Transcription
INTERVIEWER’SMEDICAL SERVICE CORPS (MSC)ACCESSION GUIDE2008
MSC ACCESSION GUIDETABLE OF CONTENTSMSC Chief Introduction1The MSC Accession Board2Eligibility Criteria2Constructive Service Credit3Application Procedures3Application Package4The Evaluation Interview5Completing the Colonel’s Interview Evaluation6Key To A Well Prepared Colonel’s Interview Evaluation6-8Waivers8Confidentiality8Colonel’s Interview Checklist9Colonel’s Interview Evaluation Sheet10-16
INTRODUCTIONDear Fellow MSC,One of our most important and rewarding duties as senior MSCs is to ensure we recruit and access thehighest quality new MSCs our Corps and the AFMS depend on us. Accordingly, this guide is providedto 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) andappropriate recommendations. Do not insert ties in the stratification process make thetough 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 orDSN 665-4919/1019.- The Colonel’s Interview Checklist (page 10) lists documents to be given to the Colonel prior tothe interview.- A Colonel’s Interview Evaluation sheet (page 11 - 15) allowing the interviewer to directly commenton key quality indicators recommended by the Senior MSC Council. Provide direct comments ineach element of the evaluation sheet.If you have any questions about the process or suggestions for this guide, please contact the MSCUtilization and Education Branch Chief, HQ AFPC/DPAMS, at DSN 665-0688.//Signed//BRIAN L. RIGGS, Col, USAF, MSC, CHEChief, MSC Utilization and Education BranchHQ Air Force Personnel Center1
THE MSC ACCESSION BOARDThe MSC Accession Board (hereafter referred to as “the Board”) selects qualified applicants frommilitary and civilian sources for commissioning in the USAF. Three senior MSC officers are normallyappointed as board members to include the Director of the Medical Service Corps as the boardchairperson.The Board evaluates each application using procedures similar to those used in a promotion board. Boardmembers determine the applicant's potential to serve as a military officer using the “whole personconcept” in addition to demonstrated performance and leadership qualities.ELIGIBILITY CRITERIANumber of Applications: Individuals will be allowed to meet two accession boards; however, if they wantto apply a third time, the MSC Director must grant a waiver. There should be significant improvement inthe record to influence a change in the board members’ scoring. Please encourage potential applicantsto 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 theMSC:Graduate degrees: Health Care Administration, Hospital Administration, Public Administration, BusinessAdministration, 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, PublicAdministration, Clinical or Health Systems Engineering, Operations Research or other related businessequivalent.When requesting approval for “other related business equivalent” degrees; the degree must be closelyrelated to a business field and applicant must have completed the administrative discipline courses withinthe related degree. Administrative discipline courses must include: finance, accounting, statisticalanalysis, marketing, and economics. Degrees lacking in any areas are considered non-qualifying. Anydegree which is not listed must be forwarded by email (AFPC.DPAMS1@Randolph.af.mil) or fax to HQAFPC/DPAMS, DSN 665-4240 or Comm (210) 565-4240 for review and approval prior to submission ofApplication Package.Desirable Grade Point Average (GPA): The desirable GPA for the qualifying degree should be 3.0 orabove.GMAT or GRE Scores: All applicants must have either a GMAT or GRE score as part of the applicationpackage. GRE/GMAT scores are valid for five years from when the examination was scored. Thedesirable scores are 1000 or above for GRE (verbal and quantitative) and 500 or above for GMAT. Thesescores are required by AFIT as a minimum eligibility requirement for advanced education. The questionof why an individual with a masters degree needs these tests scores often arises--bottom line is that not allmasters degrees are equal and these scores are used as a normative data point. Either of these test resultsmust be provided with each application.2
