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G1 - Manpower and Force Management Division

Contact Info
  • US Army Sustainment Command
  • 1 Rock Island Arsenal
  • Rock Island, Illinois 61299-6500
  • DSN 793-1129 / COMM 309-782-1129
  • FAX 309-782-6711
  • E-mail
Mission Statement

Manage the Army Sustainment Command (ASC) force management program for all CONUS and OCONUS locations under HQ, ASC responsibility. Represent the ASC in all manpower and workyear deliberations with outside organizations. Provide ASC careerists Manpower Management Civilian Career Program (CP-26) administration.

General Functions
  • Develop and issue command policy, guidance and direction for all phases of military and civilian manpower planning, programming, budgeting, and execution
  • Develop and issue command guidance and documentation procedures for organizational structures and functional alignments to support the ASC strategic long-range business plan
  • Develop and issue policy, formats and procedures for manpower execution reporting
  • Develop and issue policy for local manpower resource programs; i.e., 1-N priority listing
Major Manpower Events/Timelines
  • Program Objective Memorandum (POM) - October through January
  • Table of Distribution and Allowances (TDA) MOC Window - February through March
  • Resource Summit - April through June
  • Civilian Execution Plan (CEP) - September through October
Major Manpower Functions (see Definitions Table below POC listing for additional details)
  • Develop and issue ASC civilian and military manpower Program Budget Guidance to all ASC elements.
  • Determine manpower resource allocation levels for the Program Objective Memorandum (POM) and Resource Summit Budget.
  • Develop and submit command positions to installations/higher HQ concerning manpower increases, reductions and shortages relative to mission accomplishment.
  • Develop and recommend hiring target distribution and end strength execution plan to the Command Group.
  • Analyze, recommend and document mission assignments, organization structure and functional alignment for the Command.
  • Develop and submit ASC force management requests and documentation; i.e., tables of distribution and allowances (TDAs) and concept plans.
  • Analyze and validate ASC force management requests and documentation to higher HQ.
  • Prepare, consolidate and submit ASC manpower reports to higher HQ, ASC staff offices, and program managers.
Manpower and Force Management POCs
Analyst Assignments
Team Lead POCs: (309) 782-8548/1043
HQs Brigades Special Duties Phone
(309) 782-
Command Group
Command Counsel
G-1 (Human Resource
405th POM (Program Objective Memorandum)
CMEs (Contract Manpower Equivalents)
TDA Updates/Submissions

G-2 (Intel and Security)
G-6 (Information Mgmt)
*Special Staff
DMC (Distribution Mgmt   Center)
407th Monthly Command Strength Reports
ASORTS Unit Identification Codes
   UICs)/Derivative UICs (DUICs)
Army Stationing and Installation Plan
G-3/5/7 (Operations)
Field Support
Logistics Readiness Centers
  Direct Reporting Units
  (LRC DRUs)
  ASC 10-1 Mission and Functions
Office Symbols
LAP (Logistics Assistance Program)
Military Personnel Management
G-4 (Logistics) 401st
GFEBS (General Fund Enterprise
  Business System) and Budget Liaison
Reimbursable Positions
G8 (Resource Mgmt)
Resource Summit
Permanent Orders
PBG (Program Budget Guidance)
* HHC, EEO, Historian, Internal Review, Chaplain, IG, Surgeon, Provost Marshal, Small Business, Public Affairs
Major Manpower Functions Definitions


   ○   References: AR 570-4, Manpower Management, February 2006 and DA PAM 5-4-1, Management Survey Handbook, July 1973

What is an AMSSA Study?

  • A standard, integrated approach to overseeing Army requirements determination, organizational structure and design, and force management.
  • A study, resulting from an internal requirement/request or directed from a higher level, which is designed to determine correct staffing to accomplish the mission.

Who conducts the study?

  • US Army Manpower Analysis Activity (USAMAA) in conjunction with the local MACOM and higher headquarters.

What does USAMAA do?

