If you are working toward Fellowship in the American College of Healthcare Executives (FACHE), read the message below:
I’m writing to share with you a fantastic opportunity that will assist all those diligently working towards becoming a credentialed healthcare executive. Brought to you by the Navy RAC’s Advancement, Deckplate Education, & Local Chapter Committee, the Fellow Accelerator Program is scheduled to commence in 2021 (see attached flyer for details):
This program will help drive all potential ACHE Fellow candidates toward:
- Completing an application and achieving all requirements
- Matching candidates with Fellow mentors to complete interviews
- Participating in the Navy’s Virtual Board of Governor’s (BOG) Exam Study Forum for exam preparation
For registration, please contact LCDR Richard Bly. Please spread the word as we start on this marvelous journey of achieving our Navy Medicine goal of increasing advancement to Fellow by 20%!
LCDR Eugene Smith, Jr., MSC, FACHE
ACHE Navy Regent
Please see the message from the MC Career Planner:
Here is the long awaited FY21 MC Leadership Catalog. Please spread far and wide. A few notes:
- I am not accepting proxy nominations. Officers must self-nominate.
- Many of these courses are virtual, and some are not being held at the present time. Given the fluidity of the COVID restrictions, I will queue nominations for next available courses.
Please let me know if you have questions or concerns.
Anthony Keller, MD, FACC
CAPT, MC, USN
Navy Medical Corps Career Planner
Bureau of Medicine and Surgery (BUMED)
Office of the Chief, Medical Corps (M00C1), 1NW148C
7700 Arlington Blvd
Falls Church, VA 22042-5135
Please see the announcement below from the Flight Surgery Specialty Leader:
I know a few of you have already talked to me or have asked about both the Program Director for the Aerospace Medicine Residency as well as the NAMI Academics Director for the flight surgeon program. The PD billet typically come with an extended set of orders, although they may be only written for 3 years, 5-6 years is not atypical. The Academics Director job is typically a 3-4 year billet. I lay this out so you know what you are getting yourselves into and understand this is not a 2 years and then retire plan. There is a small number of you that are eligible for these positions and this e-mail is directed at you, but I will be sending the announcement to the Corps Chief’s Office as well. There may be some interest outside of AMS for the Academics Director position, but that individual will need to have been active in flight surgery recently. The PD job obviously requires you to be board certified is Aerospace Medicine, so if you are not currently BC, then you need to sit for your boards in OCT and pass them. Research, leadership positions and the breadth of your experience will also factor into your application.
The application will include your biography, CV and a separate personal statement for each position. For each position, address you’re your motivation to assume that job and what your vision for the program is over a 5 and 10 year period. I know you will not be there for 10 years, but what do you want the program to look like in the future. How will increased UAV usage effect training? What about the gradual conversion of “GMO/OMO”’s to board certified physicians. How would that impact Flight Surgery Training? How would straight through training effect the RAM and what would that internship look like? These are some real questions that may need to be addressed during your time in the seat. Please keep this to 1-2 pages.
We will have a board to review the applications who will then select the next PD and Academics Director. The board will consist of the NAMI OIC, the incumbent, myself .and former TYCOM surgeons.
I know everyone is under different stresses, depending on their current billet, but please send me you applicant packages NLT 18 September. The intent is to have a decision made by October, so turnover plans can begin and the incoming PD and Academics Director can participate in resident selection as well as flight surgeon selection.
Please note this date is different than what I have on the announcement, since I did not get this out yesterday as expected.
Robert J. “Biff” Krause, MD, MPH, CIME
CDR, MC (AMS), USN
Aerosapce Medicine Analyst
Naval Safety Center (Code 14A)
Specialty Leader, Aerospace Medicine and Flight Surgery
Throwback Thursday Classic Post – The New Medical Corps Career Progression Slide – What Does It Mean to You?
(As we resume travel and speak to MC Officers at different commands, it is clear that many have not seen the new career pathway, so I’m reposting this. Please pass it to all you know in the MC. Thanks.)
Navy Medicine has been undergoing a lot of change. We have a new Surgeon General, a new Corps Chief, and a renewed focus on readiness. With these changes come a new career progression and path for the Medical Corps (MC) Officer (PDF version, PPT version). Let’s take a look at the new model and discuss some of the ways it will impact you as your career progresses. We’ll start at the top of the slide and work our way down, translating it into action items for every MC Officer.
