1. Warrant Officer Advance Prepare Personnel Readiness Metrics Reports
Course
SHOW SLIDE: Review HR WebMetrics Data
SECTION I. ADMINISTRATIVE DATA
Academic Hours/Methods
1hrs/00 mins Large Group Instruction
0 hrs/00 mins Practical Exercise (Performance)
1 hrs/00 mins Total Hours
SECTION II. INTRODUCTION: During this lesson we are going to discuss Preparing HR WebMetrics Data
Method of Instruction. Conference/discussion
Instructor to Student Ration: 1:16
Time of Instruction: 5 mins
Media: Small Group Instruction
INSTRUCTIONAL GUIDANCE: Before presenting this lesson, instructors must thoroughly prepare by studying this lesson and identified reference material. Throughout this lesson, solicit from students the challenges they experienced in the current operational environment (OE) and what they did to resolve them. Encourage students to apply at least 1 of the 8 critical variables: political, military, economic, social, information, infrastructure, physical environment and time.
Prepare Personnel Readiness Metrics Reports

2. CRITICAL THINKING UNCLASSIFIED
2:10 video on critical thinking. Gets the Students in the mind set of researching and compiling data to prepare a HR Metrics Report
UNCLASSIFIED

3. TERMINAL LEARNING OBJECTIVE
ACTION: Prepare a Personnel Readiness WebMetrics Reports CONDITIONS: Given classroom instruction and access to AKO and awareness of Operational environment (OE), variables, and actors STANDARD: Demonstrate knowledge and understanding of the Personnel Readiness Reports and how to access the information via AKO.
NOTE: Review TLO with students
SAFETY REQUIREMENTS. In a training environment, leaders must perform a risk assessment in accordance with FM 5-19, Composite Risk Management. Leaders will complete a DA Form 7566 COMPOSITE RISK MANAGEMENT WORKSHEET during the planning and completion of each task and sub-task by assessing mission, enemy, terrain and weather, troops and support available-time available and civil considerations, (METT-TC). Note: During MOPP training, leaders must ensure personnel are monitored for potential heat injury. Local policies and procedures must be followed during times of increased heat category in order to avoid heat related injury. Consider the MOPP work/rest cycles and water replacement guidelines IAW FM , NBC Protection, FM , CBRN Decontamination. No food or drink is allowed near or around electrical equipment (CPU, file servers, printers, projectors, etc.) due to possible electrical shock or damage to equipment.  Exercise care in personal movement in and through such areas.  Avoid all electrical cords and associated wiring.  In event of electrical storm, you will be instructed to power down equipment. Everyone is responsible for safety.
RISK ASSESSMENT LEVEL. Low.
ENVIRONMENTAL STATEMENT. Environmental protection is not just the law but the right thing to do. It is a continual process and starts with deliberate planning. Always be alert to ways to protect our environment during training and missions. In doing so, you will contribute to the sustainment of our training resources while protecting people and the environment from harmful effects. Refer to FM Environmental Considerations and GTA ENVIRONMENTAL-RELATED RISK ASSESSMENT.
EVALUATION: None

4. Personnel Readiness Metrics Intent
Provide Commanders and S1s with tools to measure the effectiveness and efficiency of Brigade/Battalion* HR Operations in the HR Core Competencies (Man the Force, Provide HR Services, Coordinate Personnel Support and Conduct HR Planning and Operations)
Allows HRC to determine the efficiency and effectiveness of Army HR Policies, Procedures and Systems (TAG-D and HRC Metrics)
Assist in early detection of HR issues/deficiencies at Battalion and Brigade level
Serve a tool to identify training requirements and additional resources at Brigade level and higher
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5. HR GUIDE FOR COMMANDERS
The HR Metrics Guide for Commanders has two basic purposes: To serve as a quick reference for commanders to measure and assess the levels of HR support and readiness at both the unit and the installation levels; and to provide a common understanding of the HR standards of performance.  
The proponent agency for this guide is the HR Metrics Team, Field Services Division, The Adjutant General Directorate, U.S. Army Human Resources Command, Fort Knox, KY 40122

