INTERVIEWER’S MEDICAL SERVICE CORPS (MSC)

ACCESSION GUIDE

2008

MSC ACCESSION GUIDE

TABLE OF CONTENTS

MSC Chief Introduction 1 The MSC Accession Board 2 Eligibility Criteria 2 Constructive Service Credit 3 Application Procedures 3 Application Package 4 The Evaluation Interview 5 Completing the Colonel’s Interview Evaluation 6 Key To A Well Prepared Colonel’s Interview Evaluation 6-8 Waivers 8 Confidentiality 8 Colonel’s Interview Checklist 9 Colonel’s Interview Evaluation Sheet 10-16

INTRODUCTION Dear Fellow MSC, One of our most important and rewarding duties as senior MSCs is to ensure we recruit and access the highest quality new MSCs…our Corps and the AFMS depend on us. Accordingly, this guide is provided to assist you in that endeavor. Highlights of this guide include:

- Senior MSC Interview must be conducted by 22 Sep 08. - Once you have completed your last interview, complete stratification (i.e. #1 of 8) and appropriate recommendations. Do not insert ties in the stratification process…make the tough call. - Forward all interview assessments to the appropriate action office NLT 6 Oct 08. -- For active duty, ROTC, and USAF Academy applicants: please forward to AFPC/DPAMS (AFPC.DPAMS1@randolph.af.mil) or fax to comm: 210-565-4240, DSN: 665-4240. -- For civilian applicants: please fax to HQ AFRS/RSOCA, comm: 210-565-4919/1019 or DSN 665-4919/1019.

- The Colonel’s Interview Checklist (page 10) lists documents to be given to the Colonel prior to the interview. - A Colonel’s Interview Evaluation sheet (page 11 - 15) allowing the interviewer to directly comment on key quality indicators recommended by the Senior MSC Council. Provide direct comments in each element of the evaluation sheet.

If you have any questions about the process or suggestions for this guide, please contact the MSC Utilization and Education Branch Chief, HQ AFPC/DPAMS, at DSN 665-0688. //Signed// BRIAN L. RIGGS, Col, USAF, MSC, CHE Chief, MSC Utilization and Education Branch HQ Air Force Personnel Center

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THE MSC ACCESSION BOARD The MSC Accession Board (hereafter referred to as “the Board”) selects qualified applicants from military and civilian sources for commissioning in the USAF. Three senior MSC officers are normally appointed as board members to include the Director of the Medical Service Corps as the board chairperson. The Board evaluates each application using procedures similar to those used in a promotion board. Board members determine the applicant's potential to serve as a military officer using the “whole person concept” in addition to demonstrated performance and leadership qualities. ELIGIBILITY CRITERIA Number of Applications: Individuals will be allowed to meet two accession boards; however, if they want to apply a third time, the MSC Director must grant a waiver. There should be significant improvement in the record to influence a change in the board members’ scoring. Please encourage potential applicants to keep this in mind when you are working with them. Education: IAW AFI 36-2005, Chapter 7, the following degrees are acceptable for application into the MSC: Graduate degrees: Health Care Administration, Hospital Administration, Public Administration, Business Administration, Business Management, Information Systems Management, Economics, Finance, Marketing, Clinical or Health Systems Engineering, or other related business equivalent. Undergraduate degrees: Accounting, Business Administration, Computer Science, Information Systems, Economics, Finance, Health Care Administration, Marketing, Business Management, Public Administration, Clinical or Health Systems Engineering, Operations Research or other related business equivalent. When requesting approval for “other related business equivalent” degrees; the degree must be closely related to a business field and applicant must have completed the administrative discipline courses within the related degree. Administrative discipline courses must include: finance, accounting, statistical analysis, marketing, and economics. Degrees lacking in any areas are considered non-qualifying. Any degree which is not listed must be forwarded by email (AFPC.DPAMS1@Randolph.af.mil) or fax to HQ AFPC/DPAMS, DSN 665-4240 or Comm (210) 565-4240 for review and approval prior to submission of Application Package. Desirable Grade Point Average (GPA): The desirable GPA for the qualifying degree should be 3.0 or above.

GMAT or GRE Scores: All applicants must have either a GMAT or GRE score as part of the application

package. GRE/GMAT scores are valid for five years from when the examination was scored. The desirable scores are 1000 or above for GRE (verbal and quantitative) and 500 or above for GMAT. These scores are required by AFIT as a minimum eligibility requirement for advanced education. The question of why an individual with a masters degree needs these tests scores often arises--bottom line is that not all masters degrees are equal and these scores are used as a normative data point. Either of these test results must be provided with each application.

