A Human Resources Specialists primarily helps Soldiers develop their Army careers, but also provides personnel support and assistance to all divisions of the Army.
42A1O - Skill Level One
Human Resources Specialist: The Human Resources Specialist supervises or performs Human Resources (HR) functions in support of every echelon of command across the Department of Defense (DOD), including Army Service Component Command G1 sections, Corps and Division G1 sections, HR Sustainment Centers (HRSC), Military Mail Terminal (MMT) Team, Theater Gateway Reception, Replacement, Redeployment, Rest and Recuperation, and Return to Duty (R5) Team, HR Company HQs, Postal Platoons, R5 Platoon/Teams, Casualty Platoon/Teams, and Battalion and Brigade level S1s, as well as state HQ, regional support commands, and DA Staff. Advises the commander, the staff, and unit Soldiers on Human Resources functions and capabilities. The HR Specialist also participates in occupational classification and management of human resources; supervises personnel management activities such as wartime personnel accounting and strength reporting, casualty operations, postal operations, and activities of HR including the ability to use and manage HR management systems – EDAS, TOPMIS, PERNET, eMILPO, eHRS, DTAS, TPS, DCIPS, and other major HR systems dedicated to the management of Soldiers, their families, DOD civilians, Retirees, and Contractors. They train and supervise military and civilian personnel in organizational administration and HR support.
Awards Clerk: The awards and decorations program enables the Army to provide Soldiers and DOD civilians tangible recognition for valor, meritorious service, and achievements. The awards program also provides a mechanism for recognizing next of kin, members of sister services, military personnel of allied countries, and
civilians for their meritorious contributions. The Awards Clerk upon receipt of an award recommendation will: Verify information reflected in part I, DA Form 638. Check remainder of recommendation to ensure that all required data is reflected therein and that appropriate supporting documents are attached. Check individual's eligibility for the award (AR 672-5-1). Check to ensure that individual has not been recommended for or awarded a decoration for the same act or service. Check to be sure that unfavorable actions are not pending on individual. Prepare forwarding comment containing commander's recommendation of approval or disapproval; if disapproval, state reasons. Set up suspense for reply. Refer the recommendation to the Human Resources Supervisor.
Casualty Clerk: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
Personnel Readiness Clerk: The mission of PRM is to distribute Soldiers and Army civilians to subordinate commands based on documented manpower requirements, authorizations, and predictive analysis in support of commander’s plans and priorities. Effective personnel readiness describes a state of operational preparedness. PRM is a process of achieving and maintaining that state. The process involves analyzing personnel strength data to determine current combat capabilities, project future requirements, and assess a condition of individual readiness. It starts with the comparison of an organization’s personnel strength against its required authorizations, includes predictive analysis of manpower changes (e.g. casualty rates, replacement flows, non-deployable rates, evacuation policies), and ends with a personnel readiness assessment and allocation decision. Effective PRM is the end state of the Personnel Estimate, individual and unit
readiness, and strength management. Personnel Readiness Clerk responsibilities include the following tasks: Monitor and report to the commander the personnel readiness status of subordinates units to include: key leaders, combat squads, crew and teams – the focus of the battalion PRM is combat-capable platoons. Synchronize replacement flow with equipment (coordinate with S-4). Advise the commander on current and projected personnel readiness status. Recommend replacement priorities based on current and forecasted readiness status and commander’s intent (S-3 determines priorities). Assign individual, squad, crew, or team replacements. Report critical personnel requirements for individual Soldiers and/or teams Plan the personnel portion of reconstitution operations. Prepare PERSTAT as required. Ensure data in HR systems are continuously updated and accurate. Ensure strength data reflects current task organization.
