Combat Service Support Division
United States Army Human Resources Command
PEOPLE ALWAYS. . . MISSION FIRST!
29 Jun 05
Briefing Purpose
To provide information to
and address key officer
personnel issues affecting
Combat Service Support
officers.
PEOPLE ALWAYS. . . MISSION FIRST!
What I Want You to Take Away!
• Don’t break contact with us. If we can’t get a hold of you, we can’t
communicate with you! The Army Human Resources Command
(HRCOM) is changing how it does business, stay current.
• Must have an Officer Retention Program. Commanders and HRCOM
must shape realistic expectations and preferences.
• Priorities are clear:
•GWOT
•Modularity
•“Readiness is Paramount”
• Personnel Assignment and Professional Development policies and
programs are in a great state of flux.
• Importance of mentoring and counseling officers
PEOPLE ALWAYS. . . MISSION FIRST!
Briefing Outline
• Mission
• Organization
• OPMS III
• OER/Rating Philosophy
• Career Management
• Miscellaneous
PEOPLE ALWAYS. . . MISSION FIRST!
Mission
ASSIGN THE RIGHT OFFICER TO THE
RIGHT JOB AT THE RIGHT TIME.
CSSD CREDIBILITY
•
•
•
•
Reputation
Integrity
Commitment
Fairness
TASKS
• Meet Army Requirements!
• Officer Professional Development
• Officer Personal Desires
To Accomplish
PEOPLE ALWAYS. . . MISSION FIRST!
Our Organization
ARMY G1
CG HRC
DIRECTOR, OPMD
OPERATING DIRECTORATES
IMB
BG Hernandez
Ms Brown
TAGD
EPMD
Information Technology
DEPUTY DIRECTOR
PERSINSD
OPMD
COL Roncoli
MSB
Ms Hollander
Management Support
LDD
COL Stallings
Education & Strategic
Change
CAD
FAD
Mr. Kendall
COL Martin
Combat Arms
Assignments
Functional Area
Assignments
8 Assignment Divisions
CSAD
COL Robertson
COLs DIVISION
LTC McGarrity
COL Wilson
Special Units
Colonel Assignments
COL Curl
COL Fix
Combat Service Support
Assignments
Combat Support
Assignments
SMD
OPS/PLANS
CSSD
HSD
COL Allen
Medical Specialist
Assignments
Operations and Plans
(“S3 Shop”)
WOD
CW5 Jenkins
Warrant Officer
Assignments
1 Operations Division
1 Officer Professional Development Division
As of 10 DEC 04
PEOPLE ALWAYS. . . MISSION FIRST!
CSSD Organization
COL Curl
Division Chief
Colonel’s Division
QM
LTC Hamilton
LTC Kennedy
XO
LTC Gill
LTCMorrow
LTC(P) Gardner LTC(P) O’Connor
COL Yocum
QM Branch Chief OD Branch Chief TC Branch Chief AG Branch Chief FI Branch Chief
LTC Hagan
FA 90
Branch Chief
TC
LTC Heibel
OD
LTC Cantolina
Mailing Address::
Telephone:
Branch Telephone Numbers:
Commander, HRCOM
DSN: 221-8115/5298
QM (AHRC-OPC-Q): x8119/8123
ATTN: AHRC-OPC
COMM: (703) 325-7494/5262
OD (AHRC-OPC-O): x8122/2623
200 Stovall Street
FAX : DSN 221-2506/8025
TC (AHRC-OPC-T): x5290/5291
Alexandria, VA 22332-0416
FAX: COMM (703) 325-2506
AG (AHRC-OPC-A): x5272/8106
FI (AHRC-OPC-F): x5293/0332
As of June 2005
PEOPLE ALWAYS. . . MISSION FIRST!
FA 90 (AHRC-OPC-L): x5262/7494
Briefing Outline
• Mission / Organization
• OPMS III
• Officer Evaluation Report
• Career Management
• Miscellaneous
PEOPLE ALWAYS. . . MISSION FIRST!
OPMS 2 to OPMS XXI (3)
• OPMS 2. “Dual-track” system. No career fields
• OPMS 2 to OPMS XXI/3
- Driven by environmental changes
- Required Officer Management changes to:
• Increase Warfighting readiness
• Develop both specialists and operators
- Endstate - 4 career field-based officer
management system
• Must change to better support a Joint and
Expeditionary Campaign Quality Army
PEOPLE ALWAYS. . . MISSION FIRST!
Strategic View
Where We Are Today…
Where We Are Headed???
4 Army Career Fields
• Functionally Aligned…Joint Experienced
OPCF
IOCF
ISCF
PEOPLE ALWAYS. . . MISSION FIRST!
OSCF
• Professionally Developed Adaptable Leaders
• Flexible Career Paths… Increased Stability
• Skills Based…Breadth and Depth
• Deep Bench…Lifelong Learning
• Robust Incentives…Lifetime of Service
Summary of Recommendations
• Develop Skills: Functionally align skills
• Career Paths
• Adopt a new Officer Development Model
• Provide less prescriptive development
• Synchronize Professional Military Education with
Civilian Education
• Modify Career Field Designation (CFD) Process
• Recruit and Retain all Volunteer Force: Develop intrinsic
and extrinsic incentives
PEOPLE ALWAYS. . . MISSION FIRST!
OPMS TF Structure
Director
OPMD
Log Corps
Team
NG/RC/WO
Team
Career Field
Team
Education
Team
LDD - Task
Force HQ
REP
REP
OPMD
ORSA
TRADOC
Rep
Rep
Rep
RAND
RAND
RAND
?