6. RESPONSIBILITIES/ROLES PR METRICS PROGRAM
Soldiers
Review records annually and keep information current in their official personnel record.
Leaders
Ensure compliance by Soldiers within the unit; validate Soldier qualifications and training; and safeguard Personally Identifiable Information (PII).
S-1s/HR Professionals
Provide timely HR support and customer service; update AHRS; safeguard PII; provide commanders timely and accurate information; compile measurements and metrics and provide analyses.
Commanders
Assess and validate the unit’s personnel readiness with HR metrics and report unit readiness; direct actions for improvements.
HR Metrics References
AR Army Inspection Program
FM HR Support
ATTP S-1 Operations
This slide shows all the roles and responsibilities for the HR Metrics Program and gives you the procedures to access HRC step by step instructions for Army HR Metrics.
PROCEDURES TO ACCESS HRC STEP-BY-STEP INSTRUCTIONS FOR ARMY HR METRICS – Detailed instructions for pulling data for the various HR metrics are provided by HRC on Army Knowledge Online (AKO) by entering the following link in your web browser:

7. THE CORE COMPETENCIES Man The Force Provide HR Services
Coordinate Personnel Support
Conduct HR Planning and Operations
SHOW SLIDE: HR METRICS
Out of the four core competencies Man the Force and Provide HR Services are impacted by the HR metrics reports
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8. PR METRICS BASELINE MAN THE FORCE
HRC developed the following 18 baseline HR Metrics (Active Component) and the initial goal or standard for success
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9. PR METRICS BASELINE MAN THE FORCE
HR Metrics Guide for Commanders Table 2-2 Baseline Army Human Resources Metrics page 8
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10. PR METRICS BASELINE MAN THE FORCE
HR Metrics Guide for Commanders Table 2-2 Baseline Army Human Resources Metrics page 9
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11. HR METRICS BASELINE PROVIDE HR SERVICES
HR Metrics Baseline for Provide HR Services
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12. MRC 3A / 3B MRC 4 CMA/CCA/ HOSPITAL PRIMARY PR METRICS
Soldiers with MRC 3A/3B process medical issues which are neither temporary or permanent in nature.
Source: Datastore
Report: MEDPROS
MRC 4
Soldiers with MRC 4 who are overdue annual dental exam or physical health assessment.
CMA/CCA/ HOSPITAL
Authority (CMA), Confined Civilian Authority (CCA) or in Hospital (HOS) duty status for longer than 90 days
Report: eMILPO
AAA 1-62
These are the Primary HR Metrics. The Primary HR Metrics is what track, reported and publish on a monthly basis by HRC. The Primary HR Metrics is what is considered the most important to the Army.
<10%
10.1%-20%
20.1%-30%
>30.1%
<5%
5.1%-10%
10.1%-15%
>15.1% 1 2 3+

13. EFMP Expired > 3 years 9992 > 7 days 999X > 30 days
PRIMARY PR METRICS
EFMP Expired > 3 years
Soldiers enrolled in EFMP who have not validated EFMP within the last 3 years
Source: Datastore
Report: MEDPROS
9992 > 7 days
Soldiers slotted as incomming personnel for longer than 7 days
Report: eMILPO HRAR
999X > 30 days
Soldiers slotted in 999 duty position (other than 9992) for longer than 30 days
Report: eMILPO
HRAR
Continuation of Primary HR Metrics 1 2 3+
<2%
2.1%-4%
4.1%-6%
>6.1%
<2%
2.1%-4%
4.1%-6%
>6.1%

14. In Transit AWOL > 30 Days Flags > 6 months PRIMARY PR METRICS
Soldiers in an in-transit duty status
Source: Datastore
Report: eMILPO
AAA-162
AWOL > 30 Days
Soldiers in an Absent Without Leave (AWOL) duty status for longer than 30 days
AAA-160
Flags > 6 months
Soldiers with active Flags that are older than 6 months
AAA-095
Continuation of Primary HR Metrics 1 2 3+ 1 2 3+
<2%
2.1%-4%
4.1%-6%
>6.1%

