http://youtu.be/FmbmNp1RDCE What are the “Top 5” Personnel Accountability challenges and solutions for an S-1?

Learning Objective Action: Implement Personnel Accountability Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors. Standard: Analysis includes: 1. Personnel accountability process and doctrinal responsibilities. 2. HR enabling systems that support personnel accountability.

What is Personnel Accountability? FM 1-0, HR Support: Personnel Accountability is the by-name management of the location and duty status of every person assigned or attached to a unit. Soldiers Reportable Army Civilians Contractors Authorized to Accompany the Force (CAAF) Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed Effective Personnel Accountability depends on timely, accurate, and complete personnel data/information entered correctly and updated as promptly as possible. Personnel Accountability is the key factor used for conducting Strength Reporting. FM 1-0, Chapter 3

Personnel Accountability Process HRC NOTE: The HRSC provides reports, data, and analysis as needed. SIDPERS eMILPO SIDPERS RLAS DTAS SIDPERS N I P R N E T S I P R N E T Human Resources Sustainment Center ASCC G-1/AG Corps G-1/AG Theater Gateway Personnel Accountability Team Division G-1/AG Personnel Accountability Team Brigade S-1 LEGEND Reporting View Only Battalion S-1 FM 1-0, Figure 3-3

Personnel Accountability Doctrinal Responsibilities GROUP PRACTICAL EXERCISE #1 GROUP 1 ASCC / Corps / Division G-1 GROUP 2 Human Resources Sustainment Center GROUP 3 Theater Gateway Personnel Accountability Team GROUP 4 Human Resources Company Each group has 20 minutes to analyze the doctrinal responsibilities for their assigned HR staff element or SRC 12 organization. Identify the top three critical Personnel Accountability tasks and/or responsibilities for your assigned organization and be prepared to defend your reasoning. Each group has 10 minutes to present their analysis to the class.

Personnel Accountability Human Resources Enabling Systems eMILPO RLAS SIDPERS TPS DTAS Electronic Military Personnel Office Regional Level Application Software Standard Installation Div Pers Reporting System Deployed Theater Accountability Software Tactical Personnel System AC System USAR and ARNG upon mobilization USAR ARNG All Components All Components in a deployed theater Effective Personnel Accountability depends on timely, accurate, and complete personnel data / information entered correctly and updated as promptly as possible.

Personnel Accountability Brigade / Battalion Personnel Accountability GROUP PRACTICAL EXERCISE #2 Brigade Battalion MISSION Plan, coordinate, and execute Brigade HR support. Brigade S-1 Personnel Readiness Team HR Services Team Personnel Readiness Management Personnel Accountability Strength Reporting Personnel Information Management Casualty Operations Essential Personnel Services Postal Operations Morale, Welfare, and Recreation Command Programs Customer Service MISSION Plan, coordinate, and execute Battalion HR support. Battalion S-1 Personnel Readiness Team HR Services Team Personnel Readiness Management Personnel Accountability Strength Reporting Personnel Information Management Casualty Operations Essential Personnel Services Postal Operations Morale, Welfare, and Recreation Command Programs Customer Service Legal What are the similarities and differences in Personnel Accountability processes for brigade and battalion S-1s? What are some S-1 “best practices” for Personnel Accountability? Each group has 20 minutes. Be prepared to defend your answers!

Unit Personnel Accountability Report AAA-162 Produced by S-1 from eMILPO. Annotate changes as they occur; follow-up with appropriate eMILPO transaction(s). Must be reconciled monthly. Should be an S-1’s “desktop companion.”

Personnel Asset Inventory (PAI) Unit Personnel Accountability Report (AAA-162) is the baseline document for conducting the PAI; supported by the Unit Commander’s Finance Report (UCFR) Commanders must reconcile personnel data information on the AAA-162 with an actual physical muster formation of assigned and attached Soldiers All Soldiers are accounted for to include absences such as: - Assigned-not-joined - Hospitalization - Leave/Pass - Temporary Duty - AWOL/Confined - Sick in Quarters - Essential Duties - Missing PAI must be conducted for: Annual Army-wide PAI (100% accountability) Change of Command Loss of Commander A Unit Move, Inactivation, or Redesignation Deployment Movement from the Mobilization Station Command Directed    AR 600-8-6, Chapter 5

Learning Objective Action: Implement Personnel Accountability Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors. Standard: Analysis includes: 1. Personnel accountability process and doctrinal responsibilities. 2. HR enabling systems that support personnel accountability.