1. Direct Deployed Personnel Accountability
HR Plans and Operations Course
SHOW SLIDE: DIRECT PERSONNEL ACCOUNTABILITY
SECTION I. ADMINISTRATIVE DATA
Academic Hours/Methods
1hrs/00 mins Large Group Instruction
1 hrs/00 mins Practical Exercise (Performance)
2 hrs/00 mins Total Hours
INTRODUCTION. Man the Force consists of all functions and tasks that affect the personnel aspects of building combat power of an organization. This includes Personnel Readiness Management (PRM), Personnel Accountability (PA), Strength Reporting (SR), Retention Operations, and Personnel Information Management (PIM). Although maintaining Personnel Accountability in a deployed environment has improved through the use of HR enabling systems (e.g., DTAS) and standardized procedures, many challenges remain.
MOTIVATOR. Personnel Accountability is the most critical HR function during theater opening operations. The most critical task within PA is established a deployed personnel database (DTAS) to capture accountability data on personnel entering theater. Once a theater is established, it is important that DTAS is maintained at all levels and personnel are accounted for on the battlefield. There are numerous responsibilities for all HR organizations to include the HRSC, TG PAT, and HROB in both a new and mature theater. It is critical that all HR professionals are competent with automated HR systems and understand the personnel accountability process. It is critical to the success of your unit on the battlefield for you to be able to maintain Personnel Accountability efficiently and effectively.
NOTE: Determine students experience and prior knowledge of PA. Almost all students who have ever been in a leadership position have accounted for their subordinates and reported the strength to higher, even if it was just in a first sergeant’s accountability formation. It is a fundamental Army task, but one that we seem to have a difficult time getting accurate. Facilitate student-centered discussion on PA challenges both in garrison and in-theater.
Direct Deployed Personnel Accountability
November 2012
Senior Leader Training Division
Adjutant General School
September 2010

2. Terminal Learning Objective
Action: Direct Deployed Personnel Accountability
Conditions: Given classroom instruction, access to Human Resources enabling systems, and FM 1-0, HR Support and awareness of Operational Environment (OE), variables and actors.
Standard: Score 70% or higher on the final exam that includes the following learning activities:
Define Personnel Accountability
2. Correlate Personnel Accountability doctrinal responsibilities at each echelon of command
Identify Theater Personnel Accountability HR Enabling Systems
Show Slide : Terminal Learning Objective
NOTE: Inform the students of the Terminal Learning Objective.
NOTE: Inform students of the TLO requirements.
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: You will be evaluated on the Man the Force final exam.
INSTRUCTIONAL LEAD-IN. Man the Force consists of all functions and tasks that affect the personnel aspects of building combat power of an organization. This includes Personnel Readiness Management (PRM), Personnel Accountability (PA), Strength Reporting (SR), Retention Operations, and Personnel Information Management (PIM). Although maintaining Personnel Accountability in a deployed environment has improved through the use of HR enabling systems (e.g., DTAS) and standardized procedures, many challenges remain.

3. Army Universal Task List (AUTL)
Provide Human Resources Support
Slide: Army Universal Task List (AUTL)
Personnel Accountability and Strength Reporting and the other three Man The Force Key Functions are aligned under Man the Force Core Competency in the Army Universal Task List (AUTL) (FM 7-15). The personnel accountability process is crucial to the Army's entire personnel information management system and impacts all HR core competencies.
NOTE: Facilitate a student centered discussion on how PA supports the HR key functions of Casualty and Postal operations.
Learning Step/Activity 1. Army Universal Task List
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 10 mins

4. SHOW SLIDE: HUMAN RESOURCES (HR) SUPPORT
HR units and staffs perform the core competencies and key functions at theater-level and below. Not all HR key functions are executed at each level of command. For example, personnel accountability is conducted at the S-1 level, however it is the responsibility of the HRSC to establish and maintain the key personnel accountability database in theater (DTAS).
Commanders and HR leaders should use FM 1-0 and the Army Universal Task List (AUTL) (FM 7-15) as a reference tool for developing general mission essential task lists, core capabilities mission essential tasks, operational orders, and SOPs.
Learning Step/Activity 2. Sustainment War-fighting Function.
Method of Instruction: Conference/Discussion
Instructor to Student Ratio: 1:16
Time of Instruction: 50 mins

