Promotion 2005: Physicians’ Benchmarks and Proposed Revisions Physicians’ Professional Advisory...
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Transcript of Promotion 2005: Physicians’ Benchmarks and Proposed Revisions Physicians’ Professional Advisory...
Promotion 2005: Physicians’ Benchmarks and Proposed Revisions
Physicians’ Professional Advisory Committee (PPAC)
Promotion Benchmarks Committee,
Nov 2004
v.7May05
Prepared by CDR Jeffrey Kopp, MD
PPAC Benchmarks Subcomittee 2004
CAPT Sarah Linde-Feucht, FDA and CDR Jeffrey Kopp, NIH, Co-Chairs
CDR Mike Boquard, USCG CDR Naryan Nair, FDA
CAPT Lynn Bosco, AHRR CAPT Richard Niska, CDC
CDR Michael Carome, OSOPHS
LCDR Rochelle Nolte, USCG
Christine Casey, FDA CDR Monica Parise, CDC
CDR David Frucht, FDA CDR Andrew Pelletier, Maine Health Dept
CAPT Sharon Ludwig, USCG CAPT Nancy Rosenstein, CDC
CAPT Susan Molchan, NIH CAPT Steven Rosenthal, FDA
CAPT Vern Maas, HRSA CDR Ann Schwarz, FDA
CDR Robert Miller, USCG
Background Promotion precepts 2 and 3 are prepared by PPAC
Precepts 1 and 4 are prepared by the Chief Professional Officer/PAC Chair committee (CPO committee)
Precept 5 (Readiness) is prepared by Office of Force Readiness and Deployment
Each precept contains multiple factors (elements)
Benchmark revision process
- prepared by PPAC subcommittee
- approved by full PPAC
- approved by the CPO committee
- approved by Asst Sec Health (pending) in consultation with Surgeon General
# Precept Weight
1 Performance 40%
2 Education, training, and professional development
15%
3 Career progression and potential 25%
4 Professional contributions and service to PHS
15%
5 Response readiness 5%
100%
Note: relative weights are determined by CPO committee and are identical across categories
Performance (Precept 1)Factor O4 O5 O6
COER,attachments (past 3 yr)
Primary focus on narrative
Primary focus on narrative
Primary focus on narrative
CC Honor awards Continuum of awards at the Achievement medal level and below
Continuum of awards at the Commendation medal level and below
Continuum of awards at the Outstanding Service medal level and below
Non-corps awards Value added Value added Value added
Reviewing official’s assessment
1. Promotion readiness Yes Yes Yes
2. Leadership Contributes as a member of a formal task force at branch or higher level
Contributes as a member of a formal task force at division or higher level
Leadership role in a formal task force at the agency or higher level
3. Mission contribution Assigned Seeks outside activities that contribute to mission
Career (duties and outside activities) contribute to mission
Integrity Unquestioned Unquestioned Unquestioned
Education, training, and development (Precept 2)
Factor O4 O5 O6
Degrees MD or DO MD or DO MD or DO
Certification/
Credentials
Board eligible Board eligible or board certified
Board certified
Licensure Compliant Compliant Compliant
CME ≥50 hrs/licensing interval, if required by state
≥50 hrs/licensing interval, if required by state
≥50 hrs/licensing interval, if required by state
Public Health Training/Experience
Additional coursework in public health and emergency preparedness; CCRF modules; other training related to agency mission
Completion of CCRF modules; work experience on a leading public health initiative
Completion of CCRF modules; leadership role and work experience on a leading public health initiative
Career progression and potential(Precept 3)
Factor O4 O5 O6
Billet O3 or above O4 or above O5 or above
Assignments Potential for increasing levels of responsibility; emerging leadership potential.
