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 - rnolte@tracencapemay.uscg.mil

Jefferson Memorial – at Dusk