5. Personnel Accountability
FM 1-0: Personnel Accountability is the by-name management of the location and duty status of every person assigned or attached to a unit.
Soldiers
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
Effective Personnel Accountability depends on timely, accurate, and complete personnel data/information entered correctly and updated as promptly as possible.
Show Slide: Personnel Accountability
Personnel Accountability is the by-name management of the location and duty status of every person assigned or attached to a unit. It includes tracking the movement of personnel as they arrive at, and depart from, a unit for duty. The Army's personnel accountability system is designed to account for:
Soldiers
Reportable Army civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, interagency, intergovernmental, and multinational personnel when directed
Personnel accountability is one of the most important functions all HR professionals perform 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. The HR organizations play a crucial role in personnel accountability while deployed as well. PAT Teams and the TG PAT assist in the PA mission tracking all personnel who enter and exit the APOD. The HRSC is responsible for establishing and maintaining DTAS as well as providing oversight to the JPERSTAT and the strength imbalance between the two systems.
NOTE: Facilitate a student centered discussion on how PA can effect the commander’s decisions and the unit’s mission. Encourage students to share real-world experiences that will help clarify these definitions.
Personnel Accountability is the key factor used for conducting Strength Reporting 5
FM 1-0, Chapter 3

6. Personnel Accountability
Process
HRC
The HRSC provides reports, data, and analysis as needed.
SIDPERS
eMILPO
SIDPERS
RLAS
DTAS
SIDPERS
N I P R N E T
S I P R N E T
Human Resources
Sustainment Center
ASCC G-1/AG
Corps G-1/AG
Theater Gateway Personnel Accountability Team
Division G-1/AG
Show Slide: 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.
Note that the HRSC has the overall responsibility for DTAS management that we will be discussing later in greater detail.
NOTE: Facilitate a student-centered discussion on the different PA roles and responsibilities SRC 12 organizations have in theater. Discuss what factors make PA challenging and identify any “best practices” students may have observed.
HR Squads
(Personnel Accountability Team)
Brigade S-1
Battalion S-1
Reporting
View Only
FM 1-0, Figure 3-4

7. ASCC G1/AG
Deploy with the early entry element to manage and monitor personnel accountability
Establish personnel reporting plans, policies, and timelines ICW the J-1 combatant command
Monitor DTAS and eMILPO/RLAS/ SIDPERS
Establish connectivity with HRC, RC Personnel Offices, RDs, appropriate Joint HQ/other agencies and CRC
Collect, reconcile, correlate, analyze, and present critical personnel accountability data to the ASCC commander
Establish and provide oversight for HR Squads (CLTs) at MTFs in the AO (executed by the COD of the HRSC)
Conduct reassignments to meet operational requirements
Direct a Personnel Asset Inventory (PAI) for subordinate units, as required
Show Slide: ASCC G1/AG (DOCTRINAL RESPONSIBILITIES)
Deploy individuals as part of the early entry element to manage and monitor personnel accountability as part of the early entry module.
Establish personnel reporting plans, policies, and timelines reflecting detailed reporting procedures and responsibilities (who reports to whom), in coordination with the J-1 combatant command.
Monitor DTAS and eMILPO/RLAS/SIDPERS to obtain personnel accountability information.
Establish connectivity with HRC, RC Personnel Offices, Rear Detachments (as required), appropriate Joint HQ/other Services/federal agencies, and CRC.
Collect, reconcile, correlate, analyze, and present critical personnel accountability information to the ASCC commander/personnel readiness managers.
Establish and provide oversight for HR Squads (CLTs) at MTFs in the AO (executed by the COD of the HRSC).
Conduct reassignments to meet operational requirements (coordinate with subordinate G-1/AG and S-1s and HRC).
Direct a Personnel Asset Inventory (PAI) for any subordinate unit when the unit’s strength imbalance between eMILPO/RLAS/SIDPERS and TAPDB is 2% or more or when DTAS and unit PERSTATs are out of balance IAW theater policy.
FM 1-0, para 3-51

