1. Manage Enlisted Distribution and Assignments
Adjutant General School
Captain Career Course
Manage Enlisted Distribution and Assignments
SHOW SLIDE: MANAGE ENLISTED DISTRIBUTION AND ASSIGNMENTS
INTRODUCTION. During this lesson we will discuss the reporting, selection, assignment, and utilization of enlisted Soldiers. We will review general assignment policies and responsibilities for managing the enlisted force.
MOTIVATOR: The primary goal of the enlisted personnel assignment system is to satisfy the personnel requirements of the Army and the USAR. Secondary goals are to 1) Professionally develop Soldiers; 2) Maximize dwell time; 3) Meet Soldiers’ personal desires. Although management of the enlisted force within battalions and brigades is normally handled by the HR NCOIC working with the unit CSM, as the S-1 you are ultimately responsible for all actions involving enlisted distribution and assignments.
January 2018 1

2. “Branch Managers”
What considerations are given when reassigning enlisted Soldiers?
What are some unique terms or acronyms used when managing enlisted Soldiers?
SHOW SLIDE: “BRANCH MANAGERS” (Concrete Experience Option 1)
Allow students to read the slide. Break the team into two groups; one for each question. Each group will have 10 minutes to brainstorm their responses (take a moment to review the basic rules of brainstorming with students). Responses should be recorded on a white board, butcher block paper, or other means that make each group’s generated responses easy to view by all. Have each group write their question at the top of the response list (this will make it easier when the results are revisited at the end of the lesson).

3. Game - Enlisted Distribution Terms
RULES: Divide the class into two teams and select a team captain for each team The team captains will serve as the clue giver for their team and scorekeeper for the opposite team. Each team will have two minutes each to correctly answer the correct enlisted distribution terms.
SHOW SLIDE: GAME - ENLISTED DISTRIBUTION TERMS (Concrete Experience Option 2)
Allow students to read the slide. Break the team into two groups; appoint one captain per team to serve as clue giver for their team and scorekeeper for the other team. Each group will have two minutes to answer as many enlisted distribution terms with clues given by their team captain (The enlisted terms will be provided by the instructor on 3x5 index cards). The instructor should prepare at least twenty-two (22) terms (Ten terms per team plus two tie breaker terms). Correct responses should be recorded by the opposing team’s captain on a white board, butcher block paper, or other means that make each group’s generated responses or scores easy to view by all. The purpose of this concrete experience is to help students familiarize themselves with enlisted distribution terms before receiving their facilitated block of instruction.
***Tie breaker procedures*** If both teams have the same number of correct answers at the end of the game, the first team to answer one more additional enlisted distribution term wins. The instructor will determine which team goes first by draw or coin toss.

4. Terminal Learning Objective
ACTION: Manage Enlisted Distribution and Assignments
CONDITION: Given small group classroom instruction, access to AR , AR 611-1, AR , DA PAM , and an awareness of the Operational Environment (OE) variables and actors.
STANDARD:
Identify components of the enlisted classification system.
Communicate enlisted personnel utilization policies.
Define the principles of enlisted personnel distribution.
Apply enlisted personnel assignment/reassignment policies.
Complete EDAS Simulator practical exercise.
SHOW SLIDE: TERMINAL LEARNING OBJECTIVE
NOTE: Review TLO.

5. Enlisted Classification System
Career Management Field (CMF) (para 6-3)
Military Occupational Specialty (MOS) (para 6-4)
MOS Code (MOSC) (para 6-6)
Special Qualification Identifier (SQI) (para 6-7)
Additional Skill Identifier (ASI) (para 6-8 & 6-9)
Language Identifier Code (LIC) (para 6-6)
SHOW SLIDE: ENLISTED CLASSIFICATION SYSTEM
NOTE: Refer students to Chapter 6 of AR for definitions of the following key terms. Call on students to read the definitions of each term. Encourage students to share real-world experiences that illustrate the terms. Also, refer students to the student handout for an enlisted MOS structure example.
The following are some key terms and related definitions that are important in the enlisted strength management process:
(1) Career Management Field (CMF) (paragraph 6-3). The CMF is a grouping of related MOSs that is managed in terms of both manpower and personnel considerations. Characteristics of a CMF are:
(a) Provides a visible and logical progression from entry into the training base to retirement in grade of sergeant major.
(b) The MOSs are so related that Soldiers serving in one specialty potentially have the abilities and aptitudes for training and assignment in most or all of the other specialties in that field.
(2) Military Occupational Specialty (MOS) (paragraph 6-4). The MOS identifies a group of duty positions that requires closely related skills. It indicates a broad occupational identification skill type without regard to skill level. The structure of the MOS is an integral part of the enlisted strength management system, which affects accession, training, classification, evaluation, distribution, deployment, sustainment, and professional development.
(3) MOS Code (MOSC) (paragraph 6-6). The MOSC provides a more specific occupational identity than the MOS. It is used in the following ways:
(a) To classify enlisted Soldiers.
(b) To classify enlisted positions in authorization documents.
(c) To provide detailed occupational identity in records, orders, reports, management systems, and databases.
(d) As a basis for training, evaluation, promotion, and other related personnel management areas.
(4) Special Qualification Identifier (SQI) - Authorized with any MOS
(5) Additional Skill Identifier (ASI)
- ASIs normally identify specialized skills, qualifications, and requirements that are closely related to and are in addition to those inherent to the MOS.
- ASIs are primarily used to identify skills requiring formal school training or civilian certification.
- ASIs may be used to identify specialized qualification and requirements that do not follow the MOS management system.
(6) Language Identifier Code (LIC)
- Authorized with any MOS
- Identifies Soldier’s foreign language qualifications
AR 611-1, Chapter 6 5