JFCOM
USMA
ARSTAF
HRC
St. L
WEB
PAGE
Contract
Other Agencies
OSD
Joint
Staff
ARSTAF
PEOPLE ALWAYS. . . MISSION FIRST!
ORSA FA90
CDT
CMD
Access
CMD
OEMA
Team
REP
G-1
REP
WOD
ORSA
600-3
Tiger Tm
Rep
NGB
AMC
Incentives
Grad Ed
for Service
Tiger Tm
USARC
ARSTAF
USMA
ARSTAF
OEMA
Current DA Pam 600-3 Career Development Model
1
2
3 LT
BOLC Phase II
Institutional
Training
3 4 5 6 7 8 9 10 11
CPT
CCC/
CACS
11 12
13
14
15
16 -
MAJ
16 17 18 19 20 21 LTC
COL
CAS3/
CABCC
BOLC Phase III
ILE
SSC
Functional
Area
Decision
Career Field
Decision
Operations
Functional Area
• Bn XO
Operational
Btry
• Bn S-3
Support
Command • Bde XO
Information
12 months • Bde S-3
Support
(optimally 18 ADAM Cell OIC Institutional
AMD
C2
Cell
OIC
Support
months)
DA PAM 600-3, Figure 13-1
Branch
Qualifying
Developmental
Assignments
Self
Development
Plt Ldr
Btry XO
Bn Staff Officer
Training Officer
in Trng Center
Units
Bn/Bde Staff
• S-1
• S-2
• Asst S-3
• S-4
ADADO
ADAFCO
CADE
LNO
AC/RC
USAREC
ROTC/USMA
Staff/Faculty
Service Sch Instr
PERSCOM/MDW
Personnel Exch Prgm
JCS Intern
ADA Doc/Combat Dev
Foreign Service
Sch Exch Officer
Advanced Schooling
SGI / CTC OC
Functional Area
ADAM Cell OIC
UA AMD Staff Officer
Bde/Div/Corps Staff
MACOM/DA/Joint
Staff
CTC OC/Eval
RC Tng Support Bn
XO/S-3
AC/RC
ROTC/USMA
Staff/Faculty
IG
ADADO
CADE
Bn
Command
24 Months
Bde Deputy Cdr
CADE OIC
GMD Bde XO
GMD Bde FDC
Bde/Div/Corps Staff
MACOM/DA/Joint
Staff
Senior CTC OC
ROTC PMS
Service Sch Staff
Directed Professional and Technical Reading or Study
Baccalaureate
Studies
Graduate Studies
MOS related Certification and Licensing
Figure 13-1. ADA Officer Career Development Model (AC).
PEOPLE ALWAYS. . . MISSION FIRST!
21 – 30
• Prescriptive
• Time Line Driven
• Command Centric
Colonel-Level
Command
2 Years.
(Garrison can
be extended to
3 years.)
ADA Coord at EAC
Installation/Div CofS
MACOM/DA/Joint
Staff
TSM
ROTC/USMA
Staff/Faculty
USAADASCH
Director
White House Fellow
National Security
Council
UN Assignment
ADA Rep at Allied
Service Schs
DA PAM 600-3, Figure 13-1
Years Service
LDR Development Timeline
Current OPMS III
FAD
PZ MAJ/CFD
0 1 2 3 4 5 6 7 8 9 10
3Rs/ C
O BR
C
TOE
FUNCT
B ASGMT/ C
F
C DETAIL C CMD AREA D
TNG&
ASGMT
PEOPLE ALWAYS. . . MISSION FIRST!
PZ LTC
PZ COL
11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26
C
S
OPS
C
NON
OPS
C
S
C
BN XO/S3
BRANCH
QUAL
FUNCT
AREA
QUAL
JOINT/ BN CMD S
S
BR
OFCR
C
UTIL
GEN
FA/
FA/JOINT/
JOINT/
OFCR
OFCR
GEN
GEN
S
S
C
BDE
CMD
BR
QUAL
JOINT/
OFCR
GEN
FUNCT
AREA
JOINT/
OFCR
GEN
DA Pam 600-3
Recommended Developmental Model (JIIM-E)
COMPANY GRADE
FIELD GRADE
Joint and Expeditionary Mindset
ILE/WOSC
SSC/WOSSC
OPS
Joint, Inter-agency, Inter-governmental, Multinational and Education (JIIM-E) Developmental Zone
Operational
Assignment
GENERATING FORCE
CFD
OPERATING FORCE
JOINT
16
8 EXPEDITIONARY MINDSET
•
•
•
•
•
18 - 21
Developing Warriors for a Lifetime of Service
Emphasizes “JIIM-E” experience
Less prescriptive
Synchronizes with Army Battle Rhythm
Highlights importance of “Campaign-Quality” Army
Promotes concept of “decathlete”
PEOPLE ALWAYS. . . MISSION FIRST!
Specialists
WOBC / BOLC
GENERATING FORCE
Generalists
OPERATING FORCE
Joint and Expeditionary Mindset
CCC/WOAC
The operational environment is producing, in the near term, greater
opportunities, broader assignments and less-prescriptive career
paths.
Promotions
 Transformation will increase promotion board selection rates for CPT – LTC…
record highs for the next several years.
 Board guidance has been adjusted and values performance.
Command
 Provide career paths to develop officers in branches with fewer company command
opportunities.
 Overall BN and BDE CMD opportunity decreases slightly.
Assignments
 Deployment experience is producing an officer corps capable of serving in positions
of greater responsibility than OPMS 3 envisioned.