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Age: An individual MUST be able to serve 20 years of commissioned service before the 1st day of the

month subsequent to their 62nd birthday. Time in Service: An individual is eligible to apply with fewer than 8 years time-in-service by 1 January of the accession year. Applicants with 8 or more years TIS, but fewer than 12 years, may apply, but will require a waiver from the Director of the Medical Service Corps. Individuals with 12 years or more TIS as of 1 January of the accession year are ineligible to apply for the MSC. (There is no waiver to the waiver)

Example: A member with a TAFMSD of 12 Apr 1997 desires to apply for the CY 2009 Accession Board. The member will have more than 12 years as of 1 Jan 2009, therefore “is not” eligible. If the individual has a TAFMSD of 12 Apr 1998, they would be eligible to apply as they would only have 11 years TAFMSD by 1 Jan 2009. CONSTRUCTIVE SERVICE CREDIT: AFI 36-2005, para 2.18. outlines education constructive service credit requirements. Table 2.5, rule 41 outlines work experience constructive credit. Education Constructive Credit. An individual who holds a masters degree may be awarded two years constructive service credit. However, the degree must be a qualifying degree (refer back to pafe 3 for a list of qualifying degrees). The masters degree course work must be completed prior to the individual’s oath of office for constructive service credit to be granted. While the diploma does not have to be issued prior to the oath, the letter on college/university letterhead must reflect degree completion as of the day of or any day prior to the administration of the member’s oath into the MSC. Work Experience Constructive Credit. ½ year constructive service credit (up to 3 years) is given for each year of full time professional work experience in the specialty in which appointed after obtaining the qualifying degree. Because MSCs are appointed as health services administrators, constructive service credit will only be given for work as a professional health services administrator in the healthcare setting. APPLICATION PROCEDURES: Civilian applicants apply through a Health Professions Recruiter. The recruiter submits the application package, completes the Executive Summary Report/Application Checklist, and arranges for the Colonel’s interview. Enlisted applicants request application packages from HQ AFPC/DPAMS (AFPC.DPAMS1@randolph.af.mil) and submit their applications to that office. Military applicants must complete the Executive Summary Report/Application Checklist prior to arranging the Colonel’s interview. Officers (Line and Non-MSC) must provide a Release Statement prior to beginning the application process IAW AFI 36-2106, Competitive Category Transfer. This letter indicates that the officer will be released from the career field if selected for the Medical Service Corps. If this release is denied, or not completed, the application cannot be processed. Active duty officers must contact HQ AFPC/DPPPOC at DSN 665-2975 to begin this process. In order to ensure applicants are qualified to meet the board

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(education and release requirements met), please request that the members call HQ AFPC/DPAMS directly at DSN 665-4094. USAF Academy and ROTC applicants will receive an annual message advising cadre and students of application procedures and deadlines. Active duty officer applicants from other services must submit applications to HQ AFPC/DPPAOO (DSN 665-3711) following their respective service’s guidelines. Enlisted applicants from other uniformed services must have a discharge order in hand (DD Form 214) and can apply through their local Air Force Health Professions Recruiter and Air Force Recruiting Service. Reservists from any Uniformed Service and National Guardsmen will apply through their local Air Force Health Professions Recruiter and Air Force Recruiting Service. A conditional release statement from the Uniformed Service is required for application. APPLICATION PACKAGE: Application suspense is 22 Sep 08. Application package requirements are outlined in AFI 36-2005, Chapter 3. Each applicant category has specific requirements, however, all packages must include the following:

1. Executive Summary Report/Application Checklist 2. AF Form 24, Application for Appointment as Reserves of the Air Force or USAF Without

Component (Enlisted and ROTC only) 3. Applicant Essay – no longer than one page answering two questions

a. “Why do I desire to become an Air Force MSC Officer?” b. “What do I have to offer the AF Medical Service?”

4. Letters of Reference (Maximum of 3) 5. Transcripts (Official, Raised Seal, Not Issued to Student Copy) from all schools attended 6. Professional Test Scores (GMAT/GRE) 7. Commander quality force review letter (UCMJ Letter/AF Fitness Program Letter – applicable to

military members only) 8. MSC Accession Board Information Sheet 9. List of Assignment Preferences (plain bond paper) 10. Confidential interview from an active duty Air Force MSC Colonel at his/her location or closest Air Force Base. If a Colonel MSC is not assigned to the closest base, that base will help coordinate the MSC Colonel interview. Telephone interviews will not be accepted.

a. Completed civilian applicant interviews should be faxed by the interviewer to HQ AFRS/RSOOA at DSN 665-4919/1019. b. Completed military applicant interviews should be faxed to HQ AFPC/DPAMS at DSN 665-4240.