6. Enlisted MOS StructureSL
SQI
ASI
LIC
42A 3 O F5 YY
MOS
- Specifications found in DA PAM (SMARTBOOK)
SKILL LEVEL (SL)
- Match the rank of the Soldier
SQI
- Precedence listed in AR
- Specifications found in Table 12-1, DA PAM
ASI
- Table 12-2, DA PAM lists restrictions
LIC
- Awarded after demonstrated proficiency through testing
SHOW SLIDE: ENLISTED MOS STRUCTURE
NOTE: Refer students to the AR , DA PAM (SMARTBOOK), and the student handout to review all nine characters of an enlisted MOS.
The MOSC consists of nine characters divided into five parts. These parts are as follows:
(1) The first part of the MOSC consists of the first three characters (two numbers and one letter) that designate the MOS portion of the MOSC. The MOS specifications are in DA PAM (
(2) The second part of the MOSC is the fourth character that designates the skill level. The skill level matches the rank of the Soldier as shown in the DA PAM occupational career progression charts and the student handout (e.g., 1=PVT-SPC/CPL, 2=SGT, 3=SSG, 4=SFC, 5=MSG/1SG/SGM/CSM).
(3) The third part of the MOSC is the fifth character that designates the SQI. Listed below is some additional information that governs SQI:
As shown in AR , there is an order of precedence for SQI when a Soldier possesses more than one. The SQI with a higher precedence is attached to the MOSC. Some SQI, such as "X", "Q", "H", and "B" take precedence only when the Soldier is assigned to a position authorized that SQI. The SQI "L" is the lowest priority.
Descriptions, qualifications, and restrictions for SQI are in Table 12-1, DA PAM This table must be reviewed when determining if a Soldier is authorized an SQI.
(4) The fourth part of the MOSC is the sixth and seventh characters that designate ASI. Descriptions, qualifications, and restrictions for ASI are in Table 12-2 of DA PAM The restrictions portion shows which MOS each ASI can be associated with. If the MOS is not listed, then that ASI cannot become a part of the Soldier's MOSC.
(5) The fifth part of the MOSC is the eighth and ninth characters that designate the LIC. A Soldier is awarded a language identifier only after demonstrating proficiency in a foreign language through testing.
DA PAM SMARTBOOK 6

7. Awarding and Applying MOS
PMOS Guidelines
SMOS Guidelines
Personnel Utilization Objectives
SHOW SLIDE: AWARDING AND APPLYING MOS
To ensure efficient use of enlisted Soldiers in accomplishing the Army mission.
To place Soldiers in positions that require skills, knowledge, and abilities as shown by their PMOS, SMOS, or additionally awarded military occupational specialty (AMOS).
To provide policies on personnel utilization that will strengthen and broaden MOS qualifications and
Prepare Soldiers for career progression, greater responsibility, and diversity of assignment.

8. Personnel Utilization
1st Priority – (PMOS/CPMOS) (3-10a and 3-10a(10))
2nd Priority – (SMOS) (3-10d(8))
3rd Priority – (AMOS) (3-10d(8))
4th Priority – (Substitution) (3-10d(8))
5th Priority – (Report as immediate available (excess)) (3-10e & 3-15)
6th Priority – (Urgent Military Requirements Borrowed Military Manpower (3-10d))
SHOW SLIDE: COMMANDER'S UTILIZATION PRIORITIES
NOTE: Refer students to AR , Para 3-10
Army Utilization Priorities. When a new Soldier arrives at a unit, the commander assigns the Soldier to a position authorized on the Modified Table of Organization and Equipment (MTOE) or the Table of Distribution and Allowance (TDA). Ideally, each Soldier is utilized in his or her PMOS and skill level. However, this is not always possible.
Commander's Utilization Priorities.
(a) First Priority. A commander’s first priority is always to utilize the Soldier in his or her PMOS or CPMOS. The commander may choose to utilize the Soldier up to two skill levels higher, if no higher ranking Soldiers in that MOS are available. Bonus recipients and non-bonus first term Soldiers must serve in their PMOS or CPMOS.
(b) Second Priority. The commander’s second priority is to utilize a Soldier in his or her SMOS, provided there are no other Soldiers available in the proper rank or MOS. Soldiers utilized in their SMOS can be assigned up to one grade higher. Soldiers utilized in their SMOS should not exceed 12 months.
Third Priority. The third priority is to utilize the Soldier in his AMOS if a valid vacancy exists. Soldiers utilized in an AMOS can work one skill level higher and this assignment should not exceed 12 months.
(d) Fourth Priority. The fourth priority is substitution. Substitution must be based on the substitution rules in DA PAM Soldiers utilized in a substituted MOS can work one skill level higher (if no comparable skill level rule) and this assignment should not exceed 12 months.
Fifth Priority. A commander’s fifth priority is to declare the Soldier as surplus/excess and report to HRC that they are immediately available (IA) for reassignment. Commanders must report IA Soldiers as soon as availability date is known, but no later than one day after availability date.
NOTE: Refer students to AR , Para regarding immediately available Soldiers.
(f) Sixth Priority. Finally, the sixth priority is that as an exception, Soldiers may be utilized when the assignment is under actual combat conditions or when the assignment is to meet an urgent military requirement to satisfy an exceptional need for special duty. The time a Soldier can be utilized under this exception in limited to 90 days.
AR , Para 3-10

