1. Conduct Personnel Accountability
JULY 2018

2. Tracking Deployed Personnel

3. Learning Objective Action: Conduct Personnel Accountability
Condition: Mid-grade 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, discussion and an awareness of the Operational Environment (OE) variables and actors
Standard: Application includes:
1. Determining the objective of Personnel Accountability and relationship with other HR Core Competencies.
2. Defining the principles of Personnel Accountability.
3. Determining Personnel Accountability requirements.
4. Determining G-1/S-1 Personnel Accountability responsibilities.
5. Determining Theater Deployment/Redeployment responsibilities.
6. Determining the components of a Personnel Asset Inventory.

4. Personnel Accountability Objective
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.
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…

5. Personnel Accountability
Principles
Personnel accountability is one of the most important functions a battalion or brigade S-1 performs 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 and enables S-1s to balance MOSs within brigades, battalions, and companies.
Soldiers
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
The Army’s personnel accountability system is designed to account for:
Personnel Accountability is the key factor used for conducting Strength Reporting

6. Personnel Accountability
Requirements
Required Personnel Accountability Reports:
Active Component source documents (eMILPO):
- Human Resource Authorization Report (HRAR or AAA-161)
- Unit Personnel Accountability Report (AAA-162)
National Guard source documents (SIDPERS):
- Unit Manning Report (UMR)
- C-27 Report
Reserve Component source documents (RLAS)
Data accuracy is paramount; it impacts the Army’s entire personnel information management system

7. Personnel Accountability Process
HRC
NOTE: 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
Personnel Accountability Team
Brigade S-1
Reporting
View Only
Battalion S-1
FM 1-0, Figure 3-4

8. Personnel Accountability
Responsibilities
ASCC
G-1/AG
Corps/Division G-1/AG
Brigade/STB S-1
Battalion S-1

9. Selective Attention Test

10. Theater Deployment Operations
The most crucial task in the Personnel Accountability process is establishing a deployed personnel database and infrastructure that has the ability to capture accountability data on personnel entering the theater.
To establish initial Personnel Accountability operations, personnel from each of the following organizations/units are required:
ASCC G-1/AG
HRSC
TG PAT
HROB
HR Company
HR Platoon to support TG PAT

11. Theater Redeployment Operations
Throughout the redeployment process, the most critical of all HR functions is Personnel Accountability. Accountability includes all personnel who are listed in the theater database and includes Soldiers, Joint and multinational personnel, DoD civilians, and contractors.
The following organizations have responsibilities for the redeployment of personnel:
ASCC G-1/AG
HRSC
HROB
HR Company

12. eMILPO Personnel Accountability Transactions Activity
Arrivals
Attachments
Departures
Duty Status
Slotting
Drop from Rolls or Strength

13. Top This
Share an example of what you have learned and how you will implement it.