8. Human Resources Sustainment Center (HRSC)
Establish the theater database
Execute theater PA operations ICW the ASCC G-1/AG
Establish and maintain the DTAS theater database
Ensure required data is entered into the database to generate the JPERSTAT
Operate the automated theater PA management system servers
Conduct data reconciliations and quality control
Inform the ASCC G-1/AG when a theater unit’s percent of strength imbalance between DTAS and the daily PERSTAT exceeds theater policy
Coordination with the Personnel Accountability Operations Division to ensure database mobile units are synchronized at the PPC for reception operations
Provide guidance and oversight for accountability cells at ports of embarkation and debarkation in JOA
Provide training and guidance to theater units
Show Slide: HRSC (DOCTRINAL RESPONSIBILITIES)
Deploy a personnel accountability team/section with the early entry module to establish the theater deployed personnel database prior to Soldiers’ arrival.
Execute theater personnel accountability operations IAW the ASCC G-1/AG policies, plans, timelines and other guidance.
Establish and maintain the DTAS theater database and ensure connectivity to the DTAS enterprise server.
Ensure required data is entered into the database to generate Joint Personnel Status (JPERSTAT) requirements.
Operate the automated theater personnel accountability management system servers.
Conduct data reconciliations and quality control checks (this is critical as personnel accountability information is the basis for strength reporting).
Inform the ASCC G-1/AG when a theater unit’s percent of strength imbalance between DTAS and the daily PERSTAT exceeds theater policy.
Ensure adequate resources and training is available for database.
Coordination with the Personnel Accountability Operations Division to ensure database mobile units are synchronized at the PPC for reception operations.
Provide guidance and oversight for accountability cells at APOE/APODs in JOA.
Coordinate with the appropriate HROB and S-1 to resolve any personnel accountability issues or problems.
Provide training and guidance to theater units.

9. Theater Gateway (TG) Personnel Accountability Team (PAT)
Establish initial theater Personnel Processing Center (PPC) during early entry operations
Input and account for all personnel by date as they enter into, transit, or depart the theater
Coordinate the execution of logistics support (billeting, transportation, etc.) of transiting personnel as necessary
Identify proposed theater locations for placement of other HR Squads (PATs) (ICW HRSC and the Sustainment Brigade (HROB))
Ensure HR Squads (PATs) have the necessary access to HR databases
Coordinate personnel accountability issues with the HRSC and supporting Sustainment Brigade HROB
Show Slide: THEATER GATEWAY (TG) PERSONNEL ACCOUNTABILIITY TEAM (pat) (DOCTRINAL RESPONSIBILITIES)
A TG PAT center is an existence based organization in the Sustainment Brigade. It may be employed in a Theater Opening mission to establish a JOA TG PAT Center
Provides specialized PA expertise and support to the theater by coordinating and providing PA operations and database inputs as Soldiers enter, transit, and depart the theater at the inter-theater APOD; and executes tasks supporting the PA task.
Operates as an element of the inter-theater APOD performing PA tasks and associated supporting tasks under the control of the sustainment organization responsible for the operation of the inter-theater APOD, normally a CSSB.
Deploys and establishes a theater-level TG PAT Center with augmentation of an HR Company at the primary inter-theater APOD.
Receives technical guidance from the supporting HROB and the HRSC Plans and Operations Division. The TG PAT requires a capability to communicate digitally through web and voice, both secure and non-secure, to PAT elements, G-1/AG sections, logistical support elements and other branches of Service.
Employed as an assigned or attached element of a Sustainment Brigade's STB. Operational guidance and directives are initiated by the TSC (HRSC) and should be issued in OPLAN or OPORD format.
To support unit S-1’s during RSO&I and redeployment operations, the TG PAT has the capability to perform limited EPS (i.e., ID documents, DD Form 93, Record of Emergency Data, and SGLI(SGLV-8286).
The TG PAT consists of a Headquarters and Operations section as depicted in this slide. The modular structure allows the commander to add the necessary level of seniority and experience appropriate for a high visibility theater-level mission.

