UNCLASSIFIED
Army Regulation 611 – 1
Personnel Selection and Classification
Military
Occupational
Classification
Structure
Development
and
Implementation
Headquarters
Department of the Army
Washington, DC
15 July 2019
Prepare for your exams
Study with the several resources on Docsity
Earn points to download
Earn points by helping other students or get them with a premium plan
Guidelines and tips
Prepare for your exams
Study with the several resources on Docsity
Earn points to download
Earn points by helping other students or get them with a premium plan
Community
Ask the community
Ask the community for help and clear up your study doubts
University Rankings
Discover the best universities in your country according to Docsity users
Free resources
Our save-the-student-ebooks!
Download our free guides on studying techniques, anxiety management strategies, and thesis advice from Docsity tutors
Military Occupational Classification Structure: Officers and Warrant Officers, Schemes and Mind Maps of Logistics
The policies and responsibilities for developing, maintaining, evaluating, and revising the military occupational classification structure (MOCS) for officer and warrant officer branches and enlisted career management. It includes information on classification responsibilities, officer and warrant officer position classification, and specifications for branches, areas of concentration, and military occupational specialties.
Typology: Schemes and Mind Maps
2021/2022
1 / 47
This page cannot be seen from the preview
Don't miss anything!
Related documents
Partial preview of the text
Download Military Occupational Classification Structure: Officers and Warrant Officers and more Schemes and Mind Maps Logistics in PDF only on Docsity!
UNCLASSIFIED
Army Regulation 611 – 1
Personnel Selection and Classification
Military
Occupational
Classification
Structure
Development
and
Implementation
Headquarters Department of the Army Washington, DC 15 July 2019
SUMMARY of CHANGE
AR 611 – 1
Military Occupational Classification Structure Development and Implementation
This major revision, dated 15 July 2019—
o Updates information on the officer classification system (chap 4).
o Adds an internal control evaluation (appendix B).
Contents—Continued
Section I
Contents—Continued
AR 611–1 • 15 July (^2019) iii
Contents—Continued
AR 611–1 • 15 July (^2019) v
Figure List
Figure 5 – 1: Average grade distribution matrix, page 25 Figure 6 – 1: Enlisted average grade distribution matrix, page 31
Glossary
AR 611–1 • 15 July (^2019 )
Chapter 1
General
Section I
Introduction
1 – 1. Purpose This regulation prescribes policies and responsibilities for developing, maintaining, evaluating, and revising the military occupational classification structure (MOCS) for officer branch, warrant officer branch, and enlisted career management.
1 – 2. References and forms See appendix A.
1 – 3. Explanation of abbreviations and terms See the glossary.
1 – 4. Responsibilities See section II of this chapter.
1 – 5. Records management (recordkeeping) requirements The records management requirement for all record numbers, associated forms, and reports required by this regulation are addressed in the Army Records Retention Schedule-Army (RRS – A). Detailed information for all related record numbers, forms, and reports are located in Army Records Information Management System (ARIMS)/RRS – A at https://www.arims.army.mil. If any record numbers, forms, and reports are not current, addressed, and/or published cor- rectly in ARIMS/RRS – A, see DA Pam 25 – 403 for guidance.
1 – 6. Statutory authority Statutory authority for this regulation is derived from Titles 10 (Armed Forces) and 32 (National Guard) of the United States Code.
1 – 7. Military occupational classification structure objectives The primary objectives of the MOCS are to— a. Provide occupational classification and structure guidance to standardize classification of positions and Soldiers. b. Describe and provide career progression paths for all Soldiers to colonel (COL), chief warrant officer five (CW5), or sergeant major (SGM). c. Prescribe grading guidance for all positions contained in requirements (table of organization and equipment (TOE)) and authorization modified TOE (MTOE), table of distribution and allowances (TDA), augmentation TDA (AUGTDA), mobilization TDA (MOBTDA), and Joint table of allowances (JTA) documents.
