Hire to Retire encompasses all business functions necessary to plan for, hire, classify, develop, assign, track, account for, compensate, retain and separate the persons (i.e., military members, civilian employees, contractors, noncombatant evacuees, volunteers) needed to accomplish aspects of the DoD mission.

List of Level 1, Level 2 and Processes

Level 1	Level 1 Description	Level 2	Level 2 Description	Process	Process Description
Account for Personnel	This activity is associated with accounting for time, absence, and labor, managing absence request, managing leave sell-back, managing an unauthorized absence, accounting for personnel casualty, tracking personnel location and managing visibility of the availability of Human Resources (HR). The visibility of HR does not include documenting the information related to a persons availability, but merely allows for the visibility of this information in a meaningful context.
		Account for Time, Absence, and Labor	This activity is associated with recording, adjusting and certifying time worked, absence, and labor information and managing leave balance. Note: For Military personnel on active duty, exception reporting is normally used (i.e., time worked is not recorded, absences and labor (as appropriate) are recorded).
				Adjust Time, Absence, and Labor Information	This activity is associated with adjusting time, absence, and labor information based on errors or modifications of proposed events (e.g., canceling leave that has yet to be executed). These adjustments can be for future leave periods already documented and current or past periods of time.
				Certify Time, Absence, and Labor Information	This activity is associated with certifying and/or re-certifying (for adjustments) of time, absence, and labor information by the certifying authority, enabling payroll labor costs to be distributed and charged to appropriate cost centers, and ensuring that leave and retirement point information are updated.
				Document Time, Absence and Labor Information	This activity is associated with documenting electronically or manually time worked and the associated characteristics of the time (e.g., regular, overtime, night differential, time periods associated with Unit Training Assemblies), as well as documenting labor allotted to specific tasks, duty participation, projects, and/or programs.
		Manage Line of Duty Determination Process	This activity is associated with managing the Line of Duty (LoD) determination process to include validating LoD incident, investigating LoD incident, making LoD decisions, and managing LoD appeal process.
				Investigate Line of Duty Incident	This activity is associated with gathering and investigating facts related to the Line of Duty (LoD) incident. This may include (but not be limited to) validating the incident, reviewing LoD documentation (e.g., LoD incident information, LoD legal information, casualty information, and adverse action information) for completeness, verifying information (e.g., initial notifications, reports, forms), documenting LoD investigation findings, and providing LoD investigation findings to support in making a LoD decision.
				Make Line of Duty Decision	This activity is associated with making a Line of Duty (LoD) decision (e.g., interim and final) to determine whether an incident occurred in the LoD or not in the LoD. This activity also includes reviewing LoD documentation (e.g., LoD incident information, LoD recommendations, casualty information, and adverse action information) for completeness, determining whether a LoD incident requires further legal review and/or requires an investigation, and documenting the LoD decision.
				Provide Line of Duty Appeal Decision	This activity is associated with providing a Line of Duty (LoD) appeal decision. This may include (but not be limited to) making a decision on an appeal request, documenting the appeal decision, and sending notification of the appeal decision to the appropriate parties (e.g., Member, Casualty Area Commander, family member).
				Provide Line of Duty Appeal Process Counseling	This activity is associated with providing Line of Duty (LoD) appeal process counseling. This may include (but not be limited to) reviewing a LoD decision, explaining the LoD decision, and advising on LoD appeal procedures.
		Manage Personnel Casualty	This activity is associated with identifying and determining casualty classification and categories (i.e., type, and status). This activity also includes producing casualty reports, conducting investigations to resolve casualty status, (e.g., deceased, missing, and injured), providing support (e.g. request for Line of Duty determination and coordinate casualty search and recovery teams) for casualty processes, and making a decision on the final casualty category.
				Conduct Casualty Assistance Needs Assessment	This activity is associated with counseling and assessing the casualty assistance needs of Department of Defense (DoD) personnel and their families. These counseling actions may, in some cases, occur over an extended period of time depending on the type of casualty (i.e., casualty cases categorized as ill/injured or missing may require longer and more frequent periods of counseling compared to those of death casualty cases).
				Coordinate Casualty Action	This activity is associated with determining if casualty remains have been recovered, coordinating efforts for search and recovery teams, providing disposition of remains and shipping of personal effects, coordinating personnel travel for wounded, ill, or injured Members out of a combat zone, and identifying casualty information which may be released to the media and next of kin (NOK).
				Deliver Casualty Assistance Services	This activity is associated with coordinating the delivery of casualty assistance services (e.g., invitational travel orders, items pertaining to interment, medical counseling and treatment) and evaluating whether the goals of the casualty assistance program are being achieved.
				Document Casualty Assistance Program Selections	This activity is associated with advising the Member or next of kin on available programs and benefits related to casualty assistance, documenting their selections from available programs and services, and directing them to the appropriate parties for further assistance. These programs and benefits may be sponsored by sources both internal and external to DoD (e.g., Service-sponsored programs through Family Support, Department of Veterans Affairs (VA)-sponsored programs and benefits, and, in the event of death casualty, family-selected funeral products/service providers).
				Initiate Casualty Process	This activity is associated with the initial review and categorization (e.g., deceased, missing, and injured) of a casualty incident, creating a casualty report (initial and supplemental) to capture findings (e.g., casualty status, casualty type, and casualty classification), notifying the next-of-kin (NOK), requesting casualty assistance, and identification of casualty information which may be released to the media and NOK.
				Investigate Casualty Incident	This activity is associated with reviewing the casualty report for personnel categorized as deceased, missing (e.g., missing in action (MIA), captured, beleaguered, and besieged), wounded, ill or injured (i.e., seriously wounded, ill/injured, very seriously wounded, ill/injured), and investigating facts related to the casualty incident to rule out an unauthorized absence. This activity also includes creating a report which outlines findings of the investigation, duty status, circumstances surrounding the casualty, and casualty tracking information, and creating a report which outlines findings of the investigation and duty status.
				Perform Casualty Closeout Process	This activity is associated with performing the close out of the casualty process by reviewing the casualty investigation findings in order to produce a final casualty report and determine whether a casualty incident requires further review and investigation. The final casualty report of the casualty incident may include (but not be limited to) providing casualty status on missing personnel and identification of casualty information which may be released to the media and next of kin (NOK).
		Perform Absence Administration	This activity is associated with managing organization controlled absences and managing unauthorized absences.
				Categorize Unauthorized Absence	This activity is associated with making a decision categorizing a Member into one or more categories of unauthorized absence and disseminating unauthorized absence information to all appropriate parties (e.g., adverse actions, police assistance). Categories of unauthorized absence may include (but not be limited to) Unauthorized Absence (UA) and Deserter. This also includes coordinating the necessary categorization follow up actions with the appropriate parties that need to be taken regarding a Member who has been categorized as an unauthorized absence or desertion offender.
				Provide Decision on Organization Controlled Absence Request	This activity is associated with making a decision on an organization controlled absence request, notifying the appropriate parties of the decision made, and updating the Time, Absence, and Labor profile with the decision information. This process may also include counseling the Member on absence status.
				Resolve Unauthorized Absence	This activity is associated with performing actions to resolve the unauthorized absence or desertion of a Member. This includes reviewing all absence information received regarding an unauthorized absence or desertion offender, determining if the Member needs to be re-categorized. This also includes, once the Member has been accounted for, updating the Member's profile, notifying the appropriate parties of the unauthorized absence resolution, and performing the necessary close out actions for this unauthorized absence.
				Review Organization Controlled Absence Request	This activity is associated with reviewing all information related to a request for an organization controlled absence and determining a Member's eligibility for the requested organization controlled absence as needed.
		Perform Leave Administration	This activity is associated with managing request for leave or selling leave based on Member's eligibility and notifying appropriate parties of the request outcome. This activity is also associated with identifying employees to receive pay or leave change, processing pay or leave change, and communicating pay or leave change.
				Determine if Leave Sell Back is Permissible	This activity is associated with determining if the sell back of leave is permissible by determining if the Member meets the qualifications to sell military accrued leave.
				Determine Leave Balance	This activity is associated with reviewing and validating the accounting period leave information, notifying the appropriate parties of any invalid leave information, and determining all leave deductions and leave accrual for a Member in a given leave accounting period.
				Provide Decision on Leave Request	This activity is associated with determining eligibility for leave, making authorization of leave decision, sending notification of leave authorization decision to appropriate parties, and updating the Time, Absence, and Labor profile with leave information.
				Provide Leave Sell Back Eligibility Notification	This activity is associated with notifying the appropriate parties of the Member's eligibility or ineligibility to sell leave and updating the Member's profile with leave sell back information as necessary.
				Review Leave Request	This activity is associated with reviewing a leave request and any supporting documentation and determining if chargeable leave is included. This process may also include determining the chargeable leave amount and counseling the Member on leave status.
				Update Leave Balance Information	This activity is associated with calculating the leave balance based on accrued and deducted leave amounts, and updating the Member's information with the current leave balance after the accruals and deductions are applied.
Administer Grievance Process	This activity is associated with initiating, processing, resolving and documenting a formal complaint related to co-worker/peer or management actions in regard to an employee or Member (e.g., administrative grievances, sexual harassment complaints and Labor / Union grievances).