10. Operations Branch (HROB)
Human Resources
Operations Branch (HROB)
Plan, coordinate, integrate, and synchronize PA within the Sustainment Brigade’s or ESC’s AO
Serve as integrator between the HRSC and assigned or attached HR organizations (HR Company, TG PAT) for execution of HR support
Serve as integrator between supported units (G-1/AG and S-1) and the sustainment organizations for the execution of external HR support
Ensure the emplacement and displacement of HR support organizations are in synchronization with the concept of support plan for PA, casualty, and postal operations
• Deploy as part of the Sustainment Brigade or ESC early entry element to assist in establishing initial theater PA operations
Provide technical guidance and resources to HR organizations (supporting units) ensuring they have the capability to provide the required PA directed in the HR concept of support
Track Key Performance Indicators (KPI) and is the Sustainment Brigade’s element responsible for ensuring HR operations are fully integrated into overall sustainment operations
Show Slide: HUMAN RESOURCES OPERATIONS BRANCH (HROB)
Plans, coordinates, integrates, and synchronizes PA within the Sustainment Brigade’s or ESC’s AO.
Serve as integrator between the HRSC and assigned or attached HR organizations (HR Company and TG PAT) for execution of HR support
Serve as integrator between supported units (G-1/AG and S-1) and the sustainment organizations for the execution of external HR support.
Ensure the emplacement and displacement of HR support organizations are in synchronization with the concept of support plan for PA, casualty, and postal operations
Deploy as part of the Sustainment Brigade or ESC early entry element to assist in establishing initial theater PA operations
Provide technical guidance and resources to HR organizations (supporting units) ensuring they have the capability to provide the required PA directed in the HR concept of support
Track Key Performance Indicators and is the Sustainment Brigade’s element responsible for ensuring HR operations are fully integrated into overall sustainment operations

11. HR Company
Provide supporting HR platoons and HR Squads (PATs) to support the TG PAT PA mission
Provide HR Squads (PATs) at locations designated by the HRSC, TG PAT, or HROB of the supporting Sustainment Brigade. Teams should be located at all FOBs that have a intra-theater transit population of 600 personnel per day
Coordinate the execution of logistics support (billeting, transportation, etc.) of transiting personnel as necessary
Coordinate personnel accountability issues with the HROB of the supporting Sustainment Brigade
Ensure all PATs have the necessary access to HR database systems
Show SlidE: hr company (DOCTRINAL RESPONSIBILITIES)
The HR Company has the following personnel accountability responsibilities:
Provide supporting HR platoons and HR Squads (PATs) to support the TG PAT PA mission.
Provide HR Squads (PATs) at locations designated by the HRSC, TG PAT, or HROB of the supporting Sustainment Brigade. Teams should be located at all FOBs that have a intra-theater transit population of 600 personnel per day.
Coordinate the execution of logistics support (billeting, transportation, etc.) of transiting personnel as necessary.
Coordinate personnel accountability issues with the HROB of the supporting Sustainment Brigade.
Ensure all PATs have the necessary access to HR database systems.

12. HR Platoon Provide HR Squads to fill PAT team requirements
Provides technical guidance, mission command, and logistical support to the HR squads
During RSO&I, responsible for providing PA
Show SlidE: HR Platoon
The HR Platoon is a multifunctional platoon with the capability to provide casualty and/or PA support to all individuals and units in an assigned AO or to serve as a supporting element of the TG PAT.
The platoon headquarters section provides technical guidance, leadership, logistical support and mission command for each squad. The platoon operates according to METT-TC. Further, the team tracks emergency leaves, inter-theater and intra-theater transfers as dictated by METT-TC.
The HR platoon requires the capability to communicate, secure and non-secure, to HR Squads (PATs and CLTs), HR Company headquarters and Plan and Operations section, HROB, TG PAT, supported G-1/AG and S-1, HRSC, and logistics support elements (e.g., Airfield Arrival or Departure Control Group or Movement Control Team).
RULES OF ALLOCATION
HR PLATOON
2 per TG PAT (1st 3,600 daily pax flow) (Existence)
1 per 1,800 daily pax flow (Workload
HR SQUAD (Personnel Accountability Team) (PAT)
1 per 600 personnel transiting through an intra-theater APOD (when daily numbers exceed 600 daily)