Increasing level of independence, responsibility, and accountability
Full level of independence, responsibility, and accountability
Mobility ≥1 geographic or programmatic move
≥2 geographic or programmatic moves
≥3 geographic or programmatic moves; may consider fewer moves for a generalist
Assimilation Not required Value added Value added
Collateral duties: Agency mission related duties that are not in billet
Local, expected; service as team member
Regional, national; service as team leader
National, service as team leader, creator of activity
Characteristics and Service to Corps(Precept 4)
Factor O4 O5 O6
PAC/Advisory groups Volunteer or elected member
Elected member, chair task force or subcommittee
Elected member, Chair or Vice-Chair
Associate Recruiter Yes Yes Yes
Mentoring Value added Leadership, recognition
Leadership, recognition
BOTC/IOTC Yes With ribbon With ribbon
Professional organizations Member Committee or subcommittee service
Chair or Vice-Chair or other leadership or board member
Service awards: NEPA, Crisis Resp, Spec Assign, Isolated Hardship, Hazard Duty, Foreign Duty
≥1 ≥2 ≥3
Daily wear of uniform Yes Yes Yes
Other PHS activities: Honor Guard, Color Guard, PHS Ensemble, Aide-de-Camp
Yes Yes Yes
Precepts 5 and 6
Readiness (precept 5), PY 2005: Details pending from OCCFM
Assignment (precept 6), PY 2006: Recognizes and rewards isolated/hardship positions and similar positions, details pending from OCCFM
Proposed revisions to Physicians’ benchmarks
Revised cover letter and revised benchmarks (presented on the following 14 slides) were generated by PPAC Benchmarks subcommittee
Approved by the full PPAC Nov 2004
Submitted to the CPO committee Nov 2004
Response was that changes for the category- specific precepts 2 and 3 were likely to approved for PY05
As of May 2005, the PHS website provides only the PY04 Benchmarks
Cover letter: comments proposed by the PPAC for the PY05 benchmarks
Four factors are denoted “required’: promotion readiness, integrity/duty, professional degree, state medical licensure
For all other factors, the descriptions of activities are examples of excellence and are not to be construed as requirements
The promotion board may identify similar activities that completely fulfill a given factor
The promotion board may deem other activities to be lesser in quality or quantity and to constitute partial fulfillment of the factor
The term value added should be dropped, since all but the required factors may be partially or completely fulfilled (partial fulfillment resulting in reduced precept score)
Cover letter: comments proposed by the PPAC for the PY05 benchmarks
The relative weighting among the factors in determining the score for a precept is left to the discretion of the promotion board
There is no time limit on performance of activities that fulfill a factor (e.g. activities from 5, 10, or 15 years ago are eligible for consideration)
Cover letter: comments proposed by the PPAC for the PY05 benchmarks
The promotion board is urged to consider
Existence of diverse career tracks, including clinicians, epidemiologists, researchers, regulatory officers, policy makers, and administrators
Individuals in different career tracks will achieve excellence in different ways
Cover letter: comments proposed by the PPAC for the PY05 benchmarks
The promotion board is urged to consider conflicting goals inherent in the promotion process
Promote diversity of achievement : PHS needs individuals with diverse education, training, skills, and achievement and PHS needs to elicit excellence from officers in diverse ways
Ensure equality of opportunity: achieving the highest level of performance for some factors may be a challenge for officers who face limitations due to agency mission or geographic location
The promotion board is asked to take into account the officers’ assignments, past and present
Cover letter: comments proposed by the PPAC for the PY05 benchmarks
Performance (Precept 1): Proposed
Factor O4 O5 O6
COER,attachments (past 3 yr)
Primary focus on narrative
Primary focus on narrative
Primary focus on narrative
CC Honor awards Achievement medal and below
Assessed qualitatively and not quantitatively to equalize inter-agency differences
Commendation medal and below
Assessed qualitatively and not quantitatively to equalize inter-agency differences
Outstanding Service medal and below
Assessed qualitatively and not quantitatively to equalize inter-agency differences
Non-corps awards Division, Institute, and Agency awards and professional organization awards and recognition such as letters of appreciation
Division, Institute, and Agency awards and professional organization awards and recognition such as letters of appreciation
Division, Institute, and Agency awards and professional organization awards and recognition such as letters of appreciation
Performance (Precept 1): Proposed
Factor O4 O5 O6
Reviewing official’s assessment
1. Promotion readiness
Yes Yes Yes
2. Leadership Contributes
A) As a member of a task force or similar group at the Branch, Institute, Division, Agency, or CC level or local, regional, national, or international level
AND/OR
B) Through publications or other written communication
Contributes and exhibits leadership
A) As a member of a task force or similar group at the Branch, Institute, Division, Agency, or CC level or local, regional, national, or international level
AND/OR
B) Through publications or other written communication
Leads
A) As a member of a task force or similar group at the Branch, Institute, Division, Agency, or CC level or local, regional, national, or international level
AND/OR
B) Through publications or other written communication
Performance (Precept 1): Proposed
Factor O4 O5 O6
Reviewing official’s assessment
3. Mission contribution Performs duties assigned by supervisor
Performs duties assigned by supervisor;
seeks outside activities that contribute to PHS mission
Compelling evidence that career duties and outside activities have contributed and will contribute to PHS mission
Integrity Unquestioned Unquestioned Unquestioned
Education, training, and development (Precept 2): Proposed
Factor O4 O5 O6
Degrees MD or DO MD or DO MD or DO
Certification/
Credentials
Board eligible Board eligible or board certified
Board certified
Licensure Current Current Current
CME As required by State Licensure Board (annual summary of CME for most recent 3 yr)
OR
Officer provides letter in OPF stating CME not required for licensure
Note: consideration is being given to requiring CME 25 hr/yr, so officers should plan accordingly
As O4 As O4
Education, training, and development (Precept 2): Proposed
Factor O4 O5 O6
Public Health Training/Experience
Additional coursework in public health, emergency preparedness, and other training related to agency mission. This might include bioethics, epidemiology, public health policy, research, and regulatory affairs.
