1. MOS 42A Professional Development Model
OPERATING FORCE
GENERATING FORCE
SL4 - SFC
SL5 - MSG/1SG
SL6 - SGM/CSM
BN/BDE SR HR SGT
BDE SR HR SGT
G1 SGM
HR NCO G1
G1 NCOIC
HRSC SGM
HR CO PLT SGT
HRSC NCOIC
MMT SGM
POSTAL SUPV
OPERATIONS NCO
HRC BRANCH SGM
FIRST SERGEANT
GATEWAY SGM
HRSC NCO
TDD SGM
HROB NCO
AITD SGM
OPERATIONS SGM
CSM - CSL SELECT
SL4 - SFC
SL5 - MSG/1SG
SL6 - SGM/CSM
CAREER MGMT NCO
FORCE DEV NCO
EO/IG SGM
AIT SR INSTRUCTOR
EOA/ASST IG
EPMD SGM
SR EXEC ADMIN
ATTACHÈ NCO
TAGD SGM
NCOA DEPUTY CMDT
PROPONENCY SGM
HRC PDNCO
JOINT ASSIGNMENTS
USASMA FA
AIT SERIES CHIEF
DRILL SERGEANT
ROTC INSTRUCTOR
AITD SGM
RECRUITER
SR HR PDNCO
NCOA SGL
AC/RC ADVISOR
HRC CSM
CTC O/C
AG RCSM
WRITER/DEVELOPER
NOMINATIVE SGM
INSTRUCTOR
AIT PLT SGT
MEPS NCO
SHARP NCO
GROUP 1: Rank the duty positions within each skill level, in order, from “most challenging” to “least challenging.”
GROUP 2: Rank the duty positions within each skill level, in order, from “most challenging” to “least challenging.”

2. Learning Objective
Action: Manage the Enlisted Strength Management Process
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. Interpret enlisted distribution and assignment policies.
2. Examine manning to brigade-level and the personnel requisition process.
3. Examine enlisted personnel military occupational classification, structure and utilization.

3. Enlisted Distribution and Assignments
Overview
Placing the right Soldier in the right job at the right time.
Primary goal:
Satisfy the personnel requirements of the Army
Secondary goals:
Professionally develop Soldiers
Maximize dwell time
Meet Soldiers’ personal desires
KEY PUBLICATIONS
AR , Reassignment
AR 611-1, Military Occupational Specialty Classification Structure and Implementation
AR , Overseas Service
AR , Enlisted Assignments and Utilization Management
SMARTBOOK - DA PAM , Military Occupational Classification and Structure
Personnel Policy Guidance (PPG) 3

4. Enlisted Distribution Target Model (EDTM)
UNIT AUTHORIZATIONS PMAD + DMO + other “offline” inputs
EDTM
Monthly
Distribution
Targets
MANNING GUIDANCE Army G-1
PROJECTED INVENTORY
ENLISTED DISTRIBUTION AND ASSIGNMENT SYSTEM
A target represents the strength the unit should have.
The REAL challenge is determining what the unit’s strength will be.
The Target Model can also be used to simulate or explore:
Alternative manning strategies
Impact of inventory changes
PMAD: Personnel Management Authorization Document
DMO: Directed Military Overstrength 4

5. Manning to Brigade-Level
(1 of 2)
National Provider
(HRC)
- Distribute all grades to BDE DMSL
- Direct communication w/BDE S-1
- Adhere to AMG / PMAD priorities
- Work exceptions w/G-1s / CDRs
XXXX
G-1
- Monitor BDE personnel readiness
- Assist DIV G-1 by exception distribution
- Monitor Common Operational Picture Synthesizer (COPS)
- Ensure HRC understands BDE deployment schedule XX
G-1
- Monitor BDE PRM (COPS)
- Manage distribution by exception ICW HRC / BDE S-1
- Incorporate PRM in training and readiness oversight
- Ensure DMSL mapping correct
- Report shortages using eMILPO
- Distribute to BNs / Separate companies
- Manage DMSL Unit Identification Code mapping
- Database error reconciliation
- Ensure G-1 by exception distributions reflected in eMILPO X
S-1 5

