Transformation of the Commissioned Corps of the U.S. Public

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					   Transformation of the
Commissioned Corps of the
 U.S. Public Health Service


History of this Transformation

   Secretary Thompson’s directive to transform
    the Corps (2003)
   Evolution of the Secretary’s directive
   Options papers (October 2004)
   Secretary Leavitt’s decisions and Vision
    (December 2005)
   Transformation Workgroups (February
   Implementation Plan (October 2006)
   Working Policy & Design Groups (ongoing)

  Achieving the goals of
shaping and managing the

    Goal: Force Management and
    Career Development/Officer
   Assess current and future needs of the
   Respond proactively to changes in those
    –   Recruitment
    –   Selection
    –   Assignment
    –   Training
    –   Promotion and Assimilation
    –   Other Incentives

    Goal: Force Management and
    Career Development/Officer
   Assignment and selection systems to
    provide agencies with panels of
    qualified officers to fill their vacancies
   Training programs to develop
    leadership and emergency response
    skills throughout officers’ careers

Putting Flesh on the Bones of
the Secretary’s Decisions on
    the Proposed Options

         Workgroups (2006)
   Five workgroups with representation from
    each OPDIV/STAFFDIV and non-HHS
    agency to which officers are assigned
    –   Readiness and Response
    –   Sizing of the Corps
    –   Recruitment, Training and Career Development
    –   Assignments
    –   Classification and Positions
   Worked from Secretary’s decisions of
    December 2005

Workgroups (2006)
             Reports finalized in March
             Meetings among the
              OPDIV/STAFFDIV Heads and
              Secretary Leavitt to discuss
              the workgroup
              recommendations and decide
              on implementation plan
             Transformation
              Implementation Plan
              published in October 2006
Transition from Framework
   to Policy Design and

          Assumptions and
   The Corps must increase its force strength in order
    to effectively achieve its missions
   Force Management must take into consideration:
    – Emergency response requirements
    – Historical, public health role

         Assumptions and
   Sizing Model is being created that:
    – Balances response requirements with
      agency needs/Corps’ historic mission
    – Identifies current capabilities and gaps
    – Examines past trends in recruitment,
      retention and gaps
    – Predicts future needs based on trends
    – Guides the targeted recruitment efforts

          Assumptions and
   Efficiencies must be
    developed in:
    – Recruitment, Call-to-Active-
    – All personnel systems
   Support systems must be
    – Officer support
    – Family support

 Recruitment, Selection,
  Accession, Functional
Classification, Assignment
  and Training of Corps


   Aggressive and targeted
   New, robust call system that links in the
    Associate Recruiters
   Public relations campaign
   Attractive and informative printed and
    electronic materials
   New commissioning programs for students
   “Every officer is a recruiter”

Application, Selection and
   Electronic application system (eCAD)
    – Linked from new Corps website (
    – OF-50 completed online
    – Additional forms for health status evaluation
   eCAD linked to an electronic selection system
    that will facilitate linking qualified officers
    with vacancies (especially in 3H assignments)
   Reduce time from application to accession
    from >52 weeks to 8-12 weeks

Application, Selection and
   Streamlined process
    – Post-accession physical exam (no cost to the
    – Post-accession background investigation
   All new accessions report to the PHS Officer
    Basic Course (OBC) within their first five
    weeks on active duty

    Functional Classification
           of Officers
   Functional Groups
    – Clinical
    – Applied Public Health
    – Mental Health
    – Research
   Areas of Concentration (AOC)
   Functional Advisory
     Assignment of Officers

   Officer Profiles
    – Professional characteristics of the officer
    – Maintained/updated by officer and verified by
    – Used also during career development counseling
   Each officer on a unique billet
    – Defines Category and Functional Group
    – Searchable by officers, agencies and Career and
      Assignment Managers (CAM)

     Assignment of Officers
   Knowledge, Skills and Abilities (KSA) Library
    – Linked to information in officer profiles
   Vacancies
    – Track all vacancies
    – KSAs included in announcements
    – Category, grade and Functional Group preference included
      in announcement
    – Posted on USAJobs website (
   OCCO CAM compare Officer Profiles with vacancy
    – A panel of qualified officers is forwarded to selecting

    Assignment Incentives

   For Officers:
    – Assignment Incentive Pay for work in
      hard-to-fill billets
          At the discretion of the agency
    – Specified tour length and rotation
      schedule (extensions at officer’s request)
    – Receive priority career counseling
    – Receive priority placement for follow-on

    Assignment Incentives

   For Dependents:
    – Spousal and family
      assistance program
    – Childcare support
    − Counseling, information and referral support
    − Relocation Assistance upon PCS

        Training and Career
   Career-long training begins at the PHS OBC, but
    includes Intermediate, Advanced and Executive
   Categories and FACs will develop training matrices
    for career progression within the Categories and in
    the Functional Groups
   Training will emphasize leadership development
    applicable to:
    – Deployment activities
    – Meeting agency missions
   CAM will assist officers with career development

      The Backbone of
Transformation: Information

               IT Systems
   The Chief Information Officers Council and
    the Department’s IT Investment Review
    Board have approved a plan to form a
    relationship with the Coast Guard to handle
    our personnel systems using their IT
   eCAD is ready to launch. The first phase
    will enable applicants to complete and
    submit their SF-50 and accompanying
    documents electronically.

Implementation Through
  Policy Development

             WPDGs to Date
   Billets, Officer Profiles and
    Selection Systems
   Career Development and
   Recruitment
   “3H” Assignments
    (Isolated/Hazardous duty,
    Hardship, Hard-to-fill)
   Family Support
   Sizing of the Corps
   Additionally, the Functional
    Advisory Committee Leadership
    has been named

     Implementation of the
       Secretary’s plan
   Transformation
    Implementation Planning
    Coordination Group (IPCG) has
    been formed
   12 officers assigned to OCCO
    and OCCFM to lead the
   Working Policy and Design
    Groups (WPDGs)
                                       Policy summaries drafted by
                                        WPDGs, reviewed by IPCG and
                                        forwarded to the ASH for
                                        decision on approval of policy
                                       Policies written by OCCFM,
                                        reviewed by PACs, CPOs,
                                        IPCG, then forwarded to ASH
                                        for review and decision on

Major Accomplishments
        to Date

 Policy Summaries and Draft
Policies (approved by the ASH)
   Post-accession medical
    – Required change to the
      Code of Federal
    – Draft policy

   3H Assignments
    – Definitions
    – Assignment Incentive
    – 3H Assignments Policy
    Policy Summaries and Draft
       Policies (IPCG Action)
   Officer Profiles (Approved by IPCG)
   Billets (Approved by IPCG and Templates for Category-
    Specific Billets have been created)
   Training-OBC and Competencies (Awaiting Approval of IPCG)
   Model for Corps Sizing (Presented to IPCG)
   Billet Locator and Officer Placement System (Presented to

     Policy Summaries and
          Draft Policies
   Ready for Presentation to the IPCG
    – Functional Group System
    – 3H Assignments-Family Support
    – Recruitment Policy Summary

        New Recruitment

New Corps Web Presence        Matching Fact Sheets and Brochures

    Additional Recruitment
   Advertisements have been placed in dozens of
    professional journals and newsletters/newspapers
    from health professions schools
   New booth displays for use at professional
   “My CC Story” feature articles have appeared in
    hometown and alumni newspapers across the
   A new Call System and Web Center (under
    development) facilitate interactions between
    potential applicants and recruiters. The Web
    Center will enable Associate Recruiters to download
    applicant voicemail messages and contact them