Facts on Military Medical Separation and Retirement

Facts on Military Medical staffelung and RetirementFacts on Military Medical Separation and RetirementWhen a military member has a medical condition (including mental health conditions) which renders them unfit to perform their required duties, they may be separated (or retired) from the military for medical reasons. The process to determine medical fitness for continued duty involves two boards One is called the Medical Evaluation Board (MEB), and the otzu sich is called the Physical Evaluation Board (PEB). Title 10, U.S.C., Chapter 61, provides the Secretaries of the Military Departments with authority to retire or separate members when the Secretary finds that they are unfit to perform their military duties because of physical disability. DoD Directive 1332.18 SEPARATION OR RETIREMENT FOR PHYSICAL DISABILITY, DoD Instruction 1332.38PHYSICAL DISABILITY EVALUATION, and DoD Instruction 1332.39APPLICATION OF THE VETERANS ADMINISTRATION SCHEDULE FOR RATING DISABILITIESset forth the po licies and procedures implementing the statute. While most MEB/PEB actions occur when a military member voluntarily presents him/herself at the Medical Treatment Facility (MTF) for medical care, commanders may, at any time, refer military members to the MTF for a mandatory medical examination, when they believe the member is unable to perform his/her military duties due to a medical condition. This examination may cause conduct of a MEB, which will be forwarded to the PEB when it finds that the members medical condition falls below medical retention standards. How Is the MEB/PEB Conducted? Physical or mental health problems that are incompatible with military duty or that result in disqualification from worldwide deployment for more than 12 months precipitate a Medical Evaluation Board (MEB). Medical boards are initiated by the Medical Treatment Facility (base medical facility), elend the individual or the command. The medical board consists of active duty physicians (not involv ed in the care of the military member) who review the clinical case file and decide whether the individual should be returned to duty, or should be separated, using the published medical standards for continued military service. If the MEB determines that the member has a medical condition which is incompatible with continued military service, they refer the case to a Physical Evaluation Board (PEB). The PEB is a formal fitness-for-duty and disability determination that may recommend one of the following Return the member to duty (with or without assignment limitations, and or medical re-training)Place the member on the temporary disabled/retired list (TDRL)Separate the member from active duty, orMedically retire the member The standard used by the PEB for determining fitness is whether the medical condition precludes the member from reasonably performing the duties of his or her office, grade, rank, or rating. Per DoD Instruction 1332.38, inability to perform the duties of office, grade, rank or rating in every geographic location and under every conceivable circumstance will not be the sole fundament for a finding of unfitness. Deployability, however, may be used as a consideration in determining fitness. These recommendations are forwarded to a central medical board and can be appealed by the member, who is permitted to have legal counsel at these hearings. Disposition Four factors determine whether disposition is fit for duty, separation, permanent retirement, or temporary retirement whether the member can perform in their MOS/AFSC/Rating (job) the rating percentage the stability of the disabling condition and years of Active Service (active duty days) in the case of pre-existing conditions. Fit for DutyThe member is judged to be fit when he can reasonably perform the duties of his grade and military job. If the member is medically unfit to perform the duties of his/her current job, the PEB can recommend medical re-training into a job he/she will be me dically qualified to perform.Disability Rating PercentageOnce a determination of physical unfitness is made, the PEB is required by law to rate the disability using the Department of Veterans Affairs Schedule for Rating Disabilities. DoD Instruction 1332.39 modifies those provisions of the rating schedule inapplicable to the military and clarify rating guidance for specific conditions. Ratings can range from 0 to 100 percent rising in increments of 10. Separation without benefitsSeparation without benefits occurs if the unfitting disability existed prior to service, was not permanently aggravated by military service, and the member has less than 8 years of Active Service (active duty days) or the disability was incurred while the member was absent without leave or while engaging in an act of misconduct or willful negligence. If the member has more than 8 years of Active Service, he/she may be medically retired (if eligible) or medically separated with severance pay, even if the cond ition was pre-existing or hereditary. Separation with severance paySeparation with disability severance pay occurs if the member is found unfit, has less than 20 years of service and has a disability rating of less than 30%. Disability severance pay equals 2 months basic pay for each year of service not to exceed 12 years (a maximum of 24 months basic pay). The member may also be eligible to apply for monthlydisability compensationfrom theVeterans Administration(VA) if the VA determines the disability is service-connected.Permanent disability retirementPermanent disability retirement occurs if the member is found unfit, the disability is determined permanent and stable and rated at a minimum of 30%, or the member has 20 years of military service (For Reserve Component members, this means at least 7200 retirement points). Temporary disability retirementTemporary disability retirement occurs if the member is found unfit and entitled to permanent disability retirement except that the d isability is not stable for rating purposes. Stable for rating purposes refers to whether the condition will change within the next five years so as to warrant a different disability rating. However, stability does not include latent impairmentwhat might happen in the future. When placed on the Temporary Disability Retirement List (TDRL), the law requires the member to undergo a periodic medical reexamination within 18 months at a minimum followed by PEB evaluation. The member may be retained on the TDRL, or a final determination may be made. While the law provides for a maximum tenure of 5 years on the TDRL, there is no entitlement to be retained for the entire period. 118 Watch Now 8 Benefits of a Military Career Retirement Pay Computation For permanent retirement or placement on the TDRL, compensation is based on the higher of two computations Disability rating times retired pay base or 2.5 x years of service x retired pay base. Soldiers on the TDRL receive no less than 50% of their retired pay base. The computation of retired pay base dependson when the member entered the service, and for Reserve members, the law under which they were retired. For those members who entered prior to 8 neunter monat des jahres 1980,retired pay baseis the highest basic pay received. For those who entered after 7 September 1980, it is the average of the high 36 months of basic pay. For reserve members retired under 10 USC 1201 or 10 USC 1202 (on the ordered duty of plus 30 days), the last 36 months of active duty days and the associated basic pay is used to determine the average. If retired under 10 USC 1204 or 1205, the average is calculated as if the member had been on active duty the last 36 months. Differences Between Military Disability Ratings and VA Disability Ratings While both theDepartment of Defenseand theDepartment of Veterans Affairs(VA) use the Department of Veterans Affairs Schedule for Rating Disabilities, not all the general policy provisions set fort h in the Rating Schedule apply to the military. Consequently, disability ratings may vary between the two. The military rates only conditions determined to be physically unfitting, compensating for the loss of a military career. The VA may rate any service-connected impairment, thus compensating for the loss of civilian employability. Another difference is the term of the rating. The militarys ratings are permanent upon final disposition. VA ratings may fluctuate with time, depending upon the progress of the condition. Further, the militarysdisability compensationis affected by years of service and basic pay while VA compensation is a flat amount based upon the percentage rating received.