 Assignment priorities remain – Army requirements first, professional development
next, and then officer preference … OPMS will reflect and support these priorities.
PEOPLE ALWAYS. . . MISSION FIRST!
Contact Information
PEOPLE ALWAYS. . . MISSION FIRST!
What is the CFD Process?
1 - SMITH
2 - FLANDERS
+
3 - HRIMPTON
4 - JENKINS
5 - LARSON
Major’s
Promotion List
Officer Preference
+
Commanders Input
A process that matches officer’s preference and
capabilities with Army requirements.
PEOPLE ALWAYS. . . MISSION FIRST!
+
+
=
CFD Board Designates
Career Field
Abilities/
Experience
Qualification Data by FA
to CFD Board
Army Requirements
Career Fields
Goal %
Operations
69%
Operational Support (OS)
•Basic Branches
•FA 39 PSYOP and Civil Affairs
•FA 90 Multifunctional Logistician
•FA 48 Foreign Area Officer
•FA 51 Army Acquisition Corps
7%
Information Operations (IO)
•FA 24 Information Systems
Engineering
•FA 30 Information Operations
•FA 34 Strategic Intelligence
•FA 40 Space Operations
•FA 46 Public Affairs
•FA 53 Information Systems
Management
•FA 57 Simulation Operations
Institutional Support (IS)
PEOPLE ALWAYS. . . MISSION FIRST!
14 %
9%
•FA 43 Human Resource Management
•FA 45 Comptroller
•FA 47 USMA Permanent Instructor
•FA 49 Operations Research/Systems
Analysis
•FA 50 Force Management
•FA 52 Nuclear Research and
Operations
•FA 59 Strategic Plans and Policy
Early CFD
• 4 Year CFD to
fill MTOE CPTs
authorizations
• 7 Year CFD to
fill MAJs
authorizations
Skill
Functional Area
FA 24
FA 30
FA 34
FA 40
FA 43
FA 45
FA 46
FA 48
FA 49
FA 50
FA 51
FA 52
FA 53
FA 57
FA 59
FA 39
Systems Engineering
Information Operations
Strategic Intelligence
Space Operations
Human Resource Management
Comptroller
Public Affairs
Foreign Area Officer
Operations Research/Systems Analysis
Force Development
Acquisition
Nuclear and Counterproliferation
Systems Automation Officer
Simulations Operations
Strategic Plans and Policy
Psychological Operations & Civil Affairs
Totals
PEOPLE ALWAYS. . . MISSION FIRST!
MTOE
CPTs CPT
MAJs
54
35
8
14
53
58
80
10
126
9
258
10
200
16
0
181
1112
89
142
94
74
189
106
127
308
223
73
629
60
197
111
63
88
2573
28
33
7
0
31
31
54
0
1
0
33
0
131
0
0
181
530
Briefing Outline
• Mission / Organization
• OPMS III
• Officer Evaluation Report
• Career Management
• Miscellaneous
PEOPLE ALWAYS. . . MISSION FIRST!
Bottom Line Up Front
• System is working
• COM Report is not a killer (COM report vs COM file)
• You need to understand “How the system works”
• Counseling is the key
PEOPLE ALWAYS. . . MISSION FIRST!
OERs
• Center of Mass Report is different from a Center of Mass File (many
ACOM officers have COM reports). However, having all COM reports
places an officer at risk..
• Most officers have received at least one COM (Over 86% of all CPTs;
93% of all MAJs; 90% of all LTCs, 86% of all COLs).
• Most of those who are successful will have a mix of ACOM and COM
OERs, but some ACOMs in key jobs (BQ) are a must. Spikes in file are
essential.
• Board results indicate officers with a mix of ACOMs and
COMs are competitive to LTC.
• Enthusiastic, but not overexaggerated, narrative often differentiates
among COM reports.
As of: Dec 2003
PEOPLE ALWAYS. . . MISSION FIRST!
OER Trends
(DA Form 67-9)
BG
COL
LTC
MAJ
CW4
CW3
TOTAL
ACOM
544
11038
28580
43452
4243
9943
97800
COM
719
16319
39696
61632
7945
16898
143209
BCOM-R BCOM-DNR Not Eval
0
2
31
40
22
529
119
59
976
194
120
1077
11
7
228
65
24
348
429
234
3189
Total
1296
27948
69430
106475
12434
27278
244861
% ACOM
43.0%
40.3%
41.8%
41.2%
34.8%
36.9%
40.5%
“Vast Majority of OERs arriving at DA are Center of Mass”
PEOPLE ALWAYS. . . MISSION FIRST!
(May 05)
Board Feedback
• Selection boards strongly endorse current OER.
– Overwhelming majority believe OER provides
necessary information to select future leaders.
• Boards can distinguish between a COM report and a
COM File.
– Over 18,000 Officers selected by all boards with COM OERs
PEOPLE ALWAYS. . . MISSION FIRST!
OER Enhancements
• As of 1 Oct 2004 Senior Raters are no longer required to force distribute
their rated company grade officer populations, to include 2LT, 1LT, CPT,
WO1 and CW2.
• The renaming and expansion of the Developmental Support Form to
include the rank of CW2 and CPT compliments this change. These
enhancements foster an environment conducive to growth by providing
structure to the critical tasks of teaching, coaching, mentoring, and
educating.
• The enhancements optimize leader’s abilities to maintain esprit and provide
flexibility by focusing the Army’s Warrior Force on individual development
and progressive expectations is intended to eliminate the current peer to
peer competition and distractions caused by our current system and
methods.
