The Director for Mental Health (DMH) has oversight of a full range of clinical services through two Departments: Mental Health (inpatient and outpatient), and the Substance Abuse Rehabilitation Program (SARP). The DMH ensures the delivery of high quality and safe mental health care at 11 separate geographic locations that include the Medical Center, 7 branch medical clinics and 3 SARP locations. Specialty services include Warrior Recovery PTSD and TBI programs, Intensive Outpatient and Crisis Stabilization programs, Child and Family Services, Tele-Behavioral Health Services, Fleet Embedded Mental Health, and Continuing Psychiatric Care for severely mentally ill active duty members receiving a medical board. The SARP program offers all levels of treatment, and is dual diagnosis capable with 72 beds for residential care. The 2 Inpatient Psychiatric Wards have a combined 32 inpatient beds and average 136 admissions per month.
The DMH provides operational and strategic oversight for the behavioral health of service members and their families in the Tidewater area and works in close association with medical leaders in the Tidewater Military Health System that includes Fort Eustis, and Langley AFB. In addition, the DMH continually works to improve the support the Directorate for Mental Health provides to shore and operational commands through assessment, fitness for duty evaluations, treatment, consultation, and education. Finally, the DMH collaborates with two Program Directors, managing three nationally accredited doctoral-level training programs: a psychiatric residency program, a psychology internship, and a psychology post-doctoral fellowship, and ensures the availability of well-qualified faculty and highly relevant training rotations.
The Directorate staff consists of approximately 360 personnel (active duty, General Schedule, and contractor). The Director is a full voting member of the Command Executive Board, and participates in the governance of hospital operations. While the DMH position requires full-time participation, it is expected that the Director will be involved on a limited/part-time basis in patient care, typically as a Licensed Independent Practitioner. The position is open to Navy Medical Department officers of all Corps at the O-5/O-6 level whose professional education and training would place them within the Directorate of Mental Health. The individual selected will be expected to formally assume the responsibilities of DMH in the summer of 2017. Individuals not already resident in the Tidewater area will need to be available for Permanent Change of Station orders in anticipation of a 3-year assignment.
The preferred candidate must meet the following standards:
- A track record of broad superior performance in both clinical and leadership positions;
- Effective interpersonal communication, and collaboration skills;
- Proven ability to function in operational and academic settings and to guide staff in meeting clinical competency and program accreditation standards;
- Superior military bearing.
Interested candidates should submit (preferably via e-mail) a letter of intent, CV, BIO, PRIMS Data and Letters of Recommendation (no more than three total) no later than COB February 03, 2017 to:
CAPT Shannon Johnson, MSC, USN
Director, Mental Health
Naval Medical Center Portsmouth
620 John Paul Jones Circle
Portsmouth, VA 23708
(e-mail address is in the global address book)
There are many changes coming our way from the 2017 National Defense Authorization Act. Here is a brief article that summarizes some of the changes:
The 2017 National Defense Authorization Act puts into law new requirements spanning many of DoD’s programs. Most notably, it will entail sweeping changes for the military health care system.
This newly signed legislation puts into law a number of MOAA’s priorities. Specifically, it:
- Secures a 2.1 percent military pay raise vs. the 1.6 percent pay raise proposed by the administration. The 2.1 percent pay raise matches the average American’s, as measured by the Bureau of Labor Statistics’ Employment Cost Index.
- Stops the force drawdown and actually increases manpower levels, especially for the Army, Air Force and Marine Corps.
- Requires an array of reforms to improve beneficiaries’ access to timely and high-quality health care.
- Protects currently serving and retired beneficiaries from a variety of steep TRICARE fee increases proposed in the administration’s budget.
- Rejects a Senate proposal to cut housing allowances by $10,000 to $30,000 a year for dual-military couples and other servicemembers who share housing.
- Provides needed survivor benefit improvements: (a) extending the Special Survivor Indemnity Allowance (SSIA) until May 2018 at $310 per month, and (b) increasing Survivor Benefit Plan (SBP) annuities for survivors of reservists who die during Inactive Duty Training, to match benefits provided for active duty deaths.
The long list of health care improvement requirements are aimed at addressing the systemic and chronic problems MOAA and others have highlighted with beneficiary access (appointments and referrals), quality of care, and safety and consistency of care.
They include changes in contracting, appointment and referral processes, and holding medical providers and commanders more accountable for productivity and consistency of beneficiary-centric care, especially in military facilities.
One major change affecting TRICARE Standard beneficiaries is that program will change, effective Jan. 1, 2018, to a preferred provider organization called TRICARE Select. Another big difference is all non-Medicare-eligible retired beneficiaries will be required to formally enroll every year in either TRICARE Prime or TRICARE Select, starting in 2018. Previously, only TRICARE Prime required a formal enrollment.
The Prime option, though largely unchanged, will be modernized such that the majority of referrals to specialists from primary care managers will no longer be required to go through a cumbersome pre-authorization process. Pre-authorizations for urgent care will also no longer be required.
