1. Using the Therapist Category Benchmarks for Effective Career Development
CDR Tarri Randall
Therapist, USPHS Commissioned Corps
TPAC Member, Promotion Preparation Subcommittee Chair

2. 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.

4. 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
Remember the benchmarks are to assist in describing the best qualified officer.
They are NOT a check list.
For our small category of ____# a hybrid board (meaning officers from other categories) may serve on the board

5. Promotion Precepts
Described in Instruction “Permanent Grade Promotions” and “Temporary Grade Promotions”
“Table of Contents”, “Book 3 - Personnel Management”, “Chapter 3 – Promotions and Reductions” and then “Section 1 [Inst ]” for Permanent Grade policy and “Section 2 [Inst ]” for Temporary Grade and EPP policies.
The officers e-OPF serves as evidence to support the measure

6. 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

7. Category Specific Benchmarks
Each precept is the same for each category
Benchmarks for Precept 2 and 3 are category-specific
Education, training and professional development may follow a discipline specific trend
Career progression also may be discipline specific

8. 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

9. Hierarchy of Benchmarks
Factors
Precept 3
Career Progression & Potential
Billet
Progression of higher level billet
Assignments
Progressively more responsibility
Mobility (geographic or programmatic)
1, 2, 3, 4 moves

10. 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.

11. LT I. McPlan
I saw the template on the TPAC web page under the Professional Development Committee Section
3rd step: prepare my CV following the category template

12. 1. Performance
Weight = 40%
Factors and benchmarks are the same across the categories, and there are a lot in this precept

13. Factors for Precept 1 COER Award History 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

15. 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

16. LT I. McPLan
PHS# 99123
May 14, 2011
1. PERFORMANCE
Awards:
CC Honor
Unit Commendation
PHS Citation
Other Awards:
PHS Service:
Isolated Hardship Award
Leadership:
TPAC Retirement Recognition Subcommittee Present
Mission 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.

17. 2. Education, Training & Professional Development
Weight = 20% (increased from 15% in the 2011 Benchmarks)
Factors and Benchmarks are category specific

18. Factors for Precept 2 Degrees Residencies/Certifications/Credentials
Qualifying degree progressing to advanced degree
Residencies/Certifications/Credentials
Board Certifications
Other Certifications
Continuing Education and Training

19. 2. EDUCATION, TRAINING, AND PROFESSIONAL DEVELOPMENT
2008 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.

20. 3. Career Progression and Potential
Weight = 25%
Factors and Benchmarks are category specific

21. Factors for Precept 3 Billet Assignments
Progression of higher level of billet
Assignments
Progression of responsibility, ability and independence
Mobility – Geographic and/or Programmatic
Collateral Duties/Activities
Progression from local, state/regional, or national/international level

22. 3. CAREER PROGRESSION AND POTENTIAL
Billets, Assignments, Mobility
Billet Level Rank Held in the Position
2010-Present Senior Therapist O O-3
Bureau of Prisons,
Springfield, MO
2008 Staff Therapist O-3 O-3
Indian Health Service,
Bemidji, MN
Collateral Duties
Team Leader of Safe Patient Handling Work Group 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.

23. 4. Officership
Weight = 15%
Factors and benchmarks are the same across the categories

24. Factors for Precept 4 Honor/Integrity/Duty Officer Contribution
Membership/Leadership/Involvement
Recruitment Activities
Commitment to visibility

25. PROFESSIONAL CONTRIBUTIONS AND SERVICES TO THE PHS (OFFICERSHIP)
Member, APTA Present
Treasurer, Local Chapter, COA
I’ve gotta get that mentor arranged. Maybe I should consider joining that PHS Honor Guard.

26. Basic Readiness Weight = 0%
Administrative check for promotion year 2012

27. Now you know the benchmarks… what comes next?

28. 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
Officers will appear apathetic about their careers by failing to submit documentation in preparation for promotion
Awards listed on the summary pages should be consistent with the PIR list.
ROS - assesses Promotion Readiness: Is the officer ready for promotion and to serve at the next  higher rank? [Yes/No]. Explain:
Leadership: How does the officer take on a leadership role in the OPDIV/STAFFDIV/organization?
Mission: How does the officer contribute to the mission of the OPDIV/STAFFDIV/organization?
OS: support of corps activities, commitment to visibility as an officer, vision and expectations of a career in the Corps and the Corps mission
PIR: real time information

29. The eOPF Make it a priority to keep your file up to date
Review 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
If up for promotion the administrative checks include:
current COER
Current professional license
Basic ready
No current pending or adverse disciplinary actions

30. 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

31. 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

32. 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

34. References
Therapist Category Webpage (
CCMIS Promotion Preparation Webpage (
Commissioned Corps Issuance System (

35. Contact Information
Tarri Randall, PT, DPT, OCS, CWS
CDR, US Public Health Service
USPHS Indian Hospital
Physical Therapy Department
P.O. Box 860
Whiteriver, AZ