1 – 8. Military occupational classification structure requirements a. Officer, warrant officer, and enlisted occupational identifiers will be authorized normally when required to identify both Soldiers and positions; however, in exceptional cases, an identifier may be authorized for personnel or position clas- sification only. b. Decisions or proposals concerning the addition, deletion, or revision of an occupational identifier must be— (1) Consistent with leader development, organizational, and doctrinal changes. (2) Supportive of introducing new or improved materiel systems under AR 71 – 32. (3) Supportive of identifying trained assets or training requirements. (4) Consistent with all Army policies, especially those concerning— (a) Troop programs. (b) Force Management System (FMS). (c) Recruiting. (d) Personnel classification and evaluation. (e) Personnel distribution and assignment.
AR 611–1 • 15 July (^2019 )
n. Will ensure that Commanding General (CG), U.S. Army Human Resources Command (HRC) as a field operating agency of the Office of the Deputy Chief of Staff for Personnel, G – 1, will— (1) Develop procedures and programs to implement DA policy pertaining to military occupational specialty (MOS) classification changes reflected in DA Pam 611 – 21 and published Notification of Future Change (NOFC). (2) Participate in the project development identifier (PDI)/project development skill identifier (PDSI) program to in- clude accepting authorized rosters, implementation, withdrawal, and termination of PDI/PDSI codes (see DA Pam 611 – 21 for procedural guidance).
1 – 11. Deputy Chief of Staff, G – 2 The DCS, G – 2 will provide DCS, G – 1 with— a. Functional/technical advice, and recommendations for development, and refinement of personnel management pol- icies that relate to the intelligence occupational classification and structure. b. Information on the Army language program as it affects the MOCS. c. Review proposed changes to occupational identifiers which recommend new or revised security clearance require- ments and provide comments to DCS, G – 1 (DAPE – PRP). d. Review proposed changes to occupational identifiers which affect intelligence functions and provide comments to DCS, G – 1 (DAPE – PRP).
1 – 12. Deputy Chief of Staff, G – 3/5/ The USAFMSA, as the executive manager for management, coordination, and approval of TOE, basis of issue plan feeder data, and the FMS will— a. Conduct compliance reviews of all requirements and authorization documents to ensure correct application of occu- pational identifiers and grading standards. Memorandums directing grading standards and classification changes (to FMS documents) will be sent to the affected ACOM. b. Review proposed changes to MOCS and provide comments to DCS, G – 1 (DAPE – PRP). c. Establish and provide to DCS, G – 1 (DAPE – PRP) the date for release of the POSC-Edit file to document proponents. d. Incorporate approved MOCS changes in TOE/MTOE under development and in FMS for the implementation cycle. e. Update the standard duty title code data base to reflect the duty titles contained in the SG table of the approved MOCS change.
1 – 13. Deputy Chief of Staff, G – 4 The DCS, G – 4 will provide DCS, G – 1 with— a. Functional/technical advice, recommendations for development and refinement of personnel management policies that relate to the logistical occupational classification and structure. b. Review proposed changes to occupational identifiers which effect logistics or logistics support functions and provide comments to DCS, G – 1 (DAPE – PRP).
1 – 14. Chief, Army Reserve The CAR will provide the DCS, G – 1 with functional/technical advice, and recommendations for development and refine- ment of personnel management policies relating to MOCS affecting their respective areas of responsibility
1 – 15. The Surgeon General TSG will provide DCS, G – 1 (DAPE – PRP) with— a. Functional/technical advice, and recommendations for development and refinement of personnel management poli- cies that relate to the medical occupational classification and structure. b. Review proposed changes to occupational identifiers which revise physical qualifications and provide comments to DCS, G – 1 (DAPE – PRP). c. Review proposed changes to occupational identifiers which affect medical functions and provide comments to DCS G – 1, (DAPE – PRP). d. Provide DCS, G – 1 (DAPE – PRP) information concerning individual training plans and programs that may affect the MOCS or Army personnel systems.
1 – 16. Commanding General, U.S. Army Materiel Command The CG, AMC will provide DCS, G – 1 (DAPE – PRP) with—
4 AR 611–1 •^15 July 2019
a. Functional/technical advice, and recommendations for development and refinement of personnel management poli- cies that relate to materiel that affect positions and personnel in the MOCS process. This may include production delays, termination of materiel acquisition programs, major changes in program funding, materiel distribution plans and relation- ships to other systems. b. Review proposed changes to occupational identifiers applicable to AMC and operating elements or subcommands of AMC and provide comments to DCS, G – 1 (DAPE – PRP). c. Provide DCS, G – 1 (DAPE – PRP) with information concerning individual training plans and programs that may affect the MOCS or Army personnel systems. d. Project development identifier implement processes as follows: (1) Decide how a PDI applies to the system, project, or item of equipment under development. (2) Decide criteria for assigning identifiers to individuals and identify agencies from which requests for assignment of identifiers will be accepted. (3) Coordinate with other ACOMs or agencies on establishing identifiers. This includes citing criteria for assigning personnel and the agencies that can request identifiers.
