Here’s a link to the article:
Here’s a link to this recent and controversial article:
This is a really good article by the Principal Deputy Assistant Secretary of Defense for Health Affairs that summarizes all the changes we are experiencing. If you feel like you could benefit from a good summary of what is going on, read this article:
Stripes.com Article – Military Pay Raise, 15,000 New Troops, Promotion Reforms: 5 Key Aspects of the 2019 Defense Budget
Here’s a link to the article, and here’s the most relevant sections for us:
With a 2.6 percent pay raise in place, which is slated to go into effect Jan. 1, servicemembers will see their wages increase at its highest level in nine years.
Servicemembers should see the increases in their first paychecks of the new year on Jan. 15, 2019.
“It clearly signals that Congress wants military pay to be competitive,” said Mark Cancian, a senior adviser with the Washington think tank Center for Strategic and International Studies.
The pay increases still aren’t as high as ones in 2008, 2009 and 2010, when servicemembers saw hikes of 3.4 percent or more. Also, servicemembers’ pay raises will compete against rises in inflation. On Friday, the Department of Labor reported the cost of living rose 2.9 percent for the year ending in June 2018.
“Always tough to get it right, because we will not know the inflation rate for calendar year 2019 until January 2020,” said Andrew Sherbo, a University of Denver finance professor who has tracked government and defense budget issues.
Under the plan, an E-5 with 8 years of service could see their monthly basic pay rise $80.81 a month from $3,126.16 in 2018 to $3,206.97 in 2019, or an annual gain of $969.72, Sherbo estimated.
The legislation also directs benefit improvements and personnel reforms. For example, it enhances reforms of the Military Health System and installs the most widespread changes to the Defense Officer Personnel Management Act since it was enacted in 1980.
DOPMA, which standardized military promotions across the armed forces, will now let the services use civilian experience to establish new ranks for entering servicemembers, let certain officers promote faster and the expectation of retirement if a servicemember fails to promote twice could be removed.
In addition, servicemembers could also see higher per diem reimbursements in cases where they travel more than 30 days under the NDAA’s changes.
Here are my financial articles from the past week:
Here’s a link to this article:
Physicians are always interested in promotions, and the proposed NDAA 19 makes a number of changes to officer promotions. If you want the scoop, first I’d read this article from Military Times:
In addition, here are the relevant changes I pulled out of an article from the DHA Early Bird a few days ago:
- Officers will continue to be considered for promotion as part of the same year group in which they were promoted to their current rank.
- Congress is required to annually authorize the number of officers allowed to serve in the ranks of O4 through O6 across all the services.
- It repeals a requirement that candidates for regular commissions not be older than 42, or at least have enough service years to complete 20 years by age 62.
- It enhances the services’ authority to award constructive service credit for special private sector training or experience to allow active or reserve officer appointments up to the rank of O6 in critically needed fields.
- Authorizing each service to award temporary promotions to the ranks O3 through O6 for specified positions. Only Navy has such authority today so this change would standardize it across all branches.
- Authorizing promotion boards to recommend that “officers of particular merit” be placed higher on promotion lists than peers.
- Allowing officers, when deemed in the best interest of the service, to have their names removed from consideration by a selection board for promotion to the next higher grade, and authorizing officers in certain military specialties to remain on active duty until reaching 40 years active service.
- Authorizing use of an alternative promotion processes for officers in certain secretary designated competitive categories, to include a term based continuation process when certain officers are not selected for promotion. This would selectively end the traditional up or out requirement for officer management.
The devil’s in the details, and the Military Times article states that the changes are not mandatory for the services, so we’ll have to see how it all plays out over the next few years.