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Assimilation

VIEWS: 8 PAGES: 29

									Serving Public Health Needs
at Home and Abroad –
USPHS Scientists
23 June 2006
Atlanta, Georgia
CAPT Helena Mishoe
       Scientist Diversity –
          Our Strength
   Total of 5,944 CC Officers as of April 2006
   Scientist Category is 8th out of 11 categories
    with respect to size…250 Scientist Officers
   One of the most diverse categories with respect
    to disciplines…over 40
                                                              Epidemiology
                                                              Clinical Psychology
                               Disciplines                    Psychology, General
         0.8%                                                 Microbiology
                                                              Chemistry, General
         0.8%                                                 Pharmacology, Human And Animal
                                                              Biochemistry
        1.2%                                                  Experimental Psychology
                                0.4%                          Public Health, General
       1.2%             0.4%
                                              17.2%           Biology, General
   1.2%                                                       Environmental Science/Studies
                                                              Toxicology
  1.2%                                                        Physiology, Human And Animal
 1.2%                                                         Dietetics/Human Nutritional Services
                                                              Anthropology
1.6%                                                          Entomology
                                                              International Health
2.0%                                                   9.8%   Pathology, Human And Animal
  2.5%                                                        Sociology
                                                              Biological Immunology
  2.5%                                                        Food Sciences And Tech.
                                                              Nutritional Sciences
  3.3%                                                        Occupational Safety (Public Health)
                                                              Pharmacist-General
                                                      9.8%    Physics, General
       3.7%
                                                              Public Health Education And Promotion
                                                              Bacteriology
          3.7%
                                                              Biostatistics
                 4.1%                         8.6%            Biotechnology Research
                        4.9%
                                                              Business Statistics
                                       7.0%                   Ecology
                                                              Environmental Health
                                                              Health Policy Management
                                                              Health Professions And Related Sciences, Other
                                                              Neuroscience
                                                              Nuclear Physics
                                                              Operations Research
                                                              Pharmacist-Nutrition
                                                              Public Health Administration
                                                              Public Health, Other
                                                              Social Sciences, General
             SAMHSA             AHCPR       DHS   DOD    DOD TMA
              1.2%               0.8%      0.4%   0.4%     0.4%
                                        HCFA
              EPA                       0.8%              USAMRMC
              2.4%                                          0.4%

                     OS, 2.8%

             IHS, 4.0%


  ATSDR, 4.0%



HRSA, 4.4%




             BOP, 6.8%                                   CDC, 43.0%




               NIH, 7.6%


                                         FDA, 20.7%
                  22.6%
                                 Officers by Category    Dental Officer

                                                         Dietitian

                                                         Engineer
17.8%                                                    Environmental Health
                                                         Officer
                                                 15.5%   Health Services
                                                         Officer
                                                         Medical Officer

                                                         Nurse

                                                4.2%     Pharmacist

  14.4%                                   2.2%           Scientist
                                         1.4%
                                                         Therapist
                                  7.4%
                                                         Veterinarian
          6.2%            1.6%
                 6.7%
                             Scientist Roles
   Administration and Finance Officer                 MH LNO
   Assistant Safety Officer                           MRC/ARC
   Log Staff                                          NO AFO LNO
   OFDA                                               NO AFO Team Leader
   Planner                                            OASPE
   SERT                                               PHS - Mental Health and Resilience
   Team Leader                                        PIO
   Environmental Health                               Planning, Chief
   Logistics                                          SCI
   Team Lead                                          SOC
   Action Request Forms                               Social Worker
   Admin Staff (ARF Coordinator)                      Staff Officer
   Assistant Safety Officer- Vermilion Parish LA      IMT
   Camp Executive Officer                             LNO
   EPID                                               OFRD Liaison
   FDA Houston shelter operations                     Commander
   HRSA LNO (civilian)                                LNO State Emerg. Serv. Ctr.
   IMT Replacement                                    LNO State Operations Ctr
   LIAISON                                            MH Advisor
   LNO AFO NOLA (Plaquemines)                         Supervisor
   LNO GNO                                            Dieticians/Food Safety
   LNO RNA                                            General Health Educator
   Logistics Officer                                  MRC
   Logistics, Chief                                   Epidemiologist
                                                       Mental Health Provider
         Scientists are Critical in
           Disaster Response
• Science is needed to better understand
  - the spread of diseases in human
  population
  - the dynamics of communication and
  leadership among first responders
  - the collaborative behavior that will lead to
  more efficient and effective ways of
  coordinating knowledge
  - how we communicate risk to the public
   Scientists Skill Sets are Critical in
         Disaster Management