13. Personnel Accountability Teams (PAT)
HR Squads
Personnel Accountability Teams (PAT)
MISSION: Provide personnel accountability support to the theater
0/0/6 6
Rule of Allocation
One per 600 personnel transiting through an intra-theater APOD (when daily transit numbers exceed 600 daily)
HR SQUAD
(PAT)
SQD LDR E6 42A
HR SGT E5 42A
HR SPC E4 42A (2)
HR SPC E3 42A (2)
Used by the HR Platoon to support the Theater personnel accountability mission.
PATs provide personnel accountability at APOE/APOD, SPOD/SPOE, and FOBs where the daily transit numbers exceed 600.
Provide PA of personnel entering, transiting, or departing the specific theater location.
Show SlidE: Personnel accountability teams (PAT)
The HR platoon accomplishes the casualty and PA functional mission using its HR Squads (CLTs and PATs). This capability increases mission flexibility and its ability to support G-1/AG and S-1 sections by maintaining visibility and accountability of casualties and as personnel transit the theater.
The HR Squad is staffed with one Squad Leader (SSG/42A), one HR Sergeant (SGT/42A) and four Skill-Level One HR Specialists (42A).
To accomplish the PA function, the HR platoon uses HR Squads (PATs) to provide PA at APOE/APOD, SPOD/Sea Port of Embarkation (SPOE), and at FOBs where the daily transit numbers exceed 600 personnel per day. The HR Squads (PAT) provides PA of personnel entering, transiting, or departing the specific theater location. PATs rely on the supported organization for daily life support.
Each HQ Squad requires the capability to communicate digitally and via voice, secure and non-secure, to theater (HRSC COD), HR platoon headquarters, and G-1/AG and S-1 sections of supported units.
FM 1-0, para 2-98 13

14. Personnel Accountability HR Enabling Systems
Tactical Personnel System (TPS)
Deployed Theater Accountability Software (DTAS)
Electronic Military Personnel Office (eMILPO)
Show Slide: Personnel Accountability HR Enabling Systems
NOTE: Explain to the students that this portion of the lesson will be a quick overview of the systems that support PA in theater.
There are three key HR enabling systems that assist SRC 12 units and HR planner in monitoring theater PA .
Tactical Personnel System (TPS)
Deployed Theater Accountability Software (DTAS)
Electronic Military Personnel Office (eMILPO)

15. HR Squad enabling system
TPS
All components
TPS provides Soldier accountability, personnel/jump manifesting, and task force and crew building
Provides the field with an application that can serve as a deployment-manifesting platform for all military personnel, civilians (DoD Federal, non-DoD Federal, Contractors), and Foreign Nationals.
TPS has the ability to export a Soldier manifest file as input to the DTAS allowing mass Soldier import at arrival in theater at a port of debarkation.
SHOW SLIDE: Tactical Personnel System (TPS)
FM 1-0, para TPS is software that supports real-world rapid deployment accountability. It utilizes barcode scanner functionality for deployment manifesting and for jump manifests. It serves primarily to create deployment and redeployment manifests for all military personnel (to include: Army AC/USAR/ARNG and joint personnel), for DofD/DA civilians, for contractors, and for foreign nationals. TPS can construct a limited task force organization database, and provides the capability to query and view/print reports, such as the personnel summary and crew status. TPS is highly mobile and can maximize personnel accountability for the tactical commander during "split-base" or other operations and can be used as a hasty field reporting system. Some of the systems that TPS interface with include:
(1) Real-Time Automated Personnel Identification System (RAPIDS) is the current DOD identification system. TPS interfaces with RAPIDS by reading a Soldier’s SSN from a barcode. TPS takes the SSN into the Windows buffer and pulls the Soldier’s record from a resident database (CD-ROM or hard drive) that is downloaded from SRDC.
(2) DOD Smart Card/Common Access Card (CAC); TPS reads the barcode located on the back of the CAC. DOD is looking at the possibility of accessing the Integrated Circuit Chip via an Integrated Circuit Chip Reader (ICCR).
(3) Deployed Theater Accountability Software (DTAS); TPS can create a personnel roster or manifest (TRN file) that is uploaded into DTAS. TPS helps establishes the deployed personnel database for Army, Joint, and Coalition operations which enhances the Army’s ability to account for personnel in a theater of operations.
HR Squad enabling system 15