9. Senior HR NCO Duties and Responsibilities
Serves as the senior enlisted HR Advisor to the S-1
Assists the S-1 officer/HR technician in the planning and execution of HR support for the unit
Manages the training and daily execution of HR core competencies and subordinate key functions, systems, and equipment
Coordinates with the CSM and strength manager on enlisted strength management issues
Coordinates senior enlisted strength management issues with the division G-1/AG
SHOW SLIDE: SENIOR HR NCO DUTIES AND RESPONSIBILITIES
NOTE: Refer students to ATP 1-0.1, Para 3-6
The Senior HR NCO is an integral part of the S-1 leadership element. The Senior HR NCO assist with the overall responsibility of ensuring the S-1 section successfully plans, coordinates, and executes all HR core competencies and subordinate key functions. There are many duties and responsibilities associated with the Senior HR NCO but the focus on this slide will pertain to enlisted distribution and assignments.
Serves as the senior enlisted HR Advisor to the S-1: The senior HR NCO is the trusted enlisted adviser to the S-1 in all enlisted distribution and assignments matters within the organization.
Assists the S-1 officer/HR technician in the planning and execution of HR support for the unit: The senior HR NCO will play an important role with the planning and execution of HR support for the unit in the area of enlisted distribution and assignments. The senior HR NCO will be the subject matter expert for providing information and applying knowledge pertaining to reports on enlisted personnel data in the organization.
Manages the training and daily execution of HR core competencies and subordinate key functions, systems, and equipment: The Senior HR NCO is responsible for managing the training and daily execution of enlisted distribution within the organization to include the systems (such as eMILPO and EDAS) and the equipment and training associated with enlisted distribution and assignments.
Coordinates with the CSM and strength manager on enlisted strength management issues: The Senior HR NCO will build a significant relationship with the organization’s CSM and will frequently provide enlisted data in the form of reports to the CSM to assist the CSM in making informed decisions on the proper utilization of enlisted personnel and priority of assignments within the unit.
Coordinates senior enlisted strength management issues with the division G-1/AG: The Senior HR NCO will need to be able to report and articulate detailed information pertaining to the unit’s enlisted distribution and assignments issues to the G-1/AG office.
ATP 1-0.1, Para 3-6

10. CSM/SGM Classification System
In 2011, Army G-1 established SRCs and PDPCs to identify senior level CSM/SGM positions
In February 2012, additional modifications were made that become effective 1 October 2012.
See Notification of Future Change (NOFC) E for detailed information.
Professional Development Proficiency Codes (PDPC) 6C
Battalion-level CSM 6S
Initial-level Staff SGM 7C
Brigade-level CSM 7S
Primary-level Staff SGM 8C
GO Level 1 CSM (BG) 8D
GO Level 2 CSM (MG) 8E
GO Level 3 CSM (LTG) 8F
GO Level 4 CSM (GEN) 8S
Senior Level 1 SGM (BG/SES V) 8T
Senior Level 2 SGM (MG/SES IV) 8U
Senior Level 3 SGM (LTG/SES III) 8V
Senior Level 4 SGM (GEN/SES I/II)
Special Reporting Codes (SRC)
00D
Special Duty Assignment
00F
MOS Immaterial NGB
00G
MOS Immaterial USAR
00J
CSM Engineer / Signal / Military Police / Military Intelligence
00K
CSM Maneuver Support / Logistics
00L
CSM Logistics
00P
CSM Force Sustainment
00R
CSM Infantry/Armor Immaterial
00S
00T
Infantry / Armor / Field Artillery / Combat Engineer Immaterial
00X
CSM MOS Immaterial
00Z
Sergeant Major Nominative
SHOW SLIDE: CSM/SGM CLASSIFICATION SYSTEM
(U) CSM/SGM CLASSIFICATION SYSTEM (U) ODCS G-1 (DAPE-PRP-CSB) has completed the initial redesign of the CSM/SGM Classification System initiated by Army Senior Leadership. The revision includes establishment of Skill Level 6 for identification of all E9 positions and personnel, redesignation of the CSM rank as temporary appointment while serving in a authorized CSM position, recoding and reclassification of positions and personnel in MOS 00Z (Command Sergeant Major) at Brigade and below level to a specific MOS or Special Reporting Code (SRC), establishment of seven SRC to code selected CSM positions that could be manned by personnel from multiple career fields, establishment of Professional Development Proficiency Codes (PDPC) ASI to identify levels of E9 training and experience and for position coding, and establishment of a Command Selection List board process to select E9 personnel for temporary appointment to CSM to serve tours in Brigade and Battalion level CSM positions.
General Officer level CSM positions will remain coded MOS 00Z and personnel selection will continue through the Nominative Selection Process. The action will be implemented by memorandum, Notification of Future Change (NOFC) E and posted in the electronic DA Pam Smartbook.
Functional Area Codes (FUNAC) AC
Air Defense/Field Artillery Immaterial AL
Associated with all FUNAC codes IA
Infantry/Armor Immaterial MF
Maneuver Fires and Effects Immaterial

11. Practical Exercise
United States Army
Soldier Support Institute
Adjutant General School
Adjutant General
Captains Career Course
Manage Enlisted Distribution and Assignments
Practical Exercise # 1
Version 8.0
May 2017
(DO NOT WRITE IN BOOKLET)
Construct / breakdown / identify various enlisted MOS structures.
Reinforce basic Enlisted Distribution and Assignments policies and procedures.
NOTE FOR INSTRUCTOR: There are two PEs available that reinforce basic knowledge of Enlisted Distribution and Assignments to include MOS construction, how to use the online MOS SMARTBOOK, and general policies and procedures. They are not critical-thinking based.