				Analyze Grievance	This activity is associated with reviewing a grievance, along with any supporting documentation, determining if the grievance contains adequate information, conducting an inquiry if necessary, determining the type of grievance (e.g., request for assistance, issue, complaint, or allegation) and who has the appropriate jurisdiction to resolve the grievance, determining if the grievance should be dismissed, and documenting the information captured.
				Provide Grievance Resolution	This activity is associated with reviewing a grievance and providing a resolution. This activity may include (but not be limited to) determining who has the appropriate jurisdiction to resolve the grievance, providing guidance on available resolution options (e.g., problem solving, mediation, fact-finding, facilitation, conciliation, settlement conferences, ombudsmen, peer review, and arbitration), counseling personnel if necessary, coordinating with the appropriate agency or organization to resolve the grievance, and documenting the resolution. This activity may include (but not be limited to) determining if the grievance requires assistance to be resolved and transferring the grievance to the appropriate parties (e.g., legal, commander, and Inspector General).
Manage Adverse Actions	This activity is associated with validating the alleged offense, determining disciplinary actions, and administering adverse actions results. Adverse Actions can be based upon misconduct and/or substandard performance that result in legal or administrative actions against a Member by an appropriate military authority. Adverse legal actions may include non-punitive, non-judicial, and court-martial proceedings. Penalties may include (but not be limited to) reduction in rank, involuntary discharge, documentation of substandard performance, promotion list removal, or a sentence for confinement.
				Determine Disciplinary Action	This activity is associated with determining and performing non-punitive or non-judicial actions or referring the case to court-martial, involuntary discharge, creating authoritative source document, and documenting both court-martial and non-judicial punishment proceedings.
				Document Adverse Action Results	This activity is associated with documenting all adverse action results by producing adverse action reports, updating the Member's profile with adverse action results and removing administrative holds as necessary. This activity also includes either documenting the offense and punishment or removing/expunging the charges based on the decision/findings.
				Validate Alleged Offense	This activity is associated with obtaining the initial facts of an alleged offense, determining if an administrative hold (a flag placed on the member's profile immediately when a soldier's status changes from favorable to unfavorable) is required, conducting an internal or external investigation, and documenting the findings as to the validity of the charges.
Manage Assignment and Transfer	This activity is associated with assigning or placing Department of Defense (DoD) members, employees, and designated contractors to positions (e.g., in-processing selected candidate, providing placement advisory services, processing placement actions, and determining benefit eligibility).
		Administer Inter-service Transfer	This activity is associated with the administration of an Interservice Transfer (e.g., a transfer from Army to Marine Corps). This activity may also include (but not be limited to) assessing transfer eligibility, reviewing the transfer by the approval authority board, and executing the board decision. Note: Interservice transfers are normally made only between equivalent components, that is, Reserve to Reserve and Regular to Regular.
				Execute Inter-Service Transfer	This activity is associated with executing the Inter-Service transfer while ensuring that the Member?s continuation of service is preserved. This activity may include (but not be limited to) updating transfer profile information and generating transfer orders, (e.g., transfer package, personnel/pay record, separation orders).
				Make Decision on Inter-Service Transfer	This activity is associated with reviewing an Inter-Service transfer request, along with a recommendation to concur or nonconcur with the transfer, and providing a documented decision on the transfer.
				Review Inter-Service Transfer Request	This activity is associated with reviewing an Inter-Service transfer request, along with any waivers, validating the request, making a determination on whether the transfer is in the Service's best interest, and providing a recommendation to concur or nonconcur with the transfer request.
		Administer Intra-service Transfer	This activity is associated with the administration of an Intraservice Transfer (e.g., a transfer from a Regular component to the Reserves, transfer between Reserve Categories (e.g., Ready Reserve, Standby Reserve, Retired reserve), or transfer from a Regular component to the National Guard). This activity may also include (but not be limited to) assessing transfer eligibility, reviewing the transfer by the approval authority board, and executing the board decision.
				Execute Intra-Service Transfer	This activity is associated with executing the Intra-Service transfer while ensuring that the Member?s continuation of service is preserved. The appropriate records are updated and submitted to Human Resources (e.g., health records, Personnel/Pay record, separation orders).
				Make Decision on Intra-Service Transfer	This activity is associated with reviewing an Intra-Service transfer request, along with a recommendation to concur or nonconcur with the transfer, and providing a documented decision on the transfer.
				Review Intra-Service Transfer Request	This activity is associated with reviewing an Intra-Service transfer request, along with any waivers, validating the request, making a determination on whether the transfer is in the Service's best interest, and providing a recommendation to concur or nonconcur with the transfer request.
		Administer Transfer between Military Personnel Classes	This activity is associated with changing a Member's class from Enlisted to Commissioned/Warrant Officer class, or a Commissioned/Warrant Officer to an enlisted class. This activity also includes managing the initial request to become a Commissioned/Warrant Officer, the concurrence or nonconcurrence of the request, and the updating of personnel records once the personnel status has changed.
				Assess Commissioning Program Eligibility	This activity is associated with determining if a Member meets minimum eligibility requirements to be considered for admission into a commissioning program. This activity is also associated with evaluating any submitted waivers.
				Make Decision on Commissioning Program Request	This activity is associated with evaluating eligible Members on a competitive basis for admittance to any of the commissioning programs based on individual established criteria, conducting an entrance review board, and providing a decision on the commissioning program.
				Make Decision on Voluntary Resignation Request	This activity is associated with making a decision on an Officer's request to voluntarily resign his/her military officer appointment and continue serving in an enlisted or warrant officer pay grade (i.e., reversion). Officers may be permitted to continue their military service in a pay grade other than commissioned officer according to limitations contained within 10 USC.
				Update Member Profile with Commissioning Program Admission Decision	This activity is associated with updating a Member's profile with information to include (but not be limited to) a review board's decision on a commissioning program admittance request, applicable board title, convening authority, decision date and documenting the Member's elections.
				Update Member Profile with Voluntary Resignation Decision	This activity includes updating a Member's profile to document the voluntary resignation decision, as well as the new rank the Member will be assigned.
				Validate Voluntary Resignation Request	This activity is associated with validating information within a voluntary resignation request to ensure it is complete and correct. This information may include (but not be limited to) Member name, rank, Date of Rank, and Total Active Federal Military Service date.
		Administer Transfer To and From Active Duty	This activity is associated with transferring the Members of a Reserve component unit to or from active duty during mobilization or demobilization. This includes either an update to an individual Member's information or a mass update to multiple Member's information. Mass updates can also be applied to all the Members of a unit or occupation or to a group of Reserve components. This also includes Retired Regular Members who are being mobilized or demobilized at the same time.
				Complete Active Duty Tour Processing Checklist	This activity may include (but not be limited to) counseling and processing related to training (e.g., certifications, theater specific requirements) legal, HRM information (e.g., record of emergency data), medical, dental, or chaplain services.
				Conduct Active Duty Tour Processing	This activity is associated with validating active duty tour information (e.g., Member name, rank, activation start date, reason for activation). This activity may include (but not be limited to) determining if Member meets active duty tour requirements and notifying the appropriate parties of any invalid or incomplete information.
				Update Member Profile with Active Duty Tour Information	This activity is associated with updating a Member's profile with active duty tour information (e.g., medical, dental, training, legal, HRM information (e.g., record of emergency data, duty status, benefit information, time served on active duty)).
				Validate Active Duty Tour Requirements	This activity is associated with validating active duty tour requirements (e.g., court martial proceedings, training, national emergency, deployment) to transfer a Member to and from active duty.
		Manage Assignment	This activity is associated with identifying qualified and available personnel (i.e., members, employees, and designated contractors) for temporary or permanent assignments. This activity may include (but not be limited to) gathering Human Resources Profile information for assignment, administering an assignment action, performing out-processing of personnel, performing in-processing of personnel, generating assignment orders, and processing assignment elections and personnel action request activities.
				Complete In-Processing Checklist	This process includes a Member completing the items on the in-processing checklist.
				Complete Out-Processing Checklist	This process includes the Member completing the activities listed on the out-processing checklist.
				Determine Assignment Action	This activity is associated with selecting a Member for a valid open personnel requisition or selecting a valid open personnel requisition for a Member who has been identified as requiring a new assignment.
				Distribute Assignment Order	This process includes distributing assignment orders to the appropriate parties for action or information.
				Identify Candidates to Fill Requisition	This process includes identifying potential candidates for a personnel requisition. The evaluation will result in the identification of Members whose qualifications match the personnel requisition criteria and are eligible for an assignment, Members who are in the assignment window, Members with career preferences, and Members who have volunteered for the advertised personnel requisition.
				Issue In-Processing Checklist	This process includes creating and issuing the in-processing checklist to the Member.
				Issue Out-Processing Checklist	This process includes the Specialist creating and issuing the out-processing checklist that the Member must complete before departing to a new assignment or duty station.
				Prepare Assignment Order	This process includes preparing an assignment order requirement to determine the order type and order action.