  • Assist in oversight of manpower policy, organizational design, and force structure management.
  • Assist G-1 and G-3 with execution of the above.
  • Perform Manpower, workload, and organizational studies as directed and in support of Senior Army leadership and Army priorities.
  • Develops workload-based organizational templates for Army-wide application.
  • Works with HQDA and MACOMs to develop workload-based metrics, review, validate and approve (along with G-3 and Army staff proponents) MACOM developed templates.
  • Staff with affected organizations prior to implementation.
  • Use and oversee Army-wide application of a standard study methodology.
  • Review and approve all MACOM manpower requirement studies and ensure consistent application of Army manpower policies.
  • Provide direct support to G-3 in execution of their force structure responsibilities by providing analytical support, concept plan review, etc.


References: AR 5-18, Army Stationing and Installation Plan, June 2009

What is ASIP?

  • The ASIP is a master list that gives an overall “picture” of an installation. It contains information on installation tenant activities, on-post families, and contractors. It is a good source for higher headquarters to see exactly what is located at an installation.
  • Provides a single source of data that contains the official HQDA authorized planning populations for permanently assigned unit personnel and official students by location and fiscal year.
  • ASIP is a database created from several sources to reflect the planned population of all units, activities & tenants at Army and Army Reserve Component installations over a 7-year period.

Who uses the ASIP and what are the uses of ASIP?

  • ASIP is used by Department of Defense, Total Army Basing Study, Army Staff, Army Secretariat/Army Audit Agency, General Accounting Office, Major Army Commands, Reserve Components and Installations.
  • Planning: Provides Army planners and programmers consistent information to determine base closures, facilities and other authorized planning populations or unit driven requirements for all assigned unit, activities, and tenant organizations.
  • Establishes the foundation for master planning and base operations resource programming at an installation. It is used to validate and justify all active Army and Reserve Component military construction, Army family housing, and non-appropriated fund (NAF) projects that are submitted to Congress for approval.
  • Provides source data for the annual Department of Defense (DOD) Base Structure Report.
  • Validation: construction projects, force programming documents, base closure, facility requirements, installation master, plans, force relocation, utilization.
  • General Information: Congressional exhibits, General Officer & Commanding Officer briefings

How often is the ASIP updated?

  • The US Army Garrison-Rock Island Arsenal (USAG-RIA) conducts a quarterly survey of all units and organizations permanently stationed on RIA. The USAG-RIA then updates the ASIP with our information.
  • ASC G-1 provides ASIP updates to the Rock Island Garrison when updates the ASIP database (managed by IMCOM).
  • The ASIP database is created and maintained by the Facility Planning Division of the Office of the Assistant Chief of Staff for Installation Management (OACSIM).
  • It is updated semiannually.


Reference: AR 220-20, Army Status of Resources and Training System (ASORTS) Basic Identify Data Elements (BIDE), March 2004

What is ASORTS?

  • ASORTS is a single automated report of all UICs and DUICs for the Army within the Department of Defense which provides the National Command Authorities (i.e., the President & Secretary of Defense) and Joint Chiefs of Staff with authoritative identification, location and resources information on units and organizations of the United States Armed Forces. The database is maintained at the Pentagon.
  • HRF reviews ASORTS printouts generated from Force Management System Web (FMSWeb) for accuracy and assists ASC elements and installations in obtaining new derivative unit identification codes (DUICs) from AMC.

What impact does ASORTS have on my installation personnel?

  • Derivative Unit Identification Codes (DUICs) are obtained through SORTS.
  • DUICs identify personnel assigned to a parent unit organization, but duty stationed at locations other than the parent unit installation itself.
  • DUICs are very important for military so they are sent to the right location.

What other impact does ASORTS have on my installation?

  • You must have a DUIC to have a Department of Defense Activity Address Code (DODAAC).
  • The DODAAC is a coded address for use in automated systems involving requisitioning, receipt, storage, issue, shipment, maintenance and billing of materiel.

How do I get a DUIC?