11. Performance Reports (Enlisted-last 5; Officers-all; Prior Service - all)

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THE EVALUATION INTERVIEW The senior MSC interview is one of the most, if not “THE” most, important correspondence available to members of the Accession Board. In general, an MSC O-6 or O-6(sel) should perform the Senior MSC interviews; however, if it is not practical for the MSC O-6/O-6 (sel) to conduct a face-to-face interview with the applicant, an O-5 MSC may perform the interview. Prior to an O-5 MSC conducting the interview, the requirement must be coordinated through HQ AFPC/DPAMS to HQ USAF/SG1A. If approved:

1. The 0-5 MSC will conduct the face-to-face interview, then 2. Forward the Interview Assessment Form to an 0-6 MSC 3. The 0-6 MSC will conduct a telephone interview with the applicant 4. Once the interview process is complete, the 0-6 MSC will forward the Interview Assessment

to the appropriate agency (see page 7) Pre-Interview Interviewing Colonels should receive all documents listed on the Colonel’s Interview Checklist NLT 5 duty days prior to the scheduled interview date; otherwise, the interview should not be conducted. Also, applicants must complete the interview by 22 Sep 08. Review all documentation and highlight areas/questions for further discussion with the applicant, paying close attention to college coursework, test scores, and AF Form 24 when applicable. Encourage the applicant to investigate the Corps by contacting members of your staff prior to the interview. Provide the applicant with a list of names, duty titles, phone numbers, and email addresses of the MSCs assigned to your organization. HQ AFPC/DPAMS personnel encourage applicants to contact MSC officers well in advance of the interview. Applicants should request informational interviews from MSC officers in order to better prepare themselves for the senior interview. Interview Day: (Telephone interviews are not acceptable) An ideal interview day schedule:

- Tour of your facility/organization and meet with other assigned MSCs as schedules permit…preferably in their duty areas. This would primarily be an orientation/information opportunity for the applicant.

- Listen to an oral presentation by the applicant on a subject of his/her choosing, with or without your MSCs present (this is optional - however, please advise the applicant in advance if you plan to request a presentation).

- Conduct the evaluation interview

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- Transfer your notes to the Colonel’s Interview Evaluation sheet as soon as the applicant leaves, if possible. (When you block time for the interview, block additional time to complete the form). One goal of applicant interviewing is to ensure that the individual will fit into the Air Force organizational climate. It would be a disservice to all concerned to select the most motivated, capable individual if he or she is not emotionally suited for the military. The applicant must be educated about the Air Force and the MSC…the interview process must be a two-way flow of information. We can ensure a mutual fit between the Corps and applicant by thoroughly informing applicants about the Corps and about being an officer in the USAF. COMPLETING THE COLONEL’S INTERVIEW EVALUATION SHEET The Colonel’s Interview Assessment is comprised of 11 individual elements to calculate a “check value” as a cross check for your final recommendation score. Each element and/or sub-element has ratings of perceived levels of quality or affiliation which have a value associated with that level of quality and allows for commentary within that particular area of the assessment. Comments are highly encouraged as the assessment is the only communicable feedback to the board members. Be candid! Ensure you don’t send mixed messages to the board. Once you score an element, the form will automatically calculate your “check value.” At the end of the assessment, you will compare the calculated “check value” with your overall recommendation score. If the difference between these two values is equal to or greater than 1, please explain the variance in the comment block provided. Once all interviews have been conducted, complete appropriate stratification and recommendation. Then, forward all interview assessments to the appropriate action office NLT 6 Oct 08. For Active Duty, ROTC, and USAF Academy applicants: please forward to AFPC/DPAMS (AFPC.DPAMS1@randolph.af.mil) or Fax to 210-565-4240, DSN 665-4240. For civilian applicants, please fax to HQ AFRS/RSOCA, commercial (210) 565-4919/1019 or DSN 665-4919/1019. KEY TO A WELL PREPARED COLONEL’S INTERVIEW EVALUATION Within each element of the Assessment Form are suggested questions. You may ask the questions provided or conduct your own line of questioning. Ask the questions with which you are most comfortable and provide comments in each section of the form. Element 1: Organizational Skills Self explanatory. Element 2: Knowledge of MSC Roles - Can you expand on why you want to be an MSC? - What can you tell me about the roles of a hospital administrator? - What do you wish to contribute to the field of health service administration? - Are you aware of the intense competition for MSC positions? How do you feel about this competition? Element 3: Health Profession Affiliation - Are you affiliated with a health profession organization? Why? What do you hope to learn from the organization?

