counselor.
6. The importance of the decision to enroll in BRS or remain in the current
retirement system cannot be overstated. This decision is among the most
important financial decisions an opt-in eligible Service Member may make. I
am depending on an all-out leadership effort to ensure that the training is
completed and Service Members are making the most informed financial decision
7. This NAVADMIN remains in effect until superseded or cancelled, whichever
8. Released by Vice Admiral R. P. Burke, N1.//
(Re-posted from this link.)
The Uniformed Services University of the Health Sciences is seeking military health care professionals who would like to gain expertise in leadership, research and theories in one of the university’s new innovative and dynamic graduate programs.
Last year, USU’s F. Edward Hébert School of Medicine launched the Master of Health Professions Education and the Doctor of Philosophy in Health Professions Education as it became clear there was a need for leaders with academic skills within all military services. Many senior-ranking physician educators and program leaders had retired, separated from the military, or had changed their career path. These new degree programs offer a chance for military providers to fulfill that need in the military health system, and become educational leaders and scholars.
“Those who complete these programs will be very well prepared to serve as academic leaders, such as program directors, clerkship directors, service chiefs, chairs, or educational deans,” explained Dr. Steven Durning, director of graduate programs in HPE. “They’ll also contribute to the continuous advancement of health professions education and research in the MHS as well as in the civilian community.”
The programs are geared toward active duty military personnel who are health professionals, including physicians, nurses, dentists, as well as Defense Department civilian health professionals working in the MHS or the Public Health Service. The programs can be completed on a part- or full-time basis, and blend face-to-face coursework and practicum opportunities with a robust online learning community. The programs focus on a number of competencies, including leadership, scholarship and research, teaching, learning and assessment, and communication.
“Our HPE programs are staff by a world-class faculty who have published more than 500 peer-reviewed journal articles and have won more than $30 million in grant funding for educational research,” said Dr. Louis Pangaro, chair of USU’s department of medicine, which oversees the degree program.
Military health care professionals are “highly regarded, exceptional leaders who are committed to intellectual development and professional growth,” Durning said.
Advanced degrees in health professions education are also increasingly emphasized as a requirement for academic leadership positions throughout the nation’s medical educational system, he added, and so these programs are expected to have a lasting impact on both the MHS and the civilian community.
Improving Educational Methods
The first student to enroll in the PhD program, Dr. Matthew D’Angelo, agreed with those sentiments. He is an assistant professor and Interim Associate Dean for Faculty Affairs in the Daniel K. Inouye Graduate School of Nursing, and has been teaching graduate level nursing for the last decade.
“The HPE program has offered countless experiences where I’m given the opportunity to reflect on how I, and the programs within the GSN, deliver curriculum and how it is evaluated,” D’Angelo said.
The program has helped him conceptualize and develop online teaching materials for austere anesthesia, he said. In turn, he has created a new faculty orientation seminar, covering a variety of topics in education.
What he most enjoys about the program is learning the basis of “why” he teaches the way he teaches.
“I think good teaching is often intuitive, but the administration of education is far more complex … I (now) think differently about how I teach and how we instruct our advanced practice nursing students.”
He added that the workload has been challenging, requiring a breadth of understanding in a range of topics, but the faculty have been supportive.
“Modern education is far more complex that it was 20 years ago,” he said. “As we, as a society, move to competency-based education, faculty will need to be versed in rigorous assessment techniques and have a solid foundation in curriculum design … The HPE program, by far, will be an asset to the university and the future of military health care education.”
Interested health professionals can apply here.
Here is a brief summary of last week’s Specialty Leader Business Meeting that is always held in conjunction with the Graduate Medical Education Selection Board:
- Current interim Chief Medical Officers (CMOs) need to formally apply to the next screening board in summer 2017. I would STRONGLY encourage other people to apply as well because it is a screened/appointed leadership position that allows you to remain clinically active and that I also think will lead to promotion to O6 if done successfully.
- Announcements for nominative positions often come out with very little time until the nominations are due. They all require your CV, BIO, Letter of Intent (LOI), Officer Summary Record (OSR), and Performance Summary Record (PSR). It is best if you have these ready to go due to the often short timeline. I will tell you that I update my CV and military biography monthly and have multiple LOI templates at the ready at all times, so I practice what I preach. Your OSR/PSR can downloaded from BUPERS On-Line anytime, so that requires no prep (assuming BOL is working).
- Current overall Medical Corps manning is 103.4%. This is of no real use to you but is simply an interesting fact/statistic. It does, perhaps, limit our promotion opportunity a lit bit, but…
- The Medical Corps promotion opportunities for FY18 are expected to be higher than they have been in recent years. You never know the actual percentage until the board has concluded, but this is certainly good news.
- As of now, there is no change in the conference approval process. Sorry.
- The Career Intermission Program (CIP) has been extended until 2019. This program allows you to take up to 3 years off from the Navy to do something else, hit the pause button on progression toward promotion, and then return afterward. You have a 2:1 additional commitment for any time off. In other words, if you take 2 years off you’ll owe 4 years when you return. Some people have tried to use the CIP to do fellowships on their own, but that is not the intent of the program and requests for CIP to do a fellowship will be closely scrutinized by BUMED before approval. Info on the program can be found here or you can contact your Detailer.
- There is no special pays update. They are still awaiting the NAVADMIN. The latest can always be found here:
According to the policy that controls these things, dwell time is “the period of time a unit or individual is not on an operational deployment.” This policy also states that the target deployment-to-dwell ratio is 1:2 or greater. Here is an example to illustrate how this works:
- You deploy for 7 months.
- You minimum dwell time (or time at home until you get deployed again) is 14 months.
The policy spells out all sorts of ways you can request a waiver of this policy and certain other circumstances you may want to check out, but if you are in a specialty that deploys alot (like me) it is good to know that a 1:2 deployment-to-dwell ratio is the current target.