  • For a unit that will have personnel assigned on a TDA document there are two ways to obtain a DUIC:
  • First: Unit is organized/reorganized as part of a Concept Plan or TDA change. HRF will assign and submit the request for a DUIC once the Concept Plan or TDA change is approved.
  • Second: An organization notifies HRM via e-mail that they need a DUIC and HRF will work with the organization to obtain the data AMC requires. The request must include a justification. Requests for DUICs are subject to approval from HRF and AMC.
  • If approved, HRF sends an e-mail request to AMC for the DUIC.
  • AMC reviews the request and if approved processes the DUIC into the ASORTS database.
  • HRF is notified once the DUIC is officially in ASORTS and HRF in turn, notifies the requesting organization of the DUIC number and that it can now be used.
  • Once processed, the organization can request a DODAAC thru Field Support (AMSAS-FSP-SA).
  • All ASC TDA DUICs will start with W0DA.
  • MTOE and MTOE Augmentation TDAs UICs/DUICs are assigned by USAFMSA based on a Force Development Package approved by USAFMSA, AMC and DA.
  • For a unit that only needs a DODAAC for property/supplies or equipment and will not have personnel assigned:
  • Organization notifies Field Support, AMSAS-FSP-SA via e-mail that they need a DUIC and FSP-SA will work with the requestor to get the data AMC requires. The request must include a statement indicating what the DUIC will be used for.
  • FSP-SA sends an e-mail request to AMC G-4 for the DUIC
  • AMC reviews the request and if approved processes the DUIC into the SORTS database
  • FSP-SA is notified the DUIC is officially in ASORTS and will, in turn, notify the requesting organization of the DUIC number and that it can now be used
  • Once processed, the organization can request a DODAAC or DODAACs from AMSAS-FSP-SA
  • Property/supplies/equipment only DUICs will “not” start with W0DA - they will start with the UIC associated with the type of property/supplies identified in the request
  • Organizations should notify HRF (for all W0DA units) or FSP-SA (for property/equipment) of any changes to the DUIC (i.e., name, location, address, etc) that would necessitate a change to the ASORTS database in order to keep the unit information current in the ASORTS database.

(also see Resource Summit)

References: DFAS-IN Manual 37-100, Financial Management, August 2009

What is the CEP?

  • The Civilian Execution Plan documents ASC’s request to AMC for approval to execute a specified number of work years for direct and reimbursable mission for the upcoming fiscal year. The CEP is based on projected hiring plans, end strength planning and the resource summit completed for the upcoming fiscal year.

What is Resource Summit?

  • Resource Summit is where ASC projects work years for the upcoming fiscal year by unit, available funding, type of personnel currently employed (permanent, temporary (assignment 1 year or less), term (assignment 1-4 years) or projected to be hired based on the hiring plans created by HRF.

What is a Work Year?

  • A work year is the equivalent of one person working all available hours for one year. Available hours for a fiscal year usual range from 2080-2096, depending on holidays and work schedule. Two people working part-time for a year will also generate one work year. For manpower purposes, a work year is based on all paid regular hours, including leave and training. Overtime hours, and hours worked by military or contractor personnel do not count for work year target purposes.
  • Our command receives its work year target from AMC based on an average of current year Program Budget Guidance (PBG) plus previous year actual strength. Example: Previous Strength = 20,000 / Current PBG = 19,000 = Expected work year target would be 19,500.

  • The PBG is an official detailed list of all manpower requirements and authorizations that have been allocated to this Command. The PBG is developed and amended through Program Objective Memorandum (POM) actions and decisions by submitting requested changes during a yearly POM cycle.
  • The Army POM is a detailed plan of how the Army will distribute its resources and manpower for a fiscal year. The POM process centers on developing and documenting the minimum manpower requirements necessary to complete assigned missions.
  • The POM establishes the baseline for the CEP and updates the PBG

What is a Hiring Plan?

  • The Hiring Plan is a document developed by HRF based on current and projected strength which estimates by unit the total number of personnel planned to be employed through the next fiscal year.
  • The Hiring Plan is a projection by month of the number of personnel employed by category (permanent, temporary, term). Projections include personnel who may be leaving throughout the year and any changes in mission that might require more or less personnel.
  • Hiring Plans are normally developed during April/May for the upcoming fiscal year.

What happens to the CEP after it is submitted?

  • Once AMC approves the CEP, the plan is loaded into an AMC on-line database where actual execution is posted monthly, with a requirement that we explain variances +- 2% of the plan.


References: FY 2000 Department of Defense Authorization Act. Section 343 and Secretary of the Army Memorandum, 29 Jan 07.

What is a Civilian Manpower Equivalent (CME)?