Postal Clerk: The mission of the military postal system is to operate as an extension of the United States Postal Service(USPS) consistent with public law and federal regulations beyond the boundaries of US sovereignty and shall provide postal services for all DOD personnel where there is no USPS available. The Military Postal System (MPS) provides efficient postal services to authorized personnel and activities overseas during normal and contingency operations. Organizations and personnel authorized the use of the MPS will not serve as intermediaries for any person or organizations not specifically authorized such service. The Postal Clerk may be responsible for: Processing Domestic Mail. Processing Domestic Mail Requiring Special Services. Processing International Mail. Preparing Money Order Transactions. Maintaining Stamp Stock. Auditing of Stamp Stock. Processing Outgoing Mail. Processing Registered Mail. Providing Mail transportation. Operating a Postal Service Center Directory. Processing Claims. Maintaining Supplies and Equipment. Operating an Integrated Retail Terminal.
Promotion's Clerk: The Army’s Enlisted Promotion System was established to fill authorized enlisted spaces with the best qualified Soldiers. This system provides for career progression and rank that are in line with potential and for recognition of the best qualified Soldiers, which will attract and retain the highest caliber Soldier for a career in the Army. Additionally, the system precludes promoting Soldiers who are not productive or not the best qualified, thus providing an equitable system for all Soldiers. The Promotions Clerk will: Receive, screen, and process enlisted advancement reports IAW AR 600-8-19. Compute waiver allocations for enlisted advancements (PV2 thru SPC) IAW AR 600-8-19T Prepare promotion certificates. Process de-centralized board activities IAW AR 600-8-19. Process centralized board activities IAW AR 600-8-19. Prepare request for STAB consideration.
Strength Management Clerk: The mission of the Army's PASR system is to provide personnel accountability; report other strength-related information such as duty status, unit of assignment, location, Assignment Eligibility Available (AEA) codes, and MOS/specialty code; and update command databases at all levels. Information gained through PASR provides readiness managers at all levels the data necessary to analyze personnel strength as a component of personnel combat power.
The Strength Management Clerk responsibilities include: Collect, summarize, analyze, update, and report by name personnel strength information, as required using directed secure or non-secure data system in the directed format. Process and monitor AEA information for assigned/attached personnel. Process duty status change information, i.e. PDY to WIA, KIA, MIA or vice versa, and update the database and HR management systems. Process information on replacements, return to duty (RTD) Soldiers, Army civilians, contractors, JIM and other personnel as required, into the database. Reconcile manual strength information with automated strength information; identify and resolve discrepancies by submitting the appropriate transaction. Update automated AOR deployed personnel accountability system as required. Submit personnel status (PERSTAT) reports as required to the Brigade S-1. Submit Personnel Summary Reports (PERSUM) and Personnel Requirements Reports (PRR). Coordinate with appropriate agencies for information on casualties, patient tracking, and stragglers and update the database as appropriate. Coordinate for connectivity for secure and non-secure voice and data systems.
Awards Clerk: The awards and decorations program enables the Army to provide Soldiers and DOD civilians tangible recognition for valor, meritorious service, and achievements. The awards program also provides a mechanism for recognizing next of kin, members of sister services, military personnel of allied countries, and
civilians for their meritorious contributions. The Awards Clerk upon receipt of an award recommendation will: Verify information reflected in part I, DA Form 638. Check remainder of recommendation to ensure that all required data is reflected therein and that appropriate supporting documents are attached. Check individual's eligibility for the award (AR 672-5-1). Check to ensure that individual has not been recommended for or awarded a decoration for the same act or service. Check to be sure that unfavorable actions are not pending on individual. Prepare forwarding comment containing commander's recommendation of approval or disapproval; if disapproval, state reasons. Set up suspense for reply. Refer the recommendation to the Human Resources Supervisor.