12. Sustainable Readiness Model Overview
SHOW SLIDE: SUSTAINABLE READINESS MODEL (SRM) OVERVIEW
SRM is the Army’s new force generation process that will replace ARFORGEN.
-To manage the readiness process there are 5 modules.
-Each module is 3 months
-The colors are expressions of risk or readiness expectations to assist in planning, budgeting, and resource forecasting
-Modules provide more opportunities for leaders decisions or adjustments based on the current environment
-Key foundation is involvement and refinement by senior commanders at the DIV & Corps levels
-This enables the Army Staff and Force Providers to discuss readiness, using common language and provides a common understanding of risk and strategic options available

13. Enlisted Distribution and Assignment System (EDAS)
EDAS is a real time, interactive automated system used to distribute and assign the enlisted force
Issues assignment instructions via automated data transmission (ADTRANS) that arrives in the field as eMILPO output
Provides EPMD and field users authorizations and assigned/projected strengths by MOS, Grade, SQI, ASI, and Language
Provides enlisted strength management information to field commands
Provides interactive update capability to post information directly to the TAPDB for authorized users, including field users, to delete or defer Soldiers and also to create requisitions
29 MAR 12
WELCOME TO THE
ENLISTED DISTRIBUTION AND ASSIGNMENT SYSTEM
(EDAS)
PLEASE ENTER:
EDAS ID _______
EDAS PASSWORD _______
IF YOU HAVE QUESTIONS, COMMENTS, OR PROBLEMS
PLEASE CONTACT: EDAS ASSISTANCE CENTER
DSN: COMMERCIAL: (703) 325
USE THESE EXTENSIONS:
SHOW SLIDE: ENLISTED DISTRIBUTION AND ASSIGNMENT SYSTEM (EDAS)
NOTE: For additional EDAS information, refer students to AR , para 3-5.
EDAS is the tool for distribution and assignment system for enlisted Soldiers. It is an automated program that:
(1) Is used to distribute and assign the enlisted force.
(2) Issues assignment instructions via automated data transmission (ADTRANS) that arrives in the field as electronic military personnel office (eMILPO) output.
(3) Provides Enlisted Personnel Management Directorate (EPMD) and field users authorizations and assigned/projected strengths by Military Occupational Specialty (MOS), Grade, Skill Qualification Identifier (SQI), Additional Skill Identifier (ASI), and Language (LANG).
(4) Provides enlisted strength management (ESM) information to field commands.
Provides interactive update capability to post information directly to the total Army personnel database (TAPDB) for authorized users, including field users, to delete or defer Soldiers.
Installations primarily use eMILPO to update data on the TAPDB. The principal data bases used by EDAS are—
(1) Total Army personnel data base (active enlisted) (TAPDB(AE)).
(2) Requisition data base (REQDB).
(3) Organizational data base (ORGDB).
(4) Statistical data base (STATDB).
c. Field users use EDAS to create requisitions and to read data that they are authorized—for example, information on Soldiers assigned to their commands and incoming personnel.
NOTE: EDAS is an Active Component system. Inform the students that detailed instructions and specifics on the various data bases can be found in the EDAS Users Manual.
AR , para 3-5

14. Enlisted Assignment Process
(1 of 2)
ASSIGNMENTS
REQUISITIONS
READ INESS
DA POLICY
“FACES”
“SPACES”
ENLISTED TARGETS
The process begins with the authorization or the ‘SPACES’ in the Army that must be filled.
DA POLICY gives Manning Guidance for prioritizing personnel fill and rules for assigning Soldiers
‘FACES’ are the Army’s inventory of Soldiers to fill the spaces described in authorization documents.
Enlisted Targets are EPMD’s plan for distributing the faces across the spaces according to DA Policy and the CG’s and Director’s guidance.
REQUISITIONS are built by Readiness Division to identify a particular targeted space at a unit that must be filled at MOS/GRD
ASSIGNMENTS are generated when the Career Divisions assign a face to a requisition 1 2 3 4
Requirements and Readiness Based
SHOW SLIDE: ENLISTED ASSIGNMENT PROCESS (1 OF 2)
The assignments process starts with an available space, DA Policy, and a face (or Soldier).
Enlisted targets are reviewed to determine whether or not a requisition is built to fill a specific unit.
Once a requisition is built, the Career Divisions identify the right Soldier and places them on assignment.

15. Enlisted Assignment Process OMD, Field, Career Branch
(2 of 2)
INPUTS
SYSTEMS
PROCESS
Manning Guidance
SRM, Sync
Matrix
Nominative
Assignments
Special Duty
Considerations:
Qualifications
Evaluations/Potential
Professional
Development
Assignment History
Soldier’s Preference
Training requirements
Soldier Status Changes
Unit Status Changes
Operational Deletions
Deletion/Deferment
Requests
Availability
DWELL
MACP
EFMP
DEROS
Time on
Station
Identified by Career Branch
Scheduled by FAD
OMD, Field, Career Branch RD
Career Branch
OMD
OMD, Field
Identify requirement
(grade and MOS)
Build Requisition
Assign Priority
Fill requisition
with best
qualified
Soldier
Post
assignment
instructions
Publish orders
Identify
eligible
Soldiers
Conduct
quality
control checks
Conduct
follow-up
SHOW SLIDE: ENLISTED ASSIGNMENT PROCESS (2 OF 2)
RD – Readiness Division
OMD – Operations Management Division
FAD – Force Alignment Division
EDTM – Enlisted Distribution Target Model
EDAS – Enlisted Distribution Assignment System
SAM – Soldier Assignment Module
AVR – Assignment Violation Report
The above chart depicts the basic assignment process from when the requirement is determined/validated to the time a Soldier moves to his new duty station.
-Red Box describes what the Readiness Division does in a snap shot. The requirement can be determined through strengths and manning guidance by RD or the Unit can create it. Either way the requirement must be validated, a priority (1-4) assigned, the requisition built, and it will show in the Enlisted Distribution and Assignment System (EDAS).
-The Career Branch fills validated requisitions, by priority with several considerations:
-Qualifications. Is this Soldier qualified to assume the duties we are about to assign him/her to. HRC now considers Soldier 2020 which is about a standards-based Army. The mission is to match the right Soldiers regardless of whether they are men or women to jobs that best correspond to their abilities. This makes for a stronger Army and allows all Soldiers to best reach their full potential. Can we provide the necessary schooling?
-Evaluations/Potential. This falls hand in hand with the Qualifications consideration. Does his/her raters feel this Soldier has the potential for certain assignments
-Professional Development of the Soldier. Does this assignment meet his/her professional development needs IAW Proponent Development Model
-Assignment History. We strive to provide diverse assignments, broadening the Soldiers experience and skills by working/living around the Army.
-Soldiers Preference. We give the Soldier the ability to plan his/her career by allowing them to request assignments and locations.
-Once the Career Branch has determined they have the correct Soldier, they place him/her in to a “Pending” status while the assignment goes through Quality Control Checks, to name a few:
-EFMP (Exceptional Family Member) If the Soldier has a family and their family members require special considerations. Can the gaining installation support them.
-MACP (Married Army Couple Program) We strive to keep our married military Soldiers together and work both assignments at the same time.
-DWELL If the Soldier just returned from a deployment, we try not to send them to a location where they will immediately deploy again.
-TOS (Time on Station) HRC attempts to move Soldiers no sooner than 36 months at CONUS installations.
-Once the assignment passes through our internal quality control procedures (most of it is automated), then the Career Branch can post the assignment. Assignments post to the field every Tuesday. The losing command will publish the order and assist the Soldier in his/her transition process from the losing command/installation to the gaining command/installation.
-Assignment process from HRC’s perspective ends upon the Soldier’s arrival to the new duty station.
There are often outside factors that can influence the assignment process along the way:
-NCOES Completion/Attendance
-Deployment Cycle of losing/gaining command
-Manning Guidance
-Unit Readiness
*NOTE* - There is a hyperlink to a HRC video on the “Enlisted Soldier Assignment Process”.
EDTM
EDAS
EP Toolkit:
SAM
EDAS
EP Toolkit:
Waiver Tool
EP Toolkit:
AVR
EDAS
CAP Cycle
EP Toolkit:
Non-Avail Deletions
Stop Move Run
EDAS (AV Screen)
Video of the Enlisted Soldier Assignment Process (5:53)