  • A CME represents the number of in-house manpower authorizations the Army would require to perform the contracted workload at the same level of service specified in a contract.
  • A CME is a calculation based on estimated hours equaling the total hours for 1 year for 1 full time government civilian employee (approximately 2087 hours per year)

What is the ASC Service Requirements Tracking Database (ASRTD)?

  • It is a web-based, CAC enabled database which provides a single source for comprehensive ASC integration and tracking of service requirements and service contract data
  • ASRTD allows ASC to know:
  • What service contracts do we have?
  • When do they expire?
  • Who is responsible for the contract?
  • What are we buying?
  • How much is it costing?
  • What happens when the contract expires?
  • Provides standard easy to use reports, downloadable into Excel

What is the CME Module of the database for?

  • ASC has a requirement to track all CME’s for all service contracts
  • The CME module:
  • Allows Requirement Point of Contact (RPOC), Contracting Officers Representative (CORs) and/or Contracting Officers Technical Representative (COTRs) to enter real-time CME data
  • Provides an accurate snapshot of service contract and CME data
  • Allows G-1 to validate CME’s and provides G-1 the ability to query live data for datacalls
  • More accurate CME data is available and less response time for taskers and datacalls; less HQ taskers to the field

Why do I have to account for my CMEs and what happens to the CME after it is submitted?

  • The Secretary of the Army directed management of service contracts to control costs and growth in the workforce.
  • It is a DOD requirement to account for all service contract personnel along with other government civilian and military strength to provide a total strength posture and provide bteer oversight of the workforce.
  • DA has mandated the documentation of CMEs in Section II of the TDA.
  • After your CME is entered into the database it affects future funding and strength actions for DOD and depending on the type of service contract may be documented on the official Table of Distribution and Allowances (TDA).
  • Documenting CMEs allows DOD to determine how many manpower authorizations would be needed to completely support all missions (military and civilian)


Reference: AR 71-32, Force Development and Documentation-Consolidated Policies, March 1997

What is a Concept Plan?

  • A detailed proposal to create or change one or more units when the level of change reaches a specified threshold. The purpose of a concept plan is to ensure that resources are used to support Army objectives and priorities.
  • A concept plan must align with Army goals and policy without building duplicate structure, and be an improvement to a required capability to warrant creating a new unit/organization, or restructuring an existing one. The concept plan must demonstrate a measurable efficiency, improved capability, or the need for a new requirement.
  • Concept plans may not cause growth in a Command's manpower unless the concept plan references a HQDA directed mission.
  • Concept plans may be submitted at any time. However to be considered during the next budget cycle, which is the key to resourcing the concept plan. they must be approved by 15 December of that POM year.

When would a Concept Plan be submitted?

  • All requests for additional requirements must be workload based and include substantiating workload data. Commands must be prepared to resource concept plans from within the Command's available authorizations.
  • AR 71-32 currently outlines the following threshold events that normally would trigger the submission of a concept plan
  • Creation of a new MTOE unit based upon new or changed doctrine
  • A change to a TDA organizations mission or functions that will involve placing increased demands on HQDA for personnel, equipment. funds and facilities
  • Reorganization of a unit at or above directorate level (guideline: one level lower than the commander or director)
  • Movement of a mission, function, or unit from one Command to another, if reorganization is involved
  • Growth of any new military requirements [position] or any new civilian requirements [position]
  • Conversion of contractor or Contract Manpower Equivalent (CME) manpower to Department of the Army Civilians.

What happens when a Concept Plan is submitted?

  • Staffing: ASC submits all concept plans thru AMC to HQDA for command staffing. All concept plans will be evaluated for compliance with AR 71-32.
  • Approval Process:
  • Concept plans are approved by the HQDA Director, Force Management
  • For concept plans with wide ranging implications or changes, or senior leader interest, the G-3/5/7 or the VCSA may be the approval authority
  • Concept plans focus on military requirements and authorizations and civilian requirements. The Director, Force Management will recommend or direct a military manpower resourcing strategy to implement the concept plan and approve the civilian manpower requirements.
  • Unresourced requirements will continue to compete in the Program Objective Memorandum (POM) process for resources
  • Once a concept plan is approved the HQDA Force Structure Command Manager will send the concept plan approval memorandum to the appropriate Command.