				Provide Assignment Action Decision	This activity is associated with capturing the decision outcome for an assignment action to include counseling Member on the assignment action, documenting acceptance or declination of assignment, updating of the personnel/pay record, and documenting any recommendations and or comments from the Approval Authority.
				Provide Assignment Order Decision	This process includes reviewing the draft order, associating travel authorization information for approval/disapproval, and acknowledging the order (if required). This process may also include determining candidate eligibility.
				Report for In-Processing	This process includes a Member reporting to begin in-processing and to an assignment or duty station.
				Report for Out-Processing	This process includes a Member reporting to begin out-processing and departure from an assignment or duty station.
				Review Open Requisitions	This activity is associated with reviewing open requisitions and any information a Human Resources Specialist will need to propose a Member to fill the requisition.
				Select Candidate to Fill Requisition	This activity is associated with selecting the best Member out of the eligible candidates. The best Member is eligible and qualified to meet the requirements of the assignment.
				Submit Assignment Action Request	This activity is associated with submitting an assignment action for review and approval by an Approval Authority. This activity will also include coordinating the assignment action to capture recommendations and comments.
				Verify In-Processing Checklist is Complete	This activity is associated with receiving and verifying the completion of the in-processing checklist. This activity also includes verifying the assignment order. Upon checklist verification, a notification of the person's arrival is sent to the gaining command, as well as other affected parties.
				Verify Out-Processing Checklist is Complete	This activity is associated with receiving and verifying the completion of the out-processing checklist. This activity also includes verifying the assignment order. Upon checklist verification, a notification of the person's departure is sent to the gaining command, as well as other affected parties.
Manage Benefit Programs	This activity is associated with developing, maintaining, assessing and delivering benefit programs for Military and Civilian personnel, Veterans and family members. Benefit programs may include (but not be limited to) healthcare (e.g., insurance for medical, dental, vision and long term care), education benefits (e.g., Montgomery GI Bill [MGIB], Tuition Assistance Program, Reserve Education Assistance Program [REAP]), life insurance (e.g., Group Life Insurance, Traumatic Injury Protection), retirement planning (e.g., Thrift Savings Plan [TSP]), survivor benefits (e.g., Survivor Benefit Plan [SBP], Death Gratuity) and miscellaneous benefits (e.g., Military family housing, employment assistance, death and burial benefits, injury and Savings Deposit Plan, Flexible Spending Account Program, Home Owners Assistance Program and relocation assistance). This activity is also associated with managing the contracted relationship between the Department of Defense (DoD) eligible civilian employee beneficiaries (e.g., employees, family members, and survivors under Federal Employee Health Benefits [FEHB] or similar programs) and various third-party health insurance programs under contract to the Federal government.
				Assess Benefit Programs	This activity is associated with gathering feedback information, evaluating the benefit programs, identifying establishment or disestablishment of benefit programs, and documenting issues and reporting information to appropriate parties for resolution.
				Complete Benefit Selection	This activity is associated with enrolling (i.e., start, stop, or changes) a Member/Employee for a specific benefit upon selection and open enrollment periods, documenting the initial request or changes to their elections, contributions, coverage and beneficiaries, and obtaining appropriate parties signatures for changes to benefit coverage and/or beneficiaries where necessary.
				Conduct Benefit Counseling	This activity is associated with reviewing the Member's/Employee's information, identifying the benefits available, and providing information on the different benefit options, eligibility criteria, requirements (e.g., service obligation and grade point average), application process, restrictions, and consequences.
				Determine Eligibility for Applied Benefit	This activity is associated with reviewing the eligibility criteria against the Member's/Employee's profile information and assessing eligibility for benefit.
				Determine Eligibility for Selected Benefit	This activity is associated with reviewing the eligibility criteria against the Member's/Employee's profile information and assessing eligibility for selected benefit.
				Develop Benefit Programs	This activity is associated with determining the need for benefit program by reviewing benefit program needs, identifying and coordinating benefit programs, establishing eligibility criteria and available options, defining benefit enrollment/application process, making decisions on benefit programs, and distributing benefit program information.
				Maintain Benefit Profile Information	This activity is associated with documenting the Member's/ employee's initial benefit selections or changes to existing benefit information (e.g., contributions, coverage and beneficiaries), ensuring all appropriate signatures were obtained and supporting documents were submitted, and notifying appropriate parties on changes to a Member's/employee's benefit information.
				Maintain Benefit Programs	This activity is associated with identifying changes to existing benefit programs, and coordinating changes or disestablishment of benefit programs with appropriate parties, such as various third-party health insurance program under contract to the Federal government.
				Make Decision on Benefit Application	This activity is associated with approving or disapproving a benefit application, documenting the final decision, and notifying the appropriate parties.
				Verify Completeness of Benefit Application	This activity is associated with receiving and reviewing the benefit application and any supporting documents, validating the application and supporting documents for completeness, and requesting additional information where necessary.
Manage Compensation and Reimbursements	This activity is associated with determining eligibility for reimbursement or compensation, determining reimbursement amount, earnings and deductions, authorizing reimbursement payments, and certifying the reimbursement expense and payroll information. Compensation and reimbursements may include (but not be limited to) special pays, allowances, Human Resources (HR) entitlements, travel vouchers, pay adjustments, allotments, bonds, garnishments and offsets, as well as payroll and tax withholding reporting (e.g., leave and earnings statement, personal statement of military compensation, W-2 statement of wages).
		Manage Compensation	This activity is associated with determining eligibility, authorizing pay, determining earnings and deductions, executing payroll, and managing reimbursements. It includes: special pays, allowances, Human Resources (HR) entitlements, pay adjustments, allotments, bonds, garnishments and offsets, as well as payroll and tax withholding reporting (e.g., leave and earnings statement, personal statement of military compensation, W-2 statement of wages).
				Calculate Allotments	This process includes calculating a Member's allotment based on allotments eligibility.
				Calculate Allowances Earnings	This process includes calculating a Member's allowance earnings based on allowance eligibility. Process for calculating allowance earnings is reflected in the child process model.
				Calculate Basic Pay Earnings	This process includes calculating a Member's basic pay earnings based on basic pay eligibility. Process for calculating basic pay earnings is reflected in the child process model.
				Calculate Bonus Pay Earnings	This process includes calculating a Member's bonus pay earnings based on bonus pay eligibility.
				Calculate Debts and Garnishments	This process includes calculating a Member's debts and garnishments, to include repayment of bonuses and deductions based on debts and garnishment subjectivity. Process for calculating bonus repayment is reflected in the child process model.
				Calculate Grants and Stipends Earnings	This process includes calculating a Member's grants and stipends earnings based on grants and stipends eligibility.
				Calculate Incentive Pay Earnings	This process includes calculating a Member's incentive pay earnings based on incentive pay eligibility.
				Calculate Other Deductions	This process includes calculating a Member's other deductions based on other deductions eligibility.
				Calculate Other Earnings	This process includes calculating a Member's other earnings based on other earnings eligibility. Process for calculating other earnings is reflected in the child process model.
				Calculate Special Pay Earnings	This process includes calculating a Member's special pay earnings based on the Member's eligibility.
				Calculate Taxes	This process includes calculating a Member's taxes based on taxes subjectivity which is determined by the Member's HOR or duty station (i.e. combat exclusion).
				Certify Payroll Files	Process includes certifying payroll files prior to disbursing.
				Compute Payroll	Process includes determining gross and net pay, and compiling payroll files for certification. This process repeats until all pay types are calculated.
				Conduct Pre-Validation of COL Reports	This process includes identifying payments to be disbursed in a particular payment cycle based on their due date, providing pay information for review and certification by an authorized certifying officer, and holding or canceling individual payments in the payment cycle. This process also includes pre-validation of payment information by ensuring the amount of the payment and the name of the payee are correct, all applicable deductions are made and credited to the proper account in the correct amount, the appropriation or fund is available at the time, for the purpose intended, and in the amount of the proposed payment, duplicate payments are prevented, the payment is permitted by law and complies with the terms of the applicable agreement, the required administrative authorizations and approvals for payment are obtained, and the payment is supported by basic payment documents or other acceptable forms of support.
				Create COL Reports	This process includes providing voucher data (e.g., net pay, allotments, debts, employer retired pay accrual, employer Thrift Savings Plan contributions and employer retired pay health fund accrual) for verification and certification of the payroll process.
				Determine if Change in Deductions Require Notification	This process includes checking if a notification has to be sent due to changes in the deductions information.
				Determine if Change in Earnings Require Notification	This process includes checking if a notification has to be sent due to changes in the earnings information.
				Determine if Compensation Eligibility Approval is Required	This process includes checking if compensation eligibility requires approval.
				Determine if Compensation Eligibility Notification is Required	This process includes checking if compensation eligibility notification needs to be sent.
				Determine Member's Eligibility for Allotments	This process includes checking if a Member is eligible to allot a specified amount from his/her pay based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Allowances	This process includes checking if a Member is eligible for allowances based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Basic Pay	This process includes checking if a Member is eligible for basic pay based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Bonus Pay	This process includes checking if a Member is eligible for bonus pay based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Grants and Stipends Pay	This process includes checking if a Member is eligible for grants and stipends pay based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Incentive Pay	This process includes checking if a Member is eligible for incentive pay based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Other Deductions	This process includes checking if a Member is eligible for other deductions (e.g. repayment or advanced, casual, and partial payments) based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Other Earnings	This process includes checking if a Member is eligible for other earnings (e.g., Disability Severance Pay) based on personnel information, and updating the pay information profile.
