1.
What are the “Top 5” Personnel Accountability challenges and solutions for an S-1?

2. Learning Objective Action: Implement Personnel Accountability
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. Personnel accountability process and doctrinal responsibilities.
2. HR enabling systems that support personnel accountability.

3. What is Personnel Accountability?
FM 1-0, HR Support: Personnel Accountability is the by-name management of the location and duty status of every person assigned or attached to a unit.
Soldiers
Reportable Army Civilians
Contractors Authorized to Accompany the Force (CAAF)
Joint, Interagency, Intergovernmental, and Multinational personnel (JIIM) when directed
Effective Personnel Accountability depends on timely, accurate, and complete personnel data/information entered correctly and updated as promptly as possible.
Personnel Accountability is the key factor used for conducting Strength Reporting.
FM 1-0, Chapter 3

4. 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
LEGEND
Reporting
View Only
Battalion S-1
FM 1-0, Figure 3-3

5. Personnel Accountability Doctrinal Responsibilities
GROUP PRACTICAL EXERCISE #1
GROUP 1
ASCC / Corps / Division G-1
GROUP 2
Human Resources Sustainment Center
GROUP 3
Theater Gateway Personnel Accountability Team
GROUP 4
Human Resources Company
Each group has 20 minutes to analyze the doctrinal responsibilities for their assigned HR staff element or SRC 12 organization.
Identify the top three critical Personnel Accountability 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.

6. Personnel Accountability Human Resources Enabling Systems
eMILPO
RLAS
SIDPERS
TPS
DTAS
Electronic Military Personnel Office
Regional Level Application Software
Standard Installation Div Pers Reporting System
Deployed Theater Accountability Software
Tactical Personnel System
AC System
USAR and ARNG upon mobilization
USAR
ARNG
All Components
All Components in a deployed theater
Effective Personnel Accountability depends on timely, accurate, and complete personnel data / information entered correctly and updated as promptly as possible.

7. Personnel Accountability
Brigade / Battalion
Personnel Accountability
GROUP PRACTICAL EXERCISE #2
Brigade
Battalion
MISSION
Plan, coordinate, and execute Brigade HR support.
Brigade S-1
Personnel Readiness Team
HR Services Team
Personnel Readiness Management
Personnel Accountability
Strength Reporting
Personnel Information Management
Casualty Operations
Essential Personnel Services
Postal Operations
Morale, Welfare, and Recreation
Command Programs
Customer Service
MISSION
Plan, coordinate, and execute Battalion HR support.
Battalion S-1
Personnel Readiness Team
HR Services Team
Personnel Readiness Management
Personnel Accountability
Strength Reporting
Personnel Information Management
Casualty Operations
Essential Personnel Services
Postal Operations
Morale, Welfare, and Recreation
Command Programs
Customer Service
Legal
What are the similarities and differences in Personnel Accountability processes for brigade and battalion S-1s?
What are some S-1 “best practices” for Personnel Accountability?
Each group has 20 minutes. Be prepared to defend your answers!

8. Unit Personnel Accountability Report
AAA-162
Produced by S-1 from eMILPO.
Annotate changes as they occur; follow-up with appropriate eMILPO transaction(s).
Must be reconciled monthly.
Should be an S-1’s “desktop companion.”

9. Personnel Asset Inventory (PAI)
Unit Personnel Accountability Report (AAA-162) is the baseline document for conducting the PAI; supported by the Unit Commander’s Finance Report (UCFR)
Commanders must reconcile personnel data information on the AAA-162 with an actual physical muster formation of assigned and attached Soldiers
All Soldiers are accounted for to include absences such as:
- Assigned-not-joined Hospitalization
- Leave/Pass Temporary Duty
- AWOL/Confined Sick in Quarters
- Essential Duties Missing
PAI must be conducted for:
Annual Army-wide PAI (100% accountability)
Change of Command
Loss of Commander
A Unit Move, Inactivation, or Redesignation
Deployment
Movement from the Mobilization Station
Command Directed 
AR , Chapter 5

10. Learning Objective Action: Implement Personnel Accountability
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. Personnel accountability process and doctrinal responsibilities.
2. HR enabling systems that support personnel accountability.