• Ultimately, these changes allow us to better teach, coach, mentor, and
educate our officers during a critical developmental period in their careers.
PEOPLE ALWAYS. . . MISSION FIRST!
Briefing Outline
• Mission / Organization
• OPMS III
• Officer Evaluation Report
• Career Management
• Miscellaneous
PEOPLE ALWAYS. . . MISSION FIRST!
Why Do We Move Officers ?
Needs of the Army
Priorities
Skills & Experience
Skills and Experience
PEOPLE ALWAYS. . . MISSION FIRST!
Non-Discretionary Officer Move Criteria
“RISK”
• Release - Retirement/REFRAD
• Imbalance – Skills or grades not aligned with
organization requirements or Army manning guidance
e.g. officer “promoted-out” of a location
• School – To and from CCC, CSC/ILE, SSC,
ACS, CF training
Skills & Experience
R
• Known losses
–
–
–
–
DEROS
Joint tour complete
Sequential assignments
Command selects
Account
manager
input
required
I
S
K
Before we order a move – do “R.I.S.K” analysis
PEOPLE ALWAYS. . . MISSION FIRST!
# of moves
Discretionary Officer Move Criteria
“CSI”
• Career
– Next opportunity only exists elsewhere
– Need new skill set (Joint, ARSTAF)
• Skills
– Skills and/or experience desired/required
elsewhere (e.g. BNRs)
– CSL prepo
• Individual
–
–
–
–
–
EFMP
Compassionate
Joint Domicile
Individual preference
HS Stab
Skills & Experience
C
S
I
# of moves
PEOPLE ALWAYS. . . MISSION FIRST!
Officer Personnel Dynamic
Distribution Model (DDM)
This process may be done daily, weekly, or monthly; it is dynamic
Grade
Discretionary Moves
R
I
C
S
S
K
I
Grade
Filled in excess of AUTHs
Filled to AUTHs
Not filled to AUTHs
Validated Requirements a position opened for fill
to achieve manning
guidance or another
skill/grade demand
Plan
Recipient Units
skills and
experience
Grade
PEOPLE ALWAYS. . . MISSION FIRST!
Donor Units
Grade
Some donor units
may also be
recipient units.
Grade
Skill
Some units
will still be
below
AUTHs at
certain
skills/grades
Approved
by
Director
OPMD
Skill
Metrics for success
• Manning guidance met
• Acceptable skill & grade match in units
• Monthly assignment quotas
Projection
(Assignment officer input required)
Skill
Skill
(Account manager input required)
Skill
Non-discretionary Moves
Projection
Assignment division
execution backbrief to
Director.
Plan adjustment made
as required.
Updated
regularly
based on
events
Ideally the donor
list is larger than
the recipient list to
account for
uncertainty.
Model to achieve
manning
guidance
Determine
tradeoff between
# of moves and
achieving
manning
guidance
Multiple
solutions
possible
Proposed OPMD Manning Priorities
1
Expeditionary
Forces
• MCRUs
• EUSA
• AAMDCs
• ARCENT
• DA Special Roster
• GWOT DMO
• USCENTCOM
• MNF-I*
• MNC-I*
• MNSTC-I*
• PCO-I*
• CFC-A*
• USSOCOM
• USASOC
• INSCOM(5 Bdes)
• CBRN*
• JTF-GMO*
58% of
authorizations
98-100% fill
2
(If deployed: 105%)
By Law/Policy
• HQDA
• OSD
• JOINT STAFF
• USA Contracting Agcy
• Acq Spt Center
• USMA
DAIG
• TRADOC(-)**
• CTC
• SGL
• IET
• Schools
• RTB
• USAREC
• Futures Ctr
• CDT CMD PMS
• TWA DMO
• USNORTHCOM*
• Old Guard
PEOPLE ALWAYS. . . MISSION FIRST!
27% of
authorizations
Staff/FOA
 UNIFIED CMDs (-)
 USEUCOM
 USJFCOM
 USPACOM
 USSOUTHCOM
 USSTRATCOM
 USTRANSCOM
 USANATO RRC
 NETCOM
 HRC
DMO(-)
* - New organization since JUL 2000
** - TRADOC aggregate 97%
95% fill
3
MACOMs
 EAD/EAC TROOPS
 FORSCOM HQ
 USAREUR HQ
 USARPAC HQ
 COSCOMs
 Corps CS & CSS
 TRADOC(-)**
 ACC
 CAC
 AWC
 CDT CMD(-)
 TRAC
 TRADOC HQ
 SATMO
 MEPCOM
 Other TRADOC
15% of
authorizations
85% fill
Staff/FOA
 AC/RC
 Title X
 Non-titled
 DOD AGENCIES
 USANATO (-)
 NGB
 IMA
 ATEC
 OTHER FOAs
 Others Not Listed
MACOMs
 INSCOM (-)
 CID CMD
 USACE
 MDW(-)
 SDDC
 MEDCOM
 SMDC
 AMC
80%
Stabilizing the Force
The concept of Force Stabilization and the manning strategies
involved are primarily designed to improve combat readiness and
provide stability and predictability for Soldiers and their families.
The goal of the new manning guidance is to provide fully manned,
ready, capable, and deployable units for combatant commanders.
This is a fundamental change to the way the Army assigns it’s officers,
warrant officer and enlisted.
Due to ongoing Army initiatives and transformation efforts, there will
be a significant amount of Force structure turbulence over the next
several years. Some of the changes have been documented while other
changes, that are expected to affect units as early as the current fiscal
year, are still being developed and are not completely visible. In the
near-term this may result in challenges to stability and predictability
but in the long term we will experience the benefits of these changes.