16. Enlisted Distribution Target Model
UNIT AUTHORIZATIONS PMAD + DMO +
other “offline” inputs
The Target Model can also be used to simulate or explore:
…alternative manning strategies,
the impact of inventory changes,
while accounting for the effects
of Stabilizing Deployed Units.
Monthly
Distribution
Targets
MANNING GUIDANCE Army G-1
EDTM
SHOW SLIDE: Enlisted Distribution Target Model
How do we identify what a unit’s strength should actually be? While it sounds easy to compare a unit MTOE against the projected strength, and thus, calculating what personnel a unit should still be able to receive, the process is much more complicated.
As we have already identified, the Army is currently approximately 50,000 personnel under strengths. Therefore, when calculating monthly distribution targets, we must take several factors into consideration. First, we take the units’ authorizations, which are based off PMAD, DMO, and other inputs. Next, we look at what the projected inventory should look like and factor in the latest Army G-1 manning guidance. As all three factors are taken into consideration, the EDTM then calculates what the monthly targets for the Army will amount to.
A target represents the strength that a unit should have.
The REAL challenge is determining what the unit’s strength will be.
PROJECTED INVENTORY
PMAD: Personnel Management Authorization Document
DMO: Directed Military Overstrength 16

17. EDAS Scenario
(1 of 2)
The 3ID CSM comes to you and states that he has some concerns regarding the 11B SFC and 88M strength in the division and 1st BDE and wants you to pull some strength data for both.
Pull the total Army strength for all 11B4O.
What is the authorized strength in the Army for 11B4Os?
Pull a losses report for all the 11Bs in DML 3ID.
a. What are your total gains?
b. What are the total losses?
3. Pull a query for all 88Ms in DML 3ID.
What are the total losses?
SHOW SLIDE: SCENARIO
INSTRUCTOR NOTE: Have the student to log in to EDAS, using their Student EDAS account to complete the following activities:
INSTRUCTOR NOTE: Refer to Demonstrate EDAS Instructor Guide for step by step instruction on MM, PQ, and AQ, functions.
Pull the total Army strength for all 11B40.
What is the authorized strength in the Army for 11B40s? 3719 (MM)
Pull a losses report for all the 11Bs in DML 3ID.
What are your total gains? 423 (AQ)
What are the total losses? 425 (PQ)
4. Pull a losses report for all 88Ms in DML 3ID.
What are the total losses? 256 (PQ)

18. EDAS Scenario
(2 of 2)
You work within the 3ID G1. The Division CSM wants to know the requisition number(s) for all senior noncommissioned officers that are on assignment that meet the following criteria.
Pull a one-line query for all 42A’s for 3ID in units 13I, 23I, 43I, and S3I. Use the
following data elements below.
a. Parachutist
b. Outgoing
c. Male
d. Battle Staff Operations Qualified
e. Spanish Speaking
What is the RQCNSN for the Soldier(s) that the query populates?
2. Pull a query in the short report format for open requisitions in 3ID for the PMOS 88N.
How many requisitions are available?
SHOW SLIDE: SCENARIO
INSTRUCTOR NOTE: Have the student log into EDAS, using their Student EDAS account to complete the following activities:
INSTRUCTOR NOTE: Refer to the Demonstrate EDAS Instructor Guide for step by step instruction on the PQ function.
1. Pull a one-line query for all 42A’s for DML 3ID in units 13I, 23I, 43I, and S3I. Use the following data elements:
a. Parachutist
b. Outgoing
c. Male
d. Battle Staff Operations Qualified
e. Spanish Speaking
What is the RQCNSN for the Soldier(s) that populates? Y201109A047
Instructor Note: The following Soldier will populate when the query is done correctly:
CONNOR RUSSELL J A5P2SQB
RQCNSN RQPRCE RQSTE RSGRSN ORDTGC RQRRD RQUIC DLDFRN
7Y201109A A5B 00/ / / YY L IG W2MKAA
2. Pull a query in the short report format for open requisitions in 3ID for the PMOS 88N.
How many requisitions are available? 1

