1. S-1 Strength Reporting SITUATION
Upon graduation from SLC, you are assigned as a Brigade S-1 NCOIC. Immediately after signing into the unit, the CSM calls you into his office and hands you the following 11B Strength Report submitted by subordinate battalion S-1s. With deployment scheduled in 6-8 months he is concerned “with the numbers.” The CSM meets with the Brigade Commander in 15 minutes and needs answers to the following questions:
11B STRENGTH REPORT
1ST BN
GRADE
POSCO
RQRD
AUTH
ASGN
PCT E4
11B1O
292
250
85.6% E5
11B2O 83 56
67.5% E6
11B3O 23 26
113.0% E7
11B4O 7 5
71.4% E8
11Z5M 4
100.0%
409
341
83.4%
2D BN
243
83.2% 71
85.5% 19
82.6% 8
114.3% 3
75.0%
344
84.1%
3D BN
211
72.3% 9
128.6% 2
50.0%
297
72.6%
1. Can the S-1 verify these numbers? How?
2. Can you determine our projected 11B strength in 90 days? 120 days? How?
3. What tools (e.g., HR enabling systems, reports, etc.) does the S-1 use for strength reporting?
4. What agencies or organizations does the S-1 coordinate with during the strength reporting process?

2. Learning Objective Action: Analyze Strength Reporting
Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors.
Standard: Analysis includes:
1. Strength reporting process and doctrinal responsibilities.
2. HR enabling systems that support strength reporting

3. What is Strength Reporting?
FM 1-0: Strength Reporting is the numerical end product of the accountability process by comparing by-name data (faces) against authorizations (spaces) to determine a percentage of fill.
Strength Reporting includes reporting all personnel who deploy with the force including:
Soldiers
Military service members from other Services
Department of Defense (DoD) Civilians
Contractors
Numerical Strength Reports reflect the combat power of a unit and are used to:
Monitor unit strength
Prioritize replacements
Make and support tactical decisions
Personnel Accountability is the key factor used for conducting Strength Reporting
FM 1-0, Chapter 3

4. Strength Reporting Process
HRC
SIDPERS
eMILPO
SIDPERS
RLAS
DTAS
SIDPERS
J-1/C-1
N I P R N E T
S I P R N E T
ASCC G-1/AG
Corps G-1/AG
Division G-1/AG
LEGEND
SIDPERS – Standard Installation/Division Personnel Reporting Systems
eMILPO – Electronic Military Personnel Office
RLAS – Regional Level Application Software
DTAS – Deployed Theater Accountability Software
HRC – Human Resources Command
Brigade S-1
Battalion S-1
FM 1-0, Figure 3-4

5. Key Terminology STRENGTH CATEGORIES OTHER COMMAND RELATIONSHIPS
Required Strength
Authorized Strength
Operating Strength
Assigned Strength
OTHER
Task Force Organization
Personnel Summary (PERSUM)
Personnel Requirements Reports (PRR)
FM 1-0, HR Support, paragraph 3-67
COMMAND RELATIONSHIPS
Organic
Assigned
Attached
Operational Control (OPCON)
Tactical Control (TACON)
Administrative Control (ADCON)
ADRP 5-0, The Operations Process, Table 2-1

6. Doctrinal Responsibilities
Strength Reporting
Doctrinal Responsibilities
GROUP PRACTICAL EXERCISE #1
GROUP 1
ASCC / Corps / Division G-1
GROUP 2
Brigade S-1
GROUP 3
Battalion S-1
Each group has 20 minutes to analyze the doctrinal responsibilities for their assigned HR staff element.
Identify the top three critical Strength Reporting tasks and/or responsibilities for your assigned organization and be prepared to defend your reasoning.
Each group has 10 minutes to present their analysis to the class.