1 – 17. Commanding General, U.S. Army Training and Doctrine Command The CG, TRADOC, in addition to the personnel proponent oversight functions outlined in AR 600 – 3, will— a. Review MOCS proposals submitted by TRADOC personnel proponents for completeness and recommend concur- rence/non-concurrence to DCS, G – 1 (DAPE – PRP). b. Provide DCS, G – 1 (DAPE – PRP) with an overview of the training impacts and cost related to each proposal. c. Perform the functions in paragraph 1–15 d for PDI application under any of the following conditions: (1) There is no project manager (PM) or project officer designated. (2) The PM and the TRADOC system manager agree that the functions will be performed by TRADOC. (3) The PDI applies only to training, combat development or doctrine development. (4) Set procedures for assigning PDI when they apply only to the training community.
1 – 18. Commanders of Army commands Army staff elements, ACOM, Army service component command, and direct reporting unit commanders (including U.S. Army Materiel Command (AMC) and TRADOC) and agency heads will— a. Review all recommended changes to MOCS policies and all changes to identifier specifications and tables that affect their assigned units, personnel, or missions and provide comments to DCS, G – 1 (DAPE – PRP). b. Monitor implementation of MOCS changes to ensure timely and accurate change to FMS and reclassification of Soldiers.
1 – 19. Chiefs, personnel proponent offices The chiefs of personnel proponent offices will— a. Comply with the Personnel Proponent System objectives for development and maintenance of their respective career fields per AR 600 – 3. b. Maintain an accurate and current SG to provide supportable grade structures and grading guidance for all documents within DCS, G – 1 (DAPE – PRP) guidelines. c. Recommend an analysis of each career management field (CMF) and/or MOS at least every 3 years and submit MOCS revisions, if required. d. Recommend revisions to the MOCS to ensure career field specifications and structure support— (1) Leader development. (2) Force modernization through new or improved equipment, doctrine, and organizational changes. (3) Training improvement and unit effectiveness. (4) Development and maintain requirements and authorization documents to include identification of discrepancies in implementation of approved MOCS revisions and initiation of corrective action with the appropriate agencies. (5) Correct Soldier performance deficiencies identified by field commanders.
Chapter 2
Proposals for Changes to the Military Occupational Classification Structure
6 AR 611–1 •^15 July 2019
(a) A separate grade structure impact and analysis will be completed for each affected occupational identifier to include the number of authorizations by grade aggregate for present and proposed positions. The authorization data used to develop a revision must be from the latest Personnel Management Authorization Document (PMAD) or Updated Authorization Document (UAD) and ideally reflect the current year plus projections for 3 years (when not available use closest available data). The analysis must include a comparison of current PMAD (plus 3 years), operating strength and the latest approved FMS document, any known adjustments or proposed changes to identifier authorizations, adjusted PMAD or UAD num- bers (if necessary), proposed grade structure and impact if the proposal is approved. The analysis must identify the source of data and narrative discussion, if necessary, to clarify the data. The authorization data for RC will be obtained from the latest approved FMS. (b) A statement that the proposed change will or will not increase or decrease the current number of authorizations for any of the affected occupational identifiers. If another action is on-going which changes the total authorizations, an expla- nation is required. (c) If the proposed SG reflects an increase in any grade above specialist, a trade-off position must be identified of equal or higher grade as a bill payer. The trade-off may be accomplished within the CMF or another CMF with that personnel proponent’s documented concurrence. A listing of bill payers will be included for any grade increases as a result of pro- ponent initiated restructure of occupational identifier revisions. If the responsible proponent cannot identify bill payers, the proposal must contain sufficient justification (such as, why the job cannot be performed by a Soldier at a lower grade) to convince HQDA to pay the bill. Equal promotion opportunity may be sufficient justification for grade increases when gross inequities and/or serious retention problems exist. HQDA is responsible for identifying bill payers for increases due to HQDA decisions, such as structure and/or equipment modernization. Grade structure revisions will not be delayed to use as future bill payers unless justified and approved by HQDA. (d) Requirements and authorization documentation. Provide full paragraph extracts, by duty section, of the latest ap- proved and TOE extracts (with approval level 2 codes from the MOS/Line Item Number Extract) where the affected oc- cupational identifiers appear. Annotate each affected position to show the change (that is, MOS, duty position title, pro- posed