Leveraging Air Force Medical Service (AFMS) Senior Leadership Corps Diversity to Improve Efficiency

Abstract

Abstract : Since its inception, the AFMS has lacked professional (Corps) diversity at the most senior levels, including both general officer (GO) positions and stepping-stone jobs to those GO positions. The publication of the AFMS Flight Pathii has contributed to the lack of AFMS Corps diversity in senior AFMS positions by limiting most GO positions to MC personnel. This lack of AFMS Corps diversity at senior levels runs counter to the Air Force s diversity policy, and available data presented in this paper suggests this lack of diversity may contribute to AF health care cost growth. In this paper, we examine the impact of the Flight Path on senior leader Corps diversity within the AFMS and opportunities for the AFMS to leverage greater Corps diversity towards becoming more efficient. In particular, this paper identifies a difference between Air Force (AF) policy regarding diversity and the AFMS Flight Path s policy on AF health care executive leadership; describes how the Flight Path limits GO opportunities for non-MC AFMS Corps officers; suggests that members of other AFMS Corps are equally qualified and capable for executive leadership positions; explores cost growth of AF health care; provides a business case recommendation that will save an estimated $81 million per year, while increasing AFMS Corps diversity; and proposes two options to improve Corps diversity.