16. DTAS All components Army standard for deployed accountability
Builds the deployed theater database
Near real-time visibility at all echelons for military and civilian personnel by name, unit, location, duty status, and time
Extracts data from eMILPO and Theater Medical Data Store
SHOW SLIDE: Deployed Theater Accountability Software (DTAS)
FM 1-0, para DTAS is software developed to provide near real-time visibility and accountability for military and civilian personnel in a deployed theater of operations.
DTAS provides HR professionals and commanders with a tool and database to accurately account for and report military and civilian personnel by tracking the duty status of all deployed personnel by Name, SSN, Unit Location, and Duty Status. DTAS will collect, store, pass, process, and report personnel accounting data for active duty personnel (including mobilized), joint service members, DOD/DA civilians, and contractors.
It is web enabled and accessible worldwide via physical connection to the SIPRNET or by mobile computers. DTAS provides visibility for the entire theater of operations. This visibility is vital in determining the war fighting capability for all ground forces within a specific theater.
DTAS extracts basic Soldier data from eMILPO and is the standard Army system for deployed personnel accountability.
An important feature of DTAS is that it will not double count personnel.
SIPRNET web enabled 16

17. eMILPO
Real-time Soldier personnel data, strength, duty status, and medical readiness information
Reports include Human Resource Authorization Report (HRAR), AAA-162, Personnel Asset Visibility Report (PAVR), and nonavailable deployment tracking
Units Arrive, Depart, slot, and track duty status for Soldiers within the unit
SHOW SLIDE: Electronic Military Personnel Office (eMILPO)
eMILPO is an AHRS web-based program that is used to maintain Officer and Enlisted personnel data and properly account for Soldiers within a unit.
Personnel Accounting eMILPO transactions include: Arrival, Attachment, Slotting, Duty Status Updates, and Patient Tracking.
Additionally, eMILPO allows the user to pull strength reports such as the AAA- 162 and HRAR (formally Unit Manning Roster). These are source documents when building the Unit Status Report.
AHRS datastore is a program that allows an S1 to pull reportable information about a unit such as how many Soldiers in a unit speak a language.
Access to eMILPO is given through the servicing Brigade or Battalion Administrator.

18. Check on Learning
Who is the Army’s personnel accountability system designed to account for?
Soldiers
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
SHOW SLIDE: CHECK ON LEARNING
Who is the Army’s personnel accountability system designed to account for?
Soldiers
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
Explain the role of SRC 12 organizations in monitoring and maintaining theater personnel accountability.
NOTE: Facilitate a student centered discussion on the role of the ASCC G-1/AG, HRSC, TG PAT, HROB, and HR Company in theater personnel accountability to include theater HR enabling systems.
Explain the role of SRC 12 organizations in monitoring and maintaining theater personnel accountability.

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

20. Terminal Learning Objective
Action: Direct Deployed Personnel Accountability
Conditions: Given classroom instruction, access to Human Resources enabling systems, and FM 1-0, HR Support and awareness of Operational Environment (OE), variables and actors.
Standard: Score 70% or higher on the final exam that includes the following learning activities:
Define Personnel Accountability
2. Correlate Personnel Accountability doctrinal responsibilities at each echelon of command
Identify Theater Personnel Accountability HR Enabling Systems
Show Slide : Terminal Learning Objective
NOTE: Review Terminal Learning Objective.