15. SGLV not Validated (>365)
PRIMARY PR METRICS
Blank/Exp GCMDL
Soldiers with a blank or expired Army Good Conduct Medal Eligibility Date
Source: Datastore
Report: eMILPO
AAA-199
SGLV in IPERMS
Soldiers who have a SGLV 8285 and/or SGLV 8286 in IPERMS
Source: IPERMS
Report: IPERMS
SGLV not Validated (>365)
Soldiers whose SGLV Election Date in eMILPO is older than 365 days
AAA-167
Continuation of Primary HR Metrics
<2%
2.1%-4%
4.1%-6%
>6.1%
>98%
96%-97.99%
94%-95.99%
<94%
<2%
2.1%-4%
4.1%-6%
>6.1%

16. DD93 in IPERMS DD93 not Validated OERs Late PRIMARY PR METRICS
Soldiers who have a DD93 in IPERMS
Source: IPERMS
Report: IPERMS
DD93 not Validated
Soldiers whose DD93 Election Date in eMILPO is older than 365 days
Source: Datastore
Report: eMILPO
AAA-167
OERs Late
OERs submitted late (>90 days from the thru date) during the time period determined by the command
Source:IWRS
Report: IWRS
>98%
96%-97.99%
94%-95.99%
<94%
<2%
2.1%-4%
4.1%-6%
>6.1%
<5%
5.1%-10%
10.1%-15%
>15.1%

17. My Board File Validated
PRIMARY HR METRICS
NCOERs Late
NCOERs submitted late (>90 days from the thru date) during the time period determined by the command
Source: IWRS
Report: IWRS
My Board File Viewed
Soldiers who have viewed their board file
Source: IWS
Report: IWS
My Board File Validated
Soldiers who have verified their board file
<5%
5.1%-10%
10.1%-15%
>15.1%
>98%
96%-97.99%
94%-95.99%
<94%
>98%
96%-97.99%
94%-95.99%
<94%

18. EXAMPLE PR METRICS SCORECARD
SHOW SLIDE: HR METRICS
This is what the HR Metrics Scorecard looks like with the Primary HR Metrics. Scorecards enable commanders to compare the performance of multiple units at the same time. They immediately quantify subordinate unit efforts in designated areas of HR support and personnel readiness. Each commander will determine their own preference of formatting. A successful scorecard will enable a commander to see a large amount of information in an abbreviated space and will at the very least highlight major problem areas.
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19. EXAMPLE HR METRIC REPORT
This is an example template for use in briefing a senior leader on the status of identified HR metrics within their organization. The format is irrelevant. Important takeaways include the green/amber/red status and designated thresholds. The section designated for comments is also important and may be used to communicate challenges and recommended solutions.

20. DETAILED MULTIPLE UNITS PR METRIC REPORT
Detailed HR Metric Reports may be formatted to compare the performance of multiple units at the same time. They immediately quantify subordinate unit efforts in designated areas of HR support and personnel readiness. Each commander will determine they own preference of formatting. An effective HR Metric Report enables the commander to see a large amount of information in an abbreviated space and at the very least highlight major problem areas.