				Determine Member's Eligibility for Special Pay	This process includes checking if a Member is eligible for special pay based on personnel information, and updating the pay information profile.
				Determine Member's Subjectivity for Debts and Garnishments	This process includes checking if a Member is eligible for or subject to debts and garnishments, to include repayment of bonuses based on personnel information, and updating the pay information profile.
				Determine Member's Subjectivity for Taxes	This process includes checking if a Member is subject to taxes based on personnel information, and updating the pay information profile.
				Determine Pay Type	This process is associated with identifying what pay type needs to be checked to determine the Member's eligibility.
				Make Decision on Compensation Eligibility	Process includes approving or disapproving a member's compensation eligibility and updating the pay profile information with the decision.
				Produce Payroll Reports	Process includes producing payroll reports (e.g., LES, accounting reports).
				Receive Certified Payroll Files	Process includes reviewing the certified payroll files received from the approval authority.
				Send Certified Payment Voucher and Files	This process includes creating payroll expenditures file for the DoD accounting systems (e.g., GEFBS, DEAMS, Navy ERP), and report of all requests for payment based on payroll processing to include, but not limited to, net pay, allotments, debts, taxes, deductions, and garnishments, for the disbursing system, and sending these file and report for accounting and disbursement.
				Send Certified Payroll Files	Process includes sending certified payroll files back for processing.
				Send Compensation Eligibility Information	Process includes sending the updated compensation eligibility information, which includes approved or disapproved eligibility, back to the pay specialist for further processing.
				Send Compensation Eligibility Information for Approval	Process includes sending the compensation eligibility information, together with the personnel information, to the approval authority for decision.
				Send Payroll Files for Certification	Process includes sending the completed payroll files to the approval authority for certification.
				Update Pay Profile with Deductions Information	This process includes updating the Member's pay profile information with deductions information.
				Update Pay Profile with Earnings Information	This process includes updating the Member's pay profile information with earnings information.
				Update Pay Profile with Payroll Information	This process includes updating the pay profile with calculated payroll information.
				Update Pay Profile with Requested Payment Information	This process includes updating the pay profile with information associated with advance, casual and partial payment. Advance pay may be subject to deduction. This process does not include the collection or repayment of the requested pay.
		Manage Reimbursements	This activity is associated with determining eligibility for reimbursements, submitting reimbursement claims (e.g., travel vouchers, relocation expenses, and adoption expenses), determining amount due, authorizing payment to reimburse personnel for expenses incurred, or expenses expected to be incurred, and executing reimbursements by certifying the reimbursement expense information.
				Determine Reimbursement Amount Due	This activity is associated with determining the reimbursement amount due, based upon reimbursement type (e.g., medical education program expense reimbursement, Cost of Living Allowance Unique reimbursement) and established reimbursement criteria.
				Determine Reimbursement Eligibility	This activity is associated with receiving and reviewing reimbursement information, and using an established set of reimbursement criteria and business rules for determining whether an employee/Member is eligible and authorized for a particular reimbursement type (e.g., medical education program expense reimbursement, Cost of Living Allowance Unique reimbursement).
				Execute Reimbursements	This activity is associated with certifying reimbursement expense information, scheduling reimbursement processing, and updating the pay profile with reimbursement information (e.g., reimbursement type, reimbursement amount, and reimbursement date).
				Make Decision on Reimbursement Payment	This activity is associated with making a decision on a reimbursement (e.g., medical education program expense reimbursement, Cost of Living Allowance Unique reimbursement) based on an established set of reimbursement criteria.
Manage Human Resources Information	This activity is associated with managing Human Resources Information (i.e., Human Resources Profiles and Human Resources Record). This activity includes the creation, maintenance, use, and execution of disposition actions. This activity also includes distributing and reporting Human Resources Information to support personnel record requests, interagency processes, mission requirements, and sharing of personally identifiable information for identity management purposes, visibility and availability of personnel. Human Resources Information is for limited access to authorized personnel only.
				Conduct Board for Correction of Military Record	This activity is associated with reviewing a correction of military record request, returning a request without action, notifying a Member/Requester of the time and place of a hearing, conducting a hearing, requesting additional information, making a recommendation on a request, and forwarding a recommendation for approval or disapproval.
				Consolidate Human Resources Profiles	This activity is associated with consolidating Human Resources Profiles from all Human Resources Management business areas to capture all instances where Human Resources Profiles need to be brought up to date to reflect the current state of the profile. This activity also includes determining which business processes and workflows are affected by the update of Human Resources Profiles and updating the personnel and pay information based on the consolidated information (e.g., retirement points, time in service adjustments).
				Create Human Resources Profiles	This activity is associated with creating Human Resources Profiles (e.g., recruiting, assignment, personnel/pay, benefit and medical) once all information has been collected and certified. A Human Resources Profile is a working file that contains temporary and permanent information. This activity also includes documenting the disposition of Human Resources Profiles.
				Create Human Resources Record	This activity is associated with creating the Human Resources Record, which is the information from the Human Resources Profile that has been determined to become part of a permanent record (e.g., recruiting, assignment, personnel/pay, benefit and medical). This activity also includes documenting the disposition of the Human Resources Record.
				Distribute Human Resources Information	This activity is associated with providing Human Resources Information in response to a personnel record request, mission requirement need, and reporting purposes.
				Execute Disposition of Human Resources Information	This activity is associated with executing disposition actions for Human Resources Information (i.e., Human Resources Profile and Human Resources Record). The disposition of the Human Resources Information will be determined after the record or profile has been created. Disposition actions may include but not be limited to transfer from one Federal agency to another, transfer of permanent records to the National Archives, and disposal of temporary records.
				Maintain Human Resources Record	This activity is associated with maintaining (e.g., updating and modifying) the Human Resources Record, which is the information from the Human Resources Profile that has been determined to become part of a permanent record (e.g., recruiting, assignment, personnel/pay, benefit and medical).
				Provide Correction of Military Record Decision	This activity is associated with reviewing an administrative package (e.g., correction of military record request, proof of proper interest, and evidence), making a decision on a correction of military record request, notifying appropriate parties of a request approval or disapproval, reviewing a recommendation from the Board for Corrections of Military Records (BCMR) for approval or disapproval, returning a case to the BCMR for reconsideration, and providing additional information to the BCMR upon request.
				Provide Decision on Human Resources Information Request	This activity is associated with providing a decision on a Human Resources Information Request.
				Update Human Resources Personal Information	This activity is associated with updating personal information for any person with a Human Resources Profile. This activity also includes managing information that a person provides (e.g., local address, biometric information, email address, request for savings bond withholding, financial closures, request for a military pay allotment, birth certificate information, citizenship documentation, family care plan, and documentation that an individual is a military dependent for the purpose of receiving military medical care). Implementation can be accomplished by self service automation, face to face interaction, FAX in addition to interactions with a central call center, video conference methods, or other technical means.
				Validate Human Resources Information Request	This activity is associated with validating a Human Resources Information Request. This activity also includes determining if the information is complete and if the requester is authorized to receive the requested information.
Manage Human Resources Interaction	This activity is associated with sustaining an informed work force environment that is in compliance with applicable Federal statutes. This activity also includes maintaining contacts and relations between Department of Defense (DoD) civilian employees and military members with DoD management and information management activities.
		Manage Labor Relations	This activity is associated with managing the relationship between the agency and its unions and bargaining units. This includes negotiating and administering labor contracts and collective bargaining agreements, managing negotiated grievances, and participating in third party proceedings.
				Administer Labor Agreements	This activity is associated with implementing agreement provisions within the organization. This activity also includes providing training on contract details, attempting to resolve implementation issues, and collecting input on administration of agreement issues to ensure management compliance with terms of the contract.
				Clarify Labor Bargaining Unit and Representation	This activity is associated with clarifying organization and employees that should be included in the appropriate defined bargaining unit. This activity also includes resolving recognition issues.
				Conduct Labor Negotiation	This activity is associated with meeting to bargain in good faith to reach an agreement.
				Establish Labor Communication Protocol	This activity is associated with establishing the relationship for ongoing communication between union and management.
				Initiate Labor Bargaining Process	This activity is associated with providing notifications and requests to bargain. Requests to bargain could be triggered by changes to conditions of employment, statutory requirements, and Government-wide Laws, Policies, and Regulations.
				Obtain Labor Recognition	This activity is associated with collecting petitions or interest cards from groups of employees. Union petitions Federal Labor Relations Authority (FLRA) for recognition, agency responds to petition, FLRA decides on petition and, if favorable, a FLRA-sponsored election takes place and employees vote.
				Perform Head Agency Labor Review	This activity is associated with reviewing an agreement for legality/compliance with government-wide Laws, Policies, and Regulations.
				Prepare for Labor Negotiation	This activity is associated with establishing the team, identifying a chief negotiator and negotiation approach, and training the team in areas of problem solving and negotiation skills. This activity also includes anticipating interests, identifying objectives, and preparing for negotiation sessions.
