1. Abbott & Costello Who's On First
Concrete Experience
Abbott & Costello Who's On First

2. Warrant Officer Advanced Course Manage Personnel Accountability
August 2018
Advanced Officer Training Division
Adjutant General School

3. Terminal Learning Objective
Action: Manage Personnel Accountability
Conditions: You are the HR Tech assigned to echelons above brigade. You have been directed to review subordinate unit Personnel Accounting capabilities, activities, and procedures which serve as the key factor for strength reporting. DTAS connectivity is available for all subordinate units in a deployed environment. You have access to FM 1-0 (Human Resources Support), AR (Personnel Accounting and Strength Report), ATP (G-1/AG and S-1 Operations) DTAS Users Manual, and HR enabling systems and awareness of Operational Environment (OE), variables and actors.
Standards: Manage Personnel Accountability reporting procedures to ensure subordinate units maintain 100% of all assigned and attached personnel including replacements, hospitalized patients, RTD Soldiers, leave and pass personnel, DOD Civilians, contractors and multi-national personnel.
Define Personnel Accountability
Understand Army G1/S1 & SRC 12 doctrinal HR responsibilities
Monitor HR Enabling Systems to obtain Personnel Accountability information
Direct and verify a Personnel Asset Inventory (PAI) for any subordinate unit as required.
SHOW SLIDE: TERMINAL LEARNING OBJECTIVE
Review TLO.
Remind students of Assessment Plan
Review ALA and GLO as annotated in the lesson plan

4. Human Resources Core Competencies
Man the Force
Chapter 3
Provide HR Services
Chapter 4
Coordinate Personnel Support
Chapter 5
HR Planning and Operations
Chapter 6
Personnel Readiness Management
Section I
Personnel Accountability
Section II
Strength Reporting
Section III
Retention Operations
Section IV
Essential Personnel Services
Postal Operations
Casualty Operations
MWR Operations
Command Interest Programs
Army Band Operations
Operate HR C2 Nodes
Personnel Information Management
Section V
Provide Human Resources Support
Chapter 7– Theater Opening/Redeployment Operations
Chapter 8 – Civilian Support K E Y F U N
CTI O S
SHOW SLIDE: HR CORE COMPETENCIES
HR units and staffs perform the core competencies and key functions at theater-level and below. It is important to note, not all HR key functions are executed at each level of command. For example, personnel accountability is conducted at the S-1 level and monitored at division and above levels. Commanders and HR leaders should use this Field Manual (FM) and the AUTL as a reference tool for developing general mission essential task lists, core capabilities mission essential tasks, operational orders, and SOPs.

5. What is Personnel Accountability?
Lesson Step Activity 1
What is Personnel Accountability?
Show Slide 5: personnel accountability
(FM 1-0; 3-45) Personnel Accountability (PA) is the by-name management of the location and duty status of every person assigned or attached to a unit. PA includes:
Soldier
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
Personnel accountability is one of the most important functions a battalion or brigade S-1 performs on a continuing basis regardless of location or environment. Data accuracy is critical to the personnel accountability process. Promptly entering personnel accountability changes allows HR leaders at all levels to have timely and accurate personnel accountability data and enables S-1s to balance MOSs within brigades, battalions, and companies. Personnel accountability is the key factor used for conducting strength reporting.
Effective Personnel Accountability depends on timely, accurate, and complete personnel data/information entered correctly and updated as promptly as possible.
NOTE: Ask the students how PASR can effect the commander’s decisions and the unit’s mission. Encourage students to share real-world experiences that will help clarify these definitions. Ensure students fully understand the mission.
Personnel Accountability is the key factor used for conducting Strength Reporting