Age: An individual MUST be able to serve 20 years of commissioned service before the 1st day of themonth subsequent to their 62nd birthday.Time in Service: An individual is eligible to apply with fewer than 8 years time-in-service by 1 Januaryof the accession year. Applicants with 8 or more years TIS, but fewer than 12 years, may apply, but willrequire a waiver from the Director of the Medical Service Corps. Individuals with 12 years or more TISas of 1 January of the accession year are ineligible to apply for the MSC. (There is no waiver to thewaiver)Example: A member with a TAFMSD of 12 Apr 1997 desires to apply for the CY 2009Accession 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 have11 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 41outlines work experience constructive credit.Education Constructive Credit. An individual who holds a masters degree may be awarded two yearsconstructive service credit. However, the degree must be a qualifying degree (refer back to pafe 3 for alist of qualifying degrees). The masters degree course work must be completed prior to the individual’soath of office for constructive service credit to be granted. While the diploma does not have to be issuedprior to the oath, the letter on college/university letterhead must reflect degree completion as of the day ofor 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 foreach year of full time professional work experience in the specialty in which appointed after obtainingthe qualifying degree. Because MSCs are appointed as health services administrators, constructiveservice credit will only be given for work as a professional health services administrator in the healthcaresetting.APPLICATION PROCEDURES:Civilian applicants apply through a Health Professions Recruiter. The recruiter submits the applicationpackage, completes the Executive Summary Report/Application Checklist, and arranges for the Colonel’sinterview.Enlisted applicants request application packages from HQ AFPC/DPAMS(AFPC.DPAMS1@randolph.af.mil) and submit their applications to that office. Military applicants mustcomplete the Executive Summary Report/Application Checklist prior to arranging the Colonel’sinterview.Officers (Line and Non-MSC) must provide a Release Statement prior to beginning the applicationprocess IAW AFI 36-2106, Competitive Category Transfer. This letter indicates that the officer will bereleased from the career field if selected for the Medical Service Corps. If this release is denied, or notcompleted, the application cannot be processed. Active duty officers must contact HQ AFPC/DPPPOC atDSN 665-2975 to begin this process. In order to ensure applicants are qualified to meet the board3
(education and release requirements met), please request that the members call HQ AFPC/DPAMSdirectly at DSN 665-4094.USAF Academy and ROTC applicants will receive an annual message advising cadre and students ofapplication 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 RecruitingService.Reservists from any Uniformed Service and National Guardsmen will apply through their local AirForce Health Professions Recruiter and Air Force Recruiting Service. A conditional release statementfrom 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 thefollowing:1. Executive Summary Report/Application Checklist2. AF Form 24, Application for Appointment as Reserves of the Air Force or USAF WithoutComponent (Enlisted and ROTC only)3. Applicant Essay – no longer than one page answering two questionsa. “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 attended6. Professional Test Scores (GMAT/GRE)7. Commander quality force review letter (UCMJ Letter/AF Fitness Program Letter – applicable tomilitary members only)8. MSC Accession Board Information Sheet9. List of Assignment Preferences (plain bond paper)10. Confidential interview from an active duty Air Force MSC Colonel at his/her location orclosest Air Force Base. If a Colonel MSC is not assigned to the closest base, that base will helpcoordinate the MSC Colonel interview. Telephone interviews will not be accepted.a. Completed civilian applicant interviews should be faxed by the interviewer to HQAFRS/RSOOA at DSN 665-4919/1019.b. Completed military applicant interviews should be faxed to HQ AFPC/DPAMS at DSN665-4240.11. Performance Reports (Enlisted-last 5; Officers-all; Prior Service - all)4
THE EVALUATION INTERVIEWThe senior MSC interview is one of the most, if not “THE” most, important correspondence availableto members of the Accession Board. In general, an MSC O-6 or O-6(sel) should perform the Senior MSCinterviews; however, if it is not practical for the MSC O-6/O-6 (sel) to conduct a face-to-face interviewwith the applicant, an O-5 MSC may perform the interview. Prior to an O-5 MSC conducting theinterview, the requirement must be coordinated through HQ AFPC/DPAMS to HQ USAF/SG1A. Ifapproved:1. The 0-5 MSC will conduct the face-to-face interview, then2. Forward the Interview Assessment Form to an 0-6 MSC3. The 0-6 MSC will conduct a telephone interview with the applicant4. Once the interview process is complete, the 0-6 MSC will forward the Interview Assessmentto the appropriate agency (see page 7)Pre-InterviewInterviewing Colonels should receive all documents listed on the Colonel’s Interview Checklist NLT 5duty 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 highlightareas/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 theinterview. Provide the applicant with a list of names, duty titles, phone numbers, and email addresses ofthe MSCs assigned to your organization. HQ AFPC/DPAMS personnel encourage applicants to contactMSC officers well in advance of the interview. Applicants should request informational interviews fromMSC 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 schedulespermit preferably in their duty areas. This would primarily be an orientation/information opportunityfor the applicant.