• Develop models for better collaboration
  among entities involved in disaster
  response

• Establish evidence-based findings that
  provide more accurate information to
  support the disaster management process
  during the preparedness response and
  recovery phases of a disaster
           Promotion


   Best Qualified vs. Average Officer
   Benchmarks (not requirements)
   Category Specific guidance to help
    direct Commissioned Officers to
    make appropriate career decisions
       Promotion Precepts
2.   Education / Training / Professional
     Development (BM)
        Degree Requirements
        Certifications/Credentialing/Licensure
           beyond appointment standards
        Continuing Education
        Public Health Training/Experience
           beyond initial degree
     Promotion Precepts
3.   Career Progression and
     Potential (BM)
        Billet Level
        Assignments
        Mobility
        Assimilation
        Collateral Duties
     Promotion Precepts
4.    Characteristics of Career Officer and
      Service to the Corps (BM)
         Membership / Involvement in PAC /
             Advisory Groups
         ARP
         Mentoring
         BOTC / IOTC
         Professional Organizations
         Service Awards (Special
             Assignment, Isolated Hardship,
             Hazardous Duty, NEPA / CRSA,
             Foreign)
         Wearing the Uniform
         Other Official Commissioned Corps /
             PHS Activities
Promotion Precepts
5.   Readiness Standards (BM)
         Health & Safety
         Physical Readiness
         Training & Professional
            Competency
6.   Isolated Hardship / Hazardous Duty
     / Hard to Fill (BM)
         Under Development
          Promotion Precepts
1.   Performance (BM)
        COER
        Award History
        Reviewing Official’s
           Statement
        Officer Statement
                   Benchmarks
   Most Important - Benchmarks are not requirements!
   Guideposts used by Promotion Board to review service of
    each officer under consideration.
   Goal is to provide transparency of the promotion process
    to officers and their managers.
   Modeled after what the “best-qualified officer” would have
    for each item.
   No penalty for not meeting any benchmark (except for the
    Basic Readiness requirement).
   The more items you meet or exceed, the more points you
    will earn at promotion time.
   No officer is expected to meet all benchmarks.
   Recommendation - The Benchmarks will remain the same
    for PY2007. Will have some fine-tuning for PY2008.
         Benchmarks
CCMIS
(Benchmarks and promotion info)
http://dcp.psc.gov/promo_info/prom
       otions/promo_info_main.aspx

USPHS Scientist website
(Scientist CV format)
http://usphs-scientist.org/
1. Performance                      O-4                                                             O-5                                          O-6

COERs and COER                      The primary focus in                        The primary focus in                         The primary focus in
attachments (past 3 years)          reviewing the COER should be on the         reviewing the COER should be on the          reviewing the COER should be on the
                                    accompanying narrative. Narrative           accompanying narrative. Narrative            accompanying narrative. Narrative
                                    indicates progression of responsibility,    indicates progression of responsibility,     indicates progression of responsibility,
                                    achievement and contributions to the        achievement and contributions to the         achievement and contributions to the
                                    agency mission. A secondary                 agency mission. A secondary assessment       agency mission. A secondary
                                    assessment of the COER will include a       of the COER will include a review of the     assessment of the COER will include a
                                    review of the COER score, in the            COER score, in the context of looking at     review of the COER score, in the
                                    context of looking at performance           performance trends. The officer should be    context of looking at performance
                                    trends. The officer should be in a billet   in a billet at or above their grade.         trends. The officer should be in a billet
                                    at or above their grade.                                                                 at or above their grade.