grade and number of authorizations). In addition, the FMS must be compared to Unit Identification Code level PMAD or UAD and annotated to reflect proposed grading. If the proposal is for a new identifier, a list of positions currently authorized which will be reclassified and recoded must be provided. (e) Proposed position reclassification guidance. The proposed position reclassification guidance for affected positions will be enclosed with the memorandum (use format in DA Pam 611 – 21). (8) Personnel programs. Provide information and impact assessment, where applicable, for the following: (a) Recruitment programs. Include an impact statement on individual in the delayed entry and bonus programs. (b) Qualifications. Recommended changes to qualifications for award of an identifier must include full justification. If the proposal changes aptitude area and/or scores (based on course attrition rates), the academic data for the previous 3 years must be submitted to justify the specific qualification change. Proposed personnel reclassification guidance. The proposed personnel reclassification guidance for affected Soldiers will be enclosed with the memorandum (use format in DA Pam 611 – 21). Requests for changes to the effective date established in the implementation schedule (table 3 – 1 ) must be submitted with the MOCS proposal and include justification for approval as an exception to policy. b. Training strategy and program changes. Include the following, where applicable: (1) A narrative description of the training strategy explaining how the identifier will be trained for both the Regular Army and the RC, such as, accession, new equipment training, resident, exportable, or combinations thereof. The strategy must include transition training for qualifying individuals in new skills required by revising tasks of an identifier or merger of two or more identifiers. If the proposed change establishes a new identifier or adds tasks to an existing identifier, a copy of the approved training strategy for both AC and RC Soldiers must be included. Provide a copy of the approved Course Administrative Data (CAD). (2) Provide the training base impact analysis for each identifier affected by the proposal. Impact analysis must include officer/warrant officer basic branch/area of concentration (AOC)/MOS qualification, advanced individual training (AIT), One Station Unit Training, Officer Education System/Noncommissioned Officer Education System Courses, skill identi- fier (SI), additional skill identifier (ASI), and special qualification identifier (SQI). Training data for the 2 years immedi- ately preceding implementation of the proposal and projections for the first 2 years after the new training start date will be provided for both AC and RC. Training data must include the number of classes, students per class, length of course, man- years, instructors (military and civilian) and explanation of increases or decreases in the TTHS account resulting from the proposed action. (3) New training or changes to training will not cause additional resource requirements without a bill payer or justifi- cation. Any problems or issues resulting from proposed training change must be resolved through the chain of command prior to submission to HQDA. Copies of command approval are required to be submitted with the proposal. c. Revisions. Proposed MOCS revisions that may be submitted, with limited information, are—
AR 611–1 • 15 July (^2019 )
(1) Officer. Branch or functional area (FA) title and description, AOC duty description, special grading of positions or unique duty positions which do not affect grade structure and AOC/FA/SI qualifications pertaining to course titles. (2) Warrant officer. Branch and AOC title and description, enlisted feeder MOS, MOS duties that do not affect grade, SG changes which do not affect grade structure and MOS/ASI/SQI qualifications pertaining to course titles. (3) Enlisted. CMF title, duties and career goals, MOS title if it does not require a SG change, MOS major duties and SG changes which do not affect grade structure and ASI/SQI qualifications pertaining to course titles. (4) Revisions. Revisions to the MOCS approved or directed by HQDA pertaining to branch, FA, AOC, or MOS qual- ifications and establishment or deletion of an SI, ASI, or SQI will not be staffed, but require supporting documentation for publication as an approved change. The proposed revision will follow the same revision process and format as outlined in paragraph 2 – 3. The revision must provide justification for the change and include— (a) A summary of the recommended change. (b) A “marked up” copy of the appropriate identifier from DA Pam 611 – 21 to reflect the specific change. (c) Justification for the change with supporting documentation. If approved or directed by HQDA, copies of the corre- spondence must be included. (d) The applicable TOE, FMS, and current PMAD or UAD documents, if changing a SG, to verify that the revised grading standards will not modify the grade structure or create a requirement for bill payers. (e) Recommended revisions to tasks, as a result of a revised program of instruction (POI), must include the Headquar- ters, TRADOC approved POI/CAD for the course.