Casualty Clerk: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
Personnel Readiness Clerk: The mission of PRM is to distribute Soldiers and Army civilians to subordinate commands based on documented manpower requirements, authorizations, and predictive analysis in support of commander’s plans and priorities. Effective personnel readiness describes a state of operational preparedness. PRM is a process of achieving and maintaining that state. The process involves analyzing personnel strength data to determine current combat capabilities, project future requirements, and assess a condition of individual readiness. It starts with the comparison of an organization’s personnel strength against its required authorizations, includes predictive analysis of manpower changes (e.g. casualty rates, replacement flows, non-deployable rates, evacuation policies), and ends with a personnel readiness assessment and allocation decision. Effective PRM is the end state of the Personnel Estimate, individual and unit
readiness, and strength management. Personnel Readiness Clerk responsibilities include the following tasks: Monitor and report to the commander the personnel readiness status of subordinates units to include: key leaders, combat squads, crew and teams – the focus of the battalion PRM is combat-capable platoons. Synchronize replacement flow with equipment (coordinate with S-4). Advise the commander on current and projected personnel readiness status. Recommend replacement priorities based on current and forecasted readiness status and commander’s intent (S-3 determines priorities). Assign individual, squad, crew, or team replacements. Report critical personnel requirements for individual Soldiers and/or teams Plan the personnel portion of reconstitution operations. Prepare PERSTAT as required. Ensure data in HR systems are continuously updated and accurate. Ensure strength data reflects current task organization.
Postal Clerk: The mission of the military postal system is to operate as an extension of the United States Postal Service(USPS) consistent with public law and federal regulations beyond the boundaries of US sovereignty and shall provide postal services for all DOD personnel where there is no USPS available. The Military Postal System (MPS) provides efficient postal services to authorized personnel and activities overseas during normal and contingency operations. Organizations and personnel authorized the use of the MPS will not serve as intermediaries for any person or organizations not specifically authorized such service. The Postal Clerk may be responsible for: Processing Domestic Mail. Processing Domestic Mail Requiring Special Services. Processing International Mail. Preparing Money Order Transactions. Maintaining Stamp Stock. Auditing of Stamp Stock. Processing Outgoing Mail. Processing Registered Mail. Providing Mail transportation. Operating a Postal Service Center Directory. Processing Claims. Maintaining Supplies and Equipment. Operating an Integrated Retail Terminal.
Promotion's Clerk: The Army’s Enlisted Promotion System was established to fill authorized enlisted spaces with the best qualified Soldiers. This system provides for career progression and rank that are in line with potential and for recognition of the best qualified Soldiers, which will attract and retain the highest caliber Soldier for a career in the Army. Additionally, the system precludes promoting Soldiers who are not productive or not the best qualified, thus providing an equitable system for all Soldiers. The Promotions Clerk will: Receive, screen, and process enlisted advancement reports IAW AR 600-8-19. Compute waiver allocations for enlisted advancements (PV2 thru SPC) IAW AR 600-8-19T Prepare promotion certificates. Process de-centralized board activities IAW AR 600-8-19. Process centralized board activities IAW AR 600-8-19. Prepare request for STAB consideration.
Strength Management Clerk: The mission of the Army's PASR system is to provide personnel accountability; report other strength-related information such as duty status, unit of assignment, location, Assignment Eligibility Available (AEA) codes, and MOS/specialty code; and update command databases at all levels. Information gained through PASR provides readiness managers at all levels the data necessary to analyze personnel strength as a component of personnel combat power.
The Strength Management Clerk responsibilities include: Collect, summarize, analyze, update, and report by name personnel strength information, as required using directed secure or non-secure data system in the directed format. Process and monitor AEA information for assigned/attached personnel. Process duty status change information, i.e. PDY to WIA, KIA, MIA or vice versa, and update the database and HR management systems. Process information on replacements, return to duty (RTD) Soldiers, Army civilians, contractors, JIM and other personnel as required, into the database. Reconcile manual strength information with automated strength information; identify and resolve discrepancies by submitting the appropriate transaction. Update automated AOR deployed personnel accountability system as required. Submit personnel status (PERSTAT) reports as required to the Brigade S-1. Submit Personnel Summary Reports (PERSUM) and Personnel Requirements Reports (PRR). Coordinate with appropriate agencies for information on casualties, patient tracking, and stragglers and update the database as appropriate. Coordinate for connectivity for secure and non-secure voice and data systems.