				Provide for Government-wide Labor Consultation	This activity is associated with providing national unions the opportunity to comment on proposed government-wide or agency rules, regulations, and policies prior to implementation (as appropriate).
Manage Identity Credential	This activity is associated with the management of all Department of Defense (DoD) identity credentials (Identity Cards (e.g., Common Access Card (CAC), Personal Identity Verification (PIV) Card, ID tags, unit controlled cards), and the management of information associated with them (e.g., Personal Identification Numbers (PIN) numbers, applets, identity and biometric information)) for Employees, Members, contractors, and dependents. This includes reviewing personnel identification information as well as issuing, maintaining and revoking identity credentials for access control applications.
				Issue Identity Credential	This activity is associated with issuing an identity credential (Identity Cards (e.g., Common Access Card (CAC), Personal Identity Verification (PIV) Card, identification (ID) tags, unit controlled cards) and the information associated with them (e.g., Personal Identification Number (PIN), applets, identity information)) so that a party may be accurately identified and be able to gain access to the appropriate Department of Defense (DoD) facilities, systems and information. This includes (but is not limited to) gathering relevant identity information, verifying the appropriate party's identity, ensuring the appropriate party's identity credential eligibility, producing requests for additional identity credential service as necessary, producing and distributing the appropriate identity credential for appropriate party and updating the appropriate party's profile as necessary.
				Maintain Identity Credential	This activity is associated with maintaining (e.g., adding applets to the identity credential, unlocking the identity credential, changing the associated Personal Identification Number (PIN)) all identity credentials (Identity Cards (e.g., Common Access Card (CAC), Personal Identity Verification (PIV) Card, ID tags, unit controlled cards) and the information associated with them (e.g., PIN numbers, applets, identity and biometric information)) so that a party may be accurately identified and be able to gain access to specified Department of Defense (DoD) facilities (such as Personnel Reliability Program access controlled facilities), systems, information and support distribution of authorized benefits and entitlements. This includes (but is not limited to) reviewing credential service request documents, issuing a request for additional identity credential service as needed, verifying the necessary information to make the changes (e.g., verifying identity, verifying authorization) making the requested changes if applicable and updating the identity profile to reflect the changes made. This activity will also include any temporary suspension or limitation of access associated with an identity credential.
				Revoke Identity Credential	This activity is associated with revoking an identity credential (Identity Cards (e.g., Common Access Card (CAC), Personal Identity Verification (PIV) Card, ID tags, unit controlled cards) and the information associated with them (e.g., Personal Identification Numbers (PIN) numbers, applets, identity and biometric information)) so that an identity credential that is no longer valid will not grant access to previously specified Department of Defense (DoD) facilities, systems and information or support distribution of unauthorized benefits and entitlements. This includes (but is not limited to) collecting additional documentation as necessary, terminating the affiliation between the identity credential and the identity credential holder and carrying out all activities necessary to close out the revocation process.
				Update Profile with Identity Credential Information	This activity is associated with updating the Employee's, Member's, contractor's, or dependents' profile with their identity credential information so they may be accurately identified and be able to gain or not gain access to Human Resources privileges and information.
Manage Organization	This activity is associated with managing the human resources infrastructure for Department of Defense (DoD) organizations. This activity includes managing the implementation of DoD mission plans by formulating force structure, strength projections, accession targets, and distributing peacetime authorizations and wartime requirements.
		Administer Organization Unique Identifier	This activity is associated with reviewing a request for an Organization Unique Identifier (OUID) for authorized/funded organization, determining the organization type (e.g., identification of organization category, organization information and data and relationships), determining if a seed is needed, and assigning and publishing an OUID. This activity also includes providing a notification if there is an existing OUID. Organization Unique Identifiers (OUIDs) are used to uniquely identify all Department of Defense organization categories (i.e., doctrinal, billets, crews, garrison, and augmentation) defined by Global Force Management Data Initiative.
				Assign Organization Unique Identifier	This activity is associated with assigning an Organization Unique Identifier (OUID) for authorized/funded organization. This is used to uniquely identify all Department of Defense organization categories (i.e., doctrinal, billets, crews, garrison, and augmentation) defined by Global Force Management Data Initiative. This activity also includes notifying a requesting organization that an OUID exists.
				Determine Type of Request	This activity is associated with reviewing a request for an Organization Unique Identifier (OUID) for authorized/funded organization, determining the organization type (e.g., identification of organization category, organization information and data and parent/child relationships), determining if an OUID already exists.
				Obtain Organization Unique Identifier Seed	This activity is associated with obtaining a seed (i.e., a seed is a unique four byte (32 bit) prefix provided by an Enterprise-wide Seed Server (ESS)) from the ESS or reassigning an existing seed to an organization. This activity also includes determining the usage levels for an Enterprise-wide Identifier (EwID) seed account.
		Execute Manpower	This activity is associated with reviewing Manpower Allocation, reconciling discrepancies, updating position data and Manpower documents, and distributing Manpower documents.
				Adjust Manpower Requirements Based on Priority List	This activity is associated with reprogramming requirements based on the budget decision.
				Allocate Manpower	This activity is associated with allocating/reallocating approved manpower requirements based on category, program, and quantity.
				Determine Manpower Requirements to Be Funded	This activity is associated with determining mission requirements that are funded and unfunded based on the priority list and projected funding allocation.
				Determine Mission Requirements For Manpower	This activity is associated with determining the manpower required to support the missions, functions, and tasks of an Organization/Component based upon the strategic objectives, policy, roles and missions, and warfighting strategies identified by a higher authority. It also includes the determination of Force Structure and non-Force Structure requirements (to include the proper mix of military, civilian and contractor positions). Planning must take into consideration peacetime and wartime missions and requirements.
				Develop Policy And Procedure Guidance	This activity is associated with reviewing the Strategic Planning Guidance document to create the Department of Defense (DoD) Component-specific planning guidance.
				Distribute Manpower Documents	This activity is associated with sending the Manpower documents to the different organization levels for review and necessary updates.
				Identify Mission List	This activity is associated with identifying missions that need to be accomplished based on the Organization/Component-specific planning guidance. Missions are the official tasking by a higher authority that accomplish warfighting and support requirements for specific Department of Defense (DoD) Components. Missions can include modifications to current Organization/Component missions based on the DoD's strategic goals, policy, directives, force structure, and warfighting strategies of higher authority.
				Maintain Position Data	This activity is associated with creating, updating, and deleting positions and position details, as well as identifying positions needed based on grade, skills, and quantity to fulfill mission requirements. Position details may include (but not be limited to), position identification number, name, description, requirements (e.g., skills, grades, education and training), and responsibilities. NOTE: The Navy keeps the billet identification number for any deleted position. This activity is also associated with identifying positions needed based on grade, skills and quantity to fulfill mission requirement.
				Prioritize Manpower Requirement List	This activity is associated with reviewing the projected force structure and prioritizing requirements submitted by the Service Headquarters.
				Reconcile Manpower Allocation Discrepancy List	This activity is associated with reconciling discrepancies between the Manpower Budget Requirements and the Manpower Allocation. Discrepancies that cannot be amended are sent back to the Manpower Programmers for necessary adjustments.
				Review Budget Decision	This activity is associated with reviewing the budget decision and identifying the impact to requirements.
				Review Manpower Allocation	This activity is associated with reviewing the Manpower Allocation received against the Budget Requirements submitted, in order to identify any discrepancies.
				Update Manpower Documents	This activity is associated with updating Manpower documents with changes to the position data.
				Validate Manpower Requirements	This activity is associated with validating the projected force structure to ensure that it is within the defense guidance and allowed number for positions, performing analysis of current workload, and studying ways to improve efficiency by business process reengineering. This activity also includes both analyzing and building succession plans by ensuring that there are enough allocated lower grade billets to replace natural losses in higher grade billets.
		Manage Manpower Change	This activity is associated with reviewing changes to Manpower brought about by an official directive or a request for change from the Service Components. The changes may result in the realignment of forces or a change in position attributes. This activity also includes coordinating Manpower changes with organizations and implementing the Manpower change request.
				Coordinate Manpower Change	This activity is associated with coordinating adjustments needed with other Service Components and working with organizations to carry out the change request.
				Evaluate Manpower Change Request	This activity is associated with analyzing and validating the Manpower Change Request received. This activity may also be associated with notifying the organization that the change request has been determined to be an invalid request.
				Implement Manpower Change Request	This activity includes the applying the approved manpower changes, modifying policy so the force manager can implement the given policies, and updating the Manpower document to reflect changes.
				Maintain Position Data	This activity is associated with creating, updating, and deleting positions and position details, as well as identifying positions needed based on grade, skills, and quantity to fulfill mission requirements. Position details may include (but not be limited to), position identification number, name, description, requirements (e.g., skills, grades, education and training), and responsibilities. NOTE: The Navy keeps the billet identification number for any deleted position. This activity is also associated with identifying positions needed based on grade, skills and quantity to fulfill mission requirement.
				Modify Manpower Change Request	This activity is associated with modifying the manpower change request based on the feedback received from other organizations.
