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Deputy Chief of Staff, Army G-1
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Plans and Resources Mission
    Mission > Policy and Procedure > ManPower and ForceManagment Career Program (CP26) > PAM XXI
     
   

Military Strength Analysis and Forecasting Division

  • Develop and produce the AAMMP (Active Army Military Manpower Program).
  • All-Army, All-Female, TTHS and Officer portions.
  • Develop/coordinate and benchmark manpower program changes and monthly updates.
  • Project losses, gains, TTHS, and operating strength by gender.
  • Develop accession, training, and retention targets.
  • Integrate strength levels, grade levels, and dollars.
  • Submit Audited strength reports.
  • Develop the Active Army Program Objective Forces (POF).
  • Produce an achievable POF by MOS/GRADE/YOS.
  • Develop five year promotion plans by identity (CO/WO/ENL).
  • Analyze force manpower strategies for CO/WO/ENL forces.
  • Add MOS/Grade detail to accession, training and retention targets.
  • Provide AC face data for DMRR.
  • Integrate MOSLS in POF Development.
  • Provide manpower recommendations to Army Leadership.
  • Provide personnel strength input for developing the Army Budget.
  • Track and forecast the TTHS account.
  • Report, forecast, and analyze.
  • Model and recommend policy changes.
  • Report on and analyze Manning-the-force issues.
  • Report TTHS and Operating Strength Deviation to ARSTAF and OSD.
  • Recommend changes to FSA (Force Structure Allowance).
  • Assemble, report, and query historical manpower data.
  • Provide wide array of reports (Face-Space, etc.).
  • Track Historical data.
  • Query on-line data.
  • Provide military strength statistics to ARSTAF.
  • Maintain Models:
    1. ELIM - Proponent/principal user.
    2. FELIM - Proponent/principal user.
    3. TTHS Forecasting System - Proponent/principal user.
    4. BARON and C-CATS - Proponent/principal user.
    5. MOSLS - Functional Proponent.
  • Conduct Strength Management System Redesign (SMSR) to create a comprehensive new officer/enlisted forecasting system: Active Army Strength Forecaster (A2SF).


Resources Division

Resource Development Branch

  • Resource Development Branch
  • Administer Manning PEG.
    1. Integrate all PPBES actions for ODCSPER programs.
    2. POM
    3. POM to BES
    4. Funding Letter Process (Family POC)
  • Integrate civilian program budget actions with ASA(M&RA;).
  • Coordinate Manpower Volume of the POM.
  • Validate Program Requirements - Non-Pay (10 MDEPs).
  • ODCSPER Engineer.

Program Analysis Branch

  • Validate program requirements.
  • Recommend program and resource alternatives to more efficiently achieve program objectives.
  • Evaluate the effectiveness and efficiency of programs in meeting their objectives.
  • Monitor execution of all component's manpower programs (M2PR).
  • Provide information and recommendations on all component's manpower programs to the Army's Senior Leadership.

Compensation and Entitlements Branch

  • Responsible for active, reserve, and retired military compensation.
  • Develop legislation and policy directives for all forms of pay and allowances.
  • Army Representative on Per Diem, Travel and Transportation Allowance Committee Military Advisory Panel.
  • Army Representative on numerous DoD working groups, i.e. BAS, BAH, Special and Incentive Pays, Travel Reengineering, Debt Avoidance.
  • Focal point for the 9th Quadrennial Review of Military Compensation.


Plans Division

Operations and Analysis Branch

  • Develop Personnel Management Authorization Document (PMAD) policy, coordinate the production schedules for PMAD policy and Updated Authorization Document.
  • Updated Authorization Document (UAD); coordinate reconciliation of force structure changes in a timely manner to provide the most accurate statement and projection of manpower authorization possible.
  • Develop policy for and produce ODCSPER Notional Force (NOF). Coordinate the NOF within ARSTAF to provide long range projection of personnel authorizations.
  • ODCSPER POC for Personnel Structure and composition System (PERSACS), the Army Authorization Document System (TAADS) Structure and Manpower Allocation System (SAMAS) and Position Edit File (POSEDIT) policy.
  • Personnel Decision Support System (PER DSS) Functional Proponent for Personnel Authorization Model (PAM).
  • Develop ODCSPER position for Total Army Analysis (TAA) and other force structure forums.
  • Integrate for ODCSPER the affordability and supportability associated with force structure changes.
  • Conduct force structure analyses and recommend force structure modification to enhance affordability and supportability.
  • Combat Support/Services Support Branch and Combat Arms Branch
  • Manage all manpower, personnel and training requirements associated with changing structure resulting from new systems development fielding of new organizations and downsizing; develop personnel support and transition plan for fore modernization of CA, CS, and CSS branches and all functional areas.
  • Develop DCSPER positions for army Systems Acquisitions Review Council/Defense Systems Acquisitions Review Council (ASARC/DSARC) actions, coordinate manpower and personnel integration (MANPRINT) actions for systems in concept design through production and existing system which are candidates for the Product Improvement Program.
  • Develop DCSPER position for Qualitative and Quantitative Personnel Information/Basis of issue Plans (QQPRI/BOIP). Review MOS structures and operating strengths to identify and correct grade and promotion potential infeasibility through implementation of Force Alignment Plans and Standards of grade revisions. Serve as coordinator for concept plans and DMO/TOE/MTOE/TDA document changes which affect standards of grade and BR/MOS structure.
  • Responsible for the conduct of all Personnel Functional Assessments (PFA), Functional Reviews (FR), and personnel portion of all Functional Area assessments (FAA).
  • Develop and sustain strategies for AC and RC structure for contingencies.
  • Integrate real world readiness with doctrinal enhancement by comparisons of Total Army inventories to structure and “Lessons Learned” in contingency missions.

Manpower Allocation Division

  • Manage the allocation of all civilian, joint, and defense military manpower.
  • Approval authority for SAMAS civilian manpower changes.
  • Ensures affordability of civilian manpower program
  • Coordinate all Army/Joint/Defense manpower requests (mil/civ)
  • Manage Directed Military Overstrength (DMO) Army positions outside DoD.
  • Manage the Army Management Headquarters account
  • Coordinate all civilian issues through the budget and POM process
  • Manage the Fair Inventory/Non-Core Competencies Database.

Manpower Policy, Plans, and Programs Division

  • Functional proponent for Army Manpower policies, programs, and activities.
  • Material weakness in manpower requirements determination.
  • Manpower and Force Management Career Program/Career Field functional proponent.
  • Manpower reports to Congress.
  • Manpower and Force Management Course content
  • AR 570-4, Manpower Management proponent.


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