PEOPLE ALWAYS. . . MISSION FIRST!
Modularity: TODAY
SBCT 4SBCT 1SBCT 2
Fort Lewis
1 2 3
Fort Drum
1 3
3
Fort Carson
Fort Riley
1 2 3 4
Fort Campbell
1 2 3
Fort Bragg
3
1 2
Fort Bliss
SBCT 3
Fort Wainwright
Fort Richardson
PEOPLE ALWAYS. . . MISSION FIRST!
1 2 3
1 2 4
Fort Benning
Fort Stewart
4
Fort Hood Fort Polk
173d
2 3
Schofield Bks
ITALY
FY 03
BCT (UA)s
36
Heavy
18
Stryker
3
Light
7
Airborne/AASLT 8
BCT Units of Action : Oct 06
SBCT 1 SBCT 2 SBCT 4
Fort Lewis
1 2 3
Fort Drum
2
1 3
3
Fort Carson
6
Fort Riley
1 2 3 4
Fort Campbell
1 2 3
4
Fort Bragg
1 2
4
1 2 3
Fort Bliss
SBCT 3
Fort Wainwright
4
Fort Richardson
PEOPLE ALWAYS. . . MISSION FIRST!
4
5
4
3
1 2
4
Fort Benning
Fort Stewart
Fort Hood Fort Polk
ITALY
173d
SBCT 5
3
Schofield Bks
BCT (UA)s
Heavy
Stryker
Light
Airborne/AASLT
FY 06
43
20
5
8
10
Annex E (Modularity-UEx & UA) to OPMD WARNO 06-1.1
Modularity Status
Corps/
Divisions
(UEx)
New
Brigades
(UAs)
FY04
FY06
FY07
TBD
SEP04
JUL04
SEP04
DEC04
APR05
OCT05
JUL07
MAR07
JUN06
NOV05
SEP09
4
4
3
JUL04
SEP04
SEP04
1
1
1
JUL04
Converting
Brigades
(UAs)
FY05
SEP04
2
JUL04
2
SEP04
3
JUL04
SEP04
3
SEP04
4
4
DEC04 JAN05
4
MAY-NOV05
1
1
DEC04
APR05
2
SEP05
4
6
OCT05
JAN06
MAR06
1
OCT05
2
2
DEC04
OCT05
3
3
DEC04
OCT05
4
5
JUN06
APR06
SEP06
3 4
JAN
07
APR
07
4
4
IN
UA
MAR
07
AUG
07
AUG
07
3
3
1
NOV05
JUN06
JAN06
MAR07
2
2
NOV05
JUN06
JUN06
JUL06
2
MAR07
AUG06
1
JUN06
OCT06
SEP09
1
JUL07
2
JUL07
3
SBCT1
MAR07
1
SBCT2
Stryker
APR-JUN05
SBCT4
As of: 27 Apr 05
PEOPLE ALWAYS. . . MISSION FIRST!
2
3
OCT-DEC05
OCT06
SBCT5
Decision to implement final 5 BCTs(UAs)
subject to operational necessity and OSD
approval
SBCT7
- 5 final UAs
SBCT3
Problem
Current COA
FY07
FY08
FY09
12
12
11
2 2
3
4
4
4
SBCT5
SBCT3
Three Heavy UA
builds in one quarter
1
2
3
2
4
6
3
The deployment
schedule renders
the current COA
infeasible
2
3 2 3
2
Three Infantry UA
builds in one quarter
4
3
4 1 2 2
5
1
1
Five builds in one quarter
SBCT7
1
1
3
SBCT4
1
3 4
3
SBCT1
Not scheduled
3ACR
Three Infantry UA
builds in one quarter
Undue friction is created in the current LM schedule by not considering the
number of like UAs being built in the same quarter, total number of UAs being
built per quarter and individual installation supportability
PEOPLE ALWAYS. . . MISSION FIRST!
Recommended COA Based on E-Date
FY04
1st
Q
T
R
Oct
FY06
2
SBCT3
SBCT5
FY07
Dec
Jan
3rd
Q
T
R
Apr
4th
Q
T
R
Jul
3
4
4
3
2
3
SBCT3
4
1
4
3
2
2
2
2
1
6
Mar
3
2
4
3
6
2
SBCT4
2
2
4
1
2
4
1
3
3
1
3
1
1
4
5
4
9
17
27
Changes from current COA
Color patches = first lifecycle of a unit
Non-Lifecycle
PEOPLEpatches
ALWAYS.
. . MISSION
FIRST!
Greyscale
= subsequent
lifecycles
3
3
4
Aug
3
3
SBCT7
May
Sep
4
SBCT5
SBCT1
Feb
Jun
FY09
3ACR
SBCT1
SBCT4
FY08
2
4
Nov
2nd
Q
T
R
Total
FY05
Manned
1
SBCT2
1
1
Awaiting Decision
173rd
1
4
35
3
5
40
4
4
4
IN
UA
Appendix 1 (Lifecycle Manning) to Annex D (Modularity) to OPMD OPORD 05-01
Life Cycle Manning
FY04
1st QTR
FY05
FY06
4
3
4
SBCT3
2
4
FY09
(plus FY04 units)
(plus FY05 units)
(plus FY06 units)
2
2
6
3
4
3
1
2
4
3
2 1
1
1
4
3rd QTR
2
SBCT4
4
4
3
4
1
5
3
1
1
2
3ACR
3
1
173rd
PEOPLE ALWAYS. . . MISSION FIRST!