• Award History --                  A continuum of awards                       A continuum of awards                        A continuum of awards
o CC Honor Awards                   at the Achievement                          at the Commendation                          at the OSM or below.
                                    Medal or below.                             Medal or below. There should be a            There should be a progression of awards
                                                                                progression of awards across the career of   across the career of the officer.
                                                                                the officer.

o Non-Corps Awards                  Yes, Value added                            Yes, Value added                             Yes, Value added

• Reviewing Official's Assessment


o Promotion Readiness (Y/N)         Yes                                         Yes                                          Yes



o Leadership Attributes (i.e.,      Contributes as a member                     Volunteers for and                           Volunteers for and
influencing, operating, and         of a formal task force or                   demonstrates                                 serves in a leadership
improving the mission of the        similar group at the                        leadership as a                              role (e.g., Chair, vice-
PHS)                                Branch, division, agency,                   contributing member of                       chair) of a formal task
                                    or CC level. Identifies                     a formal task force or                       force or similar group
                                    leadership role                             similar group at the                         at the agency, CC, or
                                                                                division, agency or CC                       PHS level.
                                                                                level.



o Integrity/Duty                    Unquestioned                                Unquestioned                                 Unquestioned
                                    No outstanding                              No outstanding                               No outstanding
                                    disciplinary or behavioral                  disciplinary or                              disciplinary or
                                    issues                                      behavioral issues                            behavioral issues



o Mission Contribution              As assigned by the                          Actively seeks outside                       Clear evidence that
                                    supervisor                                  activities that also                         career (duties and
                                                                                contribute to the                            outside activities) has
                                                                                mission                                      and will continue to
                                                                                                                             contribute significantly
                                                                                                                             to PHS (impact evident)
2. Education, Training and Professional                               O-4                                          O-5                                          O-6
Development

Degrees                                             No degree beyond qualifying degree           No degree beyond qualifying degree           No degree beyond qualifying degree
                                                                                                 See Attachment A                             See Attachment A



Certification/Credentialing                         All certifications/cre-dentials required     All certifications/cre-dentials required     All certifications/cre-dentials required
                                                    by law for the officer’s discipline/billet   by law for the officer’s discipline/billet   by law for the officer’s discipline/billet
                                                               See Attachment B                             See Attachment B                             See Attachment B



Licensure                                            All licenses required by law for their       All licenses required by law for their       All licenses required by law for their
                                                                discipline/billet                            discipline/billet                            discipline/billet
                                                               See Attachment B                             See Attachment B                             See Attachment B


Continuing Education                                  Minimum of 30 contact hours/year             Minimum of 35 contact hours/year             Minimum of 40 contact hours/year
Dependent on career pathway of officer (clinical,           See Attachment C                             See Attachment C                             See Attachment C
technical scientific, or leadership/ management)



Public Health Training/Experience                   - BOTC/IOTC (with Training Ribbon);          - Completion of CCRF Basic Level             - Completion of CCRF Basic Level
                                                    - Evidence of additional coursework in       plus 10 or more additional modules;          plus 10 or more additional modules;
                                                    public health and emergency                  - BOTC/IOTC (with Training Ribbon);          - BOTC/IOTC (with Training Ribbon);
                                                    preparedness training;                       - Additional course work or experience       AND
                                                                                                 in public health, or related to job that     - Leadership role and work experience
                                                                                                 could contribute to current or future        in leading public health initiatives in
                                                                                                 PHS assignments (e.g., Epidemiologic         current setting (facility, agency, local,
                                                                                                 Methods, Community Preparedness;             state, or national,)
                                                                                                 Information Systems Technology,              OR
                                                                                                 Bioterrorism)                                Advanced course work, experience or
                                                                                                                                              expertise in public health discipline
                                                                                                                                              that contributes to current or future
                                                                                                                                              PHS assignments
                                                                                                                                              OR
                                                                                                                                              Leadership role in PHS or PHS agency
                                                                                                                                              that furthers the goals of PHS and
                                                                                                                                              DHHS
3. Career Progression and      O-4                                 O-5                         O-6
Potential

