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Health Services Category: Strength Through Diversity
HSO Promoted Officer Profile and Promotion Trends Analysis (PY 2010 – 2015)
CDR Kelly BrownLCDR David Hunter
LCDR Joel Richardson
HS PAC Career Development Subcommittee
Health Services Category: Strength Through Diversity
• Introduction: CDR Brown• Promotable Officer Profile: LCDR Richardson• Analysis of Promotion Trends: LCDR Hunter• Conclusion, Questions and Wrap-up: CDR Brown
Agenda
1
Health Services Category: Strength Through Diversity
Analysis of HSO Promotable Officer Survey Results,
PY 2013/2014, & 2015
LCDR Joel RichardsonTeam Lead,
Assessment & Analytics TeamHS PAC Career Development Subcommittee
Health Services Category: Strength Through Diversity
• Introduction and Survey Specifics• Data points collected• Limitations of survey• Results• How HSOs can use this information• Conclusions
Agenda
3
Health Services Category: Strength Through Diversity
• Intent of survey─ At request of HSO leadership, HS PAC tasked with
compiling a “Promotable Officer Profile” to assist HSOs in career and promotion planning
• Who received survey─ All HSOs selected for promotion (Temp and/or Perm) in
PY13/PY14 and PY15• How received
─ All promotees received initial and follow-up e-mail correspondence from HS PAC Chair
• How survey completed─ Commercial “Survey Monkey” website
Introduction and Survey Specifics
4
Health Services Category: Strength Through Diversity
Data Points Collected
• Promotion cycle• Current billet grade• Current Temp and Perm
grade• # Years in USPHS CC• Overall COER score• Highest Indiv USPHS
award received• # Indiv USPHS honor
awards• # Unit USPHS honor
awards• Total # USPHS service
awards
• # Deployments• # Billet Transfers• Prevalence of officers who
are Supervisors• Commissioning Degree• Add’l Degree(s)• Compliance w/ Cont.
Education req’ment• Add’l Public Health training or
certification(s)• Involvement as Agency-level
Committee leader• Participation in HSO
Mentoring Process• Awareness of Survey/Report
5
Health Services Category: Strength Through Diversity
• Self-reported data has inherent limitations• Multiple e-mail addresses for HSOs could mean multiple
survey completions for one officer• Lack of inclusion of non-selects for PY13/PY14 and PY15
─ No correlational analytics possible without this subset of overall population
Survey Limitations
6
Health Services Category: Strength Through Diversity
• In the initial 2013/2014 survey 315 of 366 officers completed survey (both Temporary and Permanent for an 86.06% completion rate
• In 2015, 117 of 155 officers completed the survey for a 75.48% completion rate.─ Data grouped by Promotion Type (Permanent or
Temporary), not by Promotion Year• No significant differences found from PY13/PY14 to PY15
that could not be explained by different dataset sizes
General Survey Results
7
Health Services Category: Strength Through Diversity
• Majority of HSOs commissioned with Masters degree• Majority of HSOs indicate they meet Continuing Ed. req’s, as
well as add’l Public Health training/certifications• Supervisor opportunities increase for HSOs as rank
increases• Billet transfers, Deployments and Deployment Roles appear
to increase in step-wise fashion as an HSO’s career progresses
• Committee participation increases as career progresses, but less so than other data points (Billets and Deployments)
• Bottom Line: all of above appear consistent with HSO Benchmarks
General Results, cont’d
8
Health Services Category: Strength Through Diversity
• Expected results─ 94% of Temp O-4 had PHS CM or lower as highest Indiv
award; only 25% had a PHS CM as highest─ 80% of Temp O-5 had PHS CM or lower as highest award;
39% of Temp O-5 had PHS CM as highest Indiv award─ 95% of Temp O-6 reported they had a PHS CM or higher