Customize this Impressive Software Engineer Resume Sample

Customize this Impressive Software Engineer Resume SampleCustomize this Impressive Software Engineer Resume SampleCreate Resume Nigel Dixon100 Broadway LaneNew Parkland, CA, 91010Cell (555) 987-1234emailexample.comProfessional SummaryHard working Software Engineer with the technical skills and experience to provide high quality software design and application support. Proficient at exploring applications and product specifications, finding system solutions and conducting systems analysis. Specializes at developing computing system flowcharts to document design feasibility.Core Qualifications System development Software testing Product research design Flowchart development Procedural analysis System assessment Problem solving EnergeticExperienceSoftware Engineer, July 2009 to PresentHartmann Technology- New Cityland, CA Investigated, tested and reviewed computing equipment to assess operational capability Coordinated with vendors to attain licenses for software programs Assessed int ernal software development , research and application processes to enhance and optimize capabilitySoftware Engineer, April 2005 to June 2009California Technology Solutions- New Cityland, CA Produced documentation, flowcharts and diagrams documenting development of software processes Analyzed costs of implementing new software solutions, produced budget reports Assessed software products and systems for technical malfunctionsSoftware Engineer, February 2000 to March 2005Cityland Software- New Cityland, CA Explored and found software solutions to flowchart malfunctions, completed problem definition and requirement analysis Analyzed, tested and evaluated software systems to determine efficiency Assisted in research and design for software products, tested and troubleshot systems prior to launchEducation2000 Bachelor of Science, Software EngineeringTexas Tech University Lubbock, TXCustomize Resume

The Federal Resume Profile Debate

The Federal Resume Profile DebateThe Federal Resume Profile DebateThe Federal Resume Profile DebateMost private industry resumes include a profile or summary of qualifications, outlining skills that an applicant can offer a potential employer. The profile can be changed for each application to feature the skills and accomplishments that are most relevant for the position. Profiles range in size from the very short (e.g., 5 lines) to the very long (e.g., 40 lines).A typical profile looks something like the followingPROFILE Results-oriented manager with 25+ years of leadership experience in operations, administration, and budgeting. Pioneer with a proven ability to lead large-scale undertakings in highly sensitive and publicly visible contexts. Recognized for financial stewardship, I possess a record of strategic planning, improving business processes, increasing productivity, and achieving significant cost savings. Strong interpersonal and communication ability with a record of proact ively conveying operational needs to senior executives.But what role do profiles play in Federal Resumes, if any?This question is regularly debated among jobseekers some arguing that profiles play a key role in helping their resumes stand out and get rated more highly, while others are elend so sure. The reality is more complicated there are pros and cons to including a profile in your resume.PRO The federal supervisor may read your profile to get a snapshot of your background. This may help you stand out once your application is on the hiring managers desk. But a profile, in this context, is an eye-catcher, not the selling point. If the profile is interesting enough, the remainder of your work experience, education, and competencies as demonstrated throughout the rest of your resume will determine whether you are called for an interview.CON Including a profile on your resume does NOT help initially qualify you for the position. The profile does not count toward establishing qua lifications, category ratings, or points toward your application during the evaluation process. If the information in the profile is not anchored to a specific position and corresponding tischset of dates, the Human Resources Specialist will not know how long you have possessed your claimed skills and abilities.So whats the best solution?Establish your One-Year Specialized Experience by moving the profile content into the Work Experience sections. Profiles make for nice reading, but ultimately dont help qualify you (i.e., increase your score) for target federal positions. Hiring managers will review your entire resume regardless of whether your resume sports a profile. The best approach is for you to demonstrate your experience and qualifications in the meat of the federal resume. Doing so will help you get qualified and help you get full consideration by the hiring manager.