42A2O - Skill Level Two
Human Resources Sergeant: The Human Resources Sergeant supervises or performs Human Resources (HR) functions in support of every echelon of command across the Department of Defense (DOD), including Army Service Component Command G1 sections, Corps and Division G1 sections, HR Sustainment Centers (HRSC), Military Mail Terminal (MMT) Team, Theater Gateway Reception, Replacement, Redeployment, Rest and Recuperation, and Return to Duty (R5) Team, HR Company HQs, Postal Platoons, R5 Platoon/Teams, Casualty Platoon/Teams, and Battalion and Brigade level S1s, as well as state HQ, regional support commands, and DA Staff. Advises the commander, the staff, and unit Soldiers on Human Resources functions and capabilities. The HR Sergeant also participates in occupational classification and management of human resources; supervises personnel management activities such as wartime personnel accounting and strength reporting, casualty operations, postal operations, and activities of HR including the ability to use and manage HR management systems – EDAS, TOPMIS, PERNET, eMILPO, eHRS, DTAS, TPS, DCIPS, and other major HR systems dedicated to the management of Soldiers, their families, DOD civilians, Retirees, and Contractors. They train and supervise military and civilian personnel in organizational administration and HR support.
Personnel Readiness NCO: The mission of PRM is to distribute Soldiers and Army civilians to subordinate commands based on documented manpower requirements, authorizations, and predictive analysis in support of commander’s plans and priorities. Effective personnel readiness describes a state of operational preparedness. PRM is a process of achieving and maintaining that state. The process involves analyzing personnel strength data to determine current combat capabilities, project future requirements, and assess a condition of individual readiness. It starts with the comparison of an organization’s personnel strength against its required authorizations, includes predictive analysis of manpower changes (e.g. casualty rates, replacement flows, non-deployable rates, evacuation policies), and ends with a personnel readiness assessment and allocation decision. Effective PRM is the end state of the Personnel Estimate, individual and unit readiness, and strength management. Personnel Readiness Clerk responsibilities include the following tasks: Monitor and report to the commander the personnel readiness status of subordinates units to include: key leaders, combat squads, crew and teams – the focus of the battalion PRM is combat-capable platoons. Synchronize replacement flow with equipment (coordinate with S-4). Advise the commander on current and projected personnel readiness status. Recommend replacement priorities based on current and forecasted readiness status and commander’s intent (S-3 determines priorities). Assign individual, squad, crew, or team replacements. Report critical personnel requirements for individual Soldiers and/or teams Plan the personnel portion of reconstitution operations. Prepare PERSTAT as required. Ensure data in HR systems are continuously updated and accurate. Ensure strength data reflects current task organization.
Strength Management NCO: The mission of the Army's PASR system is to provide personnel accountability; report other strength-related information such as duty status, unit of assignment, location, Assignment Eligibility Available (AEA) codes, and MOS/specialty code; and update command databases at all levels. Information gained through PASR provides readiness managers at all levels the data necessary to analyze personnel strength as a component of personnel combat power.
The Strength Management Clerk responsibilities include: Collect, summarize, analyze, update, and report by name personnel strength information, as required using directed secure or non-secure data system in the directed format. Process and monitor AEA information for assigned/attached personnel. Process duty status change information, i.e. PDY to WIA, KIA, MIA or vice versa, and update the database and HR management systems. Process information on replacements, return to duty (RTD) Soldiers, Army civilians, contractors, JIM and other personnel as required, into the database. Reconcile manual strength information with automated strength information; identify and resolve discrepancies by submitting the appropriate transaction. Update automated AOR deployed personnel accountability system as required. Submit personnel status (PERSTAT) reports as required to the Brigade S-1. Submit Personnel Summary Reports (PERSUM) and Personnel Requirements Reports (PRR). Coordinate with appropriate agencies for information on casualties, patient tracking, and stragglers and update the database as appropriate. Coordinate for connectivity for secure and non-secure voice and data systems.