6. Manning to Brigade-Level
(2 of 2)
REQUISITION PROCESS
Monthly process
Allocation limited to share of available inventory, as determined by the EDTM
Allocated via EDAS at 4-character MOSC
Requisitioning activities expand allocations to 9-character MOSC
Lead times subject to change based on priorities
Once validated, requisitions are released via EDAS to HRC Career Management Branches for fill
REQUISITIONS FOR GEOGRAPHICALLY DISPERSED UNITS
Example
HRC
builds requisitions to Brigade HQs and geographically dispersed subordinate units
coordinates allocation of requisitions, resolves potential misallocation with unit and modifies requisitions, as required
BDE S-1 monitors fill plan and coordinates with HRC on modifications based on operational requirements or commanders priorities
Brigade HQ
Fort Lewis
Battalion 1
Battalion 2
Fort Carson
Battalion 3
Fort Riley
Battalion 4
Fort Hood

7. Enlisted Strength Management
1. Analyze personnel strength to determine current combat capabilities ~ compare strength against authorizations.
EXAMPLE
2. Project future requirements
How many Soldiers will depart (PCS, ETS, Retire) during the month?
Any unprojected losses (medical, legal, chapters)?
Who will change jobs for professional development?
Who’s getting promoted?
Identify critical information:
Top five critical MOSs?
Key Leader Positions?
Low-density MOS / SQI / ASI?
Crew / Team requirements?
Mission Specific MOSs?
MOS
Auth
Asgn
+/-
Pct
11B1O
412
372
-40
90.2%
11B2O
168
142
-26
84.5%
11B3O 89 81 -8
91.0%
11B4O 23 19 -4
82.6%
11B5O 8 9 +1
112.5%
TOTAL
700
623
-77
89.0%
3. Assess conditions of individual readiness
How many Soldiers are non-deployable OR non-available?
Medical?
Legal?
TDY?
Does the unit need an SRP to help with:
Dental? Immunizations? DD 93 / SGLV?
4. Generate personnel allocation decision
How many gains do I have to allocate to subordinate units?
Has the commander’s distribution guidance or priority of fill changed?
Does the CSM need to make any decisions on Senior NCO assignments?

8. Guidance From EPMD DMSL Managers
Identify real problems and report them in a clear manner.
Understand the “total Army” picture.
Be familiar with the Active Component Manning Guidance, ARFORGEN, Army Campaign Plan, and Deployment Cycles. (Note ARFORGEN has been replaced with “Sustainable Readiness”)
Communicate with your Account Manager at HRC.
Learn and understand the capabilities of EDAS and COPS.
Be familiar with the S-3 training calendar.
Assist the S-3 or Brigade Commander by providing substantive comments for the S-1 portion during USR.
(Note ARFORGEN has been replaced with “Sustainable Readiness” IAW Army directive (throughout) 8

9. GROUP PRACTICAL EXERCISE #1
Enlisted Strength Management
GROUP PRACTICAL EXERCISE #1
Upon graduation from 42A SLC, you are assigned to the 25th Combat Aviation Brigade as the S-1 NCOIC. During your inbrief with the brigade Executive Officer, he shares the following information with you:
“Both the previous S-1 OIC and NCOIC were relieved because they were unable to effectively manage the S-1 section. There hasn’t been a 420A Warrant Officer assigned to the S-1 since the previous HR Tech PCS’d 4 months ago. A new S-1 OIC is inbound; however, she won’t be here until she graduates from the AGCCC in 6 weeks. Until then, you are “in charge” of the entire S-1 section.
The brigade is preparing for another deployment in 8 months. Your first priority is to work with the CSM to ensure our enlisted personnel strength is “ramped up” prior to deployment. Here is what I want:
Develop a bullet-list of actions and processes that our subordinate S-1s can do during Pre-deployment to reduce the number of nondeployable Soldiers and ensure our enlisted strength is at the highest possible level when we deploy.
I want a clear, concise list of at least 10 items or actions that is self-explanatory. In addition to the S-1s, we are going to provide a copy to all company commanders as well as all first sergeants. Get back to me as soon as possible……”