(also see TDAs)

References: None

What is a Manning Document (or Operating TDA)?

  • The Manning Document (MD) is an ASC standard tool to accurately track “faces” to TDA “spaces”
  • The MD is part of the ASC personnel DNA (Distribution and Allowance) database

Why have a Manning Document or Operating TDA?

  • The operating TDA is updated whenever a change is made – for larger units, this could be daily
  • The operating TDA is used for day-to-day personnel management and civilian personnel management

What are the benefits of maintaining a Manning Document?

  • The MD can be used to identify vacancies, employees on a detail or temporary promotion, temporary/term or permanent employees, etc., by paragraph and line
  • You can query and print various reports, using your operating TDA as the base document
  • As your SF 52 actions are submitted to Civilian Personnel Operations Center (CPOC), you can update the MD to keep track of the actions
  • The Manning Document is used to report strength accountability to the command group and command group staff and answer taskers pertaining to strength accountability
  • A copy of the MD is provided to each brigade on a monthly basis in order to update "faces" to spaces
  • Units update their personnel data and any other relevant information and return the updated copies to HRF by the 3rd working day of each month (data is updated to reflect all changes as of the last day of the previous month)
  • Updates are then entered into the DNA database and monthly strength accountability reports are prepared and forwarded to the command group
  • On-board data is used to update the ASIP (see section on ASIP) database, and may be used to answer taskers from higher headquarters
  • Copies of the document can be provided to various ASC staff offices when personnel accountability is needed to assist with budget, computer resources, facility questions, etc
  • Copies of the documents can be provided to commanders to enable them to see how their units look in terms of positions and personnel


References: DA Pam 10-1, Organization of the United States Army, June 1994

What is a 10-1 Mission and Function Document?

  • The 10-1 chapters delineate the current ASC mission and function responsibilities for all ASC organizations. The ASC 10-1 can be used as a quick reference to discover where a particular function is accomplished within the ASC structure.
  • HRF is responsible for managing, processing and oversight of all of the 10-1, Mission and Functions documents within the ASC. There are currently 25 chapters and 2 appendices to the headquarters 10-1 and 7 subordinate installation 10-1s. HRF analyzes and approves subordinate installations 10-1 changes as part of the review process of any reorganization proposals.

How often is the 10-1 updated?

  • We usually complete at least one change package per year. All ASC 10-1 documents are highly fluid and the updating is dependent on various reorganization actions and management reassignments of missions/functions.

What kind of changes effect the 10-1 Mission and Function Document?

  • Management reassignment of missions and functions, reorganization actions; and almost anything that effects the TDA.

When is an organization required to submit a 10-1 or 10-1 changes?

  • Any time your organization submits a reorganization package, has a change in mission/function, or just wants to change the narrative for clarity purposes. All change packages will be held until we have enough changes to warrant completing a change package. Any problems with submitted changes will be coordinated with/by the HRF analyst assigned to that organization.

When are we notified that our 10-1 chapter has been updated?

  • Your organization will be notified of the updated change to your 10-1 via e-mail from your HRF Manpower Analyst


References: Chapter 7, AR 570-4, Manpower Management, February 2006, and AR 71-32, Force Development and Documentation-Consolidated Policies, March 1997

What is Mobilization? Mobilization is the process of assembling and organizing national resources in preparation for war or other emergency. There are 5 categories of mobilization:

  • Selective Mobilization: For a domestic emergency, the President or Congress, upon special action, may order expansion of the active Armed Forces by mobilization of Reserve Component units to deal with a situation where the Armed Forces may be required to protect life, Federal property, and functions, or to prevent disruption of Federal activities. Normally not associated with a requirement for contingency plans involving external threats to national security.
  • Presidential Selected Reserve Call-Up: The President may augment the active forces by a call-up of units or individuals of the Selected Reserve up to 200,000 personnel for up to 270 days to meet the requirements of an operational mission. Congress must be notified and informed of the reasons for the call-up.
  • Partial Mobilization: To meet the requirements of a war or other national emergency involving an external threat to national security, Congress or the President may order augmentation of active armed forces (short of full mobilization) and mobilize up to one million personnel of the Ready Reserve (units or individuals) for up to 24 months. Congress can increase the numbers and duration by separate action.
  • Full Mobilization: Requires Congress to pass a public law or joint resolution declaring war or a national emergency. It involves the mobilization of all Reserve Component units in the existing approved force structure, all individual reservists, and the materiel resources needed for the expanded force structure.
  • Total Mobilization: Involves expansion of the active Armed Forces, by origanizing and/or activating additional units beyond the existing approved troop basis to respond to requirements in excess of the troop basis and the mobilization of all additional resources needed.

