CDR TARRI RANDALL THERAPIST, USPHS COMMISSIONED

CORPSTPAC MEMBER, PROMOTION

PREPARATION SUBCOMMITTEE CHAIR

Using the Therapist Category Benchmarks for Effective

Career Development

Objectives

Officer will list the 2012 Promotion Precepts and their respective weights for the Therapist category.

Officer will describe the purpose of the category benchmarks.

Officer will identify example levels of achievement for each precept.

Promotion Precepts

Professional guidelines to assist officers and the Annual Temporary Promotion Board (ATPB) in measuring the capabilities and performances of an officer being considered for promotion

Announced annually

Promotion Precepts

Described in Instruction 331.01 “Permanent Grade Promotions” and 332.01 “Temporary Grade Promotions” “Table of Contents”, “Book 3 - Personnel

Management”, “Chapter 3 – Promotions and Reductions” and then “Section 1 [Inst 331.01]” for Permanent Grade policy and “Section 2 [Inst 332.01]” for Temporary Grade and EPP policies.

The officers e-OPF serves as evidence to support the measure

The Promotion Precepts

Precept 1: Performance Rating and Reviewing Official’s Statement (Performance)

Precept 2: Education, training, and professional development

Precept 3: Career progression and potential Precept 4: Professional contributions and

services to the PHS Commissioned Corps (Officership)

Precept 5: Basic Readiness

Category Specific Benchmarks

Each precept is the same for each categoryBenchmarks for Precept 2 and 3 are

category-specificEducation, training and professional

development may follow a discipline specific trend

Career progression also may be discipline specific

Factors vs. Benchmarks

Each precept has a number of “factors” whose purpose is to describe the Precept further

The factors are then delineated by the benchmarks

The benchmarks are written in ascending levels of achievement or responsibility anticipated for the best qualified officer at that rank

Hierarchy of Benchmarks

Benchmarks

Factors

Precept 3Career

Progression & Potential

Billet

Progression of higher

level billet

Assignments

Progressively more

responsibility

Mobility (geographic

or programmati

c)

1, 2, 3, 4 moves

Meet LT I. McPlan

I wonder what I can do to help my career development?

1st step: make sure to get involved with the mentoring program.

2nd step: review those category benchmarks.

LT I. McPlan

3rd step: prepare my CV following the category template

I saw the template on the TPAC web page under the Professional Development Committee Section

1. Performance

Weight = 40%Factors and benchmarks are the same

across the categories, and there are a lot in this precept

Factors for Precept 1

COER Progression of responsibility Achievement and contributions Personal accountability for development

Award History Progression across PHS Individual and Unit Honor

Awards, other awards, PHS Service awards

Precept 1 (cont.)

Reviewing Official’s Statement Current leadership role Progression of leadership potential Contribution to the agency mission

Demonstrate increasing impact from local, regional, Branch, Division, Agency, national or international levels

Collateral duties at the T-O5 and T-O6 grades

LT I. McPLan PHS# 99123May 14, 2011

 1. PERFORMANCE Awards:

CC HonorUnit Commendation 2011PHS Citation 2010

Other Awards:PHS Service:

Isolated Hardship Award 2009Leadership:TPAC Retirement Recognition Subcommittee 2001-PresentMission Contribution: Provide essential physical therapy services to

the underserved population in the BOP.

My COER was pretty good this year. I should put down that IHS Therapist of the Year award in this section.

2. Education, Training & Professional Development

Weight = 20% (increased from 15% in the 2011 Benchmarks)

Factors and Benchmarks are category specific

Factors for Precept 2

Degrees Qualifying degree progressing to advanced degree

Residencies/Certifications/CredentialsBoard CertificationsOther CertificationsContinuing Education and Training

2. EDUCATION, TRAINING, AND PROFESSIONAL DEVELOPMENT2008 Doctor of Physical Therapy, U. of Gotta Know.

Board Certifications:  Other Certifications/Credentials:2010 RDF Training

I enjoy working with geriatrics. I will prepare to take that geriatric specialty exam, especially since it will only help meet the goals of the service unit where I am assigned.

3. Career Progression and Potential

Weight = 25%Factors and Benchmarks are category specific

Factors for Precept 3

Billet Progression of higher level of billet

Assignments Progression of responsibility, ability and independence

Mobility – Geographic and/or ProgrammaticCollateral Duties/Activities

Progression from local, state/regional, or national/international level

3. CAREER PROGRESSION AND POTENTIALBillets, Assignments, Mobility

Billet Level Rank Held in the Position 2010-Present Senior Therapist O-4 O-3

Bureau of Prisons,Springfield, MO

2008 Staff Therapist O-3 O-3Indian Health Service,Bemidji, MN

 Collateral DutiesTeam Leader of Safe Patient Handling Work Group 2010 - present at duty station

Glad I transferred last year. Hopefully I will pass that GCS exam and be able to move into that specialist billet.

4. Officership

Weight = 15%Factors and benchmarks are the same across

the categories

Factors for Precept 4

Honor/Integrity/DutyOfficer ContributionMembership/Leadership/InvolvementRecruitment Activities Commitment to visibility

4. PROFESSIONAL CONTRIBUTIONS AND SERVICES TO THE PHS (OFFICERSHIP)

Member, APTA 2007- PresentTreasurer, Local Chapter, COA 2010

I’ve gotta get that mentor arranged. Maybe I should consider joining that PHS Honor Guard.

Basic Readiness

Weight = 0%Administrative check for promotion year

2012

Now you know the benchmarks…what comes next?

The eOPF

The many documents found here reflect the officer’s achievements relevant to the benchmarks

Opportunity to echo achievements via the COER, the OS, the ROS, the PIR, letters, etc.

Listings that are resounded on the CV should be consistent with other documents like the PIR

The eOPF

Make it a priority to keep your file up to dateReview the eOPF for accuracy Submit annual COER Submit current professional license and make

sure it is posted in your file Maintain basic force readiness standards

COER

Focus should be on primary job duties and relevant accomplishments

Accurately reflect your contributions toward the mission of your agency

Clear, concise and objective statements that are emphasizing measurable impact

Additional duties may be declared but a preferred location may be the OS and the CV

CV

Follow the category template Reference level of impact in objective, clear

and concise terms Collateral duties/activities listed should be

supported somewhere else, ie the COER, OS, letters, etc.

Emphasize increasing professional responsibilities and accomplishments

How does all this help your career development?

Commonality of all the factors = progression of responsibility and/or impact

Work duties and collateral duties should demonstrate progression of level of impact across the career

Education and training should demonstrate progression across the career

Officership contributions should demonstrate progression of the level of impact across the career

References

Therapist Category Webpage (http://usphs.gov/corpslinks/therapist-current/tpac.htm)

CCMIS Promotion Preparation Webpage (http://dcp.psc.gov//promotions_table_of_contents.aspx)

Commissioned Corps Issuance System (http://dcp.psc.gov)

Contact Information

Tarri Randall, PT, DPT, OCS, CWSCDR, US Public Health Service

USPHS Indian HospitalPhysical Therapy Department

P.O. Box 860Whiteriver, AZ 85941

928-338-3610tarri.randall@.ihs.gov