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Element 4: Initial Impression Self explanatory. Describe the key factor(s) that impressed you the most about the candidate. Element 5: Educational Credentials - Can you tell me why you choose this particular course of study? - What were the challenges you faced while obtaining your degree? (i.e., full/part time employment, caring for sick family member, etc…this might explain a lower than expected GPA) - Do your grades/standardized test scores adequately reflect your capability? Explain. Element 6: Experience - What qualifies you for an entry-level position in health care management? - What past experiences have prepared you to be a hospital administrator? Element 7: Oral Communication Self explanatory. - Have you given any presentations other than in your degree program? If so, to who and what was the presentation about? Element 8: Written Communication Have member write an impromptu essay on a topic of he/she is passionate about or one of the following proposed topics:

1. What do you believe will be your greatest challenge in becoming a Medical Service Corp officer?

2. Why is being a member of the United States Air Force important to you? 3. How is fitness important to your personal well-being and/or professional development?

The impromptu essay is limited to no more than 10 minutes. Element 9: Document Review Utilize this element to highlight specific accomplishments or address areas of concern from supporting documentation provided. Ex: Member may have derogatory information on the AF Form 24 (blocks 26 – 29) Element 10: Ability to Adapt - Tell me about a time when you had to adjust to co-workers working style in order to complete a project or achieve objectives. - Are you and/or your family prepared for the possibilities of remote assignments and deployments? - In the Medical Service Corps you will be expected to rotate into different functional areas (logistics, resource management, information systems, group practice management, readiness, and health plans management), how do you feel about this? What challenges do you foresee? Element 11: Discretionary Points This element is provided for you to assess “the whole person concept” based on the information gathered from the applicant. You can also use this area to address other areas of interest that were not addressed on this form. Don’t just simply assign a point value in this area; comments are mandatory. Supervision:

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- Have you supervised anyone? Have you counseled anyone? Disciplined anyone? How did those situations make you feel? What did you learn about yourself? About others?

- Describe one change you made in your last job that was very beneficial. Leadership: - Give me an example of a time when you motivated others. - Tell me about a team project when you had to take the lead or take charge of the project? What did you do? How did you do it? What was the result? Job Performance: - What proactive steps did you have to take to increase the output of your position? - What were your most significant accomplishments in your current job? Initiative: - Describe a time when you anticipated potential problems and developed preventive measures. - Give me an example of when you showed initiative and took the lead. Decision Making: - Tell me about a difficult decision you've made in the last year. - Describe a situation where you have had to overcome a problem or obstacle in order to move forward with something. What did you do? Flexibility: - Give me a specific example of a time when you had to conform to a policy with which you did not agree. - Describe a time when you put your needs aside to help a co-worker understand a task. How did you assist them? What was the result?

WAIVERS The interviewing MSC Colonel initiates the waiver process. The Colonel must specifically address why a waiver is required (number of times applying, age, etc.) and the reasons the waiver should be granted. For instance, if the applicant has significantly improved his/her record since their last application or has unique qualifications that would serve in the best interests of the MSC, a waiver might be justified. The Colonel will send the interview sheet directly to HQ AFPC/DPAMS for coordination. It will then be forwarded to the MSC Director for approval. Please ensure when writing the waiver request for a waiver that you provide enough detail to justify waiver approval (use the Additional Comments section). The goal of the waiver process is to provide flexibility for unique cases and approvals will be granted on a case-by-case basis. CONFIDENTIALITY Your assessment of the potential of the applicant is confidential between you and the accession board. Every effort is made to ensure the results of your interview are restricted to those with a need to know. Please do not provide copies to the applicant or recruiter. All questions concerning releasability should be directed to the MSC Utilization & Education Branch at DSN 665-4094.

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Colonel’s Interview Checklist The documents listed below will be forwarded by the applicant (or recruiter) to the interviewing MSC Colonel NLT 5 duty days prior to the scheduled interview:

• Signed Executive Summary Report and Application Checklist • AF Form 24, Application for Appointment as Reserves of the Air Force or USAF Without

Component • Applicant Essay addressed to the MSC Accession Board • Required letters of recommendation • Copy of diploma or degree completion letter • Official transcripts of all college work (student copy is acceptable) • Copy of GMAT/GRE test scores • Performance Reports (Enlisted – last five only; Officers – all; Prior Service – all) • Prior service records; or resume for civilian applicants

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Colonel’s Interview Assessment Form (Please type evaluation)

