Research for AFHPSP

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Impact of Increasing Obligated Service for Graduate Medical Education
December 1, 2003
This study estimates the impact of increasing the active duty obligation (ADO) for graduate medical education (GME). We found that the amount by which accession requirements could decrease depends on the size of the GME program. Specifically, accession requirements and costs are less if the GME program were optimized than if it were fixed at current levels. If GME is fixed, many accessions are needed, not to fill billets, but simply to support the GME program. We find that marginal increases—1-year increases—in the GME ADO are supportable. We based this finding largely on GME program directors’ perceptions and the willingness of current residents and fellows to consider and accept GME with a longer ADO. Because of the concurrent payback of the GME obligation with any prior obligation, there are many ways to structure a marginal increase in the ADO. How DoD should structure an increase depends on which specialties it wants to impact. We find that increasing the GME ADO more than marginally is not warranted because the applicant pool for accessions will not support it.
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Impact of Increasing Obligated Service for Physician Scholarships
October 1, 2003
This study estimates the impact of increasing the active duty obligation (ADO) for the Armed Forces Health Professions Scholarship Program (AFHPSP). We found that the amount by which accession requirements could decrease depends on the size of the graduate medical education (GME) program. Specifically, accession requirements and costs are less if the GME program were optimized than if it were fixed at current levels. If GME is fixed, many AFHPSP accessions are needed, not to fill billets, but simply to support the GME program. We find that increasing the ADO from 4 to 5 years for 4 years of subsidization is supportable. We based this finding on (1) recruiters’ perception that they could still meet the recruiting mission with a 5-year ADO, (2) the willingness of current AFHPSP students to consider and accept AFHPSP with a 5-year ADO, (3) the downward pressure on the medical billet file, and (4) the Services’ success in meeting recruiting goals that vary substantially from year to year. We find that increasing the AFHPSP ADO beyond 5 years is not warranted because it is not supportable from a recruiting standpoint and most AFHPSP students didn’t express a willingness to accept an obligation beyond 5 years.
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Navy Specialty Physician Study: Historical Overview, Retention Analysis, and Synopsis of Current Civilian-Sector Practices
January 1, 2002
CNA performed the Navy Specilaty Physician Study at the request of the Navy Surgeon General. The objective of the study was to further explore retention of Navy physicians, by identifying and tracking critical indicators of Navy physician retention, to provide BUMED information for improving personnel policy business practices. Years of practice in specialty, percent board certified, number of residents and fellows, and demographics are some of the critical indicators we tracked by specialty. In recognition of the typical career path of Navy physicians, our retention analysis considered matriculation and attrition rates. We found that the matriculation rate of newly trained specialists has improved since FY 1987. We believe this is a result of the April 1988 active duty GME obligation policy change. To provide policy-makers some context and comparison for our findings, we explored some of the physician recruitment and retention strategies being used in the civilian sector. This information will help policy-makers better understand the Navy's competitive position when it competes for physicians.
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