Administer Personnel Readiness Management AGBOLC Administer Personnel Readiness Management A D J U T A N T G E N E R A L S C H O O L

Terminal Learning Objective Administer Personnel Readiness Management A C T I O N C O N D I T I O N S T A N D A R D

Terminal Learning Objective A C T I O N Classroom environment with access to: - FM 1-0 - FY 19-20 Army Manning Guidance - Student Reading Material + OE Awareness - Variables + Actors C O N D I T I O N S T A N D A R D

Terminal Learning Objective Met when student: - Defines PRM Mission and Process - Identifies BDE and BN S1 Roles and Responsibilities - Describes Techniques to Maintain Deployment Readiness - Describes the Sustainable Readiness Model - Describes the Distribution Process A C T I O N C O N D I T I O N S T A N D A R D

HR Enduring Principles COMPETENCY BASED PERFORMANCE ORIENTED ACCURACY - Attention to detail oriented - Understand the dynamics of data input to HR systems SYNCHRONIZATION Effectively aligned: Time, space, purpose, maximum readiness, and operational capabilities TIMELINESS - Relevant HR Info - Thorough analysis near real-time common operational picture RESPONSIVENESS - Right support to the right place at the right time - Resources, capabilities + info INTEGRATION - Tasks and functions - Systems and processes organizations - Unity of purpose + effort ANTICIPATION - Project requirements - Intuitive nature experience, knowledge + education based FM 1-0, CHP 1, PARA. 1-3

HR Core Competencies Core Competencies Subordinate Key Functions FM 1-0, CHP 1, FIG 1-1

39th CSA’s Top Three Priorities Learning Step / Activity 1. Define Strength Reporting Principles Method of Instruction: Discussion (Small or Large Group) Instructor to Student Ratio: 1:36 Time of Instruction: 20 mins Media Type: PowerPoint Presentation/ Conference

Personnel Readiness Management (PRM) Personnel Readiness Management involves analyzing personnel strength data to determine current combat capabilities, projecting future requirements, and assessing conditions of individual readiness. PRM is directly interrelated and interdependent upon the functions of Personnel Accountability, Strength Reporting, and Personnel Information Management. PRM is a continuous process: Obtain Commander’s PRM intent and guidance Analyze personnel strength to determine current combat capabilities Compare strength against authorizations Project future requirements Assess conditions of individual readiness Decide personnel / replacement allocation Personnel Accountability Analysis of Manning + Readiness Levels MTOE / TDA Prioritize Replacements Make + Support Tactical Decisions G1 / AGs and S1s FM 1-0, CHP 3, PARA 3-5 THRU 3-9

BDE S1 Roles and Responsibilities Communicate directly with HRC for replacements Confirm deployment operational timelines with HRC, G3 Distribute Soldiers to subordinate units (battalions) Develop unit level PRM policies and SOPs Monitor and report to the command the personnel readiness status (current and projected) of subordinate units Report critical personnel requirements to HRC Verify the accuracy of manning status in subordinate units Coordinate the call forward of replacements Learning Step / Activity 2. Define Strength Reporting Doctrinal Responsibilities at each Echelon of Command. Method of Instruction: Discussion (Small or Large Group) Instructor to Student Ratio: 1:36 Time of Instruction: 20 mins Media Type: PowerPoint Presentation/ Conference X I I FM 1-0, CHP 3, PARA 3-18

BN S1 Roles and Responsibilities Communicate directly with Brigade S-1 Distribute Soldiers to subordinate companies Ensure timely and accurate updates in DTAS and eMILPO/RLAS/SIDPERS for all required personnel data, strength, and duty status changes Monitor and report to the command the personnel readiness status (current and projected) of subordinate units Develop unit level PRM policies and SOPs Determine, in coordination with BN S-3, replacement priorities Manage SRP to validate individual readiness Predict personnel requirements based on current strength levels Learning Step / Activity 2. Define Strength Reporting Doctrinal Responsibilities at each Echelon of Command. Method of Instruction: Discussion (Small or Large Group) Instructor to Student Ratio: 1:36 Time of Instruction: 20 mins Media Type: PowerPoint Presentation/ Conference I I I FM 1-0, CHP 3, PARA 3-19

Maintaining Personnel Readiness Successful pre-deployment readiness for units begins with an SOP Intensively manage physical profiles and MAR2/MEB/PEB processes Aggressively execute SRP requirements and allocate time to conduct regular reoccurring Soldier personnel readiness events Actively engage the HRC distribution manager for your unit (BDE S-1) Report combat readiness on the monthly Unit Status Report Notification of Deployment Account for assigned/attached personnel Verify non-available status of all Soldiers and update databases Initiate assignment actions for Soldiers who remain non-available Cross-level personnel within the unit as necessary FM 1-0, CHP 3, PARA 3-34 thru 3-44

Medical Readiness Programs and Boards Integrated Disability Evaluation System (IDES) MOS Administrative Retention Review (MAR2) Medical Evaluation Board (MEB) Physical Evaluation Board (PEB) Warrior Transition Unit (WTU) FM 1-0, CHP 3, PARA 3-41

C H E C K O N L E A R N I N G What Man the Force component is interrelated and interdependent upon the others? A Personnel Accountability B Retention Operations C Personnel Information Management D Personnel Readiness Management A Medical Evaluation Board B Physical Evaluation Board C MOS Administrative Retention Review Board D None A Soldier Readiness Processing B Personnel Accountability C Strength Reporting D Data Accuracy Which board is comprised of an informal board and a formal board presided over by a three member panel which makes a determination for the purpose of a Soldier’s retention, separation, or retirement? What is the Army’s Program to ensure Soldiers meet readiness criteria for deployment?