All in all, MOAA believes the healthcare reforms required in the new law are very positives steps toward our goal of improving beneficiaries’ access to quality health care and elimination of administrative hassles beneficiaries have experienced too often.
Thanks to all of you who have made 2016 a successful year for MCCareer.org. Here is a recap of 2016:
- Total Website Views – 43,673 (up from 10,870 in 2015)
- Total Visitors – 18,373 (up from 3,705 in 2015)
- Posts Published – 133 (up from 69 in 2015)
- Joel Schofer’s Promo Prep – 2,100 views
- Total Income – Negative $99 (the cost of the site for the year)
- Total Hours Spent On It – Hundreds!
Here are the top 5 posts that weren’t the announcement of a promotion list (which are always very popular):
- Consolidated Special Pays
- How Valuable is a Military Pension?
- Should You Send a Letter to the Promotion Board?
- LCDR Fitreps – Language for Writing Your Block 41
- Sailor of 2025 Talent Management Initiatives
Thanks for your support!
New in 2017: Expect rigorous debate over military pay and benefits
By: Leo Shane III, Military Times, December 27, 2016
For the first time since 2013, military personnel in January will see a “full” pay raise equal to the expected increase in private sector wages. But it remains unclear whether this is a sign of better benefits and compensation in years to come.
How Congress and the new president treat military pay and benefits will be an issue worth service members’ attention in the year ahead, since the moves will directly affect their families’ finances.
President-elect Donald Trump has already promised to boost military spending, including more personnel and equipment. He has also promised that the country will “take care of the military” better than under President Barack Obama.
Outside advocates hope this means protecting military compensation.
In recent years, Pentagon leaders trimmed expected increases for housing stipends and basic pay to instead redirect hundreds of millions of dollars to modernization and training efforts. Military officials have said it’s a distasteful but necessary tradeoff, given shortfalls in the defense budget.
But troops’ advocates and some lawmakers have said it needlessly burdens troops and their families. They successfully fought a lower pay raise proposal for 2017, and pushed back against plans for a complete overhaul of housing stipends which could have taken away thousands of dollars annually from some troops.
With the new administration they’ll push Trump’s Pentagon to hold personnel costs separate from major weapons purchases, and hope to recoup some of the lost trims in the years to come.
The Uniformed Services University of the Health Sciences (USUHS) has a new process for applications for faculty appointments, summarized in this Powerpoint:
Here are some forms you’ll need:
SUBJ/2018 NAVY LEGISLATIVE FELLOWSHIP CALL FOR APPLICATIONS//
AMPN/REF A IS BUPERSINST 1560.21E, LEGISLATIVE FELLOWS PROGRAM.//
RMKS/1. This NAVADMIN solicits applications for the 2018 Navy Legislative
Fellows Program. The Legislative Fellows Program allows naval officers,
senior enlisted and Department of the Navy civilians to broaden their
understanding of the legislative process and the operation of the U.S.
Congress through a year-long full-time assignment to the office of a member
of the House of Representatives or the Senate. The Legislative Fellows
Program also enhances the ability of the Navy to fulfill its role in the
national policy development process.
2. This is a highly competitive program. Records must reflect sustained
superior performance and potential for future assignments in critical
billets. Upon completion of the program, officers earn an additional
legislative qualification designator. Additionally, there is an opportunity
to earn a legislative studies certificate through a sponsoring agency.
3. Military Applicants. Participation is open to all active-duty and Full-
Time Support unrestricted line officers, restricted line officers, and staff
corps officers in the permanent grades of O-3 through O-5. Enlisted
participation is open to all Navy occupational specialty codes in the
permanent grades of E-7 through E-9. The selection process will focus on
individual performance, promotion potential, academic and subspecialty
qualifications, needs of the Navy, and availability for follow-on assignment.
Officers with permanent change of station orders already issued will not be
a. Applications must be available for permanent change of station
assignment to Washington, DC, from November 2017 through December 2018.
During the fellowship, officers and senior enlisted Sailors will be assigned
to the Office of Legislative Affairs for administrative purposes. Upon
execution of orders, fellows agree to serve for three years following
completion or termination of the fellowship. A follow-on utilization tour in
legislative affairs is preferred (making career timing an important
consideration), but depends on community-specific billet requirements, needed
officer progression, and availability of legislative assignments. All
officer applicants must contact their detailers for counseling on the career
impact of participation in the Legislative Fellowship Program.
b. Submit applications via e-mail to the Office of Legislative Affairs
point of contact no later than 31 March 2017. Program information and
submission guidance are available on the Navy Legislative Affairs website at
c. Points of contact are LCDR Nicole Williams, Navy Fellows Program
Manager at (703) 697-2885/DSN 227 or via e-mail at
nicole.williams3(at)navy.mil and LCDR Ian Lopez, Graduate Education
Placement, PERS-440, at (901) 874-4056/DSN 882 or via e-mail at