6. Personnel Accountability Process
HRC
SIDPERS
eMILPO
SIDPERS
RLAS
DTAS
SIDPERS
The HRSC provides reports, data, and analysis as needed.
N I P R N E T
S I P R N E T
ASCC G-1/AG
Human Resources
Sustainment Center
Corps G-1/AG
Theater Gateway Personnel Accountability Team
Division G-1/AG
Show Slide 6: Personnel Accountability Process
Personnel accountability includes the by-name recording of specific data on arrivals and departures from units (e.g., unit of assignment, location), duty status changes or grade changes, Assignment Eligibility and Availability (AEA) codes, and MOS/specialty codes, etc. As mentioned earlier, Battalion and brigade S-1 Personnel Readiness sections are at the “tip of the spear” for Army-wide personnel accountability execution and require a team of HR professionals who are competent with automated HR systems and understand the personnel accountability process. S-1 section leaders need to ensure their Soldiers are trained to work in a deployed or austere environment. This slide depicts the personnel accountability process and the PA flow for data and individuals.
Note that at Division-level and above, HR Personnel Accountability shifts from “reporting” to “monitoring.” Additionally, the HRSC has the overall responsibility for DTAS management that we will be discussing later in greater detail.
HR Squads
(Personnel Accountability Team)
Brigade S-1
Battalion S-1
Reporting
View Only
FM 1-0, Figure 3-4

7. Lesson Step Activity 2
Understand Army G1/S1 & SRC 12 Doctrinal HR Responsibilities
BATTALION S-1 SECTION
BRIGADE
S-1/STB
CORPS AND DIVISION G-1/AG
ASCC G1/AG
HRSC
TG PAT
HR Company
HROB
The following slides will outline the personnel accountability/strength reporting responsibilities at the various echelons on command, including the SRC 12 supporting structure.

8. Doctrinal Responsibilities PA
ASCC G-1/AG
CORPS AND DIVISION G-1/AG
BRIGADE S-1/STB
BATTALION S-1 SECTION
HRSC
THEATER GATEWAY PERSONNEL ACCOUNTABILITY TEAM (TG PAT
HROB
HR COMPANY
Refer students to FM 1-0 Paragraph 3-53 through Discuss PA responsibilities of each echelon of command and have students share experiences