2 – 4. Coordination of military occupational classification structure proposals a. The DCS, G – 1 (DAPE – PRP) will forward all recommended changes, received from organizations or individuals, to the personnel proponent designated in AR 600 – 3 for comments. The personnel proponent will submit the MOCS revision and inform the initiator. If the recommendation is determined not to be valid, the personnel proponent will advise DCS, G – 1 (DAPE – PRP) of the reason. b. Personnel proponents must ensure complete internal coordination of recommended MOCS changes with their school and command directorates, Army National Guard (ARNG)/U.S. Army Reserve (USAR) representatives and other affected personnel proponents. The comments and recommendations received during this staffing process will be enclosed with the proposed change. c. The DCS, G – 1 (DAPE – PRP) will review each recommended change for compliance with current Army policies and regulations. Additional information or documentation, if required, will be obtained prior to staffing with affected ACOMs, Army Staff elements and other agencies.
Chapter 3
Military Occupational Classification Structure Proposals
Section I
Development, Evaluation, Coordination, Approval, and Implementation of Military Occupational Classification Structure Proposals
3 – 1. Development, evaluation, coordination, and approval a. The DCS, G – 1 (DAPE – PRP) will— (1) Develop and evaluate proposals to add, delete, or revise an occupational identifier. (2) Staff proposals, where applicable, with affected ACOMs, Army Staff elements and other agencies. (3) Forward nonconcurrence or comments received during staffing, for follow-up or clarification, to the initiating per- sonnel proponent. (4) Approve or dis-approve proposals based on pertinent facts and supporting documentation. (5) Inform the initiating proponent of the MOCS decision. If the recommendation is disapproved, the specific reason(s) will be provided. b. A copy of the approved MOCS revision will be provided to designated HQDA systems managers for planning pur- poses.
3 – 2. Implementation of military occupational classification structure changes The processing and implementation schedule for changes to the MOCS (includes target dates, processing times, actions required and responsible agencies) are shown at table 3 – 1. The target dates listed are the last date for submission of pro- posals, involving major revisions to DA Pam 611 – 21 for evaluation, to DCS, G – 1 (DAPE – PRP) during the current cycle.
AR 611–1 • 15 July (^2019 )
b. Modified table of organization and equipment and table of distribution and allowance. Only HQDA will authorize exceptions to SG for MTOE and TDA (DCS, G – 1 has the final approval authority). The MTOE or TDA proponent, as defined in AR 71 – 32, may request to grade a position different than the grading standards contained in DA Pam 611 – 21, and if warranted by local conditions or unit unique requirements. Such requests will be submitted by the ACOM, through the appropriate personnel proponent as identified in AR 600 – 3, for comment and submission to DCS, G – 3/5/7 Force Management Directorate, and USAFMSA (MOFI – FMA), Fort Belvoir, VA 22060 – 5578 will staff these requests with DCS, G – 1 (DAPE – PRP) and other appropriate DA staff agencies prior to making a decision. Approval of the exception will be provided to the ACOM with a copy furnished to the appropriate personnel proponent and DCS, G – 1 (DAPE – PRP). Document proponents must obtain approval from USAFMSA (MOFI – FMA) prior to inclusion in authorization documents. Justification for the exception must include— (1) MTOE or TDA number. (2) Paragraph and line number, currently authorized duty position title, identifier, and grade. (3) Proposed duty position title, identifier, and grade. (4) The reason why the position should be retitled, recoded, or regraded. (5) Identification of an appropriate bill payer of equal grade or higher. (6) Additional information contained in chapter 4, chapter 5, and chapter 6. c. Instructions for preparing position description. (1) General information. (a) A position consists of all of the duties and responsibilities assigned to an individual. The description of a position should be written in plain, clear language using short, factual statements. Abbreviations, form numbers, and phrases which have no meaning outside of the office should not be used. Opinions about the difficulty of the work should not be given. (b) A position description is adequate if it states clearly the principal duties and responsibilities, supervisory relation- ships of a position so that a person who is familiar with the occupational field and the applicable classification standards and has currently available information on the organization, functions, programs, and procedures concerned, can under- stand it. (c) The position information provided will be used by a qualified analyst in conjunction with the SG factors and other considerations contained in chapter 4, section VIII; chapter 5, section V; and chapter 6, section IV. The writer should read these factors carefully before preparing the description. This information will ensure that meaningful and accurate data on each factor is included in the description and supporting organizational charts of authorization documents. (2) Position description. Prepare the description according to the following format: (a) Position name and title. List position name and title. (b) Introduction. State briefly the functions of the organizational unit in which the position is located and described the purpose of the position. One or two sentences should be sufficient. (c) Major duties and responsibilities. List and describe briefly each major duty, so that what is involved in its perfor- mance can be clearly understood. A major duty is any duty of a position which—
- Is a determinant of qualification requirement for assignment to the position.