19. Guidance From EPMD DMSL Managers
Identify real problems and report them in a clear manner
Understand the “total Army” picture
Be familiar with the Army Manning Guidance, Sustainable Readiness Model (SRM), Army Campaign Plan, and Deployment Cycles
Communicate with your Account Manager at HRC
Learn and understand the capabilities of EDAS and COPS
Be familiar with the S-3 training calendar
Assist the S-3 or Brigade Commander by providing substantive comments for the S-1 portion during USR
SHOW SLIDE: Guidance From EPMD DMSL Managers
The most important thing is for the BDE S-1 to learn how to identify real problems and report them in a clear manner. To ensure that the commander is properly informed, it is imperative that Brigade S-1s understand the total Army picture. for example, if you are calling about a skill level shortage you should know what your total strength for that MOS is (with promotables).  Learn what MOSs are substitutable for another.  Research the total Army picture for an MOS you are reporting - HRC unit representative can assist. Communication and timing is critical.  Keep HRC informed as far out as possible about deployment shortages...3 months before deployment is too late. Becoming familiar with the Army Manning Guidance, Sustainable Readiness Model (SRM), Army Campaign Plan, and deployment cycles prior to a units deployment will allow S-1 managers to be set up for success as S-1s understand what the underlying concepts of manning a unit prior to, during, or upon completion of a deployment. BDE S-1s must understand the SRM process and how it will impact their unit.
Maintaining good communications with unit representatives will also assist in establishing a common operating picture for everyone involved from battalion level to HRC. For example, ensuring effective communications with HRC will also ensure that you [Brigade S-1] are able to explain to BN S-1s why they should/should not report an MOS during USR or why they should/should not raise an issue to HRC. On the monthly USR, the BDE S-1 should play the key role in building the personnel comment. Too often the S-3 or Brigade Commander writes USR comments without S-1 input. Commenting that a unit has low density shortages, for example, is a waste of time. Allow the comment to be specific and accurate. Do not manipulate the numbers and ensure to verify with EDAS and FMS-Web that the unit is reporting the correct authorizations.
Learn and understand EDAS and COPS. Although COPS is a step up for the field in terms of being user friendly and strength data provided in a single system for officer and enlisted, the program still lacks some of the capabilities EDAS can provide. Therefore, S-1s should become familiar with EDAS in order to look at Valid, Open, Unfilled (VOU) requirements, IET plans, organization tables, and so forth. HRC recommends that S-1s contact their unit representative if they encounter any difficulties and are looking for assistance. 19

20. Key Take Aways
(1 of 2)
HRC distributes Soldiers direct to the BDE level based upon the Distribution Management (Corps/Division) Level
Senior Commander (Corps/Division) Targeted Distribution:
Reprioritize the distribution of inbound personnel between subordinate units on the same installation
Cross-level assigned personnel between subordinate units on the same installation
Reinforces mission command, by empowering senior commanders to align their formations to meet emerging requirements and priorities
Does not diminish existing authorities that commanders have in managing their formations
HRC continues to manage units not co-located with their Corps or Division headquarters
SHOW SLIDE: KEY TAKE AWAYS (1 OF 2)
HRC assigns directly to BDE level. However, assignments can be changed for readiness, professional, or personal reason.
Senior Commander Targeted Distribution, formerly Senior Commander Manning, is a manning construct for rotational units that involve senior leader input and prioritization for their subordinate units that involve senior leader input and prioritization for the distribution of personnel within their subordinate units. Senior Commanders should cross level within their managed DMSL accounts to achieve mission success and prevent excesses and shortages. HRC will not distribute additional personnel to fill shortages based on a senior commander’s reduction to his or her DMSL. Senior Commanders must exhaust all measures within their authority to meet Global Force Management Allocation Plan (GFAP) and Army readiness requirements.
Due to cross leveling difficulties on separate installations, HRC will continue to manage units that are not co-located with their Corps or Division headquarters. Unit commanders in these organizations have the same responsibilities for manning non-deployable Soldiers, MOS and Senior Grade Available percentages in accordance with AR

21. Key Take Aways
(2 of 2)
Commanders are responsible for the overall readiness of their personnel (i.e., P-Level) by managing their:
Non-deployable Soldiers
Mismatched Military Occupational Specialties (MOSs)
Grade distribution in accordance with AR 220-1
Commanders will communicate manning concerns and personnel readiness issues to HRC through:
S-1 and G-1 Channels
USR Commander’s Comments
The Army Synchronization and Resourcing Process
SHOW SLIDE: KEY TAKE AWAYS (2 OF 2)
Commanders are responsible for the overall readiness of their personnel and relevant S-1s/G-1s play an important role in their commander’s responsibility of managing their personnel (Non-deployable Soldiers, Mismatched Military Occupational Specialties (MOSs), and Grade distribution in accordance with AR
Commanders proactively communicate manning and personnel readiness issues to HRC through S-1 and G-1 channels, USR commander’s comments, and the Army Synchronization and Resourcing Process, which is a collective forum which enables sustainable readiness by conducting a continuous synchronization and prioritization of resources to include manning, equipping, training enablers, and events, as well as the assessment of processes, to provide trained and ready forces to meet the Combatant Command (COCOM) and other Army requirements. The culminating event is a quarterly Army Synchronization Resourcing Conference (ASRC) to de-conflict requirements, prioritize resources, identify unresolved issues, and codify decisions.