9. Division / Corps Area (OCONUS) Brigade / Maneuver Area
PA Flow to and through
Deployed Theater
(APOD/SPOD)
ASCC Area (OCONUS)
Division / Corps Area (OCONUS)
CONUS
X X X X X
DIVISION /
CORPS G-1
XXX
Brigade / Maneuver Area
X XX X
X X X
BDE S-1 X
AHRC
ASCC G-1
XXX
HRSC
PA Division
BN S-1 II
HROB
ESC
* Capable of servicing all services, DoD civilians, contractors and multi-national troops
*TG PAT Center (PPC)
INTER-THEATER
PAT CENTER
HR PLT
HR SQDs (PAT) (3)
HR CO
(PAT)
TG PAT
SHOW SLIDE 9: PA Flow in Deployed Theater (This is a Multi-click slide)
NOTE: Explain each flow as the slide depicts a new flow.
Two principal types of PAT Centers will be created to support the deployed AOR, and the larger sites of personnel flow. The TG PAT center will operate at the inter-theater APOD at the theater entry point, and smaller PAT centers will be established at intra-theater APODs where the average daily flow of personnel is greater than 600 Soldiers and reportable civilians. As the JOA matures, other theater entry points may be established which will require PAT support. The size of the PAT element allocated will be based on the projected flow of units and personnel transiting through the newly opened APOD. Inter- and intra-theater APODs have differing characteristics and generally process personnel at different densities.
(1) Click Mouse Inter-theater APODs normally receive civilian wide-body contracted aircraft and larger military strategic airlift with large concentrations of Soldiers arriving at the PAT center at the same time.
(2) Click Mouse Intra-theater APODs generally process Soldiers and reportable civilians who arrive via military tactical aircraft, with a smaller concentration of personnel to be processed at one time.
(3) Click Mouse The TG PAT Team with the supporting HR Company establishes the TG PAT Center at the most favorable location based on projected personnel flow rates in the area of the inter-theater APOD. Early entry of PAT elements is critical to establish accurate strength accounting at the beginning of the operation or deployment as the deployed personnel database is established. All Soldiers and reportable civilians must be entered in the DTAS database. The TG PAT center receives and processes all units (RSO&I) arriving to the AOR and coordinates the onward movement of units to staging areas with the SB SPO and MCT elements in the area of the APOD. Individual replacements flow in a similar manner from the TG PAT center to the BDE. The TG PAT Team and supporting HR Company coordinate all onward movement, logistical support and the tracking of both units and individual replacements. As the theater matures, other ports of entry may be established requiring HR Squads (PAT) at more than one location. The size of this PAT element will be based on the projected flow.
An PAT element must be incorporated as part of the ESC early entry element to allow for initial PAT operations in the theater. This initial element is determined by METT-TC analysis and projected flow rates initially, and may be an HR Company and HR Platoons. The TG PAT Team or a team from the PAT division of the HRSC, or a combination.
(4) Click Mouse The RSO Division of the HRSC provides technical guidance and theater policy information to the TG PAT and HR-PAT Companies on PAT matters in accordance with ASCC G1’s Policies, TTP, and guidance presented in OPORDs.
Click Mouse The SB HROB assists the forward PAT elements with coordinating logistical needs from assets within the SB as well as providing operational planning guidance from the SB.
(6) Click Mouse Individual replacements flow in a similar manner from the PAT Center to the Brigade S1 of the unit assigned.
(7) Click Mouse RTD Soldiers will return from theater-based hospitals or MTFs to the Theater PAT Center, Corps/Division intra-theater PAT center, or directly to the unit based on the location of the medical facility. The PAT element will coordinate with the CLT for movement back to the units through the Brigade S1.
NOTE: Emphasize to the students on the chart the difference between the Inter- and Intra-Theater PAT Centers for both RTD and R&R.
(8) Click Mouse During sustainment, the R&R program requires intense coordination to ensure proper accountability and movement control. Soldiers on R&R will move in coordination from the Brigade S1 to an PAT element at the Corps/Division intra-theater APOD/APOE. The size of the PAT element at that level will be based on daily personnel flow. The PAT will ensure accountability and necessary processing is done for follow-on travel to the PAT Center or to in-theater R&R programs. These intra-theater PAT Centers may or may not receive PAT support based on daily passenger flow. The rule of thumb to direct allocation of PAT structure is a daily flow greater than 600 passengers. This will direct two HR Sqds (PAT) and an HR Plt HQs. At the PAT center, Soldiers on R&R are briefed, processed, and manifested for R&R travel. Upon return from R&R, the PAT Center processes and tracks Soldiers back into the theater to the unit of assignment, either through intra-theater PAT centers or direct to S1s and G1s.
(9) Click Mouse The TG PAT Team receives and processes all units RSO&I arriving to the area of operations and coordinates onward movement of the units to their designated staging areas, which are controlled by CSSBs of the SB with a Theater Opening mission through coordination with the port MCT and the CSSB. The SB SPO HROB will also work the transportation coordination.
(10) Click Mouse Upon completion of a rotation or the end of theater operations, the TG PAT team will maintain accountability of individuals and units and are removed from the theater database. Coordination with other services and logistical elements remain the same as for incoming personnel.
HROB SB
HR CO
(PAT)
INTRA-THEATER
PAT CENTER
BN S-1 II
BDE S-1 X
ADAG
PAT
Redeployment Flow / Rest and Recuperation (if authorized)
RSOI Flow / Rest and Recuperation (if authorized)
Technical Guidance and Information Flow
SRC 12 (external HR support)
SRC 63 (sustainment units)