- Listen to an oral presentation by the applicant on a subject of his/her choosing, with or withoutyour MSCs present (this is optional - however, please advise the applicant in advance if you plan torequest a presentation).- Conduct the evaluation interview5
- 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 Forceorganizational climate. It would be a disservice to all concerned to select the most motivated, capableindividual if he or she is not emotionally suited for the military. The applicant must be educated aboutthe Air Force and the MSC the interview process must be a two-way flow of information. We canensure a mutual fit between the Corps and applicant by thoroughly informing applicants about the Corpsand about being an officer in the USAF.COMPLETING THE COLONEL’S INTERVIEW EVALUATION SHEETThe 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 ofperceived levels of quality or affiliation which have a value associated with that level of quality andallows for commentary within that particular area of the assessment. Comments are highly encouraged asthe assessment is the only communicable feedback to the board members. Be candid! Ensure you don’tsend 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 youroverall 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 6654919/1019.KEY TO A WELL PREPARED COLONEL’S INTERVIEW EVALUATIONWithin each element of the Assessment Form are suggested questions. You may ask the questionsprovided or conduct your own line of questioning. Ask the questions with which you are mostcomfortable and provide comments in each section of the form.Element 1: Organizational SkillsSelf 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 theorganization?6
Element 4: Initial ImpressionSelf 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 CommunicationSelf explanatory.- Have you given any presentations other than in your degree program? If so, to who and what was thepresentation about?Element 8: Written CommunicationHave member write an impromptu essay on a topic of he/she is passionate about or one of the followingproposed topics:1. What do you believe will be your greatest challenge in becoming a Medical Service Corpofficer?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 ReviewUtilize this element to highlight specific accomplishments or address areas of concern from supportingdocumentation 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 projector 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 plansmanagement), how do you feel about this? What challenges do you foresee?Element 11: Discretionary PointsThis element is provided for you to assess “the whole person concept” based on the information gatheredfrom the applicant. You can also use this area to address other areas of interest that were not addressedon this form. Don’t just simply assign a point value in this area; comments are mandatory.Supervision:7
- Have you supervised anyone? Have you counseled anyone? Disciplined anyone? How did thosesituations 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 didyou 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 moveforward 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 notagree.- Describe a time when you put your needs aside to help a co-worker understand a task. How did youassist them? What was the result?WAIVERSThe interviewing MSC Colonel initiates the waiver process. The Colonel must specifically address why awaiver 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 hasunique qualifications that would serve in the best interests of the MSC, a waiver might be justified. TheColonel will send the interview sheet directly to HQ AFPC/DPAMS for coordination. It will then beforwarded to the MSC Director for approval.Please ensure when writing the waiver request for a waiver that you provide enough detail to justifywaiver approval (use the Additional Comments section). The goal of the waiver process is to provideflexibility for unique cases and approvals will be granted on a case-by-case basis.CONFIDENTIALITYYour 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 shouldbe directed to the MSC Utilization & Education Branch at DSN 665-4094.8