10. Assignment Selection Criteria
Primary considerations in reassigning Soldiers –
Current qualifications and ability to fill a valid requirement
Other factors include –
Soldier availability
Voluntary reassignment
CONUS / OCONUS tour completion
Completion of school / training
Completion of stabilization
Army Needs
Soldier Needs
Soldier Assignment Preferences
CONUS and OCONUS Areas of Preference are considered; however, assignments are made to fulfill valid Army requirements consistent with Army Manning Guidance.
Advise Soldiers to choose installations or geographic areas where their PMOS, SQI, and ASI is authorized and there is a high-density (e.g., major FORSCOM installation). 10

11. Assignment Eligibility and Availability (AEA) Codes
Minimum TOS requirement in CONUS is 48 months. Some exceptions apply:
Reassignment to OCONUS
Reassignment of first-term Soldiers
Reassignment for compassionate reasons
To fill a higher-priority assignment
AEA codes identify Soldier’s eligibility and availability for reassignment
Field AEA transactions are submitted through eMILPO
HRC approves certain stabilization actions; HRC-processed AEA codes have precedence over field-processed AEA codes
Currently there are 35 approved AEA codes:
HRC exclusive = 22
Field and HRC = 13
Rule
Code
Field and HRC AEA Codes 1 A
Permanently ineligible for future assignment 2 B
Being considered for elimination 3 C
Temporarily ineligible 6 F
Soldiers who intend to accept assignment incentive pay (AIP) - Korea 7 G
Stabilized under “special category” 12 L
Eligible for PCS reassignment 16 P
Lifecycle unit reset stabilization 17 Q
Ineligible for assignment under the Lautenberg Amendment 21 U
Enlistment commitments 22 V
“Individual stabilization” other than special category 23 W
Organization stabilization 24 X
SSG-SGM assigned to AA/RC; Soldiers assigned to ROTC or USAREC 26 Z
Confirmed as accepting AIP-Korea
AR , para 3-8 and Table 3-1 11

12. Enlisted Assignments (1 of 2) AR 614-200 – Chapter 5
OPTIONAL ASSIGNMENTS
Para
Airborne
5-3
Ranger
5-4
Special Forces
5-5
U.S Army Parachute Team
5-6
U.S. Army Marksmanship Unit
5-8
Civil Affairs
5-9
Psychological Operations
5-10
SOLDIER INITIATED ASSIGNMENTS
Para
Exchange Assignments
5-11
Sole Surviving Son and/or Daughter
5-12
Compassionate Actions
5-14
Married Army Couples Program
5-20
Permissive Assignments
5-24
High School Senior Stabilization
5-26
Soldiers must volunteer for optional assignments
Must be highly motivated to complete required training and successfully perform the duties
Stringent screening processes exist and only fully qualified Soldiers are accepted.

13. Enlisted Assignments (2 of 2)
Chapter 6 - Career Development Programs and Instructor and/or Advisor Positions
Intelligence Career Program
Explosive Ordnance Career Program
Technical Escort Training Program
Army Bands Career Program
Enlisted Instructor or Advisor Positions
Chapter 7 – Sergeant Major of the Army, Command Sergeants Major, and Sergeants Major
Chapter 8 - Specific Type Organizations and/or Activities or Duty Positions
Presidential Support Activities
Observer/controller at Combat Training Centers
Military Entrance Processing Command (MEPCOM)
Enlisted Aides
Inspector General
Drill Sergeant
AIT Platoon Sergeant
First Sergeant
Chapter 9 - Miscellaneous-type Assignments
Home Base and Advance Assignments
HQDA NCO / Soldier of the Year
Special Assignments
Nominative Assignments

14. MOS 42A Professional Development Model GROUP PRACTICAL EXERCISE #2
GROUP 1 and GROUP 2
1. As an entire class, using both the Operating Force and Generating Force duty positions lists you developed during the Concrete Experience:
Identify the “Top 5” 42A “most challenging” duty positions for SL4, SL5, and SL6.
2. You have 15 minutes. GO!
MOS 42A
Operating and Generating Forces
Duty Positions
Most Challenging?
2. Most Challenging?
3. Most Challenging?
4. Most Challenging?
5. Most Challenging?