Casualty NCO: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
Personnel Readiness NCO: The mission of PRM is to distribute Soldiers and Army civilians to subordinate commands based on documented manpower requirements, authorizations, and predictive analysis in support of commander’s plans and priorities. Effective personnel readiness describes a state of operational preparedness. PRM is a process of achieving and maintaining that state. The process involves analyzing personnel strength data to determine current combat capabilities, project future requirements, and assess a condition of individual readiness. It starts with the comparison of an organization’s personnel strength against its required authorizations, includes predictive analysis of manpower changes (e.g. casualty rates, replacement flows, non-deployable rates, evacuation policies), and ends with a personnel readiness assessment and allocation decision. Effective PRM is the end state of the Personnel Estimate, individual and unit readiness, and strength management. Personnel Readiness Clerk responsibilities include the following tasks: Monitor and report to the commander the personnel readiness status of subordinates units to include: key leaders, combat squads, crew and teams – the focus of the battalion PRM is combat-capable platoons. Synchronize replacement flow with equipment (coordinate with S-4). Advise the commander on current and projected personnel readiness status. Recommend replacement priorities based on current and forecasted readiness status and commander’s intent (S-3 determines priorities). Assign individual, squad, crew, or team replacements. Report critical personnel requirements for individual Soldiers and/or teams Plan the personnel portion of reconstitution operations. Prepare PERSTAT as required. Ensure data in HR systems are continuously updated and accurate. Ensure strength data reflects current task organization.
Strength Management NCO: The mission of the Army's PASR system is to provide personnel accountability; report other strength-related information such as duty status, unit of assignment, location, Assignment Eligibility Available (AEA) codes, and MOS/specialty code; and update command databases at all levels. Information gained through PASR provides readiness managers at all levels the data necessary to analyze personnel strength as a component of personnel combat power.
The Strength Management Clerk responsibilities include: Collect, summarize, analyze, update, and report by name personnel strength information, as required using directed secure or non-secure data system in the directed format. Process and monitor AEA information for assigned/attached personnel. Process duty status change information, i.e. PDY to WIA, KIA, MIA or vice versa, and update the database and HR management systems. Process information on replacements, return to duty (RTD) Soldiers, Army civilians, contractors, JIM and other personnel as required, into the database. Reconcile manual strength information with automated strength information; identify and resolve discrepancies by submitting the appropriate transaction. Update automated AOR deployed personnel accountability system as required. Submit personnel status (PERSTAT) reports as required to the Brigade S-1. Submit Personnel Summary Reports (PERSUM) and Personnel Requirements Reports (PRR). Coordinate with appropriate agencies for information on casualties, patient tracking, and stragglers and update the database as appropriate. Coordinate for connectivity for secure and non-secure voice and data systems.
Casualty NCO: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
42A3O - Skill Level Three
Human Resources Sergeant: The Human Resources Specialist supervises or performs Human Resources (HR) functions in support of every echelon of command across the Department of Defense (DOD), including Army Service Component Command G1 sections, Corps and Division G1 sections, HR Sustainment Centers (HRSC), Military Mail Terminal (MMT) Team, Theater Gateway Reception, Replacement, Redeployment, Rest and Recuperation, and Return to Duty (R5) Team, HR Company HQs, Postal Platoons, R5 Platoon/Teams, Casualty Platoon/Teams, and Battalion and Brigade level S1s, as well as state HQ, regional support commands, and DA Staff. Advises the commander, the staff, and unit Soldiers on Human Resources functions and capabilities. The HR Specialist also participates in occupational classification and management of human resources; supervises personnel management activities such as wartime personnel accounting and strength reporting, casualty operations, postal operations, and activities of HR including the ability to use and manage HR management systems – EDAS, TOPMIS, PERNET, eMILPO, eHRS, DTAS, TPS, DCIPS, and other major HR systems dedicated to the management of Soldiers, their families, DOD civilians, Retirees, and Contractors. They train and supervise military and civilian personnel in organizational administration and HR support.