Applicant’s Name: Date: Instructions: This Colonel’s Interview Assessment uses 11 individual elements to calculate a “check value” as a cross check for your final recommendation score on the final page. Each element and/or sub-element has ratings of perceived levels of quality or affiliation (i.e., Poor, Fair, Good, Outstanding, No, Yes, etc.). Each of these perceived levels of quality or affiliation have a value assigned which can be found in the parenthetical number associated with that level of quality (i.e, Poor = 0, Fair = 1, Good = 2, Outstanding =3, etc.). Please mark with an “X” your perceived level of quality for the specific element being considered and annotate each element score in the corresponding blank provided at the far right of the question under the column entitled “Score”. As you enter each score, the “Total Combined Scores For All Elements” at Element 12 will be updated. Please enter any comments you deem appropriate in the comments section of each element. Element 11 provides the interviewer an opportunity to grant 0-15 discretionary points with supporting comments. Element Title/Description Element Score

1. Based on member’s application package, how would you assess organizational skills? Poor

(0) Fair (1)

Good (2)

Outstanding (3)

a) Quality b) Presentation c) Completeness Comments

2. Did member display an understanding of MSC roles in the Health Care Management?

No Knowledge

(0)

Little Knowledge (1)

Knowledgeable (2)

Knowledgeable and Shadowed

MSC/Administrator (3)

a) Knowledge Comments

3. Is member affiliated with a Health Profession organization?

No (0)

Yes (1)

a) Professional Affiliation

1.a 1.b 1.c 2.a 3.a

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Comments

4. Initial Impression:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Attire/Uniform b) Attitude c) Maturity d) Professionalism/Bearing e) Preparedness/Timeliness Comments

5. Educational Credentials:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Education Level b) Quality of Degree Program (program scope, intensity, difficulty, etc…)

c) Additional Challenges (availability, deployments, employment, significant extracurricular activities, etc…)

d) GRE/GMAT Comments

6. Experience:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Leadership b) Management/Supervision

4.a 4.b 4.c 4.d 4.e 5.a 5.b 5.c 5.d 6.a 6.b 6.c

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c) Healthcare Comments

7. Oral Communication:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Clear b) Concise c) Articulate Comments

8. Written Communication (10 minute impromptu essay):

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Grammar b) Spelling c) Sentence Structure d) Content Comments

9. Document Review:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) EPR/OPR/Resume b) Letters Of Recommendation c) MSC Essay

7.a 7.b 7.c 8.a 8.b 8.c 8.d 9.a 9.b 9.c 9.e

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d) AF Form 24 Comments

10. Anticipated Ability To Adapt:

Poor (0)

Fair (1)

Good (2)

Outstanding (3)

a) Adaptability - Civilian to Military - Enlisted to Officer - Line Officer to MSC - Cadet to MSC

Comments

11. Overall Evaluation/Interviewer’s Discretionary Points:

a) 0-15 Points

10.a 11.a

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Additional Comments:

12. Total Combined Scores For All Elements

Total

0

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Recommendations. 1. Please mark with an “X” your answer to each waiver requirement question and provide a justification for supporting or not support a waiver Waiver requirement A. Does member require a waiver for Time-In-Service? Yes No B. Does member require a waiver to meet the board for a third time? Yes No C. Waiver recommendation: Support Do Not Support

Justification: 2. Please mark with an “X” your OVERALL RECOMMENDATION score. OVERALL RECOMENDATION Do Not Appoint Appoint Definitely Appoint

< 8.0 Not Competitive 8.0 Competitively Weak 9.0 Strong Candidate 8.25 Moderately Competitive 9.25 Very Strong Candidate 8.50 Competitive 9.50 Exceptional Candidate 8.75 Very Competitive 9.75 Outstanding Candidate 10.0 Absolutely Superior (Rare)

3. Please compare your calculated CHECK VALUE (below) with your OVERALL RECOMMENDATION score in question 2. If the difference between these two values is equal to or greater than 1, please explain the variance.

CHECK VALUE (block 12 (0) divided by 10) 0.0 Justification for variance between check figure and OVERALL RECOMMENDATION:

4. Please stratify this interviewee against all of your interviewees for this board. Please break all ties. This applicant is my # of .

Interviewing Colonel’s Name: Date: Interviewing Colonel’s Office Symbol: Interviewing Colonel’s E-mail Address: Signature: Note: For Civilian applicants, e-mail completed form to HQ AFRS/RSOCA: HQ AFRS/RSOCA POC For assistance phone - Comm: (210) 565-4919/1019 or DSN 665-4919/1019. For Active Duty, ROTC, and USAF Academy applicants, please e-mail completed form to HQ AFPC/DPAMS: HQ AFPC/DPAMS Org Box (afpc.dpams1@randolph.af.mil) For assistance phone - Comm: (210) 565-0692 or DSN 665-0692.

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