1.
Focusing on the current HR enabling systems we use and your personal experiences, is Army Information Management just another hype?

2. Learning Objective Action: Coordinate Personnel Information Management
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. Examine PIM doctrinal functions, authorities, and responsibilities.
2. Compare primary HR enabling systems and web-based applications and resources.

3. Personnel Information Management
Proponent = Army G-1
Supports the execution of all HR Core Competencies
Objective is to collect, process, store, display and disseminate critical information about Soldiers, DoD Civilians, units, and other personnel as directed.
Goal is to ensure timely and accurate personnel data on Soldiers and civilians for commanders and other decision makers that affect other HR core competencies.
VSAT
iPERMS
ROAMS
JPAS
eMILPO
EDAS
WebEDAS
COPS
TOPMIS
eTOPMIS
DTAS
DCIPS
DARTS
MEDPROS
SIDPERS
RCAS
DRSO
iMARC
RLAS
Active
USAR
All Components
ARNG
FM 1-0, para thru 3-172
HR Enabling Systems

4. One-way bundle from ARNG to TAPDB-AO and AE upon mobilization
ITAPDB Interactions
Two-way direction bundles from AR
to TAPDB-AO and AE upon mobilization
TAPDB-AO
- Active Officers
- Mobilized RC Officers
- eMILPO, TOPMIS Update
- Data Bundle to TAPDB-R on DEMOB, not TAPDB-G
eMILPO
TAPDB-R
- AR Enlisted/Officers
- Shares data w/AO and AE
- RLAS updates DB-R
Accepts data bundle from AC at DEMOB
Always DB of record for AR in ITAPDB
RLAS
ITAPDB
REFRESH
DAILY
- Data warehouse for all TAPDBs
- Updates data daily
- Used by Leadership- Total COP
- Only holds 1 record/SSN
- By policy, uses TAPDB-G/R
for RC Soldiers even when Mobilized
TAPDB-AE
- Active Enlisted
- Mobilized RC Enlisted
- eMILPO, EDAS Update
- Data Bundle to TAPDB-R on DEMOB, not TAPDB-G
eMILPO
- ARNG Enlisted/Officers
SIDPERS 10g/ RCAS
State feeds NGB to
update TAPDB-G
- Will not accept (policy) data bundle from AC at DEMOB
TAPDB-G
RCAS
One-way bundle from ARNG to
TAPDB-AO and AE upon mobilization

5. PIM / PA / SR / PRM Relationships Interrelated and Interdependent
READINESS
SRC-12
OPERATIONS
G-1 / S-1
OPERATIONS
PRM
HRC
COPS
PRM coordination
w/ G-1 Oversight
ASCC G-1
Management of
JPERSTAT (SR)
HRSC
Management
of DTAS (PA)
S-1 X
I I
PA SR
DTAS / eMILPO
SR to G-1
(JPERSTAT)
Theater
APOD
TG PAT Team . PA
CAPTURE
into DTAS PA
MAINTENANCE
of DTAS / eMILPO
P I M
DTAS / eMILPO
PIM supports the execution of all HR core competencies 5

6. HR Staff Elements / SRC 12 GROUP PRACTICAL EXERCISE #1
Each group has 15 minutes to analyze the doctrinal responsibilities for their assigned HR staff element or SRC 12 organization.
Identify the top three critical PIM 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.
GROUP 1
ASCC / Corps / Division G-1
GROUP 2
Human Resources Sustainment Center
GROUP 3
Brigade S-1
GROUP 4
Battalion S-1

8. Army Military Human Resource Records Management
The AMHRR is the historical and authoritative source for authentication of veteran or service-related benefits, entitlements and services.
Reflective of the individual Soldier and is stored in iPERMS.
S-1 / HR Personnel = Records Manager
Serves as the conduit for the transference of Soldiers records and documents from a physical location to their AMHRR and related files in iPERMS.
Ensures all authorized documents are uploaded and verified in the AMHRR.
Army Military Human Resource Record – AR
Performance
Evaluation
Education
Commendatory
Disciplinary
Performance related information to include evaluations, commendatory documents, and specific disciplinary information and training / education documents. The primary purpose of this folder is to provide necessary information to officials and selection boards tasked with assessing Soldiers for promotion, special programs, or tours of duty. This folder populates various board related applications (e.g., Army Selection Board System)
Service
Administrative
General, administrative, and Service documents.
Restricted
Documents that may normally be considered improper for viewing by selection boards or career managers.
Medical
Health
Dental
Permanent health information, such as a permanent physical profile or physical health assessment.
Other
Finance documents.
State/Territory
State Awards
State Misc.
Documents referencing State awards and personnel actions.

9. Interactive Personnel Electronic Records Management System (iPERMS)
iPERMS is the official repository for AMHRR for all Soldiers, to include ARNG, currently serving or were discharged, deceased, retired post 1 October 2002.

10. IPPS-A Introduction
What is IPPS-A
and
what will it do for me?

11. Understand Culture Shift
New Technology & Terminology
Old Technology & Terminology

12. Records Accuracy Campaign
IN!
OUT!
Bad Impacts on Promotions,
Selections, and Assignments
Bad Records
Maintenance
Information Management and Personnel Accountability depend critically upon data accuracy and correctness.
The SRB will reflect the records data in the legacy HR systems.
Soldiers MUST review all portions of their personnel record to ensure their SRB reflects correct information.

13. Review the SRB

14. Nine Pre-Defined Queries
Personnel Management
Assigned Duty Title
Demographics Information
Certification & Qualification
Member Availability & Restriction
Overseas & Deployment History
Annual Records Review
Service Data
Promotion Information

15. Self-Service Applications
Tools for Soldiers
Tools for HR Professionals

16. Learning Objective Action: Coordinate Personnel Information Management
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. Examine PIM doctrinal functions, authorities, and responsibilities.
2. Compare primary HR enabling systems and web-based applications and resources.