Postal Supervisor: The mission of the military postal system is to operate as an extension of the United States Postal Service (USPS) consistent with public law and federal regulations beyond the boundaries of US sovereignty and shall provide postal services for all DOD personnel where there is no USPS available. The Military Postal System (MPS) provides efficient postal services to authorized personnel and activities overseas during normal and contingency operations. Organizations and personnel authorized the use of the MPS will not serve as intermediaries for any person or organizations not specifically authorized such service. The Postal Supervisor has the following responsibilities: Responsible for the Postal Financial Management. Responsible for programming an integrated retail terminal. Responsible for Mail Security. Responsible for Mail Transportation.
Casualty NCO: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
Postal Supervisor: The mission of the military postal system is to operate as an extension of the United States Postal Service (USPS) consistent with public law and federal regulations beyond the boundaries of US sovereignty and shall provide postal services for all DOD personnel where there is no USPS available. The Military Postal System (MPS) provides efficient postal services to authorized personnel and activities overseas during normal and contingency operations. Organizations and personnel authorized the use of the MPS will not serve as intermediaries for any person or organizations not specifically authorized such service. The Postal Supervisor has the following responsibilities: Responsible for the Postal Financial Management. Responsible for programming an integrated retail terminal. Responsible for Mail Security. Responsible for Mail Transportation.
Casualty NCO: The mission of the casualty operations management is to record, report, verify, and process casualty information from unit level to Department of the Army, notify appropriate individuals, and provide casualty assistance to next of kin. The Casualty Clerk has the following responsibilities: Maintain personnel asset visibility on all assigned or attached personnel. Ensure that all assigned or attached personnel are trained on and maintain required copies of DA Form 1156 (Casualty Feeder Card). Receive casualty information from subordinate or attached units (information may be received via casualty reporting system, 1156s, radio, or by other available methods). Review casualty reports submitted by theater CLTs direct to the theater CAC. Ensure all submitted reports concerning Battalion Soldiers are accurate. Review and approve casualty information (verified through CLT, mortuary affairs collection points, straggler information, provost marshal channels, or individual personnel). Submit initial casualty reports to Brigade/BCT S-1 using DA Form 1156 or DCIPS-FWD. Coordinate with battalion aid station / medical company to monitor status of casualties. Provide supplemental casualty report information.
42A4O - Skill Level Four
G1 NCO: The G1 is the principal staff office responsible for Personnel Policy, Officer and Enlisted Personnel Management, Safety, and Physical Fitness. Manages the Personnel component of contingency plans and exercises. Coordinates all staff actions dealing with Human Resources at the installation. Provides career counseling for enlisted personnel and advice on officer Professional development. The Corps/Division G1 NCOIC responsibilities include: Personnel Service Support, Chaplain Services, Morale Support Activities, Legal Services, Postal Services, Coordinates personnel issues with theater, Army, and multinational agencies as required, Principal staff proponent for all matters impacting Human Resources, Coordinates the activities of all personnel related special staff sections.
Section Chief: The mission of the HRSC is to plan, integrate, and sustain HR, administrative, and Soldier support systems for the UEy HQs and other echelons as directed by the UEy G1, or as determined by METT-TC. The HRSC Section Chief responsibilities include the following: Integrates HR support at the theater level and provides technical supervision of assigned or attached HR Companies and their subordinate platoons. Manages personnel accountability, data access/reporting/analysis, casualty operations, postal operations, and R5 operations. Provides oversight of all casualty reporting within the theater of operation. Provides technical support to Postal, R5, and Casualty units. Provides personnel guidance to G1s and S1s as needed.