				Submit Manpower Change Request	This activity is associated with submitting the manpower change request for approval after coordination with other organizations.
				Update Manpower Documents	This activity is associated with updating Manpower documents with changes to the position data.
		Manage Organizational Structure	This activity is associated with forming Department of Defense (DoD) organizations within DoD command relationships that are needed to accomplish assigned missions within budgetary constraints. This activity also includes establishing, updating, reorganizing unit(s), developing organization specifications related to the allocation of human resources, Manpower requirements and tailoring organizations to reflect revisions of mission implementations. This activity is also associated with the formulation of specifications for peacetime authorizations and wartime requirements needed to accomplish tasked Department of Defense (DoD) missions. This includes the occupation, skill, position requirements, education, and training specifications that the position requires to perform the specified mission.
				Activate Unit	This activity is associated with mobilizing or activating a unit.
				Compare Current Structure Against Required Structure	This activity includes analyzing both the current unit structure along with the required unit structure and determining what changes have been made to obtain the required unit structure for the mission type change.
				Create Unit Structure	This activity is associated with creating the structure for a new unit based on the information contained in the organization change request.
				Designate Unit	This activity is associated with designating the unit's structure or attributes based on the requirements contained in the organization change request.
				Determine Organizational Structure to Support Mission Change	This activity is associated with deciding the organizational structure needed to support the change in mission.
				Evaluate Organization Change Request	This activity is associated with analyzing the Change Request or Mission/Force structure change. Force Structure refers to the organizations, units, personnel and equipment that comprise the Department of Defense.
				Implement Unit Structure	This activity is associated with executing the unit structure that meets the mission requirements.
				Inactivate Unit	This activity is associated with designating a unit or group as not in use or non-operational. An inactive unit is available for activation when needed. This activity also includes the disestablishing, decommissioning and deactivating of a unit, both active duty and reserves that were activated.
				Maintain Position Data	This activity is associated with creating, updating, and deleting positions and position details, as well as identifying positions needed based on grade, skills, and quantity to fulfill mission requirements. Position details may include (but not be limited to), position identification number, name, description, requirements (e.g., skills, grades, education and training), and responsibilities. NOTE: The Navy keeps the billet identification number for any deleted position. This activity is also associated with identifying positions needed based on grade, skills and quantity to fulfill mission requirement.
				Modify Organization Structure	This activity is associated with changing the structure of the organization to support mission requirements.
				Modify Unit Structure	This activity is associated with changing the unit structure to meet mission requirements.
				Obtain Current Structure of Unit Positions Performing Mission	This activity is associated with acquiring the unit structure that is currently being used to perform the mission.
				Reactivate unit	This activity is associated with activating an inactive unit.
				Redesignate Unit	This activity is associated with changing the attributes of an existing unit. Changes to unit attributes include unit number, unit name, and/or unit type. The structure of the organization may remain the same, but it performs a new mission or task. If new equipment is brought in, a reorganization may occur, since different operations and maintenance positions might be needed for the new equipment.
				Update Manpower Documents	This activity is associated with updating Manpower documents with changes to the position data.
		Manage Personnel Distribution	This activity is associated with managing the distribution of personnel consistent with the allotment of funds, availability of personnel, and guidance from manning documents. This activity also includes developing personnel distribution plans, coordinating the personnel distribution plan implementation, and providing personnel requirement request decisions.
				Coordinate Personnel Distribution Plan Implementation	This activity is associated with evaluating the proposed personnel requirement requests against the personnel distribution plan for implementation of Department of Defense (DoD) service mission priorities and coordinating personnel requirements with the appropriate parties. This also includes production of personnel requirement requests.
				Develop Personnel Distribution Plan	This activity is associated with developing and approving a personnel distribution plan based on the personnel guidance information, manpower documents and workforce analysis information and distributing the plan to the appropriate parties.
				Provide Personnel Requirement Request Decision	This activity is associated with capturing the decision outcome for a personnel requirement request to include documenting the validation or non-validation of the request. This also includes maintaining current status information on the personnel distribution plan as well as recording approved variances from the plan and assignment orders that satisfy personnel requirement requests.
		Manage Personnel Planning	This activity includes (but is not limited to) conducting succession planning, providing human resources consultative support, and measuring human resources performance.
				Conduct Succession Planning	This activity is associated with identifying key positions and occupations, determining future competency requirements, building target competency profiles, matching employees to target competency profiles, and creating agency succession development strategy.
				Measure Human Resources Performance	This activity is associated with validating human resources performance measures and metrics, tracking human resources performance results, and analyzing human resources performance results.
				Provide Human Resources Consultative Support	This activity is associated with identifying consultative needs, developing consultative strategy and plan, developing content and tools, and providing counsel.
		Perform Manpower Budgeting	This activity is associated with developing, reviewing, and adjusting budget estimates based on program requirements and in accordance with budgetary and congressional guidance. Program Budget Decisions are integrated with Department of Defense's (DoD) budget and incorporated into the President's budget.
				Adjust Manpower Requirements Based on Priority List	This activity is associated with reprogramming requirements based on the budget decision.
				Allocate Manpower	This activity is associated with allocating/reallocating approved manpower requirements based on category, program, and quantity.
				Determine Manpower Requirements to Be Funded	This activity is associated with determining mission requirements that are funded and unfunded based on the priority list and projected funding allocation.
				Determine Mission Requirements For Manpower	This activity is associated with determining the manpower required to support the missions, functions, and tasks of an Organization/Component based upon the strategic objectives, policy, roles and missions, and warfighting strategies identified by a higher authority. It also includes the determination of Force Structure and non-Force Structure requirements (to include the proper mix of military, civilian and contractor positions). Planning must take into consideration peacetime and wartime missions and requirements.
				Develop Policy And Procedure Guidance	This activity is associated with reviewing the Strategic Planning Guidance document to create the Department of Defense (DoD) Component-specific planning guidance.
				Distribute Manpower Documents	This activity is associated with sending the Manpower documents to the different organization levels for review and necessary updates.
				Identify Mission List	This activity is associated with identifying missions that need to be accomplished based on the Organization/Component-specific planning guidance. Missions are the official tasking by a higher authority that accomplish warfighting and support requirements for specific Department of Defense (DoD) Components. Missions can include modifications to current Organization/Component missions based on the DoD's strategic goals, policy, directives, force structure, and warfighting strategies of higher authority.
				Maintain Position Data	This activity is associated with creating, updating, and deleting positions and position details, as well as identifying positions needed based on grade, skills, and quantity to fulfill mission requirements. Position details may include (but not be limited to), position identification number, name, description, requirements (e.g., skills, grades, education and training), and responsibilities. NOTE: The Navy keeps the billet identification number for any deleted position. This activity is also associated with identifying positions needed based on grade, skills and quantity to fulfill mission requirement.
				Prioritize Manpower Requirement List	This activity is associated with reviewing the projected force structure and prioritizing requirements submitted by the Service Headquarters.
				Reconcile Manpower Allocation Discrepancy List	This activity is associated with reconciling discrepancies between the Manpower Budget Requirements and the Manpower Allocation. Discrepancies that cannot be amended are sent back to the Manpower Programmers for necessary adjustments.
				Review Budget Decision	This activity is associated with reviewing the budget decision and identifying the impact to requirements.
				Review Manpower Allocation	This activity is associated with reviewing the Manpower Allocation received against the Budget Requirements submitted, in order to identify any discrepancies.
				Update Manpower Documents	This activity is associated with updating Manpower documents with changes to the position data.
				Validate Manpower Requirements	This activity is associated with validating the projected force structure to ensure that it is within the defense guidance and allowed number for positions, performing analysis of current workload, and studying ways to improve efficiency by business process reengineering. This activity also includes both analyzing and building succession plans by ensuring that there are enough allocated lower grade billets to replace natural losses in higher grade billets.
		Perform Manpower Planning	This activity is associated with projecting manpower requirements, identifying the mission list, and developing policy & procedure guidance, to support preparation of the Department of Defense budget, includes both budgetary and executionary requirements.
				Adjust Manpower Requirements Based on Priority List	This activity is associated with reprogramming requirements based on the budget decision.
				Allocate Manpower	This activity is associated with allocating/reallocating approved manpower requirements based on category, program, and quantity.
				Determine Manpower Requirements to Be Funded	This activity is associated with determining mission requirements that are funded and unfunded based on the priority list and projected funding allocation.
				Determine Mission Requirements For Manpower	This activity is associated with determining the manpower required to support the missions, functions, and tasks of an Organization/Component based upon the strategic objectives, policy, roles and missions, and warfighting strategies identified by a higher authority. It also includes the determination of Force Structure and non-Force Structure requirements (to include the proper mix of military, civilian and contractor positions). Planning must take into consideration peacetime and wartime missions and requirements.
				Develop Policy And Procedure Guidance	This activity is associated with reviewing the Strategic Planning Guidance document to create the Department of Defense (DoD) Component-specific planning guidance.
				Distribute Manpower Documents	This activity is associated with sending the Manpower documents to the different organization levels for review and necessary updates.