What is a Mobilization TDA?

  • MOBTDA reflects manpower and equipment required to perform an assigned mobilization mission.
  • Upon issuance of an activation order by HQDA, the approved MOBTDA will replace or supplement current authorization documents. The MOBTDA is the basis for requisitioning military manpower.
  • Documents any ‘un-resourced’ military billets from the official TDA.
  • MOBTDA can be Military and Civilian

Who manages the MOBTDA, how is it updated and how often?

  • Currently Army Reserve Sustainment Command (ARSC) manages MOBTDAs. Since the war effort began – this is where we requisition to get military fills for 401st and 402nd in conjunction with a Request for Forces (RFF)
  • HRF updates the ASC MOBTDA in conjunction with MOC Window (see TDA definition).


References: AR 25-59, Office Symbols, August 2007, and ASC Regulation 25-1, Office Symbols, October 2010

What is an Office Symbol?

  • Office symbols are used to identify organizations on official correspondence, identify what organizations an individual is assigned to on global e-mail distribution lists and to maintain official office records in the Army’s Records Information Management System (ARIMS).
  • Office symbols are assigned only to officially established organizational elements.
  • ASC office symbols contain a maximum of 11 letters (no numbers)
  • HQ elements:
  • The first five letters represent the basic symbol
  • The sixth and seventh letters represent a directorate, comparable element or the first next lower organizational element
  • The eight letter represents a division, comparable element or the next lower organizational element
  • The ninth letter represents a team, branch, comparable element or the next lower organizational element
  • ASC subordinate elements:
  • The first four letters represent the basic symbol
  • The fifth, sixth and seventh letters represent a directorate, comparable element or the first next lower organizational element
  • The eighth, ninth and tenth letters represent a division, team, comparable element or the next lower organizational element

Who assigns office symbols?

  • HRF assign basic office symbols to HQ ASC elements and make additions, deletions or changes therto and will notify all ASC HQ and subordinate elements of changes in office symbols via e-mail
  • HRF reviews all office symbols and ensures for conformity with Department of the Army Regulations and Policies
  • Final approval for all office symbols resides with AMC and DA Records Managers. ASC G-6 reviews all proposed office symbols and coordinates with higher headquarters records management for final approval of format and composition
  • ASC G-6 will publish to the ASC Website the final approved Office Symbol list

How do I get an office symbol?

  • Directors of HQ ASC elements will forward a memorandum to AMSAS-HRF requesting additions, deletions, or changes in their organization’s titles or office symbols
  • After an approved reorganization/office addition/organization change, the HRF organizational Manpower Analyst will coordinate all office symbol changes with the organization.


References: AR 600-8-105, Military Orders, 28 Oct 94 and AR 220-5, Designation, Classification and Change in Status of Units, 15 Apr 03

What is a Permanent Order?

  • Permanent Orders are published to activate, inactivate, organize, reorganize, designate and re-designate US Army controlled organizations and units.
  • The DA Deputy Chief of Staff, Personnel is responsible for the orders program and policies. MACOM Commanders administer the program. For ASC orders are administered by AMC G-8 and G-1

When is a Permanent Order appropriate?

  • Upon activation of a new command (i.e., ASC Concept Plan, new MTOE)
  • To designate or re-designate a provisional unit (i.e., change from LSE to Battalion)
  • Realignment of units between commands

When is a Permanent Order not appropriate?

  • Unit name changes based on TDA change (i.e., LSE to LST). Changes would be submitted in ASORTS (see definition above)
  • Transfer of Function (i.e., movement of mission/personnel/dollars) from one command to another. This action is normally done via Memorandum of Understanding (MOU) as the authorization document.
  • Deactivation of TDA unit (can be done via Memorandum signed by the Command Group)

What are the different types of Permanent Orders?