• Unexpected results─ 43% of Temp O-6 reported PHS CM or lower as highest
Indiv award; 76% had either PHS CM or OSM as highest─ Some officers were selected for Temp O-5 and Perm O-5
with no Indiv awards• Bottom Line: overall Indiv award distributions appear to be
consistent with HSO Benchmark guidance
Individual Awards: PY 2015
9
Health Services Category: Strength Through Diversity
• Recognize limitations of the study• Data suggests that those HSOs selected for promotion in
PY13 though PY15 had promotion packages that were congruous to HSO Benchmarks
• Promotion Precepts are weighted (40%) to recognize those with strong ROS writeups, not necessarily COER scores, so writeups matter, too! ─ “The primary focus in reviewing the COER should be on the
accompanying narrative rather than on the indicated value.”• Bottom line: HSOs should continue to follow HSO
Benchmarks and look for additional leadership roles at duty station and with organizations (HS PAC, PAG, et al)
How to Use This Information
10
Health Services Category: Strength Through Diversity
Analysis of Temporary and Permanent Promotion Trends for Health Services
Officers, 2010-2015
LCDR David HunterProject Lead,
Assessment & Analytics TeamHS PAC/Career Development Subcommittee
Health Services Category: Strength Through Diversity
Overview
• Purpose:─ To conduct an analysis of temporary and permanent
promotion statistics in order to identify and characterize current promotion trends among Health Services Officers
Health Services Category: Strength Through Diversity
Methods• Collected data from CCMIS promotion info webpage, which includes
the following for each rank:─ High, low, average, and cutoff promotion scores─ Total # of eligible officers─ Total # of promoted officers─ Average precept scores of successful promotions
• Data were collected for:─ Temporary promotions to O-4, O-5, and O-6 ranks from 2010-2015 ─ Permanent promotions to O-2, O-3, O-4, O-5, and O-6 from 2010-2015
• Data analysis included:─ Calculating promotion rates for each rank for each year─ Plotting promotion rates for each rank by year─ Promotion rates were compared to the total number of eligible officers─ Reviewing results to discern any trends in the data
Health Services Category: Strength Through Diversity
Temporary Promotion Results
Health Services Category: Strength Through Diversity
91% 90% 90% 90% 90%
72%
43% 43% 43%
26% 23%30%
29% 29% 29%21% 20% 19%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2010 2011 2012 2013 2014 2015
O-4O-5O-6
Temporary Promotion Rates by Rank, 2010-2015
Health Services Category: Strength Through Diversity
110 118 81 102
7782
126 137
168190
226 237
68 76 82 84
102136
0
50
100
150
200
250
2010 2011 2012 2013 2014 2015
O-4O-5O-6
Officers Eligible for Temporary Promotion by Rank, 2010-2015
Health Services Category: Strength Through Diversity
0
20
40
60
80
100
120
140
2010 2011 2012 2013 2014 2015O-4 Promoted O-4 Not Promoted
Officers Promoted and Not Promoted to O-4 by Year, 2010-2015
Health Services Category: Strength Through Diversity
0
50
100
150
200
250
2010 2011 2012 2013 2014 2015O-5-Promoted O-5-Not Promoted
Officers Promoted and Not Promoted to O-5 by Year, 2010-2015
Health Services Category: Strength Through Diversity
0
20
40
60
80
100
120
140
160
2010 2011 2012 2013 2014 2015O-6- Promoted O-6- Not Promoted
Officers Promoted and Not Promoted to O-6 by Year, 2010-2015
Health Services Category: Strength Through Diversity
Precept Change Trends, 2012-15*
*Precept data were not available prior to 2012
0102030405060708090
100
2012 2013 2014 2015
Change in Average Successful
Performance Score by Rank and Year
O-4O-5O-6
0102030405060708090
100
2012 2013 2014 2015
Change in Average Successful
Professional Development Score by Rank and Year
O-4O-5O-6
Health Services Category: Strength Through Diversity
Precept Change Trends, 2012-15*, cont.