Personnel Readiness Management Practical Exercise 1 Soldier Readiness Processing CONOP Open AR 600-8-101 and DA Form 7425 Open blank Concept of Operations (CONOP) slides on Blackboard Complete Slides 1 through 6 Each team will brief a different slide

Sustainable Readiness Model Prepare Module – service retained or assigned units recovering, transitioning or preparing for a mission at either a C4 or C3 level. Ready Module – service retained or assigned units ready and available for immediate deployment by attaining or maintaining a C2 or C1 level of decisive action readiness. Mission Module – allocated or assigned units executing a Joint ordered mission. Modules differentiate whether or not the mission requires <C2 or C1 / C2 decisive action readiness. (Readiness C-level: C4) Prepare (Readiness C-level: C3) 1 Quarter Modules: Three descriptive modules to categorize readiness by quarters Aligns force generation with quarterly training and readiness processes Provides common standards across the Total Army Clear representation of a unit’s preparedness for decisive action Synchronizes resource decisions and unit activities (Readiness C-level: C2) Ready (Readiness C-level: C1) PREPARE PHASE MISSION PHASE (Required C-Level: < C2 = A1) Mission (Required C-level: C1/C2 = A1) Learning Step / Activity 3. Identify Strength Reporting Formats Method of Instruction: Discussion (Small or Large Group) Instructor to Student Ratio: 1:36 Time of Instruction: 20 mins Media Type: PowerPoint Presentation/ Conference

Constant State of Readiness Think an Army Sized Quick Reaction Force SRM Goals Learning Step / Activity 3. Identify Strength Reporting Formats Method of Instruction: Discussion (Small or Large Group) Instructor to Student Ratio: 1:36 Time of Instruction: 20 mins Media Type: PowerPoint Presentation/ Conference Constant State of Readiness Think an Army Sized Quick Reaction Force

FY 19-20 Active Component Manning Guidance HQDA EXORD 070-19 ISO FY 19-20 ACMG

Distribution Management Level Definitions Distribution Process Distribution Management Level Definitions DML – Distribution Management Level (Division Level or 2 Star command equivalent) DMSL – Distribution Management Sub-Level (Brigade level or O-6/COL command equivalent) VDML – Virtual Distribution Management Level (Grouped units that are dispersed across multiple locations and/or DMLs and DMSLs) FM 1-0, Figure 3-2 FM 1-0, CHP 3, PARA 3-20

HRC Distribution Responsibilities Assignment Instructions RFO HRC creates requisition Readiness Division HQDA MANNING GUIDANCE PMAD HRC EP/OP Branch Managers fill Requisition X Unit Identifies Requirement (TABDB, DMO, JMD) EDAS TOPMIS Enlisted Officer AI/RFO creates a loss in losing unit. S-1 reports loss which generates a requirement and the process starts again. HRC is responsible for: Executing HQDA Manning Guidance Executing personnel allocation and distribution based on documented requirements (PMAD) and current manning guidance Interpreting Army-wide competing priorities Placing personnel on pinpoint assignments to the brigade level FM 1-0, CHP 3, PARA 3-20

Determining Distribution Priorities Commander’s Priorities Replacement forecasts and casualty, filler and RTD estimates Unit Personnel Readiness Reports Critical shortages by grade, ASI, AOC, and MOS Changes to OPORD/OPLAN Specific manning requirements for squads, crews, and teams Timelines for exercises, train-up, and deployment FM 1-0, CHP 3, PARA. 3-21 THRU 3-22

Distribution Process Summary BN S-1 predicts personnel requirements based on current strength levels and ensures timely and accurate updates in all systems BDE S-1 coordinates directly with HRC (Officer and Enlisted) on strength management issues; Army HRC assigns Soldiers to BDEs, not installations The BDE S-1 directs and manages pin-point assignments based on the BDE CDR's intent and works closely with the BDE CSM on Senior NCO assignments. Division G-1 mission shifts to “strength monitoring” -- resolving readiness imbalances (by exception), non-available management, and brigade resets Managing at BDE enhances personnel readiness in a brigade-centric Army by empowering the BDE with the capability to man subordinate units; removes one or more layers of direct involvement, enhancing the precision distribution of Soldiers FM 1-0, CHP 3

C H E C K O N L E A R N I N G What are the categories within the FY 19-20 ACMG? What is the goal of the Sustainable Readiness Model? Which of the following distribution level is a O6 Level Command? A Distributive Management Level (DML) B Distribution Management Level (DML) C Distribution Management Sub-Level (DMSL D Distributive Management Sub-Level (DMSL)

Personnel Readiness Management Practical Exercise 2 eMILPO Practical Exercise Open Practical Exercise 2 on Black Board Complete the eMILPO Exercise IAW the instructions provided.

Personnel Readiness Management Practical Exercise 3 Short Answer Practical Exercise Open Practical Exercise 3 on Black Board Complete the short answer exercise Use all of your available resources to complete this exercise

Terminal Learning Objective Administer Personnel Readiness Management A C T I O N C O N D I T I O N S T A N D A R D

Terminal Learning Objective A C T I O N Classroom environment with access to: - FM 1-0 - FY 19-20 Army Manning Guidance - Student Reading Material + OE Awareness - Variables + Actors C O N D I T I O N S T A N D A R D

Terminal Learning Objective Met when student: - Defines PRM Mission and Process - Identifies BDE and BN S1 Roles and Responsibilities - Describes Techniques to Maintain Deployment Readiness - Describes the Sustainable Readiness Model - Describes the Distribution Process A C T I O N C O N D I T I O N S T A N D A R D