- A major duty occupies a significant amount of the individual's time (5 to 10 percent or more). Duties and responsi- bilities should be in descending order of importance or order of work sequence. Give an approximate percentage of time devoted to each major duty. The description should also indicate the responsibilities of the position and the extent of authority for making decisions, recommendations or official commitments; devising or revising ways of doing things; planning programs or developing policy; or persuading others to a course of action. (d) Supervision of others. If the position contains supervisory responsibilities, they should be described in a manner which will show clearly the nature and extent of the supervision, such as planning, assigning, and reviewing work. All subordinate military and civilian positions should be identified by position title and the number of personnel in each unless already shown on attached organization chart. (e) Controls over the position. Identify the supervisor of the position by title, grade, and unit location. Describe the nature of instruction, guidance, and review provided by the supervisor. Indicate by example, if necessary, the kinds of problems or matters that are referred to the supervisor for assistance and/or approval. Indicate the nature of policy and procedural controls imposed upon the position by higher authority, such as manuals, written instructions, guidance, or lack thereof. (f) Qualification requirements of the position. Specify what specialized knowledge and skills are required to perform the official duties of this position, from the standpoint of their intensity, complexity, and diversity. d. Documentation of exceptions. MTOE and TDA positions which have been granted an exception to the SG will be documented by the document proponent in FMS with Standard Remarks Code 94. A copy of the DA approval will be included as an enclosure to the input modifications. Approved exceptions will remain valid until mission changes occur, a
10 AR 611–1 •^15 July 2019
revised SG is approved or for 3 years, whichever occurs first. Should the requirement remain for more than 3 years, justifi- cation must be resubmitted through appropriate channels, to include the personnel proponent, to HQDA for reevaluation. However, if the requirement exists more than 3 years, consideration should be given to requesting a permanent change to DA Pam 611 – 21.
Table 3 – 1 Processing and implementation schedule for changes to the military occupational classification structure — Continued Target dates Processing time Action (s) Responsibility 15 Mar Latest date proposal may be submitted to DCS, G – 1 (DAPE – PRP) for evaluation/processing during the cycle.
Personnel proponents
45 days
90 days
Approve proposals not requiring staffing. or Evaluate proposals for impact on personnel policies, standards of grade, supportability, TTHS accounts, and develop position and personnel reclassification guidance to implement the proposal, if required. For- ward proposals to commands and agencies shown be- low for comments and recommendations. (Processing time in each case will begin upon DCS, G – 1 (DAPE – PRP) receipt or concurrence from the person- nel proponent.)
DCS, G – 1
60 days 1 Furnish comments on doctrine, training, leader develop- ment, organizations, and equipment implications.
TRADOC
60 days 1 Furnish comments on compatibility with ARNG force structure and policy implications.
NGB
60 days Furnish comments on compatibility with Reserve force structure and policy implications.
CAR
Furnish comments on anticipated impact on recruiting. U.S. Army Recruiting Command Furnish comments on acceptability to support com- mand or activity mission.