22. Enlisted Assignment System Goals and Selection Criteria
Placing the right Soldier in the right job at the right time is the ultimate goal of the enlisted personnel assignment system.
SHOW SLIDE: ENLISTED ASSIGNMENT SYSTEM GOALS
NOTE: Refer students to AR , para. 3-1.
The primary goal of the enlisted personnel assignment system is to satisfy the personnel requirements of the Army.
The secondary goals of the enlisted personnel assignment system are to:
Professionally develop Soldiers.
Maximize dwell time.
Meet personal desires of Soldiers. When possible, assignment is based on the personal desires or preferences of Soldiers.
NOTE: Refer students to AR , para. 1-5.
The goal of the personnel assignment system is to place the right Soldier in the right job at the right time. AR 614–200 provides an overview of the enlisted personnel assignment system. DA directed enlisted reassignments are IAW guidance contained in AR 614–200 and AR 614–30. The personnel reassignment process ensures that the eligibility of Soldiers who receive AI is verified, that travel assistance is provided, that Soldiers are prepared for movement, and that their departure is verified. Reassignment processing begins upon receipt of AI, and ends with the issuance of PCS orders in accordance with AR 600–8–105. Reassignment procedures are contained in the HRC Web site. The electronic military personnel office (eMILPO) Web site provides reassignment guidance, lists appropriate references, provides work center actions, and compliments regulations, policy, and the eMILPO User’s Manual.
AR , para 3-1, 3-2

23. Enlisted Personnel Assignment Challenges
ENLISTED FORCE (407,538)
Only 8 of 10 Soldiers
on Assignment Instructions report
to next duty station.
No Show rate of 20%
- Medical, MEB, PEB, or Temp Profiles
- Declination Statements
- ETS
TTHS
(43,309)
PERM EXEMPT (31,346)
DEPLOYED/FENCED (179,310)
~17K Soldiers pending separation (< 90 days to ETS, approved retirement, RCP, bar, etc.) ~14K PCS restrictions on 1st term Soldiers.
TEMP EXEMPT (67,433)
SHOW SLIDE: ENLISTED PERSONNEL ASSIGNMENT CHALLENGES
NOTE: This slide depicts an EXAMPLE of enlisted personnel assignment challenges. The strength numbers listed are notional numbers and are not “real world” strength numbers. Briefly discuss these challenges with students and encourage them to share real-world experiences they have encountered.
Note to Instructor: Class discussion can be facilitated by injecting deployability and demographic data from
Army Personnel Deployability Summary
Ask students to assess Army’s manning challenges based on current stats.
1 in 10 AVAIL FOR REASSIGNMENT 45,360
~47K OCONUS DEROS policy
~7K CONUS Time-On-Station policy
~13K Miscellaneous (returned from deployment, enlistment commitment, pending reclass, high school senior, etc.).
LIMITED AVAIL (8,461)
ON ORDERS (32,319)