3
1
4
Non-LCM
As of: 27 Apr 05
2
4
SBCT1
3
FY08
SBCT5
2nd QTR
4th QTR
FY07
3d Bde 1 Cav no LCM, 4th Bde move life cycle to Jan 06
1
2
2 3
Appendix 2 (Total Modularity) to Annex E (Modularity-UEx & UA) to OPMD WARNO 06-1.1
HQs, BCTs and Support Brigades Over Time
Organization
COMPO
UEy
AC
AC
ARNG
AC
ARNG
AC
ARNG
AC
ARNG
AC
ARNG
USAR
AC
ARNG
USAR
AC
ARNG
AC
ARNG
USAR
AC
USAR
UEX
Hvy BCT (UA)
IN BCT (UA)
SBCT
Aviation BDE
Sustain BDE
FIRES BDE
ME BDE
RSTA BDE
Total
FY04
3
4
7
3
3
3
FY05
FY06
FY07
1
2
1
4
2
2
1
1
1
2
2
4
2
5
5
8
1
2
2
4
2
6
3
1
3
3
8
3
3
1
3
2
1
1
2
1
1
1
1
3
2
1
3
2
1
1
23
20
53
FY08
2
6
FY09
FY10
FY11
1
6
6
2
1
2
2
2
1
2
1
1
1
1
1
2
1
1
40
21
1
2
2
1
1
1
16
10
1
Total
5
13
8
19
10
18
23
6
1
11
13
1
13
9
6
5
6
3
6
3
5
0
5
21
29
41
7
25
28
11
12
5
184
* An additional 7 Bdes (total of 35) represent surrogate units for Theater-level requirements
PEOPLE ALWAYS. . . MISSION FIRST!
Sustainment Brigade Timeline
PEOPLE ALWAYS. . . MISSION FIRST!
Annex D (Modularity) to OPMD OPORD 05-01
Modularity Status
FY04
(UEy)
FY05
Fires
UAs
(6+)
FY06
75 FA
214 FA
212 FA
MAR06
JUL06
BLISS
OCT06
FY07
18 FA
17 FA
F
DEC04
HOOD
MAR07 MAY07
BRAGG
7 TCG
Sustain
UAs
(16)
S
S
S
S
S
S
JUL04
SEP04
SEP04
DEC04
OCT05
BLISS
JAN06
S
JUN06
501CSG
KOREA
PEOPLE ALWAYS. . . MISSION FIRST!
S
RILEY
EUSTIS
Annex F (Operational Chart) to OPMD WARNO 06-1.1
Operational Chart: Jun 05
Deployed
3
Deployed
4
1
1
2
Deployed
3
2
1
2
3
2
MOD - UFS
2
MOD - IRS
1
3
Stab
Ready
3
1
AOE - IRS
2
1
EDATE
2
3
1
1
2
2
Ready
4
4
4
4
UA48
5
1 E+90
5
4
6
4
Ready
E+90
3
PEOPLE ALWAYS. . . MISSION FIRST!
3
4
4
4
3
3
1
AC/RC TSC LOCATIONS
- AC DCP / SUS BDE LOCATIONS
- RC CSS DCP LOCATIONS
AC
2
5
16
2
3
TSC (M)
DCP
SUS BDE
TO PLUG
TD PLUG
TD
593
Ft Lewis
NG
1
2
11
1
1
AR
1
4
8
4
4
10
Ft Drum
518
DCP
TOT
4
11
35
7
8
466
DCP
Ft Carson
3
DCP
Ft Riley
1
43
Germany
FL-W
311
DCP
Ft Irwin
FT LEE
7
Ft Knox
Ft Campbell
Ft Bliss
15
Ft Richardson
8 TSC
13
DCP
4
101
1 TSC
167 TSC
Ft Bragg
TD
82
135
DCP
184
DCP
Ft Benning
64
143
DCP
11
Japan
TSC
- TSC Main (Multi-Compo)
LEGEND
Korea
501
19
DCP
10
DCP
(Okinawa)
PEOPLE ALWAYS. . . MISSION FIRST!
-TSC Deployable CP (Compo Pure)
DCP
DCP
DCP
TO
- Theater Opening Det
TD
- Theater Distribution Det
- Sustain BDE
TO
TD
377 TSC
Schofield Bks
11
21
DCP
Ft Stewart
3
Ft Hood
45
TO
Ft Eustis
507
Ft Wainwright
16
(AC)
- Army Reserve
- Army National Guard
29
ARNG AND USAR
MODULAR CSS FORMATION LOCATIONS
AC
2
5
16
2
3
TSC (M)
DCP
SUS BDE
TO PLUG
TD PLUG
NG
1
2
11
1
1
AR
1
4
8
4
4
TOT
4
11
35
7
8
Ft Lewis
TBD
TBD
34
Bloomington
TBD
TD
518
DCP
67
Lincoln
350
TD
Sacramento
311
DCP
287
Ft Riley
Ft Carson
304
40
Los Angeles
Long Beach
158
Des Moines
Ft Sheridan
Chicago
300
466
DCP
274
TD
33
Witchita
184
DCP
Ft Wainwright
Ft Richardson
Austin
Schofield Bks
Laurel
13 DCP
Ft Bliss
167 TSC
TBD
Baton Rouge
Ft Hood
Ft Polk
321
49
8 TSC
TSC
Japan
PEOPLE ALWAYS. . . MISSION FIRST!
