Description: The article primarily focuses on the information that the chief talks about his division which is responsible for the annual distribution of approximately thirty thousand officers and warrant officers across the army.
I’m Colonel Jim Sizemore, chief of HRC’s officer readiness division, our division is responsible for the annual distribution of approximately thirty thousand officers and warrant officers across the army, we accomplish this task using priorities established by the chief of staff.
Additionally we work with the commanders in the field and their strength managers to balance the individual unit requirements against the CSA s Manning guidance metric, we do not make decisions in a vacuum, but we work with our strength managers to ensure units are supported to the highest possible levels, we prepared this short video to give you insight into a very robust system that balances the needs of the army and the professional development needs of our officer corps the intent.
This video is to pull back the proverbial curtain and give you a glimpse into the actions taken by HRC to manual formations whether you are installation g1 or new battalion s1 the following segments will assist you in understanding our officer distribution system.
We hope this is time well spent as we demonstrate how we work to take care of our nation’s most valuable resource,Manning process is an informed engaged and rigorous process, it ultimately enables the assignment of individual officers to positions across the army in accordance with established priorities that fulfill specific requirements.
At the time that is most advantageous to the gaining command the Manning process consists of four phases that follow the military decision-making process first is the preparation phase during this phase.
We identify all army requirements and the available officer population second is the validation phase during this phase, we validate the officer distribution plan in accordance with the army. Manning guidance next is the execution phase, this is when we actually man the Force, we do so by prioritizing unit needs while also balancing the officers personal and professional considerations last is the assess maintain phase.
This phase takes place concurrently throughout the Manning process, during this phase, we monitor unit strengths evaluate distribution execution respond to emergent requirements and communicate with the field the Manning process is executed in two Manning cycles a year that cover six-month reporting windows analysis is continuous throughout the cycle OPM DS goal is to fulfill all requirements in the first 90 days of the execution phase and to provide officers notification of assignment at least 120 days prior to the report date.
Now that we have covered the overall scheme of maneuver, let’s look at each phase in detail the purpose of the preparation phase is to identify worldwide army requirements and the available officer population this phase begins when operations and plans branch identifies all requirements in a consolidated format called the distribution requirements list or DRL by analyzing documented authorizations such as the pmab you add t da and M toes and other resource authorizations such as DM OHS and da directed fills while applying the army Manning guidance the DRL is further refined by the account managers who apply and analyze the army.
Manning guidance unit projected strengths unit mission essential requirements or Emme our field grade slates and the patch charts Inc matrix to complete the initial DRL the end state of this step is the completion of the initial DRL simultaneously assignment officers in collaboration with operations and plans branch confirm the officers identified to move.
I am identified officers are vetted based on time on station unit considerations and numerous professional development and personnel considerations the end state of this step is to validate the number of oh I M s at the conclusion of these two events the initial DRL is staffed utilizing a wargame process to determine probable consequences of potential actions reactions and counter actions during the Manning conference, during the initial action step, account managers and opsin plans branch build the DRL and prioritize the requirements based on needs of the army requirements of units that are not meeting army Manning guidance metrics will be competed as Manning guidance priority 1 all other units will be competed under Manning guidance priority 2 special consideration is given to one deep physicians primary staff and mission-critical requirements.
If left unbalanced Inked negative impact to the unit’s ability to accomplish, its assigned mission during the reaction step assignment officers staff and provide feedback on the DRL based on the needs of the officers.
Lastly, the counter action requires account managers to analyze the assignment officer feedback then validate and categorize any added requirements from the assignment officers any requirements, that are no longer valid are then removed from the DRL the preparation phase ends when the wargame DRL is approved by the officer readiness division chief this leads us into the validation phase purpose of the validation phase is to validate the officer distribution plan in accordance with the army Manning guidance.
This phase starts with a distribution of the branch and material estimates to the assignment divisions as analyzed during the DRL wargame assignment divisions within further distribute the estimated branch enmity requirements to the assignment branches prior to the start of the mating conference the biannual meeting conference is OPM DS primary method of officer distribution.
This is the first time officer raisins division and the assignment divisions sit down at the same time to staff and validate the DRL, ensuring units are meeting army Manning guidance while also satisfying the professional and personal needs of the officers, the intent of the conference is a Frank and open discussion between ORD and assignment divisions on how to accomplish the mission throughout the Manning conference account managers of a primary representatives of the units while the assignment officers are the primary representatives of the officers professional and personal needs.
However, everyone works together in the adjudication process, let me briefly orient you inside the meaning conference room, the conference itself is broken out into two formalized distributions hard coded billets are addressed first one branch at a time and one assignment desk at a time followed by a separate conference that addresses branch and material billets in both events the distribution branch will first adjudicate Manning guidance one in Manning guidance to requirements followed by any on-the-spot additions to the DRL an equal number of requirements will be validated.
I am declared in the next clip, we will take you inside of the Manning conference room in the front of the room, you will notice the distribution branch chief who has been delegated the decision authority to validate requirements, he receives input from the assignment officer and it’s available the assignment branch chief all of whom sit at the head table to the right and left of the head table are the representatives from the assignment branch and distribution branch who provide additional support and guidance while keeping accountability of the results in the rear of the room.
You will notice the account managers who are constantly giving feedback on their unit needs now. Let’s take a look we’re here for the 1401 main a conference having a question before we can start it.
How many officers can you be available to move for this cycle? I have 25 OEMs, this many cycle 15 that need a KD job ten that need a broadening assignment, it’s really declared 29 million validation that’s correct I lost two OEMs to abrogate KD job one extended overseas and then one I lost to a shotgun nomination that brings it back down to those 25.
