1. 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

2. 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

3. Terminal Learning Objective
A C T I O N
Classroom environment with access to:
- FM 1-0
- FY 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

4. 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

5. 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

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

7. 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

8. 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

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

10. 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

11. 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

12. 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

13. 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?

14. Personnel Readiness Management Practical Exercise 1
Soldier Readiness Processing CONOP
Open AR 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

15. 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

16. 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

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

18. 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

19. 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

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 THRU 3-22

21. 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

22. C H E C K O N L E A R N I N G
What are the categories within the FY 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)

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

24. 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

25. 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

26. Terminal Learning Objective
A C T I O N
Classroom environment with access to:
- FM 1-0
- FY 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

27. 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