21. HR ENABLING SYSTEMS USED TO COMPILE HR METRIC
1. eMILPO - Army’s primary mechanism for updating Soldier data at the unit-level and performing strength accountability. It enables visibility of Soldier location, status, and skill from the top-of-the-system to the unit-level. Accuracy is paramount to ensuring leaders correctly account for Soldiers. As the primary mechanism for Soldier data input, eMILPO can also produce a variety of reports from which to draw support measurements.
2. AHRS Datastore - Query tool from which authorized users can pull a variety of information in just about any preferred format. It also allows users to export data for external use. Any measurement which is captured in eMILPO can be retrieved through the Datastore.
3. Common Operating Picture Synchronizer (COPS) - is a dashboard report tool designed to give personnel strength managers the capability to view Officer and Enlisted personnel strength and authorization information. Some common metrics retrieve include assigned percentage, nonavailable percentage, or projected strength percentage.
4. Enlisted Distribution and Assignment System (EDAS) / webEDAS - enables the Army to effectively manage enlisted Soldier assignments. Some common metrics retrieved includes enlisted strength and projected strength. WebEDAS is a dashboard variation of EDAS and is accessed through the internet. WebEDAS offers greater flexibility in creating user-defined enlisted strength reports.
5. Total Officer Personnel Management Information System (TOPMIS) - enables the Army to effectively manage officer assignments and also includes a query tool for retrieving user-defined data. Common metrics retrieved includes assigned or projected strength.
6. Interactive Web Response System (IWRS) - a performance evaluation report tool. When evaluations are submitted to HRC, they are recorded in a database and IWRS provides the capability to view some results. Common measurements retrieved from IWRS include a designated organization’s evaluation timeliness or rating. Units can also identify accuracy ratings by comparing the number of submitted reports to the number of reports listed with errors.
7. Medical Protection System (MEDPROS) - was developed by the AMEDD to track all immunization, medical readiness, and deploy ability data for all Active and Reserve Components, DA Civilians, contractors and others. It allows the Chain of Command to determine the medical and dental readiness of individuals, units, and task forces. Common measurements retrieved include Soldiers who fall into (overdue dental; overdue immunizations; fully medically ready; MRC 1/2/3A/3B/4, etc.).
8. Interactive Personnel Electronic Records Management System (iPERMS) - is a repository for personnel records. Documents are uploaded using the internet and are available for review by authorized users. Common measurements retrieved include numbers and percentages of assigned personnel with casualty documents (DD93/SGLV) on file.
9. Defense Joint Military Pay System (DJMS) - is a system which enables the Army (and Air Force and Navy) to process pay-related management functions. Local finance offices can query DJMS for some timeliness data on pay-related transactions.
Compiling data for HR metrics requires access to multiple HR enabling systems. Coordinate with your HR Technician/420A to ensure you have proper access to systems you will need. Some of the primary systems and enabling tools used by S-1s/HR professionals are listed below.
UNCLASSIFIED

22. EXAMPLE REQUEST FOR DQRY/EQ1-Table
In order to pull certain data for HR metrics, access to DQRY (via PERnet) and the EQ1-T table is required. Coordinate with your HR Tech/420A to request access from HRC. An example memorandum is provided below.

23. Procedures to Access the Step-by-Step Instructions for Army PR Metrics

24. Sign into AKO; click on “Files”

25. Type in “Army PR Metrics” and then click “Search”

26. Click “Army PR Metrics”

27. Click “Instructions for pulling PR Metrics”

28. Note: Step-by-step instructions to pull data from each system is available in this folder.

29. TERMINAL LEARNING OBJECTIVE
ACTION: Prepare a Personnel Readiness WebMetrics Reports CONDITIONS: Given classroom instruction and access to AKO and awareness of Operational environment (OE), variables, and actors STANDARD: Demonstrate knowledge and understanding of the Personnel Readiness Reports and how to access the information via AKO.
NOTE: Review TLO with students
SAFETY REQUIREMENTS. In a training environment, leaders must perform a risk assessment in accordance with FM 5-19, Composite Risk Management. Leaders will complete a DA Form 7566 COMPOSITE RISK MANAGEMENT WORKSHEET during the planning and completion of each task and sub-task by assessing mission, enemy, terrain and weather, troops and support available-time available and civil considerations, (METT-TC). Note: During MOPP training, leaders must ensure personnel are monitored for potential heat injury. Local policies and procedures must be followed during times of increased heat category in order to avoid heat related injury. Consider the MOPP work/rest cycles and water replacement guidelines IAW FM , NBC Protection, FM , CBRN Decontamination. No food or drink is allowed near or around electrical equipment (CPU, file servers, printers, projectors, etc.) due to possible electrical shock or damage to equipment.  Exercise care in personal movement in and through such areas.  Avoid all electrical cords and associated wiring.  In event of electrical storm, you will be instructed to power down equipment. Everyone is responsible for safety.
RISK ASSESSMENT LEVEL. Low.
ENVIRONMENTAL STATEMENT. Environmental protection is not just the law but the right thing to do. It is a continual process and starts with deliberate planning. Always be alert to ways to protect our environment during training and missions. In doing so, you will contribute to the sustainment of our training resources while protecting people and the environment from harmful effects. Refer to FM Environmental Considerations and GTA ENVIRONMENTAL-RELATED RISK ASSESSMENT.
EVALUATION: None