HSAPP LCDR Michelle Colledge HSAPP Administrator

Impact (as of 31Dec2010) HSO CADs have steadily climbed since the program was implemented in Jan 2005 HSO CADs have steadily climbed since the program was implemented in Jan 2005

Impact (cont.)  Comparison- Average monthly CADs, pre and post implementation

History Jan 2004:  There were over 800 applicants in the applicant pool waiting for placement (recruitment was not the issue, placement was!)  No system existed for placement of applicants

History-2004 to 2006  Updated applicant database  Put out first call for nominations for discipline liaisons in fall  Forty-seven liaisons were appointed on 31Dec04 for the term and managed 220 applicants in HSAPP’s first quarter.  LCDR Colledge served as sole administrator for until Fall Two additional administrators were selected at that time.

Administrators  Role: Manage the HSAPP program and provide advice and guidance to discipline liaisons and individual applicants, when needed.  Responsibilities: Aid in the selection of Discipline Liaison and HSAPP Administrator nominees Aid in the selection of Discipline Liaison and HSAPP Administrator nominees Serve as a liaison between Discipline Liaisons, OCCO, and the HSPAC/Recruitment Subcommittee Serve as a liaison between Discipline Liaisons, OCCO, and the HSPAC/Recruitment Subcommittee Manage applicant lists and make assignments Manage applicant lists and make assignments Assist liaisons in problem solving and conflict resolution Assist liaisons in problem solving and conflict resolution Recognition of Discipline Liaisons Recognition of Discipline Liaisons

Discipline Liaisons  Role: Serve as a liaison between HSO applicants, agencies that employ HSOs, and HSAPP Administrators  Responsibilities: Mentor applicants Mentor applicants Guide applicants through application process Guide applicants through application process Refer position announcements to applicants Refer position announcements to applicants Review applications, KSAs, and prep for interviews Review applications, KSAs, and prep for interviews

Discipline Liaisons  61 Discipline Liaisons were appointed on 31Dec10 for the fourth two year term ( ) since the program began  Participation as a Liaison satisfies Precept 4 (Officership) of the HSO promotion benchmarks  Certificates of Appreciation are submitted annually to Liaison OPFs, and a unit award may be submitted at the end of a term

Terms  Discipline Liaisons serve two-year terms.  Administrators serve three year terms.  The maximum time liaisons or administrators can serve in their role is 6 years.  The maximum amount of time an officer can serve in the program is 12 years.

Nominations  Calls for nominations of liaisons and administrators are sent out on the PAC ListServ and announced at PAC meeting in the Fall (Oct).  Nomination packets consist of a CV and Letter of Intent.  The number of liaisons and administrators is determined at the discretion of the PAC.

Selection  The Recruitment Subcommittee and HSAPP Administrators are responsible for the review of nomination packets.  List of recommended nominees is forwarded to the PAC for approval.  Appointment letters signed by the PAC Chair and Recruitment Committee Chair are placed in officer OPFs by 31Dec.

Appointment and Training A number of reference materials were created to aid the Discipline Liaisons  Series of initial training/refresher sessions are conducted for Discipline Liaisons re: program goals, objectives, and materials  Guest presenters also conduct a training presentations on topics such as the calculation of T&E, the IRC, Physical fitness requirements, application processing, etc. as needed

Applicants  The Applicant list is updated every quarter using the Applicant Locator and Officer Locators Tools  Applicants rotate off the list when they are CAD, unresponsive, or are no longer interested in the USPHS  In the past year, applicant numbers generally hover around 300 for any given quarter

Applicant numbers by year and Quarter ApplicantsQ1Q2Q3Q

Bottom Line  Applicants have an mentor and advocate  Liaisons have leadership role and an opportunity to develop officership  The program is working and the category is growing (50% since implementation in 2005)!  New officers coming through the program are referred to the Mentoring Subcommittee to be matched with a Mentor to provide consistency.

Questions??