Platoon Sergeant: The platoon sergeant has the responsibility of training and caring for Soldiers. He or she is the primary assistant and advisor to the platoon leader. The platoon sergeant takes charge of the platoon in the absence of the platoon leader. As the lowest level senior NCO involved in the company METL, platoon sergeants teach collective and individual tasks to soldiers in their squads, crews, or equivalent small units. A platoon sergeant or sergeant first class generally has extensive military experience and can make accurate decisions in the best interest of the mission and the soldier. The platoon sergeant ensures Army standards are met and maintained by implementing tough, realistic, intellectually, and physically challenging performance-oriented training to excite and motivate Soldiers. Additionally, the platoon sergeant must conduct cross training to promote critical wartime skills within the unit, evaluate the effectiveness of the platoon, and provide training feedback to the commander and first sergeant during After-Action Reviews (AAR) of all unit collective training.
Section Chief: The mission of the HRSC is to plan, integrate, and sustain HR, administrative, and Soldier support systems for the UEy HQs and other echelons as directed by the UEy G1, or as determined by METT-TC. The HRSC Section Chief responsibilities include the following: Integrates HR support at the theater level and provides technical supervision of assigned or attached HR Companies and their subordinate platoons. Manages personnel accountability, data access/reporting/analysis, casualty operations, postal operations, and R5 operations. Provides oversight of all casualty reporting within the theater of operation. Provides technical support to Postal, R5, and Casualty units. Provides personnel guidance to G1s and S1s as needed.
Platoon Sergeant: The platoon sergeant has the responsibility of training and caring for Soldiers. He or she is the primary assistant and advisor to the platoon leader. The platoon sergeant takes charge of the platoon in the absence of the platoon leader. As the lowest level senior NCO involved in the company METL, platoon sergeants teach collective and individual tasks to soldiers in their squads, crews, or equivalent small units. A platoon sergeant or sergeant first class generally has extensive military experience and can make accurate decisions in the best interest of the mission and the soldier. The platoon sergeant ensures Army standards are met and maintained by implementing tough, realistic, intellectually, and physically challenging performance-oriented training to excite and motivate Soldiers. Additionally, the platoon sergeant must conduct cross training to promote critical wartime skills within the unit, evaluate the effectiveness of the platoon, and provide training feedback to the commander and first sergeant during After-Action Reviews (AAR) of all unit collective training.
42A5O - Skill Level Five
First Sergeant: The First Sergeant is responsible for providing sound advice to the commander on a wide range of topics including the health, esprit de corps, discipline, mentoring, well being, career progression, recognition, and professional development of all assigned enlisted members. Furthermore, working with his or her fellow Senior NCOs and supervisors, the first sergeant ensures discipline is equitably maintained, and the goals of health, esprit de corps, discipline, mentoring, and welfare of the enlisted force are met. First Sergeants hold formations, instruct platoon sergeants, and assist the commander in daily unit operations. Though first sergeants supervise routine administrative duties their principle duty is training soldiers. The CSM, first sergeant, and other key NCOs, must understand the organization’s collective mission essential tasks during METL-based training in order to formulate, implement, and supervise the Individual tasks responsibilities.
Chief Human Resources SGT: The Human Resources Specialist supervises or performs Human Resources (HR) functions in support of every echelon of command across the Department of Defense (DOD), including Army Service Component Command G1 sections, Corps and Division G1 sections, HR Sustainment Centers (HRSC), Military Mail Terminal (MMT) Team, Theater Gateway Reception, Replacement, Redeployment, Rest and Recuperation, and Return to Duty (R5) Team, HR Company HQs, Postal Platoons, R5 Platoon/Teams, Casualty Platoon/Teams, and Battalion and Brigade level S1s, as well as state HQ, regional support commands, and DA Staff. Advises the commander, the staff, and unit Soldiers on Human Resources functions and capabilities. The HR Specialist also participates in occupational classification and management of human resources; supervises personnel management activities such as wartime personnel accounting and strength reporting, casualty operations, postal operations, and activities of HR including the ability to use and manage HR management systems – EDAS, TOPMIS, PERNET, eMILPO, eHRS, DTAS, TPS, DCIPS, DIMHRS and other major HR systems dedicated to the management of Soldiers, their families, DOD civilians, Retirees, and Contractors. They train and supervise military and civilian personnel in organizational administration and HR support.