ACOM
Furnish comments on acceptability or compatibility with overall Army policy.
Army Staff elements
Approve routine proposals or prepare decision memo- randum for those requiring DCS, G – 1 approval.
DCS, G – 1
Approve or disapprove proposal. DCS, G – 1 (DAPE – PRP) 30 Oct Publish and distribute notification of future changes (fi- nal dates that NOFCs approved for current cycle).
DCS, G – 1
30 Nov Update POSC-Edit file. DCS, G – 1 30 Dec Forward TOE POSC-Edit to USAFMSA. DCS, G – 1 31 Dec Edit/distribute eMILPO POSC-Edit file. DCS, G – 1 15 Apr Distribute FMS POSC-Edit file. DCS, G – 1 1 Jun to 31 Aug 90 days Complete personnel reclassification and update auto- mated personnel systems.^5
HRC
Note:
- Concurrent staffing.
- eMILPO POSC-Edit will be transmitted every two months (28 Feb, 30 Apr, 30 Jun, 31 Aug, 31 Oct, and 31 Dec). A digital file is forwarded to HRC. The updated POSC-Edit file is transmitted to each eMILPO personnel processing activity via defense switched network.
- Changes to date of distribution of POSC-Edit file to document proponents will be established by USAFMSA in coordination with DCS, G – 1.
- Errors identified in POSC-Edit file application in the MOSC window cycle will be reviewed and appropriate action taken within 7 working days.
- Personnel reclassification is completed in year preceding fiscal year effective date of documents.
12 AR 611–1 •^15 July 2019
(1) The first three positions will be coded with the AOC associated with a branch or FA or with an immaterial position code that best defines the expertise needed. (2) The fourth and fifth positions will normally be coded with a “00” indicating that no further expertise is needed. However, a branch, FA, or immaterial code can be used, if necessary, to further define the position requirements within the following guidelines: (a) If the first three positions are coded with an immaterial code, no additional code will be used. (b) If the first three positions are coded with a branch AOC, a FA area code can be used. (c) If the first three positions are coded with a FA AOC, then a branch AOC, combat immaterial or logistics immaterial code may be used. (3) The remaining four positions will be used to identify further skill qualifications or language requirements when necessary. c. Positions will be coded in accordance with the skills and expertise required. Personnel involved in position coding should have knowledge of the requirements of the positions, the skills and qualifications identified within the branch/FA AOC and those identifiable through skill and language identifiers. Over specialization/over documentation is discouraged. In identifying positions requiring multiple qualifications, careful consideration should always be given to the principal qualifications required. Branch AOCs may not be paired with other branch AOCs. As an exception, Military Intelligence Branch (35) AOC 35D and 35G may be used as a FA with AOC 15C only. FA AOCs may not be paired with other FA AOCs. d. Some positions are not related to any branch or FA and can be filled by officers from any branch or FA. Other positions are not related to a specific branch or FA but require experience in combat arms, logistics, or personnel. These positions will be identified by a two-digit code with the alpha designator “A “placed in the third position. The coding for these types of positions is in DA Pam 611 – 21. e. In identifying positions which have been validated for advanced degrees by the Army Educational Requirements System, the branch/FA related to the educational discipline required should be identified as the principal skill required. f. Positions requiring aviators must be identified as operational or non-operational flying positions per DA Pam 611 – 21.
Table 4 – 1 Position requirement codes — Continued Position description: Correctional Officer Code: 31A Explanation: A single skill position that requires principal skills associated with the Military Police Branch (31) and the AOC of Military Police (31A).
Position description: Infantry Instructor Code: 11A00 5K 5S Explanation: A multiple skill position that requires principal skills associated with the Infantry Branch (11), an AOC of Infantry Officer, General (11A) and additional skills requiring instructor (5K) and ranger–Parachutist (5S) qualifications.
Position description: Battalion Commander Code: 15B00 B1 D Explanation: A multiple skill position that requires principal skills associated with the Aviation Branch (15), and AOC of a combined arms opera- tions aviation officer (15B). SI B1 identifies the position as an operational flying position requiring an officer qualified in the UH – 1 and SI D further identifies a requirement for qualification in the AH – 64 aircraft.