10. Electronic Military Personnel Office (eMILPO)
Lesson Step Activity 3
Monitor HR Enabling Systems to obtain Personnel Accountability Information
Electronic Military Personnel Office (eMILPO)
Regional Level Application Software (RLAS)
Standard Installation and Division Personnel Reporting system-ARNG (SIDPERS-ARNG)
Show Slide 10: Personnel Accountability HR Enabling Systems
The following are a few common HR Enabling Systems utilized on the battlefield.
NOTE: Explain to the students that this portion of the lesson will be a general overview of the systems that support PA and in subsequent lessons that will receive more in-depth, hands-on training on each of the enabling systems. An exhaustive list can be found in FM 1-0 paragraph thru 3-172
There are several HR enabling systems that assist Brigade S-1s in performing accurate and timely personnel accountability, if the systems are used properly. The critical enabling systems for personnel accountability include:
(1) Electronic Military Personnel Office (eMILPO)
SIDPERS (ARNG)
RLAS (AR)
Tactical Personnel System (TPS)
Deployed Theater Accountability Software (DTAS)
Deployed Theater Accountability System
(DTAS)
Tactical Personnel System (TPS)
FM 1-0, para 3-110, 3-117, 3-119, 3-130, & 3-135

11. Lesson Step Activity 4
Direct and verify a Personnel Asset Inventory (PAI) for any subordinate unit as Required
**Duty Status Changes that can not fit in the remarks are placed on a separate sheet of paper
Outgoing Commander
Incoming Commander

12. Personnel Asset Inventory (PAI) (1 of 2)
Objective of the PAI is to maintain timely, error-free Personnel Accountability and to involve commanders at all levels in the strength accounting and reporting process (para 5-2)
Actual PAI conducted at the lowest and most practical administrative level, consistent with the overall organization structure (normally UIC level) (para 5-7f)
Pre-PAI Actions include verifying the accuracy of all Soldiers on the eMILPO AAA-162 report and submitting database system updates as required
Commanders of widely dispersed units may delegate conducting the PAI to the senior Army person at the dispersed location (para 5-7g)
Show Slide: Personnel Asset Inventory (PAI) (2 of 3)
The PAI is a management control process used to assist commanders and unit S-1s correct problems with accountability or verify accuracy. The objective of the PAI is to maintain timely, error-free PA/SR, and give commanders at all levels an accurate account of the Soldiers in their unit. Accurate personnel strength data is required at all command levels to establish personnel policies and procedures; to manage the Army’s personnel distribution system; and to report accurate personnel strength data to HRC.
Command emphasis is critical to the success of a PAI. The actual PAI is conducted at the lowest and most practical administrative level, consistent with the overall organization structure. Normally, the PAI will be conducted and reports consolidated at the UIC level. Commanders of widely dispersed units (staff elements or headquarters above brigade, hospitals, split units, etc.) may delegate conducting the PAI to the senior Army person at the dispersed location.
NOTE: Inform students that AR , is dated 1 April 2015 and is now updated to capture new PA / SR systems and processes.
AR , Chapter 5

13. Personnel Asset Inventory (PAI) (2 of 2)
Unit Personnel Accountability Report (AAA-162) is the baseline document for conducting the PAI; supported by the Unit Commander’s Finance Report (UCFR) (para 5-7d)
Commanders will reconcile personnel data information on the AAA-162 with an actual physical muster formation of assigned and attached Soldiers (para 5-7d)
All Soldiers are accounted for to include absences such as (para 5-7m):
- Assigned-not-joined Hospitalization
- Leave/Pass Temporary Duty
- AWOL/Confined Sick in Quarters
- Essential Duties Missing
Each of these will have a document to account for that Soldiers whereabouts during the Muster Formation.
PAI must be conducted for:
Annual Army-wide PAI (100% accountability)
Change of Command
Loss of Commander
A Unit Move, Inactivation, or Redesignation
Command Directed 
Strength imbalance between eMILPO and TAPDB is 2 percent or more
Show Slide: Personnel Asset Inventory (PAI) (3 of 3)
NOTE: Discuss with students how a PAI is conducted.
The Unit Personnel Accountability Report (AAA-162) is the baseline document for conducting and reporting a PAI. Commanders will reconcile information on the AAA-162 with an actual physical muster formation of assigned and attached Soldiers. Commanders with units away from home station (i.e. Iraq, Afghanistan, JRTC) may exempt units from muster formations or they may authorize separate formations for unit elements (i.e. section, platoon). Units will use the Soldiers’ Common Access Cards (CAC) and other available documents to validate personnel data (i.e. Name, Rank, assign/attach status, current duty status, and non-availability reason and status). All assigned and attached Soldiers will be accounted for during the PAI to include absences such as the following:
(1) Failure to gain.
(2) Hospitalization.
(3) Leave.
(4) Temporary duty.
(5) AWOL.
(6) Confined.
(7) Pass, administrative absence, sick in quarters.
(8) Essential duties.
(9) Missing.
S-1s must ensure that PAIs are conducted:
(1) During the annual Army-wide PAI.
(2) Prior to all change of commands.
(3) Anytime there is a loss of a commander.
(4) 14 calendar days prior to a unit move, inactivation, discontinuance, or redesignation.
(5) Prior to deployment (Place of conduction depends on timeline).
(6) Prior to movement from the mobilization station.
(7) At the direction of the chain of command. If there is more than a two percent variance between Manual PASR reports and the HR database, commanders should require a PAI with a muster formation to correct the variation.
AR , Chapter 5