10
DCP
(Okinawa)
TO
- Theater Opening Det
TD
- Theater Distribution Det
21
DCP
Ft Bragg
1 TSC
Ft Stewart
DCP
Tampa
32
TO
Orlando
143
DCP
LEGEND
-TSC Deployable CP (Compo Pure)
DCP
DCP
DCP
Korea
19
DCP
- TSC Main (Multi-Compo)
55
TD
TBD
New Orleans TO
377 TSC
Germany
Ft Eustis
Birmingham
375 Ft Benning
Abbe
135
Mobile
11
Bronx
Ft Belvoir
145 403
TO TO
164
369
Butler
371
Kettering
38
Indianapolis
3rd DCP Ft Knox
Ft Campbell
230
Columbia
Topeka
Mesa
Ft Drum
TBD
TD
336
TO
- Sustain BDE
(AC/AR/NG)
- Army Reserve
- Army National Guard
Assignment Officers…
• Meet validated Army requirements--they do not create them
• Adjust to quickly changing Army requirements throughout the
world **Readiness Top Priority**
• Assist in professionally developing officers to meet future
requirements
• Assign to MACOMs--normally not to duty positions-- but
changing
• Consider tour (overseas) equity, but not primary factor
• Must adhere to changing policies
• Do NOT communicate with promotion or selection boards
• Care for each officer, but NOT at the expense of others
• Are HUMAN!
PEOPLE ALWAYS. . . MISSION FIRST!
Logistics Officer Population
vs All Requirements
COL
LTC
FY03 01A REQ = 50
350 OES = 32
300
250
200
REQ
INV
150
100
50
1000
FY03 01A REQ = 74
900 AWC = 33
800
700
600
500
400
300
200
100
0
OD
QM
TC
REQ
INV
90
Total
0
OD
1600
1400
1200
QMMAJ
TC
90
CPT
Total
3000
FY03 01A REQ = 112
CGSC =125
FY03 01A REQ = 58
2500
OES = 274
2000
1000
REQ
INV
800
600
REQ
INV
1500
1000
400
500
200
0
OD
QM
TC
PEOPLE ALWAYS. . . MISSION FIRST!
90
Total
0
OD
Includes TTHS, 01A, etc
QM
TC
90
Total
Source: TAADS 04-11
Officers working in Functional Area 90
positions by Branch
TC
17%
AV
2%
MS
1%
OD
38%
QM
43%
Total Officers working FA90 positions = 1,328
PEOPLE ALWAYS. . . MISSION FIRST!
As of : 4 Apr 2005
FA 90 Certification Panel
 OPMD convened the FA90 Certification Panel following the release of the FY04 LTC
Promotion Board (Next Panel o/a Jul 05)
 The intent of the panel is to ensure that only those officers that complete FA90 branch
qualification IAW DA PAM 600-3 retain the FA90 designation.
 The panel is conducted annually following the ACC LTC Promotion List release
 The certification criteria is the same as the MAJ/O-4 BQ requirements in DA Pam 600-3
 The Director, OPMD will approve the results of the panel
 Each officer reviewed by the panel will receive written notification of their FA90 status
prior to the Battalion Command Board
 Officers that do not retain FA90 certification will not be able to compete for command in
the multifunctional categories of 6S and 6SM.
 Officers that do not retain their FA90 designator will still be eligible to compete in their
basic branch
functional
PEOPLE ALWAYS.
. . MISSION
FIRST! categories and 6SR/6ST
Certification Criteria

The panel used the new draft of DA Pam 600-3 because it expanded and more clearly defined the
requirements for branch qualification as a MAJ.
 Excerpt from DA PAM 600-3, chapter 28 (Multifunctional Logistician)
must serve a cumulative of 12 months minimum in one or more of the 04/05, 90A coded BQ positions from the
following list:
(a) Executive Officer, S3 or Support Operations Officer of a multifunctional logistics battalion*, squadron,
group, DISCOM or equivalent or corps materiel management center. (*) Multifunctional Battalion includes
but not limited to FSB, MSB, CSB, BSB, Striker Support Bn, Regimental Support Bn, , or equivalents).
(b) Chief of a division, brigade, or regimental materiel management center
(c) Deputy G4/G4 plans officer
(d) Logistics operations officer of a corps materiel management center or distribution management section
(e) CSS observer controller (major-level) at a combat training center
(f) Major-level multifunctional logistics command position
(g) All TOE Brigade/Group S4, 04 positions
(h) DMMO
(i) FA90 Joint Staff Officer (JSO) or serving in a CSS JSO position different from the officer’s basic branch.
(j) XO or S3 of a CSS functional TOE battalion, group or equivalent different from the officer’s basic branch,
(k) Major-level functional command position different from the officer’s basic branch
PEOPLE ALWAYS. . . MISSION FIRST!
FA 90 Certification Panel
 For questions regarding the FA90 Certification Panel review the MILPER
message 04-222 FA90 Certification Panel dated 5 August and visit the FA90
Website at:
https://www.perscomonline.army.mil/OPfa90/
 Or contact your assignment officer or the FA90 Branch Chief, LTC Vic
Hagan
 DSN: 221-5262
 COM: 703-325-5262
 Email: Victor.Hagan@hoffman.army.mil
PEOPLE ALWAYS. . . MISSION FIRST!
