What are the most recent developments in 3H Transformation?
Officers in isolated and hazardous assignments recently completed an Assignment Support Survey. OCCO/Transformation constructed the survey to gain an indepth understanding of the needs of officers and their dependents in isolated hardship and hazardous duty assignments. Some of the general areas measured by the survey included factors influencing choice of assignment, assignment support, sponsorship, availability and use of services, level of satisfaction with services, rotation plans, and demographic information. The comprehensive analysis of survey results were distributed during the December Implementation Planning Coordination Group (IPCG) meeting. Results will assist in planning and decision-making related to the proposed Corps Family Support Program (CFSP).
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What are the major components of the proposed CFSP and other support mechanisms for officers in 3H assignments?
It is believed that enhancing personal and family readiness will augment Corps goals for maintaining overall readiness, boost recruitment efforts, and improve the quality of life for Corps officers and their dependent(s) serving in 3H and foreign assignments. Furthermore, improvements in personal and family readiness will support retention of a highly trained and experienced workforce. The proposed CFSP addresses the following: (1) 3H and foreign assignments, (2) deployment support, (3) relocation assistance and sponsorship, (4) information and referral (with followup), (4) childcare and special needs support, (5) family member private and public sector employment assistance, (6) counseling support and services, (7) network of sponsors to assist family members of Corps officers assigned to unaccompanied tours, (8) retirement counseling, and (9) survivor assistance.
Other proposed support mechanisms for officers in 3H assignments include a system supporting priority assistance for follow-on assignments, career development system supporting priority career counseling for officers in 3H assignments, education and training to enhance desirability for current and next assignments, billet structure with enhanced scoring for 3H assignment, and Assignment Incentive Pay (AIP) for designated assignments.
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What are the major components of the AIP proposals?
The purpose of AIP is to give officers an incentive for voluntarily accepting assignments in billets determined to be difficult or hard to fill. This monthly incentive is in addition to any other pay or allowance. The total payment made under the AIP program will not exceed the amount specified in 37 USC 307a, which is currently set at $3,000 per month. Corps officers with an AIP agreement for a designated assignment authorizing AIP are entitled to the monthly pay. In addition, officers must meet and maintain basic ready qualifications as identified by the Office of Force Readiness and Deployment (OFRD), hold a current valid license (if applicable), and meet or exceed acceptable performance ratings on the Commissioned Officers’ Effectiveness Report (COER) while receiving AIP. Officers may request extension of AIP assignments. Extension is contingent upon agency agreement, and the career stage of the officer. OPDIV/STAFFDIV and non-HHS organization, along with input from the Office of Commissioned Corps Force Management (OCCFM), designate billets as eligible for receiving AIP. OPDIV/STAFFDIV and non-HHS organizations determine the amount of payment for AIP assignments.
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What are the most important next steps for 3H Transformation?
Goals for 3H Transformation such as improving personal incentives and filling 3H assignments are contingent upon successful implementation of several support structures. These include a targeted recruitment process, a robust IT system capable of matching and assisting with rotation to a desired follow-on assignment, a revitalized billet system capable of capturing designations and incentives, strong career management geared towards professional development of officers in 3H assignments, and development of strong incentives such as loan repayment and other compensation. Implementation of the AIP program, which was designed by the 3H WPDG and approved by the Assistant Secretary for Health (ASH), is the next crucial step for 3H Transformation. AIP serves as a recruitment mechanism for filling 3H assignments and a retention tool for existing Corps officers. The next important steps for 3H transformation include:
- Initiate process designed for designating assignments eligible for AIP
- Reconfigure existing payroll system to compensate eligible officers with AIP
- Critically examine results obtained from the Assignment Support Survey
- Initiate programs designed to offer support for officers and their dependent/s serving in 3H assignments
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