				Identify Mission List	This activity is associated with identifying missions that need to be accomplished based on the Organization/Component-specific planning guidance. Missions are the official tasking by a higher authority that accomplish warfighting and support requirements for specific Department of Defense (DoD) Components. Missions can include modifications to current Organization/Component missions based on the DoD's strategic goals, policy, directives, force structure, and warfighting strategies of higher authority.
				Maintain Position Data	This activity is associated with creating, updating, and deleting positions and position details, as well as identifying positions needed based on grade, skills, and quantity to fulfill mission requirements. Position details may include (but not be limited to), position identification number, name, description, requirements (e.g., skills, grades, education and training), and responsibilities. NOTE: The Navy keeps the billet identification number for any deleted position. This activity is also associated with identifying positions needed based on grade, skills and quantity to fulfill mission requirement.
				Prioritize Manpower Requirement List	This activity is associated with reviewing the projected force structure and prioritizing requirements submitted by the Service Headquarters.
				Reconcile Manpower Allocation Discrepancy List	This activity is associated with reconciling discrepancies between the Manpower Budget Requirements and the Manpower Allocation. Discrepancies that cannot be amended are sent back to the Manpower Programmers for necessary adjustments.
				Review Budget Decision	This activity is associated with reviewing the budget decision and identifying the impact to requirements.
				Review Manpower Allocation	This activity is associated with reviewing the Manpower Allocation received against the Budget Requirements submitted, in order to identify any discrepancies.
				Update Manpower Documents	This activity is associated with updating Manpower documents with changes to the position data.
				Validate Manpower Requirements	This activity is associated with validating the projected force structure to ensure that it is within the defense guidance and allowed number for positions, performing analysis of current workload, and studying ways to improve efficiency by business process reengineering. This activity also includes both analyzing and building succession plans by ensuring that there are enough allocated lower grade billets to replace natural losses in higher grade billets.
		Perform Manpower Programming	This activity is associated with the process of compiling and projecting future manpower requirements, documenting these requirements, integrating them into the overall planning, programming, and budgeting process, and translating them into a form that provides a basis for personnel procurement, training, and assignment.
		Perform Personnel Readiness Assessment	This activity is associated with managing, measuring and reporting the personnel readiness of the Department of Defense and its subordinate Components to execute the missions specified in the National Military Strategy. This includes conducting timely, modeling and scenario-based readiness assessments on a quarterly basis, to identify critical readiness deficiencies or capability shortfalls and risks in executing missions, developing and coordinating strategies to rectify these deficiencies or identifying appropriate measures to reduce these risks, ensuring these strategies are addressed in the program/budget plans, and reporting risks and findings to the appropriate parties (e.g., Senior Readiness Oversight Council (SROC)). This activity is also associated with providing reports on current and projected readiness issues, providing recommendations on readiness policy matters, and identifying deficiencies in the areas of training and personnel, to include issues such as medical, equipment, ordnance, and sustainment.
				Conduct Readiness Assessments	This activity is associated with conducting scenario-based readiness assessments on a quarterly basis. This activity also includes using analytical tools and models, as appropriate, to aid in scenario assessment.
				Coordinate Risk Management Plan	This activity is associated with ensuring the risks and strategies are addressed in the program/budget plans, and reporting risks and findings to the appropriate parties (e.g., Senior Readiness Oversight Council (SROC)). This activity is also associated with providing reports on current and projected readiness issues and providing recommendations on readiness policy matters.
				Develop Risk Management Plan	This activity is associated with identifying critical readiness deficiencies or capability shortfalls and risks in executing missions. This activity is also associated with identifying deficiencies in the areas of training and personnel, to include issues such as medical, equipment, ordnance, and sustainment. This activity is also associated with developing and coordinating strategies to rectify deficiencies and identifying appropriate measures to reduce risks.
				Make Decision on Risk Management Plan	This activity is associated with making a decision on a risk management plan in accordance with established Laws, Policies, and Regulations.
		Perform Workforce Analysis	This activity is associated with conducting workforce analysis, and providing workforce analysis information. This may include (but is not limited to) the analysis or modeling of strengths, work years, grade distribution, career paths, accession goals, and losses in relation to specified mission needs within budgetary constraints. This also includes strength planning, detailed formulation of force restructuring programs (e.g., Stop Loss, mandated retraining, Reduction-in-Force), reserve and active duty tour requirements, and support of reserve man days, mobilization, demobilization, and retention initiatives management. This activity is also associated with determining internal/external environment analysis scope and objectives, collecting internal/external environment data, analyzing internal/external environment data, disseminating internal/external environment analysis results, identifying external environment data collection protocols, and defining external environment analysis protocols.
				Conduct Workforce Analysis	This activity is associated with reviewing and validating the request for analysis of specified information (e.g., strength, authorization, strength planning and grade distribution), gathering the information needed to conduct the analysis, and analyzing the information gathered to produce the required information.
				Provide Workforce Analysis Information	This activity is associated with providing the end result of workforce analysis (e.g., force and simulation modeling information, strength planning information, prospect location information and force restructuring programs information) to be utilized in aspects of workforce planning needed within DoD and may be provided to other branches of the federal government.
Manage Performance	This activity is associated with managing the physical fitness program, administering the performance program and evaluation, promotion or demotion processes (personnel grade change), and recognition programs.
		Administer Performance Evaluation	This activity is associated with managing the evaluation process to include the identifying of personnel due for performance evaluation and raters that will provide their input to the individual's performance evaluation, tracking and submission of evaluation rendered on personnel to reflect performance, training progress and potential for promotion, explaining performance standards, providing written and verbal performance feedback, and closing out the process by maintaining performance files and updating performance evaluation information.
				Closeout Performance Evaluation Process	This activity is associated with submitting the final performance evaluation, distributing the final performance evaluation, and adding the new evaluation to the individual's personnel/pay record. This activity may also include updating the senior rater's profile with the evaluation score given to the individual and the completion date of the performance evaluation process.
				Counsel Personnel on Performance Evaluation Report	This activity is associated with providing performance evaluation information to personnel as well as providing guidance for refuting adverse performance evaluations and appeal options.
				Counsel Personnel on Performance Plan	This activity is associated with counseling a Member on their performance evaluation plan against which they will be evaluated. This may include (but may not limited to) duty descriptions, expectations, rater and Member input, and what the Member needs to do to achieve stated goals.
				Determine Personnel Requiring Performance Evaluation	This activity is associated with identifying and notifying personnel that they are due or overdue for performance evaluation.
				Establish Performance Evaluation Rating Chain	This activity is associated with establishing a Member's performance evaluation rating chain by identifying the raters that will provide input to a Member's performance evaluation.
				Establish Performance Management Programs	This activity is associated with developing a results-focused performance management procedures and requirements for planning, monitoring, assessing and rating employee performance and correcting or rewarding such performance as appropriate (e.g., work with employees and unions). This activity also includes specifying the employees covered by the performance management program, addressing the application and operation of written and verbal performance feedback (e.g., other intermittent performance assessments, employee individual development plans, measures against competencies and performance elements and standards), and obtaining required management approval. This activity also includes identifying bonus and award (e.g., monetary, non-monetary) strategies for any given year.
				Establish Performance Plan	This activity is associated with initiating a discussion with an employee to establish a performance plan for the given rating period, finalizing and communicating the performance requirements and proficiency levels where the employee understands the measures against which he or she will be rated, This may include (but not be limited to) specific results expected, agency-wide core competencies, and position specific competencies which Human Resources (HR) will provide consultative support as requested.
				Evaluate Performance Management Programs	This activity is associated with determining the effectiveness of the program in terms of individual employee performance plan alignment to agency mission and goals, determining the relationship of employee ratings distribution to organizational achievements, determining the use of validated competencies, employee understanding of relationship between expected results and agency goals, and determining the use of balanced and credible measures and ability of supervisors to make meaningful distinctions in performance. This activity may also include This review may be conducted using appropriate evaluation tools such as 360 ratings, supervisor feedback, self-assessment and employee surveys. This review should be conducted periodically, as scheduled by the agency, but not less than every two to three years for established programs and annually for new programs.
				Evaluate Personnel Performance	This activity is associated with reviewing the individual's personnel/pay record by the rating chain, assessing the individual's performance, documenting their assessment, and submitting the performance evaluation to the next rater in the individual's rating chain as necessary. This activity may also include reviewing the initial assessment by the next level of rater and documenting their concurrence or non-concurrence to the assessment, plus providing any comments.
				Inform Appropriate Parties of Performance Evaluation	This activity is associated with notifying the appropriate parties including (but not limited to) the Member being evaluated and the Member's rating chain of the upcoming evaluation.
				Provide Performance Evaluation Appeal Decision	This activity is associated with preparing an appeal document, submitting the appeal document for disposition, reviewing the appeal package (package includes the appeal document and any other supporting documentation), approving or disapproving the appeal, conducting an appeal hearing if necessary, and capturing the decision on the appeal. This activity also includes processing evaluation refutals and sending appeal decision notification.
				Publish Performance Evaluation Rating Chain	This activity is associated with preparing, publishing and distributing the performance evaluation rating chain to the appropriate parties.
				Update Profile with Performance Evaluation Appeals Information	This activity is associated with updating a Member's profile to reflect the revision of a recorded performance evaluation. This may include (but is not limited to) removing erroneous information from the evaluation, correcting evaluation information, amending current evaluation information, or removing the appealed evaluation and requesting a new evaluation.