Billets                              At least O-4              At least O-5               At least O-6
Assignments, including          Shows progression in            Independently        Expert in their specialty
collateral duties                   responsibility,       performing professional     with responsibility for
                                    leadership and           tasks with complex           independently
                                    independence            technical difficulty.     conducting projects of
                               Independently conducts     Provides leadership as a    exceptional technical
                                 projects of moderate      team or project leader           difficulty
                               complexity with limited
                                       guidance
Mobility (Programmatic          No minimum level            1 or more during           3 or more during
and/or Geographic)             [Combined programmatic            career                     career
For Scientist officers,        and/or geographic moves]   [Combined programmatic     [Combined programmatic
Programmatic mobility                                     and/or geographic moves]   and/or geographic moves]
                                                                                       - May consider fewer
(including TDYs and Details)                                                          moves for an expert or
is considered more important                                                            specialist as long as
than Geographic mobility                                                              moves reflect increasing
                                                                                         responsibility and
                                                                                             leadership

Assimilation                    Applied (if eligible)        Applied and/or             Assimilated or
                                                              Assimilated              applied at earliest
                                                              (if eligible)              possible date
                                                                                          (if eligible)
Award History:                  Avg. 1 award for          Avg. 1 award for           Avg. 1 award for
CC Honor Awards                 every 3 years of         every 3 years of           every 2 years of
Non CC Award                          service            service                    service
                               Unit/individ./agency/      Unit/individ./agency/      Unit/individ./agency/
                                     institution          institution, at least 1    institution, at least 2
                                                          of which must be CC        of which must be CC,
                                                                                     with 1 being at the
                                                                                     Commendation level
4. Characteristics of Career    O-4                                O-5                       O-6
Officer and Service to the
Corps.
• Membership/Involvement in     Volunteer or elected     Elected Member,            Elected Member,
PAC/Advisory Groups             member including field   Assume level of            Serves in Chair or
                                reps/Subcommittee        responsibility by          Vice-Chair /
                                members, etc.            Chairing a Task Force /    leadership roles
                                                         Subcommittee
• Associate Recruiter           Member                   Member                     Member
• Mentoring                     Value added              Leadership.                Leadership.
                                                         Recognition.               Recognition.
• BOTC/IOTC                     Yes, BOTC                Yes with Ribbon            Yes with Ribbon
• Professional Organizations    Active Member            Serves as a contributing   Serves as Chair,
                                                         member of a                Vice-Chair or in
                                                         Committee or               other significant
                                                         subcommittee               leadership roles in
                                                                                    Committees or as a
                                                                                    member of the Board
• Service Awards-                           1                     2                        3
o Special Assignment Award
o Isolated Hardship Award
o Hazardous Duty
o NEPA/CRSA
o Foreign Duty
• Daily wearing of uniform                  Daily                 Daily                      Daily
• Other Official Commissioned   Yes Demonstrated         Yes Demonstrated           Yes Demonstrated
Corps/PHS Activities (i.e.,     Participation            Participation              Participation
Honor Guard, Color Guard,
PHS Ensemble, Aide-de-
Camp)
 5. Readiness                      0-4                                     0-5                                    0-6
                          For PY 2004, officers can meet this    For PY 2004, officers can meet         For PY 2004, officers can meet this
                          standard in one of two ways: (1) by    this standard in one of two ways:      standard in one of two ways: (1) by
                          meeting all of the requirements for    (1) by meeting all of the              meeting all of the requirements for
                          the ACCRF Deployable@ standard         requirements for the ACCRF             the ACCRF Deployable@ standard
                          that was in place until Sept, 2003,    Deployable@ standard that was in       that was in place until Sept, 2003,
                          or (2) by meeting all of the           place until Sept, 2003, or (2) by      or (2) by meeting all of the
                          requirements of the ACCRF Basic        meeting all of the requirements of     requirements of the ACCRF Basic
                          Level@ of deployability that are       the ACCRF Basic Level@ of              Level@ of deployability that are
                          now in place for the CCRF program      deployability that are now in place    now in place for the CCRF program
                          as referenced in the Manual            for the CCRF program as                as referenced in the Manual
                          Circular, APHS Readiness               referenced in the Manual Circular,     Circular, APHS Readiness
                          Standards@.                            APHS Readiness Standards@.             Standards@.
                          Application of Benchmark               Application of Benchmark               Application of Benchmark
                          Standard:                              Standard:                              Standard:
                          Officers who satisfy all the           Officers who satisfy all the           Officers who satisfy all the
                          requirements for PY 2004 will be       requirements for PY 2004 will be       requirements for PY 2004 will be
                          given the maximum number of            given the maximum number of            given the maximum number of
                          points under the Readiness Precept.    points under the Readiness             points under the Readiness Precept.
                          Officers who do not satisfy all the    Precept.                               Officers who do not satisfy all the
                          requirements for PY 2004 will          Officers who do not satisfy all the    requirements for PY 2004 will
                          receive zero points under the          requirements for PY 2004 will          receive zero points under the
                          Readiness Precept.                     receive zero points under the          Readiness Precept.
                                                                 Readiness Precept.