Position description: Unit Air Movements Officer Code: 02A00 3Y 00 Explanation: A multiple skill position not related to a specific branch/FA, but which requires a combat arms officer and which has been identified with combat arms management for fill. SI 3Y further identifies the position as unit space enabler officer.
4 – 4. Changes to the officer classification system a. It is expected that additions, deletions, or revisions to the officer classification system will be required at times to reflect technological developments and changes in organizations, equipment authorizations, missions, functions, and per- sonnel management policies. Changes should be recommended only after review and analysis of the current classification structure indicate that the existing structure will no longer satisfy the requirements.
AR 611–1 • 15 July (^2019 )
b. Recommendations for classification system additions, revisions, or deletions should be submitted through the appro- priate branch/FA or skill identifier proponent for concurrence/nonconcurrence to DCS, G – 1 (DAPE – PRP) per instructions contained in chapter 2. DCS, G – 1 (DAPE – PRP) has the final approval authority for all such actions. c. Recommendations for changes to Army Medical Department (AMEDD) officers and/or any of the AOC designations beginning with the number “6“, designated skills beginning with the number “7” and or all skills beginning with the number “8” or “9” should be submitted through channels to HQDA (DASG – PTZ), Office of the Surgeon General, 7700 Arlington Blvd., Falls Church, VA 22042. TSG will forward all such changes to the DCS, G – 1 (DAPE – PRP) for coordination and implementation. Recommendations for AMEDD officer AOC/skill classification will be forwarded by letter to Com- mander, HRC (OPH) and the appropriate career branch as appropriate. Each recommendation will cite specific reasons for the change to include an appraisal of the officer's qualifications in relation to the applicable portion of table criteria for degree of proficiency for AMEDD officers in DA Pam 611 – 21. Direct correspondence is authorized between AMEDD commanders and the DCS, G – 1, (DAPE – PRP) or between AMEDD commanders and the AMEDD Personnel Manage- ment Office. d. Recommendations for changes to Chaplain AOC designations should be submitted through channels to HQDA (DACH – PER), Washington DC 20310 – 2700. The Chief of Chaplains will review, evaluate, and develop a proposed revi- sion and forward appropriate documentation to DCS, G – 1 (DAPE – PRP) for coordination and implementation. e. Recommendations for changes to any of the Judge Advocate General Corps (JAGC) AOC designations should be submitted through channels to HQDA (DAJA – PT), Washington, DC 20310 – 2206. TJAG will review and forward appro- priate changes to DCS, G – 1 (DAPE – PRP) for coordination and implementation. f. Each request for a proposed new branch/FA identifier or AOC will be considered on its own merits. The request must meet the following criteria for a new branch/FA identifier or AOC: (1) The proposed new AOC should apply to at least 40 authorized duty positions with such close occupational or func- tional relationship that an optimal degree of interchangeability among officers so classified will exist at any given level of skill or grade. (2) The skill and job requirements of the proposed new AOC should be sufficiently different from any existing AOC that, with reasonable modification, an existing AOC could not be used to meet the requirements. (3) The requirements are peculiar to one branch/FA. g. Each request for a new SI will be considered on its own merit. The following criteria for a new skill is as follows: (1) Qualification for an individual to be awarded the SI must include two or more weeks of formal training or equivalent as established by the skill proponent. (2) There must be a requirement for 20 or more positions to be identified by the proposed new skill. (3) The advantage to be derived from a more precise occupational classification must be clearly evident. h. Certain AOCs or skills may, for various reasons, become obsolete or no longer viable as separate classifications and, therefore, should be deleted or consolidated with other related classifications. The proponent should submit substantiating information in accordance with procedures described above. i. Each skill identifier will be reviewed biennially and considered for elimination if there are less than 20 positions in authorization documents and/or the SI no longer meets the criteria for initial establishment.
4 – 5. Specifications for branches/functional areas Branch, AOC, FA, and SI specifications are located in DA Pam 611 – 21.
Section II
Classification of Active Duty Officers
4 – 6. Classification responsibilities Classification of officers will be accomplished in accordance with the basic policies and procedures prescribed by HQDA. Classification functions are the responsibility of the CG, HRC.
4 – 7. Female officer designation/utilization It is current Army policy that female officers may be designated in any branch or FA.
Section III
Army Medical Department Officers