Manpower and Documentation Branch

• Resource Management Division
• Budget Analysis
• Contract Administration
• Manpower & Documentation Branch
• MEPRS & DMHRSi
• Third Party Collection
• Treasurer
• Uniform Business Office

Mission and Vision

OUR MISSION: Manpower and Documentation Branch Career Program (CP26) mission is to provide a professional cadre of manpower and force management professionals to design, develop and maintain Carl R. Darnall Army Medical Center's (CRDAMC) Table of Distribution & Allowances (TDA) in support of the National Military Strategy, the Army's Campaign Plan and the CRDAMC mission. Provide timely and accurate documentation of CRDAMC structure to include manpower and equipment requirements and authorizations using an integrated process.

OUR VISION: Manpower and Documentation Branch Career Program (CP26) vision is focused on developing a diverse, adaptive and competent team of professionals who provide outstanding Manpower and Force Management support to CRDAMC, the Army and the Nation by -

• Continuously examining, refining and improving our strategies, skills and techniques.
• Providing value added analytical support to CRDMC decisions
• Improving and applying analytical skills, objectivity and creativity to organize and resource CRDAMC.
• Maintaining stewardship of Army's limited resources.

Hours and Location

Overview

People are the Army's most important resource. The Manpower and Force Management Analyst challenge is to ensure that CRDAMC have the right number of people to do the job and an efficient organizational structure which will best utilize its personnel. This becomes a complex task, as the Army, on a Congressionally-limited budget. Manpower and Documentation personnel help CRDMC adapt and change to accomplish its new and evolving missions. Management Analysts assess the missions of CRDAMC and transmit relevant information utilizing the Automated Staffing Assessment Model (ASAM) to the Army Medical Command's Manpower HQDA-approved manpower requirements determination consultants to determine the amount of work to be done (workload), the number of personnel required to accomplish the work (requirements) and the funding necessary to pay for the personnel hired to accomplish the mission (authorization).

Policies and Procedures

The Manpower & Documentation Branch Career Program (CP26) utilizes Knowledge of laws, executive orders and Department of Defense (DOD)/Department of Army (DA) directives, regulations, policies, and guidelines governing the manpower program which are necessary to also direct, plan analyze organizational structure and reorganization proposals to ensure organizational alignments, as officially documented, are properly related to the approved mission and functional elements. (AR 570-4).

• Total Army Analysis (TAA) Process - Knowledge of analytical and subjective processes and procedures used to develop the Army's Program Force or Force Structure, both Operational Forces and Generating Forces. (AR 71-11).
• Force Structure Analysis and Approval Process - Knowledge of force structure management theories, principles, laws, rules, regulations, and procedures for studying and analyzing force structure and force structure designs, identifying problems, developing conclusions and solutions which provide for a more effective force structure.
• Manpower Allocation Rules and Principles, Policies, Procedure Development and Workload Factors Utilization - Knowledge of manpower allocation rules and principles and the factors used for the validation of manpower and mission requirements, mission prioritization, and the impact of downsizing (or changing our organization's manpower mix). Utilization of policies and procedures to develop guidance for allocating, distributing, and documenting manpower in CRDAMC.
• Interrelationships of Force Structure, Manpower, Equipment, Budget, and Authorizations - Knowledge of the interrelationship of force structure, manpower, equipment, and budget authorizations for making analyses, conducting studies, implementing program changes, establishing policy and guidance, and ensuring compliance with governing regulations and procedures.
• Force Development Interrelationships Among Organizational, Force, Systems, and Document Integration - Knowledge of the interrelated processes linking the missions, organizations, force, systems, and supporting documentation in order to analyze systems and processes, assess effectiveness, and recommend solutions.
• Army Functional Dictionary and Standard Work Center Codes and Definitions - Knowledge of Army Dictionary and Commercial Activities Function Codes and definitions necessary for providing advice and assistance on making changes/additions and conducting operational audits and analyses of proposed additions to Functional Code descriptions.
• Policies and Procedures for Position Conversions, Grade and Specialty Code Changes, Special Skill Requirements - Knowledge of policies and procedures necessary to interpret, analyze, modify, and effect change in Military Occupational Specialty Codes (MOSC) and Specialty Skills Identifiers (SSI) and make revisions to accompanying documents. (AR 611-series including NOFC notifications).
• MEDCEN Mission/Functions, and Organizational Structures of TDA - Knowledge of the peacetime, contingency, mobilization, and wartime missions and functions of MEDCEN. Knowledge of the organizational structures of Tables of Distribution and Allowances (TDA). (AR/MEDCOM Reg 10-SERIES, AR 71-32).