Here is the FY16 Medical Corps Special Pay Guidance:
Here is the website where you can get further information:
And here is my video podcast explaining all the various special pays:
Here is the information on this leadership position for O5/O6 officers as well as some information on the directorate:
If you are interested, contact your Detailer.
There are 2 new service schools, MedXellence and MHS Capstone. If you want these added to your record, check the updated promo prep document below for the procedure:
When I was a Detailer, I would review a lot of records for people who failed to promote. Over and over again I would see FITREPs that reflected poorly on the officer. A lot of the time they didn’t realize it was even an issue, and sometimes they did it to themselves. Here are the top 5 FITREP mistakes you want to make sure you don’t make:
- Getting anything other than an early promote (EP) when you are getting a 1/1 FITREP, also known as an “air bubble.”
If you are the only officer in your competitive category (meaning that you aren’t competing against anyone on that FITREP), make sure you get an EP. Just like a single air bubble, you should “rise to the top” and get an EP. If you don’t get the air bubble and get a promotable (P) or must promote (MP), it reflects poorly on you unless it is CLEARLY EXPLAINED in the narrative why you are getting a P or MP. Here you can see an officer who got a 1/1 MP in his/her last FITREP and how it would be noted at a promotion board:
For example, if your reporting senior doesn’t give newly promoted officers an EP, your narrative should say something like, “Newly promoted officers do not receive EP rankings.” Sometimes this happens because your reporting senior is an officer from another service and he/she doesn’t understand the “Navy rules” for FITREPs. Sometimes it happens because either you or your reporting senior wants to give you a P or MP so you can “show progression” and get an EP. If you want to show progression, do it on the overall marks, not the final promotion recommendation. For example, give yourself a 4.0 EP, then a 4.17 EP, and finally a 4.33 EP. DO NOT give yourself a P or MP if you are getting a 1/1 FITREP.
- Both officers in a competitive group of 2 getting a MP FITREP.
If you are in a competitive group of 2, your reporting senior should give 1 of you an EP and the other a MP. If he/she gives you both a MP, it reflects poorly on both of you. Most often this will happen at an operational command and/or when there are 2 officers who are competing but are in the same promotion year group. Make sure your reporting senior doesn’t take the easy road and give you both a MP. One of you should get the EP, and the other can get a MP with a strong narrative explaining why.
- Declining from an EP to an MP without changing competitive groups (or “moving to the left”).
Most often I would see this when a resident who was in a large competitive group was given an EP FITREP. Then when they graduate from residency, their competitive group shrinks and they don’t get an EP but are left with an MP. Here’s what it looks like on when projected at the promotion board:
If I was you, I’d fight this like a dog. If they can’t keep you at an EP and you didn’t do anything wrong to deserve this, make sure the reason for your drop from an EP to a MP is clearly explained in the FITREP narrative.
If this happens to you because you are changing competitive groups, like when you get promoted or move from residency/fellowship to a staff physician at the same institution, it is not a black mark in any way and is expected.
- Not getting a 5.0 in Leadership.
If you are writing your own FITREP, you can’t give yourself a 5.0 in every category, but of all the categories Leadership is probably the most important one. Make sure you give yourself a 5.0 in Leadership because that is what the promotion board is looking to promote, future leaders. Having less than a 5.0 can send a bad message to the board.
Sometimes you have no control over this, and sometimes you may deserve less than a 5.0 in Leadership, but do your best to get a 5.0 there if at all possible.
- Giving yourself an overall trait average less than your reporting senior’s average.
Every reporting senior has an overall trait average for each rank that includes all of the FITREPs that they’ve done for that rank. You want to try and find out what it is.
While a reporting senior can look up their average on BOL, you can’t. You can, though, see it on your Performance Summary Record if you’ve received a FITREP from them at your current rank. Although it changes every time they do more FITREPs, their average the last time they did a round of FITREPs can be found on your PSR and is highlighted below by the red arrow with blue text (this reporting senior had ranked 6 LCDRs and had an average of 3.50 at that time) on one of the slides from my FITREP video podcast:
If you have never received a FITREP from your reporting senior at your current rank, maybe your one of your friends has. The other way to find out their average is to ask your chain-of-command. Someone, usually the command’s FITREP coordinator, will know their average for your rank.
It is probably obvious that once you find out their average, you’d like to make sure you are above it. Sometimes there is nothing you can do to be above it because you are getting a P and/or you deserve to be below it, but make sure you don’t rank yourself below it if given the chance to write your own FITREP.
In summary, those are the top 5 FITREP mistakes I often see. If you are interested in learning more, grab a copy of your FITREP and watch this video podcast. In 45 minutes you’ll know everything you need to know to write effective FITREPs.
I usually stick to career planning topics on this blog, but a reader submitted this interesting article. I had no idea where our corps device came from, and since I didn’t know I’m sure there are others out there who don’t know either. Enjoy reading if this topic intrigues you:
Navy physicians who participate in the FAP & NADDS programs often get promoted off of the reserve list. Here is the ALNAV for promotion to LCDR. If any of your friends are on the list, let them know as they often don’t even realize it:
UNCLASSIFIED// ROUTINE R 021500Z SEP 15 FM SECNAV WASHINGTON DC TO ALNAV INFO SECNAV WASHINGTON DC CNO WASHINGTON DC CMC WASHINGTON DC BT UNCLAS ALNAV 067/15 MSGID/GENADMIN/SECNAV WASHINGTON DC/-/SEP// SUBJ/FY-16 NAVY RESERVE LIEUTENANT COMMANDER STAFF CORPS SELECTIONS// RMKS/1. I am pleased to announce the following Staff Corps Officers on the reserve active-status list for promotion to the permanent grade of Lieutenant Commander. 2. This message is not authority to deliver appointments. Authority to effect promotion will normally be issued by future NAVADMINS requiring NAVPERS 1421/7 preparation and forwarding of documents to PERS-806. 3. Frocking is not authorized for any Officer listed below until specific authorization is received per SECNAVINST 1420.2A. 4. For proper alphabetical order read from left to right on each line. The numbers following each name to the right indicate the relative seniority among selectees within each competitive category. Members are directed to verify their select status via BUPERS On-Line. Medical Corps Aquino Theodore Lee 0005 Bower Paul Edgar 0013 Crosby Mark Isaac 0002 Fitzgerald Steven Matt 0001 Freeman Brian Lee 0007 Kaminsky Michael Edwar 0011 Kulzer Matthew Henry 0008 Mallick Ronobir Ranjan 0003 McCord Caitlin Meghan 0015 Menger Richard Philip 0019 Morrisonponce Daphne P 0016 Philipp Sarah Kathleen 0006 Pride Keth Mackenzie 0012 Pulos Nicholas Alan 0018 Schneider Eric Peter 0004 Stockslager Steven Gre 0010 Thorpe Mary Arbuthnot 0017 Tran Diepdenise Ngoc 0020 Werner John Kent Jr 0014