7. PERSONNEL STATUS AND SUMMARY REPORTING INFORMATION FLOW MODULAR FORCE
Battlefield Flow
PERSONNEL STATUS AND SUMMARY REPORTING INFORMATION FLOW MODULAR FORCE
Strength Reporting process begins with unit S-1s processing strength related transactions into various HR automated systems
XXX XX X
I I
HRC
HRSC
Prior to arrival in theater, establishes Theater Policy for personnel strength reporting to include reporting standards and timelines.
XXXX
ASCC G1
XXXX
Corps G-1
Division G-1 X
I I XX
XXX
XXXX
XXX XX X
I I I
Brigade S-1 Strength Reporting Doctrinal Responsibilities include:
• Collect, summarize, analyze, update, and report personnel strength information to G-1/AG or higher HQs.
• Monitor duty status change information (i.e., Present for Duty, WIA, KIA, MIA) and update the personnel database and HR management systems.
• Process information on replacements, RTD Soldiers, Army civilians, multinational personnel, as required.
• Perform error reconciliation and correct deviations in strength between eMILPO/RLAS/SIDPERS and TAPDB and between DTAS and the manual PERSTAT.
• Update DTAS daily.
• Submit personnel status reports (i.e., PERSTAT/JPERSTAT) to higher HQs.
• Submit PERSUMs and PRRs when required by higher headquarters.
• Coordinate with the Rear Detachment, appropriate staff sections, and external agencies for information on casualties, patient tracking, and stragglers and ensure battalion S-1s update the database.
• Plan and coordinate for connectivity for secure and non-secure data systems, as well as access to secure voice communications.
• On order or in support of, operate a manifesting cell at ports of embarkation, collect manifest data at ports of debarkation and enter those personnel into the theater database.
Battalion S-1 Strength Reporting Doctrinal Responsibilities include:
• Collect, summarize, analyze, update, and report personnel strength information, using secure or non-secure data systems in the directed format with the proper enabling HR system.
• Perform error reconciliation between the manual PERSTAT and DTAS when required.
• Process information on replacements, RTD Soldiers, Army civilians, and multinational personnel, as required.
• Submit personnel status reports (i.e., PERSTAT/JPERSTAT) to the brigade S-1.
• Submit PERSUMs and PRRs by unit SOPs or established procedures from higher HQs.
• Coordinate with appropriate agencies for information on casualties, patient tracking, and stragglers and update the database as appropriate.
• Coordinate for connectivity for secure and non-secure voice and data systems with the battalion S-6 and brigade S-1, where appropriate.
• Ensure deploying members of the PR TM have been granted clearances and accesses to the appropriate HR systems.
HRSC Early entry element establishes the DTAS and initiates database hierarchy management.
During initial entry, strength managers must be prepared to use Manual Strength Reports when operating with limited or no connectivity
LEGEND
Automated
Strength Report
XXX XX X
I I
Manual
Strength Report
Note: Automated data flows directly from unit input to Theater Database. Once it hits the database, updates are visible to all echelons of the chain of command.

8. Strength Reporting Formats
Personnel Summary (PERSUM)
Personnel Requirements Report (PRR)
Personnel Status Report (PERSTAT)
Joint Personnel Status Report (JPERSTAT)
Automated Rear Detachment Report (ARDR)
Automated
Reporting
Manual =
Reporting format, data elements, and reporting times may vary depending on theater policies and unit SOPs.
At a minimum, commands should report strength by unit, location, component, category (military, DoD civilian, contractor, etc.), and duty status.
G-1s and S-1s should develop strength reports that best represent the personnel component of combat power for their organization.
Please refer to FM 1-0, Chapter 3, Section III for report examples.

9. Strength Reporting HR Enabling Systems
Deployed Theater Accountability Software
(DTAS)
Electronic Military Personnel Office
(eMILPO)
Common Operating Picture Synchronizer
(COPS)
Tactical Personnel System
(TPS)

10. Learning Objective Action: Analyze Strength Reporting
Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors.
Standard: Analysis includes:
1. Strength reporting process and doctrinal responsibilities.
2. HR enabling systems that support strength reporting