  • Permanent: orders are valid until revoked, amended or changed via a corrected order
  • Provisional: orders are valid for 2 years from effective date at which time they must be made permanent, extended for up to another 2 years (maximum) or allowed to expire
  • Re-designation: orders are used to re-designate a unit such as changing an LST to a Battalion (to be documented in a Concept Plan). Re-designation orders are Provisional initially.
  • Realignment: documents movement between different command organizations (i.e., 406th to 407th)
  • Correction: used to correct an item in a previously published order. Only one correction per order can be done. If another correction is needed the order will be revoked/rescinded and a new order issued with a new order number and date with a superseded statement at the bottom for audit purposes.

What does a Permanent Order do?

  • Serves as an official document for the purpose of conducting personnel transactions through Military or Civilian Personnel Offices
  • Documents a change in a units status for historical and heraldry purposes

How do I get a Permanent Order and who completes the Permanent Order?

  • Units do not need to initiate requests for any Permanent Orders
  • HRF will initiate and prepare Permanent Orders as needed IAW applicable regulations.
  • Permanent Orders, once processed, will be distributed by HRF throughout the command for information/documentation purposes


References. None

What is the PBG?

  • The PBG is an official detailed list of all manpower requirements and authorizations that have been allocated to a Command.
  • It includes elements such as:
  • Unit Identification Code (UIC) – identifies all unique UICs belonging to the command (i.e., ASC UIC = W0DAAA)
  • Army Management Structure Code (AMSCO) and Management Decision Evaluation Package (MDEP) - identifies specific categories of funding based on appropriation.
  • C-Type – identifies the category of civilian spaces based on whether the position is a US Citizen or Foreign National employee
  • Fund Type (Direct or Reimbursable Appropriation and Reimbursable Source or Customer)
  • The funding we receive should be tied to authorized levels (in a perfect world)

How is the PBG developed?

  • Through POM (see POM) actions, DA/AMC decisions and by submitting POM reprogramming change requests during the POM cycle
  • The approved PBG is then the baseline for the TDA build (see TDAs/MOC Window)
  • All PBG changes must be documented on the official TDA.

What does G-1 do with the PBG when it’s received?

  • Review PBG for changes
  • Track any changes from previous PBG
  • Update all internal reports
  • Brief management of impacts to Command


References. None

What is the POM?

  • A detailed plan of how the Army will distribute resources based on Defense Planning Guidance
  • A formal process whereby manpower requirements necessary to complete the mission can be requested

What does the POM do for ASC?

  • It provides an official avenue for us to update our PBG and TDAs and establishes a baseline for the Civilian Execution Plan
  • It allows us to document areas of concern for AMC to review and is one of our only chances to make significant changes to official manpower documentation

How is the POM developed and what happens to the POM?

  • POM timelines are established by Congress
  • The process normally starts in October when ASC receives guidance from AMC.
  • Documentation is then developed during November-December and submitted to AMC in early January. Any actions which affect the budget is coordinated with G-8.
  • POM submissions are followed by the TDA submission. Approved POM actions are normally received around June-July and will generate a new PBG.
  • Any approved changes are then documented on the TDA along with any changes that have occurred on the monthly Manning Documents.


References: AR 570-4, Manpower Management, February 2006

HRF provides advice to all ASC activities in preparing reorganization proposals. All proposals are submitted to HRF where an analysis is performed based on a review and coordination with ASC staff offices. HRF works with the submitting organization to develop the most appropriate structure to accomplish the mission and obtain all necessary approvals. Reorganization proposals can be submitted anytime the organization is not in a RIF planning/execution mode.

What information needs to be included?

  • For reorganizations within the same organization, start with a summary of the action, include a proposed TDA/Manning Document and 10-1, and any other supporting documentation that will accurately present your case.
  • For reorganizations that cross unit lines, a concept plan may be required that will have to go to AMC and DA for final approval

What is the approval process?

  • Once a proposal is received an initial analysis is done to ensure it follows set regulation and guidelines (i.e., number of levels of management, supervisor to employee ratios, does not exceed assigned resource levels).
  • The proposal is then staffed with other HQ staff offices that may be affected by the reorganization, as well as other G-1 staff offices for input.
  • After all input is received the G-1 HRF organizational analyst will work with the organization to resolve any issues, and prepare the package for the final approving authority.