Colonel’s Interview ChecklistThe documents listed below will be forwarded by the applicant (or recruiter) to the interviewing MSCColonel NLT 5 duty days prior to the scheduled interview: Signed Executive Summary Report and Application ChecklistAF Form 24, Application for Appointment as Reserves of the Air Force or USAF WithoutComponentApplicant Essay addressed to the MSC Accession BoardRequired letters of recommendationCopy of diploma or degree completion letterOfficial transcripts of all college work (student copy is acceptable)Copy of GMAT/GRE test scoresPerformance Reports (Enlisted – last five only; Officers – all; Prior Service – all)Prior service records; or resume for civilian applicants9
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 across check for your final recommendation score on the final page. Each element and/or sub-element has ratings ofperceived levels of quality or affiliation (i.e., Poor, Fair, Good, Outstanding, No, Yes, etc.). Each of these perceivedlevels of quality or affiliation have a value assigned which can be found in the parenthetical number associated withthat level of quality (i.e, Poor 0, Fair 1, Good 2, Outstanding 3, etc.). Please mark with an “X” yourperceived level of quality for the specific element being considered and annotate each element score in thecorresponding blank provided at the far right of the question under the column entitled “Score”. As you enter eachscore, the “Total Combined Scores For All Elements” at Element 12 will be updated. Please enter any commentsyou deem appropriate in the comments section of each element. Element 11 provides the interviewer an opportunityto grant 0-15 discretionary points with supporting comments.Element Title/DescriptionElement1. Based on member’s application package, how would you assess organizational skills?PoorFairGoodOutstanding(0)(1)(2)(3)a) Qualityb) Presentationc) CompletenessComments2. Did member display an understanding of MSC roles in the Health Care Management?Knowledgeable andShadowedNo Knowledge Little Knowledge Knowledgeable MSC/Administrator(0)(1)(2)(3)a) KnowledgeComments3. Is member affiliated with a Health Profession organization?No(0)a) Professional AffiliationScore1.a1.b1.c2.aYes(1)3.a1011
Comments4. Initial Impression:Poor(0)Fair(1)Good(2)Outstanding(3)a) Attire/Uniformb) Attitudec) Maturityd) Professionalism/Bearinge) Preparedness/TimelinessComments4.a4.b4.c4.d4.e5. Educational a) Education Levelb) Quality of Degree Program(program scope, intensity,difficulty, etc )c) Additional Challenges(availability, deployments,employment, significantextracurricular activities,etc )d) GRE/GMATComments5.b5.c5.d6. Experience:Poor(0)a) Leadershipb) 6.a6.b6.c1112
c) HealthcareComments7. Oral ) Clearb) Concisec) ArticulateComments8. Written Communication (10 minute impromptu essay):PoorFair(0)(1)a) Grammarb) Spellingc) Sentence Structured) b8.c8.d9. Document Review:Poor(0)a) EPR/OPR/Resumeb) Letters Of Recommendationc) MSC EssayFair(1)Good(2)Outstanding(3)9.a9.b9.c9.e1213
d) AF Form 24Comments10. Anticipated Ability To Adapt:Poor(0)Fair(1)Good(2)Outstanding(3)10.aa) Adaptability- Civilian to Military- Enlisted to Officer- Line Officer to MSC- Cadet to MSCComments11. Overall Evaluation/Interviewer’s Discretionary Points:11.aa)0-15 Points1314
Additional Comments:Total012. Total Combined Scores For All Elements1415
Recommendations.1. Please mark with an “X” your answer to each waiver requirement question and provide a justification forsupporting or not support a waiverWaiver requirementA. Does member require a waiver for Time-In-Service?B. Does member require a waiver to meet the board for a third time?C. Waiver recommendation:Justification:YesYesSupportNoNoDo Not Support2. Please mark with an “X” your OVERALL RECOMMENDATION score.OVERALL RECOMENDATIONDo Not AppointAppoint 8.0 Not Competitive8.0 Competitively Weak8.25 Moderately Competitive8.50 Competitive8.75 Very CompetitiveDefinitely Appoint9.0 Strong Candidate9.25 Very Strong Candidate9.50 Exceptional Candidate9.75 Outstanding Candidate10.0 Absolutely Superior (Rare)3. Please compare your calculated CHECK VALUE (below) with your OVERALL RECOMMENDATION scorein question 2. If the difference between these two values is equal to or greater than 1, please explain thevariance.CHECK VALUE (block 12 (0) divided by 10) 0.0Justification 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 POCFor 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 665-0692.1516
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
