1 / 25

Strength Through Diversity: The Future of Health Service Officers in the U.S. Public Health Service

This report from the CPO Forum in Denver, held in May 2006, explores the dynamics of Health Service Officers (HSOs) within the U.S. Public Health Service. As the fourth largest and most diverse category in the service, the future of HSOs centers on enhancing strength through diversity. The discussions outlined include recruitment strategies, professional categories, agency allocations, and the readiness structure of the Corps in response to national emergencies. With a focus on inclusivity and effective force management, this document serves as an essential resource for shaping the Corps' evolution.

teague
Télécharger la présentation

Strength Through Diversity: The Future of Health Service Officers in the U.S. Public Health Service

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. CPO Forum 02 May 2006 Denver, Colorado

  2. HSOs Are • The 4th largest category (829) • The most diverse category • The future of the Corps! Strength Through Diversity!

  3. Who We AreHSOs By Rank 2004

  4. Who We AreHSOs By Subcategory (N=829 as of 10 APR 2006 )

  5. Who We AreHSO Clinical Disciplines

  6. Who We AreHSO Administrative Disciplines

  7. Who We AreHSO BAS Disciplines

  8. Where We WorkAgencies With >15 HSOs 30% 15% 15% 12% 8% PSC=14, SAMHSA=14, EPA=12, ATSDR=9, USDA=7, Interior=3, CIA=1, DoD=1

  9. Where We WorkStates With >30 HSOs* 29% of HSOs work in MD or DC

  10. How We Have GrownNew HSOs by Year of Entry 10 APR

  11. Professional Advisory Groups to HS PAC

  12. Transformation • November 7, 2005 – Decision-making meeting with Department leadership • December 5, 2005 – Announcement of decisions and follow-on Implementation Planning Work Groups • January 18, 2006 - Secretary’s Roll-out • February 2006 – Congressional Request for increase in FY ’07 Transformation budget • February 2006 – White House Katrina Report • March 8, 2006 – Work Group reports completed Where Are We So Far? - Timeline

  13. Transformation Work Groups • Classification and Positions Chair – CAPT Patricia Simone • Sizing the Corps Chair – RADM Sam Shekar • Recruitment, Training, Career Development Chair - CAPT Kerry Nesseler • Assignments Chair – RADM Eric Broderick • Readiness Chair – RADM John Babb

  14. Transformation Work Groups • Work Groups met weekly from Jan 5 – Feb 28, 2006 • HHS agencies with COs invited to designate a member to serve on each work group. Members also represented BOP, and Coast Guard • Each group also had representatives from OCCFM, OSG/OCCO, and JOAG and staff support from the Lewin Group • Participation included about 100 officers • Categories (CPOs and PACs) were not directly included in this process • A coordinating group composed of group chairs and senior leaders also met weekly

  15. Classification DECISION: Officers should be grouped based on a matrix of professional category and functional group (i.e., Clinical, Applied Public Health, Mental Health, and Research) DECISION: Billets should facilitate force management with descriptions unique for each position, but containing both general and position-specific information; billet development and approval should be managed centrally

  16. Sizing DECISION: The size of the Corps should be 6,600; positions should be allocated across agencies taking that into account

  17. Recruitment and Training DECISION: All avenues should be used including central recruitment DECISION: A 2-week BOTC should be required of all new officers; training should be shared by agency and Corps throughout officer’s career

  18. Assignments DECISION: A central Corps assignment system should assist agencies DECISION: Positions should be designated as either Corps, civilian, or mixed DECISION: A variety of incentives should be used to fill 3H (hardship, hazardous, hard-to-fill) positions

  19. Readiness DECISION: Implement a 4-tiered response capability, exempt mission critical officers • Designate Secretary as the activation decision-maker • Per Katrina Report – Create 315 member Health and Medical Response (HAMR) team • Will draw upon new Corps hires • $36 million from central funds • Proposed for 2007 Hurricane season

  20. Readiness • Tier One • 5 Rapid Deployment Force (RDF) Teams of 105 officers will train and deploy as a unit, within 200 miles of: • Washington, DC – PHS-1 and PHS-2 • Atlanta & Raleigh/Durham – PHS-3 • Dallas & Oklahoma City – PHS-4 • Phoenix & Albuquerque – PHS-5 • 10 Secretary’s Emergency Response Teams (SERTs) of 30; centered in each PHS Regional Office • Report to point of departure within 12 hours of notification

  21. Readiness • Tier Two • Geographically dispersed • 5 Applied Public Health Teams (APHTs) • 47 officers per team • “A public health department in a box” • 5 Mental Health Teams (MHTs) • 26 officers per team • Provide mental health/behavioral health services • Report to point of departure within 36 hours of notification

  22. Readiness • Tier Three • All other active duty officers • Report to point of departure within 72 hours of notification • Deploy to augment Tier 1 or Tier 2 teams or to provide specific requested skills • Tier Four • Officers in the Inactive Reserve Corps

  23. Readiness • All officers will be placed in Tiers 1, 2, or 3 • All officers will be on call every 5th month in a rotating schedule • Mission critical officers will only deploy in extreme events • OFRD has asked all officers to go the OFRD website and fill out a brief questionnaire related to Tier, roles, experience & training • Applications will be reviewed by Team Leaders • OFRD will contact supervisor and agency prior to Tier 1 or 2 placement

  24. Publicity • ORC Macro under contract with HHS to do PR for PHS • Print media • Commercials • Other promotional material • Request officers to complete an officer bio • Request a small number of officers for focus groups • Request officers to participate in a videotaped interview

  25. QUESTIONS?

More Related