Note: (1) Officers may submit a request for a temporary medical waiver to the Medical Affairs Branch for medical issues related to vaccinations
or the Annual Physical Fitness Test.
(2) Officers must meet all of the requirements for the CCRF Deployable standard OR all the requirements for the CCRF Basic Level. It is not
acceptable to pick one requirement from one column and another requirement from the other column.
                         Assimilation –
                            Process
   Commissioned Corps Personnel Manual: CC23.3-INST 7

   Review process identical to review for Promotion
      5-member board of T 0-6 officers
      Diverse demographically (race; gender), professionally
       (billeted duties; agencies), and by tenure (T 0-6 ranges from
       recent to long-term)
      Exception: Board members are from different professional
       categories (i.e., you will be evaluated by officers from
       different categories, not just Scientist officers)
                       Assimilation –
                          Process
   2 boards:
      Lower:
        – review officers < P 0-3 or
        – < 3.5 years continuous active duty in current tour at
          time of application
        – ~75% or more officers are generally assimilated

     Upper:
       – Review officers > P O-4 and
       – > 3.5 years continuous active duty at time of
          application
        – Much lower percentage of officers can be assimilated
                     Assimilation-
                       Process
   Board members have access to virtually the entire e-OPF

   Officers are evaluated on the same 5 precepts as for
    Promotion; however, precepts are weighted differently for
    the lower versus upper board (latter places greater
    emphasis on factors related to Career Progression and
    Assignment/Geographic Mobility)

   Officers can be recommended for assimilation but not
    make the cut-off line. These officers will automatically be
    reviewed again over the next two years before they need to
    submit a new application for consideration. Officers
    should update documents in their eOPF annually.
         Assimilation –
    Precepts for Consideration
 Performance
   Letters of   appreciation
   COER:
      – scores consistent across years?
      – aberrations explained in comments of Rater,
           Review officials and/or rebuttals from Officer?

 CareerProgression
   Changes in billet level; changes in nature of billet
    assignment (e.g., research; supervisory;
    management)
   Current billet at or at least one level above current
    T rank
      Assimilation –
 Precepts for Consideration
 Assignment/Georgraphic     Mobility
   Changes in physical location of duty station
   Changes in OPDIV and/or CIO within same
     Agency
 Receipt of Awards:

   Look for individual and unit PHS honor and
     service awards
   Prior military service: added value
 Career Potential

   Commitment to long-term career in the
              Assimilation –
             Tips for Officers

Important to have e-OPF up-to-date:
    CV  summarizing activities throughout PHS career,
     including most recent calendar year
    COERS
    Licenses
    Annual Continuing Education summaries
We must remember that
people may not remember
what you say or what you
  do but how you make
       them feel.




  As Corps Officers, we
   WILL do what it takes
      to respond to
         America!
   CAPT Mishoe’s Personal
   Perspective on Leadership

Because of my title I was the first one
            to enter here.
    I shall be the last to go out.


            -- Duchesse d’Alencon, refusing help
            during a fire at a Paris charity bazaar
            in 1897

								
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