Intent and Expectations
What should a MC Officer note in this section? To be competitive for promotion, you need to have been operational AND clinical. The days of camping at Military Treatment Facilities (MTFs) are over. Everyone needs to be operationally relevant, and this is consistent with the most recent changes in the O6 promotion board convening order. It can be with the Surface Force, Fleet Marine Force (FMF), Undersea, Air, Special Operations, Joint environment, Expeditionary Combat Command, or any other operational setting you find yourself in. It doesn’t matter how or in what setting, but everyone needs to be operationally relevant.
Action #1 – Deliberately develop your operational relevance.
Recommended Medical and Professional Development Path
Very simply, this spells out your educational pathway. Completing residency and becoming board certified is not a new concept or path for the MC Officer. What is new, though, is the expectation that everyone will serve in an operational setting by the time they are up for promotion to O5 and in a more senior operational role before they are up for O6. The concept of everyone becoming an Operational Medical Officer (OMO) is explained in detail at the bottom of the slide.
In addition to serving as an OMO, the expectation is that those who want to serve in more senior roles will complete Joint Professional Military Education Levels I and II (JPME I/II) and obtain formal management or leadership training, such as a Master’s in Business Administration or similar degree.
Action #2 – Start JPME I now if you haven’t already, and develop a strategy and timeline with your mentors to obtain more senior education.
High Reliability Organization Training
The new SG is a huge proponent of high reliability, and Navy Medicine is constantly striving to adopt the principles of a High Reliability Organization (HRO). Many of the classes mentioned on the career path slide are undergoing modifications and updates to incorporate high reliability education.
Action #3 – Attend or complete the listed HRO courses.
The example assignments are divided into Fleet and Navy Medicine Readiness and Training Command/Unit (NMRTC/U) positions. They are also stratified according to the typical ranks at which they would occur. These are general guidelines and variability will certainly occur, so be flexible. For example, we know that it takes a minimum of seven years to become a Neurosurgeon, so their path will vary. Other specialties that require longer training are in a similar situation. As a result of this, we are going to ask each Specialty Leader to take this generic career path and modify it for their own specialty.
Another takeaway from this portion of the slide is to alternate between operational assignments and NMRTC/U assignments where you are serving primarily in a clinical role, likely at an MTF. Time at the MTF will allow you to solidify your individual clinical skills and contribute to our Graduate Medical Education mission. After that tour, return to the operational setting in a more senior role. Rinse and repeat this pattern as your career progresses.
Action #4 – Print the career path slide and get a red and black pen. In black circle the jobs, roles, and courses you’ve already done. In red circle ones you’d like to do. When it is time for your next set of orders, jump from realm where you currently are (Fleet or NMRTC/U) to the other and aim for one of the positions to the right that you circled in red.
An Example – My Career Path
Just to visualize the way we are encouraging you to use the career path slide, let’s take a look at My Career Path. I circled the things I’ve done in black, and the things I’d like to do in red.
As a 19 year O6, I have a lot of black ink, but there are some red circles to the right indicating the things I’d like to do. As the Deputy Corps Chief, I am currently in a senior headquarters role toward the right end of the Fleet portion. Most likely, my next career move will be to obtain JPME II or enter Executive Medicine as an Executive Officer (XO) because completing an XO and Commanding Officer (CO) tour is mandatory before I can compete for the more senior leadership roles. Use a similar analysis of where you’ve been (black ink) and where you want to go (red ink) to come up with options for your next career move.
The new MC career path should serve as the basic framework around which you structure your career. A quick summary of the actions you should take include:
- Deliberately develop your operational relevance.
- Start JPME I now if you haven’t already, and develop a strategy and timeline with your mentors to obtain more senior education.
- Attend or complete the listed HRO courses.
- Circle the jobs, roles, and courses you’ve already done in black. Circle ones you’d like to do in red. When it is time for your next set of orders, jump from the realm where you currently are (Fleet or NMRTC/U) to the other and aim for one of the positions to the right that you circled in red.
This is a nice framework sent to me from the Chief Medical Officer of Naval Medical Forces Atlantic. “SUPERB” is the framework for attendings to set expectations for the resident regarding overnight communication. “SAFETY” is the framework for the resident regarding when to seek communication with their attending if it is not made clear in advance.