PROMOTION TO CAPTAIN
FY04 (NOV) SELECTION RATE
PZ
AZ
ARMY TC
QM
OD
92.3% 92.7% 93.4% 87.7%
22.6% 40.0% 0.0% 33.3%
Primary Reason for Nonselection:
• BCOM reports
• NOs on front/GOLOR
• “Off Block” checks
• Referred Reports
End of
Branch
Detail
FYI
•Upon promotion to Captain, all LT Officer Evaluation
Reports are moved to the officer’s restricted fiche
Keys to preparing for the CPTs Board
The FY04 CPTs board was the first best qualified CPT selection board
conducted in the past 7 years; we expect next year’s board will be
conducted as fully qualified.
Officer Tips
Prepare your file by submitting a signed ORB and current Photo
Review your OMPF (fiche) to ensure your AERs, OERs and any
awards are present
Do this with enough time to get it fixed by your branch or PSB
Talk to your branch if you can not do these checks
Chain of Command Tips
Ensure, if possible, that every LT going before the board has an OER
(do a complete the record if necessary)
Know that off block checks will hurt a LT’s chances of getting
promoted significantly
Ensure someone in the chain of command reviews a LT’s file in
preparation for the board
PEOPLE ALWAYS. . . MISSION FIRST!
Promotion to Major
Next MAJ Board
06 September 2005
FY04 SELECTION RATE
Zone
PZ
AZ
BZ
ARMY
96.9%
51.8%
8.1%
TC
95.7%
21.4%
4.1%
QM
91.8%
45.5%
5.2%
OD
96.6%
42.1%
2.0%
Primary Reasons for Nonselection:
• Straight COM file
• Below Center of Mass OERs
• No company command time
• Referred Reports
MAJ pin
on
migrating
to 10 year
mark.
Selective Continuation
Captains:
• Has been conducted for the last four years
• SELCON for a 3 year period, will be considered by the
following year’s promotion board
Majors:
• USC. Title 10 directs that SELCON be conducted for
Majors
• Used for the two-time non-select
• List will be published with ACC LTC promotion list
PEOPLE ALWAYS. . . MISSION FIRST!
Intermediate Level Education (ILE)
• ILE for Operations CF Officers will be 10
months at Leavenworth
• Two courses per year
– July start – 2/3 officers
– January start – 1/3 officers
• Beginning in summer 05 officers in YGs 93
(CGSC selects only), 94 (selected for MAJ),
95 and 96 may attend ILE
PEOPLE ALWAYS. . . MISSION FIRST!
Promotion to LTC
FY04 SELECTION RATE
Zone Army
TC
QM
PZ
79.0% 84.9% 72.0%
AZ
6.9% 21.2% 3.4%
BZ
7.4% 4.3% 8.8%
OD
81.7%
10.0%
6.6%
Primary Reasons for Nonselection:
• No CGSC (40%)
• No branch qualifying job as a MAJ or all COM Reports
• Referred reports (poor judgement,
integrity, communication, leadership)
• Board results reaffirm that consistent COM files are at risk.
FY 06 LTC Command Selection Rates
Branch # Selected # Considered % Selected
• FY06 Battalion Command list
AG
24
77
31.2%
• 96 CSS officers selected
FI
7
20
35.0%
• 18 officers selected in 2d look or above OD
21
150
14.0%
QM
27
185
14.6%
• 9% Non-resident MEL-4 (10% FY05)
TC
17
115
14.8%
• 25% had BZ promotions (25% FY05)
96
547
17.6%
• 30% Joint qualified before taking command Total
• Overall CSSD selection rate:
• 85.5% of eligibles asked to be considered
• 17.6% Overall selection rate
• Females:
• 81.8% of eligibles asked to be considered
• 16.7% Selected (15)
• Minorities:
• 88.6% of eligibles asked to be considered
• 17.3% Selected (31)
PEOPLE ALWAYS. . . MISSION FIRST!
ONLY FA90 NOW
COMPETE FOR
6S AND 6SM
Briefing Outline
• Mission
• Organization
• OPMS III
• OER/Rating Philosophy
• Career Management
• Miscellaneous
PEOPLE ALWAYS. . . MISSION FIRST!
Promotion Board Comments
• Digital photo!*
• ORB understandable* (Fwd Spt Bn v. FSB)
•
•
•
•
•
•
•
Manner of performance - OERs *
Weight / Appearance
Branch qualification
Letters to the President
Duty descriptions
Senior Rater promotion potential
Words match profile
(large population)
* Key items in a board file!!
PEOPLE ALWAYS. . . MISSION FIRST!
Current Environment
• SL/SM Effects
• Must fill MCRU units to 100% aggregate strength
• Attrition numbers are increasing
• Moving quickly towards Force Stabilization and Unit Life
Cycle Management
• UA modular organization increases requirements and
opportunities
PEOPLE ALWAYS. . . MISSION FIRST!
See
Your Career
Manager
Notes
See your photo
See your record
See
all
jobs!
• Allows officers to access their own ORB
• Secure via AKO
• Can view, print, save and send
• Now With Photos on your ORB
PEOPLE ALWAYS. . . MISSION FIRST!
What I Want You to Take Away!
• Don’t break contact with us. If we can’t get a hold of you, we can’t
communicate with you! The Army Human Resources Command
(HRCOM) is changing how it does business, stay current.
• Must have an Officer Retention Program. Commanders and HRCOM
must shape realistic expectations and preferences.
•Priorities are clear:
•GWOT
•Modularity
•“Readiness is Paramount”
•Personnel Assignment and Professional Development policies and
programs are in a great state of flux.
•Importance of mentoring and counseling officers
PEOPLE ALWAYS. . . MISSION FIRST!
COMBAT SERVICE SUPPORT
DIVISION
PEOPLE ALWAYS. . . MISSION FIRST!