*Precept data were not available prior to 2012
0
20
40
60
80
100
2012 2013 2014 2015
Change in Average Successful
Officership Score by Rank and Year
O-4O-5O-6
0
20
40
60
80
100
2012 2013 2014 2015
Change in Average Successful Career
Progression Score by Rank and Year
O-4O-5O-6
Health Services Category: Strength Through Diversity
Average Weighted Precept Scores,2012-15*
Performance (40%)Professional Development (20%)
Career Progression (25%)Officership (15%)
0
20
40
60
80
100
2012 2013 2014 2015
Average Successful Precept Scores for
O-4, 2012-2015
0
20
40
60
80
100
2012 2013 2014 2015
Average Successful Precept Scores for
O-5, 2012-2015
0
20
40
60
80
100
2012 2013 2014 2015
Average Successful Precept Scores for
O-6, 2012-2015
Health Services Category: Strength Through Diversity
Permanent Promotion Results
Health Services Category: Strength Through Diversity
27% 27% 20%
65%
84% 84%79%
81%
33% 40%
56.45%
69%
44% 43%
14%
28%
37.50%
28%
0%
20%
40%
60%
80%
100%
2010 2011 2012 2013 2014 2015
O-2O-3O-4O-5O-6
Average Permanent Promotion Rates, 2010-2015
Health Services Category: Strength Through Diversity
Conclusions
• The previously stable O-4 promotion rate changed in 2015, indicating increased competition among O-3s
• Promotion to O-5 is competitive, but not quite as much in previous years, indicating a possible slow in the trajectory of numbers of eligible officers
• Average precept scores for successful promotion have decreased across the board, particularly in Professional Development precept
• The drop in precept scores for O-4 is puzzling in combination with a reduced rate of successful promotion
• There are no discernable trends for the fluctuation in Permanent promotion rates
Health Services Category: Strength Through Diversity
Mentoring Connections to Career Progression and Advancement
LCDR David HunterEvaluationTeam
HS PAC Mentoring Subcommittee
Health Services Category: Strength Through Diversity
Mentoring and Promotion
27
Health Services Category: Strength Through Diversity
• Calculating the effect of mentoring on promotion is difficult• Career advancement is an important topic between
mentors and mentees
Mentoring and Promotion
28
Health Services Category: Strength Through Diversity
Participants by the numbers:
Snapshot of Mentoring Program Participants (2015)
29
MenteesUnique matches 819Mentee and mentor 77Current, active matches 671Matched with more than 1 mentor 8Matched with multiple mentors 108
MentorsCurrent mentors 368Matched with more than 1 mentee 190Average mentees per mentor 1.8
Health Services Category: Strength Through Diversity
Distribution of Mentors by Rank
30
O-4, 18%
O-5, 56%
O-6, 25%
O-7, 1% O-8, 0%
0
50
100
150
200
250
O-4 O-5 O-6 O-7 O-8
Health Services Category: Strength Through Diversity
Snapshot of Mentoring Program Participants, cont.
31
Proportion of Mentor Matches by Agency
Proportion of Mentee Matches by Agency
Health Services Category: Strength Through Diversity
Mentee-match by State
32
Health Services Category: Strength Through Diversity
Mentor-match by State
33
Health Services Category: Strength Through Diversity
Nonparticipating Officers and Career Progression and Promotion
34
Health Services Category: Strength Through Diversity
Analysis of Nonparticipant Survey Data
35
0
20
40
60
80
100
120
140
NoYes
Participation in the HSO
Mentoring Program (n=238) Yes
66%
No34%
Are you Familiar with the Mentoring Program? (n=106)
Yes62%
No38%
Proportion who Informally Mentor an Officer (n=106)
Proportion who have an Informal Mentor (n=106)
Yes52%
No48%
Health Services Category: Strength Through Diversity
Preferred Discussion Topics between Informal Mentors and Mentees (n=95)*
36
0 10 20 30 40 50 60 70 80
Uniform wear or policyOPF or Direct Access
Commissioned Corps policiesReadiness/deployments
TrainingCOER
Career mobilityOfficership and collaterial duties
Billets or assignmentsAwards
PromotionCareer development
Number of respondents
75%
70%
Health Services Category: Strength Through Diversity
Participation in Other Mentoring Initiatives* (n=106)
37
No participation65%Agency program
12%
CAD Transition Mentoring Initiative
3%
Other Commissioned Corps program
10%
Other 10%
Health Services Category: Strength Through Diversity
Reasons for Not Joining the HSO Mentoring Program*
38
• Poor match• Won’t help me• Never contacted by mentor or mentee• Not assigned a mentor or mentee• Lack of communication between
mentor and mentee• Scheduling challenges
Have an informal mentor/ mentee, 43.9%
Other, 40.9%
Health Services Category: Strength Through Diversity
Analysis of Nonparticipant Survey Data
39
0 10 20 30 40 50 60 70 80 90
In a different discipline or assignment
In a different agency
Other (please specify)
In the same time zone
Geographic proximity
In the same agency
Similar discipline or assignment
Number of responses
Preferred Elements for Mentorship Matching (n=103)*
Health Services Category: Strength Through Diversity
Likelihood of Future Participation in the Mentoring Program (n=104)
40
0
5
10
15
20
25
30
35
40
Very unlikely Somewhatunlikely
Unsure Somewhatlikely
Very likely
50%
Health Services Category: Strength Through Diversity
Observations and recommendations• Most promoted officers participate in mentoring• Officers find value in mentoring, whether formal or
informal• Officer seek mentoring in order to help advance their
careers• Participants provided feedback that the Mentoring
Program can address to increase participating and enhance the benefit of the Mentoring Program
Analysis of Nonparticipant Survey Data
41
Health Services Category: Strength Through Diversity
Concluding Thoughts andQuestions
42