14. Check on Learning WHO WANTS TO BE THE SME! LETS PLAY:
Conduct Check on Learning
False (FM 1-0 paragraph 3-55)
True (FM 1-0 paragraph 3-55)
True (FM 1-0 paragraph 3-71)

15. 15
$1 Million 14
$500,000 13
$250,000 12
$125,000 11
$64,000 10
$32,000 9
$16,000 8
$8,000 7
$4,000 6
$2,000 5
$1,000 4
$500 3
$300 2
$200 1
$100

16. PAI’s are NOT done for: 15 $1 Million 14 $500,000 13 $250,000 12
$125,000 11
$64,000 10
$32,000 9
$16,000 8
$8,000 7
$4,000 6
$2,000 5
$1,000 4
$500 3
$300 2
$200
50:50 1
$100
A: Change of Command
B: Commander lost due to death
C: Change of Responsibility
D: Both A and C

17. 15
$1 Million 14
$500,000 13
$250,000 12
$125,000 11
$64,000 10
$32,000 9
$16,000 8
$8,000 7
$4,000 6
$2,000 5
$1,000 4
$500 3
$300 2
$200 1
$100

18. __________ is the baseline document for conducting the PAI15
$1 Million 14
$500,000 13
$250,000 12
$125,000
__________ is the baseline document for conducting the PAI 11
$64,000 10
$32,000 9
$16,000 8
$8,000 7
$4,000 6
$2,000 5
$1,000 4
$500 3
$300 2
$200
50:50 1
$100
A: Identification Card
B: Assumption of Command Orders
C: Identification Tag
D: AAA 162

19. Summary Personnel Accountability Principles
Personnel Accountability Doctrinal Responsibilities
Personnel Accountability HR Enabling Systems
Personnel Asset Inventory
Show Slide: SUMMARY
NOTE: Review key points and summarize lesson.
Personnel Accountability Defined
Doctrinal Responsibilities
HR Enabling Systems
Personnel Asset Inventory

20. Terminal Learning Objective
Action: Manage Personnel Accountability
Conditions: You are the HR Tech assigned to echelons above brigade. You have been directed to review subordinate unit Personnel Accounting capabilities, activities, and procedures which serve as the key factor for strength reporting. DTAS connectivity is available for all subordinate units in a deployed environment. You have access to FM 1-0 (Human Resources Support), AR (Personnel Accounting and Strength Report), ATP (G-1/AG and S-1 Operations) DTAS Users Manual, and HR enabling systems and awareness of Operational Environment (OE), variables and actors.
Standards: Manage Personnel Accountability reporting procedures to ensure subordinate units maintain 100% of all assigned and attached personnel including replacements, hospitalized patients, RTD Soldiers, leave and pass personnel, DOD Civilians, contractors and multi-national personnel.
Define Personnel Accountability
Understand Army G1/S1 & SRC 12 doctrinal HR responsibilities
Monitor HR Enabling Systems to obtain Personnel Accountability information
Direct and verify a Personnel Asset Inventory (PAI) for any subordinate unit as required.