Transcript Transformation of the Commissioned Corps of the U.S

Transformation of the
Commissioned Corps of the
U.S. Public Health Service
2003-Present
www.usphs.gov
History of this Transformation
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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 2006)
Implementation Plan (October 2006)
Working Policy & Design Groups (ongoing)
www.usphs.gov
Achieving the goals of
shaping and managing the
Corps
www.usphs.gov
Goal: Force Management and
Career Development/Officer
Support
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Assess current and future needs of the
Corps
Respond proactively to changes in those
needs
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Recruitment
Selection
Assignment
Training
Promotion and Assimilation
Other Incentives
www.usphs.gov
Goal: Force Management and
Career Development/Officer
Support
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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
www.usphs.gov
Putting Flesh on the Bones of
the Secretary’s Decisions on
the Proposed Options
www.usphs.gov
Transformation
Workgroups (2006)
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Five workgroups with representation from
each OPDIV/STAFFDIV and non-HHS agency
to which officers are assigned
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Readiness and Response
Sizing of the Corps
Recruitment, Training and Career Development
Assignments
Classification and Positions
Worked from Secretary’s decisions of
December 2005
www.usphs.gov
Transformation
Workgroups (2006)
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Reports finalized in March
2006
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
www.usphs.gov
Transition from Framework
to Policy Design and
Development
www.usphs.gov
Assumptions and
Requirements
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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
www.usphs.gov
Assumptions and
Requirements
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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
www.usphs.gov
Assumptions and
Requirements
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Efficiencies must be
developed in:
– Recruitment, Call-to-ActiveDuty
– All personnel systems
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Support systems must be
enhanced
– Officer support
– Family support
www.usphs.gov
Recruitment, Selection,
Accession, Functional
Classification, Assignment
and Training of Corps
Officers
www.usphs.gov
Recruitment
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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”
www.usphs.gov
Application, Selection and
Accession
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Electronic application system (eCAD)
– Linked from new Corps website (www.usphs.gov)
– OF-50 completed online
– Additional forms for health status evaluation
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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
www.usphs.gov
Application, Selection and
Accession
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Streamlined process
– Post-accession physical exam (no cost to the
officer)
– Post-accession background investigation
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All new accessions report to the PHS Officer
Basic Course (OBC) within their first five
weeks on active duty
www.usphs.gov
Functional Classification
of Officers
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Functional Groups
– Clinical
– Applied Public Health
– Mental Health
– Research
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Areas of Concentration (AOC)
Functional Advisory
Committees
www.usphs.gov
Assignment of Officers
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Officer Profiles
– Professional characteristics of the officer
– Maintained/updated by officer and verified by
OCCO
– Used also during career development counseling
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Each officer on a unique billet
– Defines Category and Functional Group
– Searchable by officers, agencies and Career and
Assignment Managers (CAM)
www.usphs.gov
Assignment of Officers
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Knowledge, Skills and Abilities (KSA) Library
– Linked to information in officer profiles
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Vacancies
– Track all vacancies
– KSAs included in announcements
– Category, grade and Functional Group preference included
in announcement
– Posted on USAJobs website (www.usajobs.gov)
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OCCO CAM compare Officer Profiles with vacancy
announcements
– A panel of qualified officers is forwarded to selecting
official
www.usphs.gov
Assignment Incentives
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For Officers:
– Assignment Incentive Pay for work in
hard-to-fill billets
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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
assignments
www.usphs.gov
Assignment Incentives
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For Dependents:
– Spousal and family
member
employment
assistance program
– Childcare support
− Counseling, information and referral support
− Relocation Assistance upon PCS
www.usphs.gov
Training and Career
Development
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Career-long training begins at the PHS OBC, but
includes Intermediate, Advanced and Executive
courses
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
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CAM will assist officers with career development
www.usphs.gov
The Backbone of
Transformation: Information
Technology
www.usphs.gov
www.usphs.gov
IT Systems
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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
infrastructure
eCAD is ready to launch. The first phase
will enable applicants to complete and
submit their SF-50 and accompanying
documents electronically.
www.usphs.gov
Implementation Through
Policy Development
www.usphs.gov
WPDGs to Date
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Billets, Officer Profiles and
Selection Systems
Career Development and
Training
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
www.usphs.gov
Implementation of the
Secretary’s plan
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Transformation
Implementation Planning
Coordination Group (IPCG) has
been formed
12 officers assigned to OCCO
and OCCFM to lead the
implementation
Working Policy and Design
Groups (WPDGs)
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Policy summaries drafted by
WPDGs, reviewed by IPCG and
forwarded to the ASH for
decision on approval of policy
concept
Policies written by OCCFM,
reviewed by PACs, CPOs, IPCG,
then forwarded to ASH for
review and decision on
approval
www.usphs.gov
Major Accomplishments
to Date
www.usphs.gov
Policy Summaries and Draft
Policies (approved by the ASH)
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Post-accession medical
evaluations
– Required change to the
Code of Federal
Regulations
– Draft policy
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3H Assignments
– Definitions
– Assignment Incentive
Pay
– 3H Assignments Policy
Design
www.usphs.gov
Policy Summaries and Draft
Policies (IPCG Action)
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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
IPCG)
www.usphs.gov
Policy Summaries and
Draft Policies
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Ready for Presentation to the IPCG
– Functional Group System
– 3H Assignments-Family Support
– Recruitment Policy Summary
www.usphs.gov
New Recruitment
Materials
New Corps Web Presence
Matching Fact Sheets and Brochures
www.usphs.gov
Additional Recruitment
Accomplishments
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Advertisements have been placed in dozens of
professional journals and newsletters/newspapers
from health professions schools
New booth displays for use at professional
conferences
“My CC Story” feature articles have appeared in
hometown and alumni newspapers across the
country
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
www.usphs.gov