HRSC Section Chief: The mission of the HRSC is to plan, integrate, and sustain HR, administrative, and Soldier support systems for the UEy HQs and other echelons as directed by the UEy G1, or as determined by METT-TC.
Chief Human Resources SGT: The Human Resources Specialist supervises or performs Human Resources (HR) functions in support of every echelon of command across the Department of Defense (DOD), including Army Service Component Command G1 sections, Corps and Division G1 sections, HR Sustainment Centers (HRSC), Military Mail Terminal (MMT) Team, Theater Gateway Reception, Replacement, Redeployment, Rest and Recuperation, and Return to Duty (R5) Team, HR Company HQs, Postal Platoons, R5 Platoon/Teams, Casualty Platoon/Teams, and Battalion and Brigade level S1s, as well as state HQ, regional support commands, and DA Staff. Advises the commander, the staff, and unit Soldiers on Human Resources functions and capabilities. The HR Specialist also participates in occupational classification and management of human resources; supervises personnel management activities such as wartime personnel accounting and strength reporting, casualty operations, postal operations, and activities of HR including the ability to use and manage HR management systems – EDAS, TOPMIS, PERNET, eMILPO, eHRS, DTAS, TPS, DCIPS, DIMHRS and other major HR systems dedicated to the management of Soldiers, their families, DOD civilians, Retirees, and Contractors. They train and supervise military and civilian personnel in organizational administration and HR support.
HRSC Section Chief: The mission of the HRSC is to plan, integrate, and sustain HR, administrative, and Soldier support systems for the UEy HQs and other echelons as directed by the UEy G1, or as determined by METT-TC.
School Information
School: 805C School Location: FT JACKSON, SC
Course: 500-42A10 Phase:
Course Title: HUMAN RESOURCES SPECIALIST
805C Course: 500-42A10 Phase: Course Length: 8 Weeks 2.0 Days
Verifiable Prerequisites
There are no Prerequisites in the Verifiable Prerequisites section. See other sections.
Prerequisite Courses
There are no Prerequisite Courses.
Text Prerequisites
There are no Prerequisites in the Text Prerequisites section. See other sections.
Course Scope:
UTILIZE SOFTWARE APPLICATIONS; PREPARE MILITARY CORRESPONDENCE; CASUALTY REPORTING; PREPARE PERSONNEL ACTIONS; PREPARE STRENGTH MANAGEMENT AND ACCOUNTING REPORTS; PREPARE PROMOTION ACTIONS; PREPARE REASSIGNMENT ACTIONS; PREPARE PERSONNEL ACCOUNTING ACTIONS; UTILIZE QUERY. THE COURSE ALSO INCLUDES A 72 HOUR FTX.
Special Information:
There is no Special Information.
Course: 500-42A10 Phase:
Course Title: HUMAN RESOURCES SPECIALIST
805C Course: 500-42A10 Phase: Course Length: 8 Weeks 2.0 Days
Verifiable Prerequisites
There are no Prerequisites in the Verifiable Prerequisites section. See other sections.
Prerequisite Courses
There are no Prerequisite Courses.
Text Prerequisites
There are no Prerequisites in the Text Prerequisites section. See other sections.
Course Scope:
UTILIZE SOFTWARE APPLICATIONS; PREPARE MILITARY CORRESPONDENCE; CASUALTY REPORTING; PREPARE PERSONNEL ACTIONS; PREPARE STRENGTH MANAGEMENT AND ACCOUNTING REPORTS; PREPARE PROMOTION ACTIONS; PREPARE REASSIGNMENT ACTIONS; PREPARE PERSONNEL ACCOUNTING ACTIONS; UTILIZE QUERY. THE COURSE ALSO INCLUDES A 72 HOUR FTX.
Special Information:
There is no Special Information.