You can see the full framework here:
SUPERB_SAFETY (PPT Version)
SUPERB_SAFETY (PDF Version)
Washington, DC (NNS) — The Navy is now calling for applications to a new graduate education program to be piloted this fall, with 80 officers expected to start low-residency opportunities offered by up to eight partner schools.
The Low-Residency Graduate Education Program (LGEP) is designed to provide due-course naval officers in paygrades O-2 to O-5 the chance to get a Navy-funded graduate degree in one of three disciplines — strategy, management or international relations.
The pilot program was announced last week in Naval Administrative Message (NAVADMIN) 204/20, which requests that applications be submitted by August 2.
“This initiative is the product of close collaboration between the Chief Learning Officer (CLO), N7, and the warfare communities,” said VADM Stuart Munsch, former Deputy Chief of Naval Operations for Warfighting Development and service-lead for naval education, whose office helped to champion the new program. “Once implemented, LGEP will give officers with compressed career paths an opportunity to pursue a graduate degree that fulfills education requirements for promotion and milestone screening and contributes directly to Navy warfighting advantage.”
The idea is to give officers on compressed career paths a flexible, Navy-funded option to earn graduate degrees which meet the O-7 promotion eligibility education requirement.
Each program is designed to be completed during a shore-duty tour. This means that selected officers will remain at their duty stations and complete most course work online or via telephone. Residency requirements are met through funded, monthly trips to campus.
The lineup of degree programs range in length from 10 to 24 months. Current partner institutions are Old Dominion University, William and Mary University, American University, Johns Hopkins University, UCLA, UCSD, University of Washington, and the Naval Postgraduate School.
In return for the service-funded education, selected officers agree to a continued service obligation of three years, which is served concurrently with any other service obligations they have.
The obligation, which is incurred whether or not the officer completes the degree, starts either on the date of program completion or, should the officer not complete the degree, the date of withdrawal from the program.
This year’s program is a test of concept, designed to gauge the effectiveness of low-residency education delivery models in netting officers required graduation education while also meeting the needs of the Navy for strategy-minded warriors.
If successful, the program could expand opportunities for up to 300 officers annually in future years.
The window for applications this year is open now and runs through August 2. A committee from the office of the CLO will review the applications; selectees will be announced by August 14.
Details on how to apply as well as Navy points of contact can be found in NAVADMIN 204/20, which is available for download here:
NOTE: Supplemental material advertised by the NAVADMIN message as available on the Internet (at http://www.navy.mil/local/clo) is not currently available due to technical difficulties. However, the NAVADMIN provides all information necessary for submitting an application to the program.
For more news from Deputy Chief of Naval Operations for Warfighting Development (N7), visit www.navy.mil/local/OPNAVN7/.
These are two educational programs that Staff Corps Officers are eligible for and would seem to meet the mark on the new emphasis on advanced education:
- SECDEF Executive Fellows – This program provides a venue for exceptional officers to experience innovative business practices within the nation’s leading business enterprises. Military fellows from each of the Services are paired with senior executives in various companies known for their willingness to challenge and adapt their business practices. All O5-O6 officers are eligible. Details can be found in this NAVADMIN.
- Low-Residency Graduate Education Program (LGEP) – LGEP provides naval officers in paygrades O-2 to O-5 with a Navy-funded graduate degree opportunity in strategy, management and international relations through a low-residency delivery model at selected regionally accredited partner universities or colleges. The LGEP pilot program will offer studies that are designed to fit into shore duty tours, allowing officers with compressed career paths to stay close to the waterfront or flight line while earning a Master’s degree. LGEP study programs range from 10-24 months at partner universities that may include Old Dominion University, William and Mary, American University, Johns Hopkins University, University of California Los Angeles, University of California San Diego, University of Washington, and the Naval Postgraduate School. Participants will remain at their duty stations and spend limited time on campus, completing the remainder of the course material online or via phone. More details can be found in this NAVADMIN or this PPT slide deck.
BLUF – The purpose of this memorandum is to update policy guidance within the Military Health System for American Red Cross life support training (First Aid/cardiopulmonary resuscitation (CPR)/automated external defibrillator (AED), Basic Life Support (BLS), Advanced Life Support (ALS), and Pediatric Advanced Life Support (PALS)). As military medical treatment facilities (MTFs) transition to normal operations, no further extensions for the above life support certifications will be granted after June 30, 2020. Personnel whose certifications expired between March and June 2020 have up to 120 days to get recertified. This also applies to providers who have American Heart Association cards.
Here’s the full memo.