I say wrong with that 25 good with that how many materials we have. I’ve got five in materials five him with brunch materials. If we would distribute yes, let’s go to the DRL and sort by main and guidance one requirements yes sir, we have 18 mg one okay 18 man against one and you have 20 minutes tribute. let’s keep all of those.
I had two of those mg ones as deletes do two officers extending one was EMSL h25 and the other was 3 CH Sam H to five major bluff just got approved for a high school stabilization, so he’s going to stay OK if he’s not going to move.
There’s no requirement there and then also major Matthews that 1st Cav is going to move internally to fill a 3 CH vacancy. Once he’s KT complete OK, if he’s going to move internally, we also gained it don’t need a rec to third quarter.
Let’s go ahead and lead those two mg1 requirements, so tracking then 16 main and get form requirements currently yes. Let’s look at the mg 2s me sir we have 30 mg twos. Those 30 which ones you need to feel you have any broadening opportunities or yes need of DMS LZ 1 h JT c SE t and h7 i .
The first three are broadening assignments and the last one I need to get a Mac P officer to Fort Lewis okay account managers any compelling issues. Can you take a look at one I’m tracking,they’re going to be 0 for fuel grades at Fort Hood, we didn’t keep the lieutenant Colonel’s, so I think we need to keep one of the majors that’s the commands number-one priority on the mark,the tapas they need to they’re below metric and they’re 50% and the most of the majors they have there are Bismol majors so.
We need to get the KD majors in there. I recommend we go Eddie Jeep that keyboard. I’ll keep one of a double use,we can delete the SCT the commands working a fill with the 173rd like katy complete major a major Smith, it’s a no-cost move, but I need a rack for that so we can move into DMS lset what we can do exactly she says it’s not an OEM, we’ll just build it as a requirement with no OEM.
We’ll keep it, but don’t count against his total OEM account, so we keep it come go with that what about a II 1 H 1 H,there are two of for 50% majors, but they have an excess lieutenant colonels Sam looking like that are coming up 5th corps,there should be one coming across from 5th corps which are making about three or four for this summer OK.
Let’s go ahead and delete the e1 h count banners any other issues, we have one om left, I do have one add I wanted to add one Oh a m242 F that unit is standing up and they need a staff. I concur with that addition already is only going to be able to provide one internal fill and they’re authorized for it.
So if we add them an additional, they’ll be a 100%, so let’s go ahead and keep the one to 42nd fire brigade and then that should by my count. I think that puts us at twenty hard codes that we distribute it,we’re at 20 from the account managers.
Once the hard-code conference adjourns the distribution branch rebalances the derail to ensure the maximum number of units are meeting army maiden guidance and the assignment branches have not over allocated OMS and would therefore being able to fulfill their branch in material obligations.
The branch in material conference is similar in procedure to the hard cold conference mg one branch and material quirements are discussed based on updated unit strength projections which incorporate the hard-code conference results upon completion the assignment division will then distribute the final branch immature requirements to the assignment branches.
Once the conference is completed ordy will prepare the conference outbreed to the OPM d director, once the director approves a distribution plan account, managers build the requisitions and in assignment divisions are able to assign officers on our fos distribution branch also execute supplemental distributions as needed to man documented and resource requirements.
As a result of centralized board, results emergent requirements nominative assignments in the home base and advanced assignment program during this process the distribution branch maximizes the use of the approved TRL to fill unvalidated requirements outside of the manning conference. Let’s take a look at the execution phase, the purpose of the execution phase is to man the force in accordance with the officer distribution plan approved by the OPM D director after approval of the plan account managers will build the requisitions for the approved requirements while assignment officers finalize their assignments late and then place officers on our fos OPM DS goal is to fulfill all requirements in the first 90 days of the execution phase and assign all officers on request for orders approximately 120 days prior to report date occurring simultaneously throughout the Manning process is the assess and maintain phase.
During this phase, we monitor unit strengths evaluate distribution execution respond to emergent requirements and communicate with the field, during this phase, we also conduct a midpoint review to obtain a status update on unfilled cycle requirements resolve changes in validity of approved requirements and reconcile adjustments of OMS OPM D also conducts a monthly update on cycle fulfillment progress in summary the end state of the officer Manning process is achieved when the army Manning guidance is met valid army requirements are fulfilled and individual officer professional development objectives are satisfied.
Thank you for spending time with us, as we describe the officer Manning conference process although relatively easy to demonstrate, in this short video, our distribution process is that complex and at times contentious process where our divisions account managers work with HR C’s assignment officers to meet the requirements of our army.
In this video, we work to convey the numerous factors that impact the assignment process, as I would like to highlight a few intangibles for you to consider first your input into the process is critical whether serving as a commander g1 or s1 or strength manager your ability to articulate your organization’s needs in a prioritized manner enables our team to better serve you in order to accomplish our core tasks, we must be synchronized in our efforts second precision Manning and fiscal discretion are the foundation of our distribution system, this demands a true understanding of unit needs and acknowledgement that HRC Mane’s organizations to the highest levels possible within constraints of our officer population.
This process is a zero-sum game for our army, a final takeaway is a need for continuous communications, we will remain transparent and candid in our dialogue, we believe that continuous contact with your command benefits your organization and ours as we move forward in closing thank you for your time our division seeks to assist allies and act in a manner that fosters team work with you and all commands in the field, we appreciate your efforts and look forward to working with you in the future.