Who is the final approving authority?

  • All reorganizations must be approved by the Command group.
  • If the reorganization is directed from AMC or higher, a concept plan must be prepared and forwarded to AMC.

How long does it take to get approval?

  • For the lowest level of reorganization, a couple of weeks
  • The higher up it has to go, the longer it will take. A concept plan to DA could take up to 1-2 years for final approval.

What happens once the reorganization is approved?

  • Changes will be documented in the G-1 DNA (Distribution and Allowance) master personnel database.
  • All changes will be reflected on Manning Documents (see section on Manning Documents for more information) and a copy provided to the organization.
  • The official TDA will be updated during the next TDA update.

(also see Civilian Execution Plan)

References: AR 570-4, Manpower Management, February 2006

WWhat is Resource Summit?

  • Resource Summit is where ASC projects work years for the upcoming fiscal year by unit, available funding, type of personnel currently employed (permanent, temporary (assignment 1 year or less), term (assignment 1-4 years) or projected to be hired based on the hiring plans created by HRF.
  • Resource Summit is completed during May-July and submitted to G-8 to begin setting up budgetary requirements in anticipation of the new fiscal year funding when received.

What happens during Resource Summit?

  • Hiring plans are developed using the current Manning Documents and any known changes (retirements, temp/term end of tour dates / AMC directives, etc) and form the basis for work year estimates.
  • Data is coordinated between G-1 and G-8, & G-1
  • G-8 prepares affordability data for presentation to AMC G-8 in late June and AMC CG in late July

When will I know what my next year’s funding will be?

  • Once the plan is approved and funding is received by ASC G-8 they will provide a breakdown by type of funding (direct, supplemental, reimbursable) to G-1, HRF and the brigade S-8 Budget Analyst.
  • HRF will assign funding to spaces on the Manning Document IAW the projected hiring plan.

Can I change my funding codes when I want to?

  • No! The spaces have to match where the dollars have been allocated. Because of the Army's budget planning cycle, once we request where we want our spaces in our budget submission, it still has to make its way through AMC, DA, OSD, and Congress into the President's Budget. This process takes over a year or more. Once those levels are approved and set by Congress, we're not allowed to request reprogramming them for the immediate future.
  • If there are any changes based on current year appropriations that are received by ASC G-8 throughout the fiscal year the finding codes will be updated on your Manning Document.

(also see Manning Documents)

References: AR 570-4, Manpower Management, February 2006

What is a TDA?

  • The TDA is a three part document.
  • The first part (section 1) is a brief summary of the unit's mission and geographic location information
  • The most recognized is the second part (section 2). This shows the personnel each organization is allowed to have by title, series, grade, pay source, and other elements of that position
  • The third part (section 3) shows equipment owned by the unit.
  • HRF is responsible for managing and processing all personnel TDAs within ASC.

How often is the TDA updated?

  • Once a year, HQDA opens a Management of Change (MOC) Window for all units to submit TDAs to them for approval
  • All MOC window changes/updates are based on guidance from AMC and are subject to AMC approval
  • Once AMC approves the TDA it is forwarded to DA for final approval
  • The final approved document is downloaded into FMSWeb (Force Management System Web Site) TAADS (Table Army Allowances and Distribution System) by DA.

What kinds of changes are made to the TDA?

  • HRF reviews the document and incorporates approved reorganizations, movement of authorized positions, changes in grade/job series - virtually anything that has been documented on the Manning Documents within the last year.

How does this differ from the operating TDA (also see Manning Documents)?

  • The official TDA documents requirements/authorizations and structure approved by AMC and DA and are updated once a year
  • Official TDAs are processed two years in advance of their implementation date and only reflect TDA positions. Example: The FY12 TDA was submitted in FY10.
  • The official document is used at higher levels for studies, audits, and other information and for requisitioning military personnel.
  • Operating TDAs are updated on a daily basis and reflect operational structure, changes to civilian title/series/grades based on promotions, new job descriptions, new assignments, etc and show positions and personnel assignments (spaces and faces). Operating TDAs form the basis for update of the official TDA.

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