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Medical Corps Update

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Medical Corps Update

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    1. Medical Corps Update Compliments of OOMC 2005 USAFP Navy Caucus

    2. Our Community

    3. Medical Corps Statistics (as of 30 Dec 2004) Total Officers = 3881 Staff - 2791 Training - 1090 Funded Billets - 3809 Staff - 2753 Training - 1056 Percent Manned – 101.9%

    4. Medical Corps Community Standard LOS Graph Buttons are linked to other graphs Bands: OPA-INV + or – 5% = Green; >5% and < or = 10% = yellow; greater than 10% (+ or -) = redStandard LOS Graph Buttons are linked to other graphs Bands: OPA-INV + or – 5% = Green; >5% and < or = 10% = yellow; greater than 10% (+ or -) = red

    5. Navy Medical Corps: Manning Profile

    6. Navy Medical Corps: Manning Profile of 2020 (?) FY10 = Current OSA billets FY20 = Further reduced OSA number.FY10 = Current OSA billets FY20 = Further reduced OSA number.

    7. Specialty Statistics

    8. Specialty Statistics

    9. Specialty Statistics

    10. Specialty Statistics

    11. Specialty Statistics

    12. Specialty Statistics

    13. Specialty Statistics

    14. Navy Medicine’s Mission Provide force health protection for those entrusted to our care. Achieved through expert leadership, education, and research.

    15. Navy Medicine’s Priorities Readiness - Aligned and Agile Quality, Economical Health Services Shaping Tomorrow’s Force One Navy Medicine Joint Delivery of DoD Health Services

    16. Navy Medicine’s Priorities Readiness - Aligned and Agile Aligned with the operational forces Daily operational excellence Responsive and agile – ready to deploy Homeland Security – MTFs must be ready to respond to ANY contingency. Able to collaborate with the National Disaster Medical System, as well as fully integrated with local, state and federal agencies Medical Intel and relevant research

    17. Navy Medicine’s Priorities Quality, Economical Health Services Provide the finest, cost-effective health services in the world to those who serve, have served, and those who support them.

    18. Navy Medicine’s Priorities Shaping Tomorrow’s Force The right force to accomplish our mission. Refined and shaped through recruiting, training, and retaining the right mix of health professionals.

    19. Navy Medicine’s Priorities One Navy Medicine – Active, Reserve, and Civilian One Team Seamless integration of the work force’s talents to meet our mission

    20. Navy Medicine’s Priorities Joint Delivery of DoD Health Services Collaborate with sister services and other agencies to achieve the DoD mission and achieve the mission of Homeland Security.

    21. Navy Medicine’s Current Focus

    22. Human Capital Resources Strategy (HCRS) How We Obtain, Train and Retain Personnel An all encompassing, CNO driven plan PBD 712 is the beginning Each specialty will be reviewed looking at validation of operational and humanitarian requirements, billet grade requirements and cost Apply business case analysis - Make? Or buy?

    23. MC Demographics (BUMIS Jan 05/ US Census 2000)

    25. Medical Corps

    26. Who does the work? Military - only where required Divest non-core functions Human capital alternatives Cost: Mil/Civ/Contract Type: Provider options

    28. Continuation Rates

    29. Continuation Rates

    30. Billet Alignment Pediatrics on the Front Line 169 people 122 billets (post PBD 712) 75 THCSRR/OSA billets How many need to be trained each year? How many training programs can we support? Who to retain? Which billets can be further civilianized? How to recruit?

    34. GME GME will be reviewed in the context of the Human Capital Strategy How much GME do we retain in service – FTIS/OFI? What is the value of FTIS training? How much does it cost to train in service? How many training programs do we need? How much should we send out and defer? Can we recruit direct accessions using incentive bonuses ? Is the Air Force model of NADDS use appropriate? BRAC may force us to consolidate training in DoD.

    35. GME GME: Future Predictions As the number of blue suit billets decrease, so will the required number of trainees The number of FTIS/OFI programs will decrease, allowing the remaining programs to operate with more trainees It will be difficult to “protect” training staff from deploying

    36. SERB SERB – Selective Early Retirement Board Manpower must be aligned with the billets we need to support our mission. It is possible that a Selective Early Retirement Board (SERB) will be commissioned Those considered will be 0-6 with at least 4 years time in grade with over 20 years of commissioned service. Contact detailers to ensure service record is properly updated.

    37. PBD 712 PBD 712 Billets have been identified for conversion Physician positions will be converted to GS and if GS aren’t available, then contracts will be used. Money for GS and contracts will be available to commands starting 1 July 2005. A coordinated and centralized system for contracting is being worked GS and contracted personnel will be “tracked” for conversion credit

    40. Op Tempo Op Tempo continues for at least 2 more years, and likely to be longer Everyone should expect to deploy No positions considered to be protected Global War on Terror – continued operations Djibouti – continuing support Army of Occupation in Iraq Fleet Hospital Marine Units Army of Occupation in Afghanistan

    41. Future Predictions Training will be integrated throughout the DoD. There will be a unified Medical Command and similar other commands throughout the DoD (logistics, IT, etc.) Medical Officers will be assigned by regional need and not by service. “Lego Block” units will deploy on the basis of the size of required medical support. There will be more clinics and fewer MTFs.

    42. Future Predictions The VA will be a part of the DoD system. All staff will deploy equally. Special Pays will emphasize 4 year commitments. Retirement will not be expected. Higher incentive pay will be paid for those with 10 – 15 years and less will be paid to 15 – 20 year career officers in anticipation of the retirement benefit. GS workers will be paid in accordance to the new banding.

    43. Future Predictions To be screened for XO and CO, you will have to have a business degree and operational and MTF experience. Personnel will be assigned to platforms from multiple MTFs. Reserves will be indistinguishable from active component Officers will have to have AMDOC in order to get selected for CAPT.

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