Research for Physicians
February 1, 1996
The Navy's Graduate Medical Education (GME) program consists of post-medical school programs to train physicians. These programs have been successful in improving the quality and dependability of sources of medical corps personnel. In recent years, the Navy has downsized GME somewhat. Further reductions in GME may be mandated because of budget constraints, but Medical Operational Support Requirements - which support the Marine Corps, ships afloat, and Navy bases outside the continental United States - may require some specialty programs to enlarge. Therefore, the Surgeon General of the Navy, via the Assistant Chief for Plans, Analysis, and Evaluation, asked CNA to study past medical corps attrition and build a model to assist with the planning of GME program size. This research memorandum addresses how the Navy can set priorities among its GME programs, a subject currently under study by staffs working for the Chief, Medical Corps, the Assistant Chief for Personnel Management, the Assistant Chief for Plans, Analysis, and Evaluation, and the former Health Services Education and Training command. This memorandum is intended to assist the work of these staffs.
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July 1, 1994
One of the inherent features of the Medical Expense and Performance Reporting System (MEPRS) is the use of the DoD composite standard military rates as an estimate of military labor. The composite rates essentially give an average salary by paygrade. Our purpose in this analysis is to determine: (a) How well MEPRS approximates total military physician compensation in comparison to other non-medical corps officers; and (b) Whether the use of the composite rates introduces any bias to estimates of costs associated with providing types of specialty care.
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August 1, 1991
In recent years, there has been concern over the size of the gap between pay for civilian physicians and pay for military physicians, and over the declining retention observed for Navy physicians. Efforts have been made to increase physicians' military pay and retention. This research memorandum derives actual pay distributions for 22 physician specialties and documents the size of the civilian-military pay gap for three experience levels within each specialty. The pay gaps are linked to acceptance patterns of the 1989 medical officer retention bonus. The large variation in pay gap size by specialty and experience level should enable future pay plans to address specific problems.
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November 1, 1990
This research memorandum reviews Navy medical and nurse corps accession strategies and recent initiatives that provide new accession incentives for physicians and nurses. The analysis documented here was done in support of the Navy Surgeon General (OP-093) and Director of Program Planning (OP-08).
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January 1, 1990
In response to the declining retention of military physicians, Congress enacted a Medical Officer Retention Bonus (MORB) for FY 1989. This research memorandum examines the effect the MORB is having on the retention of Navy physicians.
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June 1, 1989
In recent years, the Navy has indicated concern for the retention patterns observed for physicians. Some specialties show relatively low retention compared to others, and the aggregate retention rate for specialists has declined. This research memorandum discusses the derivation of a model to estimate the influence of various factors on unobligated physicians' decisions to stay in or leave the Navy. The main analytical issue is the quantification of the role of the positive and growing civilian-military pay differential on the retention of Navy physicians.
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June 1, 1989
Congress is currently reviewing the adequacy of the armed forces health professionals special pays system. This research memorandum compares the estimated costs and compensation implications of two alternative medical special pay plans to the present FY 1990 plan.
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June 1, 1989
One possible contributor to Navy Medicine's current manpower problem is the low retention rates of physicians. This research memorandum examines the retention of Navy physicians between FY 1984 and FY 1988 in the aggregate, by career phase, and by specialty.
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May 1, 1989
In recent years, the income gap between civilian and military physicians has widened. At the same time, income dispersion has increased for civilian physicians and remained narrow for military physicians. As a consequence, some military specialists are compensated at levels very close to the civilian level, whereas others receive relatively low compensation. In addition, retention is quite low for some specialties, and consistently high for others. This research memorandum explores the relationship between civilian-military pay gaps and retention for fully trained specialist physicians in the Navy. Three pay plans proposed to diminish the civilian-military pay gap are evaluated with regard to expected cost, projected impact on retention of physicians by specialty, and long-run implications for force management in the Navy.
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March 1, 1989
Navy medicine is unable to meet the demand for services. Navy hospitals could handle more cases but there is a significant manpower shortage. One possible contributor to Navy medicine's manpower problem is the low continuation rates of Navy physicians. This research memorandum examines the retention of Navy physicians in the aggregate, by career phase, and by specialty.
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