24. SOLDIER INITIATED ASSIGNMENTS
Enlisted Assignments
AR Chapter 5
OPTIONAL ASSIGNMENTS
Para
Airborne
5-3
Ranger
5-4
Special Forces
5-5
U.S Army Parachute Team
5-6
U.S. Army Marksmanship Unit
5-8
Civil Affairs
5-9
Psychological Operations
5-10
SOLDIER INITIATED ASSIGNMENTS
Para
Exchange Assignments
5-11
Sole Surviving Son and/or Daughter
5-12
Compassionate Actions
5-14
Married Army Couples Program
5-20
Permissive Assignments
5-24
High School Senior Stabilization
5-26
SHOW SLIDE: AR , Chapter 5
Optional Assignments and Soldier Initiated Assignments or Actions
Section I
OPTIONAL ASSIGNMENTS
NOTE: Refer students to AR , para. 5-1.
Soldiers must volunteer for optional assignments. They also must be highly motivated to complete the required training and successfully perform the duties. Because of the unique mission or capabilities of the units, a high state of readiness is required; therefore, volunteers will be assigned on a priority basis. Stringent screening processes exist to ensure that only the highest quality volunteers are accepted and assigned. Soldiers who desire to apply for duty or assignment may do so without regard to current assignment. Only fully qualified Soldiers will be accepted for duty in the following optional assignments:
(1) Airborne positions
(2) Ranger positions
(3) Special Forces positions
(4) The United States Army parachute team (The Golden Knights)
(5) The United States Army Marksmanship Unit
(6) Civil Affairs positions
Psychological operations positions
SOLDIER-INITIATED ASSIGNMENTS
NOTE: Refer students to AR , Chapter 5, Section II.
There are certain instances where a Soldier may request a reassignment, request to be deleted from existing assignment instructions (AI), or request to be deferred from reporting during the reporting month of an existing AI. Some of the most common reasons are:
(1) Compassionate actions, such as request for deletion, deferment, or reassignment due to extreme family problems.
(2) Other Soldier-initiated assignments include Exchange assignments, sole surviving son or daughter, Married Army Couples Program (MACP), Permissive assignments, and Stabilization of High School Seniors.
NOTE: Inform students that each assignment will be discussed individually.
EXCHANGE ASSIGNMENTS
NOTE: Refer students to AR , para 5-11.
For mutual convenience, Soldiers may request on a DA Form 4187 (Personnel Action), exchange assignments, often referred to as SWAP assignments (current duty only), with other Soldiers. Both Soldiers must agree and be of the same grade and MOS and be similarly qualified. Exchanges must be CONUS to CONUS or OCONUS within the same OCONUS command. The commanders of both Soldiers concerned must concur in the proposed exchange assignment and agree on the date of assignment. Soldiers must have served at least 12 months at current duty station and have at least 12 months time remaining in service upon arrival at the gaining installation.
Soldiers will pay all costs incurred in relocation, and all travel time will be charged as ordinary leave. Eligibility for foreign service does not change, and no stabilization period is authorized for either Soldier. Soldiers in receipt of AIs, or in a deployed status, are not eligible. If a married Army couple currently occupying a common household is separated because one Soldier is granted an exchange assignment, the other Soldier may not apply for reassignment to the same installation to reestablish a joint residence.
SOLE SURVIVING SON/DAUGHTER
NOTE: Refer students to AR , para 5-12.
A sole surviving son or daughter is the only remaining son or daughter in a family where the father, or mother (or one or more sons or daughters), served in the Armed Forces of the United States and because of hazards with such military service -
(1) Was killed.
(2) Died as a result of wounds, accident, or disease.
(3) Is in a captured or MIA status.
(4) Is permanently 100-percent physically disabled (including 100-pecent mental disability), as determined by the Veterans Administration or one of the military Services.
The continued existence of a family unit (any other living family member) is not a requirement to gain or retain sole surviving son and/or daughter status. This also applies to the existence of a sole surviving son or daughter having one or more brothers or sisters.
Sole surviving sons or daughters, upon request for non-combat duty by the Soldier or the Soldier's immediate family, may not be assigned to duty normally involving actual combat or where they may be subjected to hostile fire. Soldiers may waive the entitlement to the assignment limitation, whether entitlement is based upon the Soldier's own application or the request of the Soldier's immediate family. Soldiers who waive the entitlement may request reinstatement of the status at any time.
COMPASSIONATE ACTIONS
NOTE: Refer students to AR , para 5-14 through 5-19.
Compassionate actions are requests from individual Soldiers when personal problems exist. The two types of compassionate requests are when personal problems are:
(1) Temporary (resolvable within a year).
(2) Not expected to be resolved within a year.
Soldiers may be reassigned, deleted, or deferred from AIs, or attached as a result of an approved compassionate request. Soldiers requesting reassignment may be assigned to an area other than their requested geographical preference based on availability of medical services and the needs of the Army.
MARRIED ARMY COUPLES PROGRAM (MACP)
NOTE: Refer students to AR , para 5-20 through Inform students that para 5-25 discusses disenrollment procedures from the MACP.
NOTE: Inform the students that the provisions of the MACP apply to RA Soldiers married to members of the RA, other U.S military services, or Reserve Components. Soldiers married to civilians are not included.
Married Army couples desiring joint assignment to establish a common household (joint domicile (JD)) must request such assignment by enrolling in the MACP. Application for enrollment must be submitted not later than 30 days from the date of marriage. Marriage must be valid per AR Action based on intended marriage will not be considered even as an exception to policy. Married Army couples that do not enroll in the MACP indicate that JD assignments are not desired; therefore, this is not a basis to request deletion from an assignment. The following criteria apply to the MACP:
Enrollment guarantees JD assignment considerations; however, it does not guarantee that the couple will be assigned together at the same location and/or at the same time.
Consideration is continuous as long as the couple remains enrolled in the program.
The guideline for a JD is assignments that are close enough for Soldiers to establish a common household (50-mile radius or one-hour driving time of each other). Married Soldiers will not be assigned so that they will be in their spouse’s rating chain.
PERMISSIVE ASSIGNMENTS
NOTE: Refer students to AR , para 5-24.
A permissive assignment (at no cost to the government) CONUS to CONUS or intra-theater OCONUS areas is another means for a married Army couple to establish JD; only one Soldier needs to apply. Area moves that are CONUS to OCONUS, OCONUS to CONUS, inter-theater, and short tour OCONUS under permissive conditions are not authorized. An application for permissive assignment will include a statement that the application, if approved, is subject to the following rules:
(1) Soldiers must have at least 12 months but less than 24 months at current station, which cannot be waived.
(2) A valid requirement must exist for the Soldier’s grade and MOS at the gaining location.
(3) Soldiers must have, or acquire, sufficient service to complete at least 12 months of service at the gaining location.
(4) Soldiers will pay all expenses related to the move, including transportation of family members and shipment of household goods, since it is no cost to the government.
(5) Travel time in-conjunction with the move is charged as ordinary leave.
STABILIZATION FOR SOLDIERS WITH HIGH SCHOOL SENIORS
NOTE: Refer students to AR , para 5-26 and 5-27.
Soldiers with family members in high school may request stabilization from PCS movement during the child’s senior year. The intent of the program is to provide stability to Soldiers with family members in their junior and senior years of high school. The provisions of this section apply to RA Soldiers only. Army National Guard and Army Reserve Soldiers should contact their servicing personnel office for guidance. RA Soldiers assigned to non-Army agencies or units must comply with all directives and regulations that apply to their command before submitting their request (for example, Soldiers assigned to the Defense Courier Service (DCS) must comply with DOD Directive ).
Requests should be submitted no earlier than March of the student’s sophomore year, and not later than the commencement of the student’s junior school year (for example, student’s projected graduation date is Jun 2013; submit request between March – September 2011). Requests submitted outside of this timeframe will be considered as an exception to policy and must be justified as to the delay of submission. Soldiers may be eligible to PCS before the start of the student’s junior year of high school.
HRC (Director, EPMD) is the approval/disapproval authority. All requests will be submitted to HRC for consideration, regardless of chain of command recommendation. Soldier will request stabilization using a DA Form 4187 or memorandum. The request will be submitted through the chain of command to the ACOM/ASCC/DRU level, for a recommendation prior to forwarding to HRC-Fort Knox (AHRC-EPO-P) for consideration.
NOTE: Inform the students that Soldiers enrolled in the MACP must both apply if both desire stabilization under these provisions. Additionally, stabilization under these provisions may be changed or canceled due to the changing needs of the Army.

25. Log into the EDAS training simulator for an assessment.
EDAS Assessment
Log into the EDAS training simulator for an assessment.

26. Terminal Learning Objective
ACTION: Manage Enlisted Distribution and Assignments
CONDITION: Given small group classroom instruction, access to AR , AR 611-1, AR , DA PAM , and an awareness of Operational Environment (OE) variables and actors.
STANDARD:
Identify components of the enlisted classification system.
Communicate enlisted personnel utilization policies.
Define the principles of enlisted personnel distribution.
Apply enlisted personnel assignment/reassignment policies.
Complete EDAS Simulator practical exercise.
SHOW SLIDE: TERMINAL LEARNING OBJECTIVE
NOTE: Review TLO.