As O4
Work experience or committee service on a local, regional, national, or international public health activity or initiative
As O4
Leadership role on a
a local, regional, national, or international public health activity or initiative
Additional degrees MPH, MHSc, PhD or other degree relevant to agency mission
As O4 As O4
Career progression and potential(Precept 3): Proposed
Factor O4 O5 O6
Billet O3 or above O4 or above O5 or above
Assignments Potential for increasing levels of responsibility: emerging leadership potential.
Increasing level of independence, responsibility, and accountability
Increasing level of independence, responsibility, and accountability
Mobility Generalist track:
1 geographic or programmatic move
Specialist track: increasing responsibility and leadership
Generalist track:
≥2 geographic or programmatic moves
Specialist track: increasing responsibility and leadership
Generalist track:
≥3 geographic or programmatic move
Specialist track: increasing responsibility and leadership
Career progression and potential(Precept 3): Proposed
Factor O4 O5 O6
Assimilation If eligible Yes Yes
Collateral duties Mission related duties that are not included in the billet description.
Involvement is local and as a team member
Mission related duties that are not included in the billet description
Involvement is regional or national and officer serves in a leadership role
Mission related duties that are not included in the billet description
Involvement is regional or national and officer serves in a leadership role
Officer has initiated the activity.
Characteristics and Service to Corps(Precept 4): Proposed
Factor O4 O5 O6
Daily wear of uniform
Yes Yes Yes
BOTC/IOTC Yes Yes Yes
OR
PHS Orientation course prior to BOTC
PAC/Advisory groups
Volunteer or elected member
Volunteer or elected member
Volunteer or elected member who demonstrates leadership as Chair or Vice-Chair or leads committees or subcommittees.
Associate Recruiter Yes Yes Yes
Mentoring Informal mentoring
Informal mentoring.
Serves as mentoring contact within Division or Agency.
Informal mentoring.
Serves as mentoring contact within Division or Agency.
Characteristics and Service to Corps(Precept 4): Proposed
Factor O4 O5 O6
PHS service awards Yes Yes Yes
Other CC activities Honor Guard, Color Guard, PHS Ensemble, Aide-de-Camp, appointment boards, assimilation boards, DMAT
As O4 As O4
Professional organizations- Medical and specialty organizations, at the regional, national, and international levels (to promote visibility as PHS officer)- COA
Member Member of committee or subcommittee
Chair or other leadership role on governing board or on committees or with local chapter
Some issues for discussion
Can leadership be demonstrated only by committee service or can it be demonstrated also by written communications?
Should CME be required for all officers, even if their state (e.g. New York) does not require it for licensure? What should the minimum number of hours be? How many years of documentation should be required? When can we reasonably impose a new requirement that requires documentation of past CME?
Should there be formal tracks within the physician category? How might they be structured?
- Clinician, researcher, regulator, manager
- Generalist, specialist
Should BOTC/IOTC be the only orientation course fulfilling the factor or should prior PHS orientation courses be acceptable?
More information
PPAC home page http://usphs-ppac.org/
2004 Benchmarks
Draft of PPAC proposal for 2005 benchmarks
Tips for success with promotion boards
Preparation of CV and sample CV from promoted officers
Comments on benchmarks should be addressed to LCDR Rochelle Nolte - [email protected]
Jefferson Memorial – at Dusk