15. SMARTBOOK DA Pam 611-21 Enlisted: authorized CMFs, MOSs, SQIs, ASI
Officers: authorized branches, FAs, AOCs, SI
Guidance on the Military Occupational Classification and Structure system (MOCS)
Notifications Of Future Change (NOFC)
ENLISTED MOS STRUCTURE
MOS SL
SQI
ASI
LIC
42A 3 O F5 YY
MOS
- Specifications found in DA PAM
SKILL LEVEL (SL)
- Match the rank of the Soldier
SQI
- Precedence listed in AR
- Table 12-1, DA PAM
ASI
- Table 12-2, DA PAM lists restrictions
LIC
- Awarded after demonstrated proficiency through testing
Provides guidance to commanders, S-1s/HR professionals, proponents, and combat/material developers on:
classification of individuals by identifiers.
classification of positions (duty position title, identifier(s) and grade in authorization documents). 15

16. Enlisted Personnel Utilization
OBJECTIVES
Ensure efficient use of Soldiers in accomplishing Army mission
Place Soldier in positions appropriate to their PMOS, SMOS, or AMOS
Provide policies that strengthen and broaden MOS qualifications
Prepare Soldiers for career progression, greater responsibility, and diversity of assignment
3rd Priority – (AMOS)
Slot in the same or one higher skill level
Assignment not to exceed 12 months
4th Priority – (Substitution)
Must be IAW DA PAM
Assignment not to exceed more than 12 months - Can work one skill level up, if there is no comparable skill level rule
5th Priority – (Report as immediate available (excess))
6th Priority – (Urgent Military Requirements Borrowed Military Manpower
Limited to 90 days; no extensions granted
1st Priority – (PMOS/CPMOS)
Slot in same grade or up to 2 grades higher
Certain Soldiers must work in PMOS/ CPMOS - First Term Soldiers / Bonus Recipients
2nd Priority – (SMOS)
Slot in the same or one higher skill level
Assignment not to exceed 12 months
AR , Para 3-9

17. Revision of CSM/SGM Classification System
In 2011, Army G-1 established SRCs and PDPCs to identify senior level CSM/SGM positions
In February 2012, additional modifications were made that were effective 1 October 2012.
See Notification of Future Change (NOFC) E for detailed information.
Professional Development Proficiency Codes (PDPC) 6C
Battalion-level CSM 6S
Initial-level Staff SGM 7C
Brigade-level CSM 7S
Primary-level Staff SGM 8C
GO Level 1 CSM (BG) 8D
GO Level 2 CSM (MG) 8E
GO Level 3 CSM (LTG) 8F
GO Level 4 CSM (GEN) 8S
Senior Level 1 SGM (BG/SES V) 8T
Senior Level 2 SGM (MG/SES IV) 8U
Senior Level 3 SGM (LTG/SES III) 8V
Senior Level 4 SGM (GEN/SES I/II)
Special Reporting Codes (SRC)
00D
Special Duty Assignment
00F
MOS Immaterial NGB
00G
MOS Immaterial USAR
00J
CSM Engineer / Signal / Military Police / Military Intelligence
00K
CSM Maneuver Support / Logistics
00L
CSM Logistics
00P
CSM Force Sustainment
00R
CSM Infantry/Armor Immaterial
00S
00T
Infantry / Armor / Field Artillery / Combat Engineer Immaterial
00X
CSM MOS Immaterial
00Z
Sergeant Major Nominative
Functional Area Codes (FUNAC) AC
Air Defense/Field Artillery Immaterial AL
Associated with all FUNAC codes IA
Infantry/Armor Immaterial MF
Maneuver Fires and Effects Immaterial

18. Learning Objective
Action: Manage the Enlisted Strength Management Process
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. Interpret enlisted distribution and assignment policies.
2. Examine manning to brigade-level and the personnel requisition process.
3. Examine enlisted personnel military occupational classification, structure and utilization.