		Administer Physical Fitness Program	This activity is associated with aiding commanders in the development, implementation, evaluation, and maintenance of physical fitness programs. Included within the program is ensuring that adequate resources (e.g., personnel, equipment, and facilities) are provided, assessing the Member's physical condition and readiness (APFT, etc.), and placing the Member in an alternate fitness program if necessary, documenting the performance of the Member, coordinating medical programs (e.g., physical therapy, rehabilitation, and determination of limitations), providing written and verbal feedback on Member performance and methods for improvement, and updating of a Member's physical aptitude profile.
				Assess Physical Fitness Program	This activity is associated with assessing the Service physical fitness body fat and health promotion programs and providing an annual physical fitness report.
				Develop Physical Fitness Program	This activity is associated with developing a physical fitness program and related physical activities consistent with established principles of physical conditioning that enhance fitness and general health essential to combat readiness. This activity may include (but not be limited to) reviewing mission requirements, physical fitness program assessment information, and health care beneficiary care profile information to determine fitness objectives and identify physical fitness program requirements; creating or modifying physical fitness training tasks; and determining physical fitness program resources (e.g., personnel, equipment, facilities, and training aids) necessary to conduct a physical fitness program.
				Maintain Physical Fitness Program	This activity is associated with maintaining a physical fitness program in accordance with established fitness objectives. This activity may include (but not be limited to) educating Members on physical fitness (e.g., exercise, diet and nutrition, tobacco cessation, safety, and stress management), formally evaluating the physical fitness and body fat of Members against the prescribed standards of the respective Service during scheduled physical fitness training, and placing Members who exceed the body fat standards in a Service-directed weight control program.
		Administer Recognition Program	This activity is associated with administering awards, decorations, and special recognition programs to include individual, unit/organizational, and special recognition awards.
				Capture Award Specification	This activity is associated with reviewing an award recommendation decision and capturing the award specifications in order to execute the award authorization.
				Determine Award Type Request	This activity is associated with determining the award type being requested.
				Determine Award Type Request	This activity is associated with determining the award type being requested.
				Determine Eligibility for Award	This activity is associated with reviewing the award qualification and the Member's profile to determine eligibility for the recommended award.
				Distribute Award Order	This activity is associated with distributing award orders to the appropriate parties for action or information. This award order information may include (but not be limited to) approved order date and status, order number, order effective date, and order type.
				Issue Award Certificate	This activity is associated with issuing the award certificate for the award.
				Make Decision on Award	This activity is associated with reviewing the award recommendation request and the Member's award information and eligibility for the recommended Unit Award or Individual Achievement Award. This activity also includes approving or disapproving an award request, documenting the final decision, and notifying the appropriate parties. The award request decisions can be any of the following: Approved for higher award; Approved for recommended award; Approved for lower award; and Disapproved for recommended award.
				Prepare Award Order	This activity is associated with reviewing an award order requirement to determine the order type and order action, populating the award order to include verification and compliance with DoD policies, drafting the order, and forwarding for approval.
				Prepare Award Reclama Decision	This activity is associated with researching and providing new evidence substantial enough to support reconsideration for an award, reviewing the reclama documentation, approving or disapproving an award request based on new evidence provided, and documenting the decision on the reclama.
				Prepare Award Recommendation Request	This activity is associated with providing eligibility award criteria, preparing justification documentation for the recommended award based on the Member's profile, and completing the award recommendation request. This activity also includes submitting an award recommendation request, approving the Member's eligibility information, and submitting an award request reclama.
				Provide Award Order Decision	This activity is associated with authenticating award orders and reviewing the draft order information for approval/disapproval. This activity also includes updating the order effective date and the order type.
				Update Personnel Award Information	This activity is associated with updating a Member's profile with the award information.
				Validate Award Recommendation Request	This activity is associated with validating the award recommendation request for completeness and validating the Member's eligibility for the recommended award.
		Generate Personnel Grade Change Order	This activity is associated with executing a personnel grade change order. This activity may also include (but not be limited to) preparing a personnel grade change order, providing a personnel grade change order decision, distributing a personnel grade change order, verifying personnel grade change eligibility to ensure that Members are not disqualified from the orders generation process. Personnel grade change orders are authorizing documents (e.g., Army, AF - Orders, Navy - NAVAdmin, and MC - MARAdmin) pertaining to the decision to promote or demote a Member.
				Distribute Personnel Grade Change Order	This activity is associated with distributing personnel grade change orders to the appropriate parties (e.g., Member, Commander) for action or information. This personnel grade change order information may include (but not be limited to) approved order date and status, order number, order effective date, and order type.
				Prepare Personnel Grade Change Order	This activity is associated with reviewing a personnel grade change order requirement to determine the order type and order action, verifying personnel grade change eligibility to ensure that Members are not disqualified from the orders generation process, populating the personnel grade change order to include verification and compliance with Service policies, drafting the order, and forwarding the order for approval.
				Provide Personnel Grade Change Order Decision	This activity is associated with authenticating the orders, which includes reviewing the draft order information for approval/disapproval. This may include (but not be limited to) an update of Service obligation start date, Service obligation length, order effective date, and order type.
		Manage Personnel Demotion	This activity is associated with supporting the demotion of personnel to include receiving notification of a demotion, and updating a Member's personnel/pay record to reflect a demotion. This activity covers all activities associated with the demotion process of enlisted and officer personnel. The supporting activities include: reviewing a demotion decision and executing a demotion.
				Execute Demotion	This activity is associated with executing the demotion decision, updating the Member's personnel/pay record, and notifying the appropriate parties (e.g., Commander, housing authorities, Civilian Personnel Office) of the demotion.
				Review Demotion Decision	This activity is associated with receiving and reviewing the decision to demote a Member. Possible sources of this decision may include (but not be limited to) adverse action (e.g., non-judicial punishment, courts-martial, and inefficiency), failure to complete training (e.g., officer candidate training), and voluntary requests (e.g., to fill vacancies).
		Manage Personnel Promotion	This activity is associated with supporting the management of the promotion eligibility, selecting promotions, and executing the promotion for both enlisted and Officer Members. This activity also includes using promotion criteria and a promotion appeal package to make a decision to promote personnel.
				Administer Promotion Appeal	This activity is associated with appealing a promotion decision to include a Member's appeal package (package includes the appeal document and any other supporting documentation), approving or disapproving the appeal, and recommending a special selection board if necessary. This activity also includes notifying the appropriate parties of the appeal decision.
				Conduct Promotion Selection	This activity is associated with processing a recommendation for a person's promotion. This activity includes completing promotion requirements, which may include a promotion board or special selection board, producing a promotion list, counseling Member on promotion decisions, and determining if Officer meets the criteria for appeal.
				Execute Promotion	This activity is associated with executing a Member's promotion. This activity also includes receiving an approved promotion list, verifying the Member's continued promotion eligibility, preparing and distribution of a promotion order, and removing a promotion order for a Member's promotion declination.
				Identify Promotion Candidates	This activity is associated with supporting the determination of eligibility for promotion, reviewing promotion eligibility requirements including promotion criteria, and identifying promotion candidates, which may include soliciting recommendations from an Approval Authority for promotion candidates.
Manage Personnel Development	This activity is associated with enhancing a person's personal and professional skills, such as managing personnel classification, competency development, and career path. This activity also includes capturing a person's credential information, identifying training and education eligibility requirements, managing class seat quotas, courses, resources, as well as cataloging and scheduling personnel development resource utilization.
		Manage Career Path	This activity is associated with establishing career development path (framework of potential development and related suggested assignment actions for a specific occupation or group of occupations) for all civilian employees and Members. It also includes formulating alignment of prospective training/education, retention, and assignment requests with the appropriate established career development path. This activity may include (but not be limited to) identifying career path requirements, developing career path plans, and maintaining career path requirements.
				Develop Career Path Plan	This activity is associated with developing career path plans that support a specific occupational career path. This activity may include (but not be limited to) developing and identifying the specific requirements needed to progress in a particular career path and any associated training and educational courses need to progress within a particular career path.
				Identify Career Path Requirements	This activity is associated with identifying career path requirements based on new requirements to meet Department of Defense (DoD) occupational needs. This activity may include (but not be limited to) establishing a position and grade structure for a career path and identifying any physical and competency requirements necessary to perform the occupation.
				Maintain Career Path Requirements	This activity is associated with maintaining, updating or discontinuing an existing career path to meet mission goals or new career path requirements.
		Manage Competencies	This activity is associated with developing, validating, and documenting a person's competencies (capability to apply knowledge, skills and abilities) needed to accomplish organizational goals. This activity also includes determining occupational competencies, managing competency testing, managing competency credentials, and managing operational duty experience competencies.
				Capture Competency Credentials	This activity is associated with initially capturing a person's certificates of qualification, licensing, and civilian-sector competencies of interest to the Department of Defense (DoD). Information captured also includes related information on active and reserve members (e.g., issuing agency, date of issuance, date of expiration) on DoD Members (active duty and reserve) and civilian employees with specific civilian-sector designated skills (e.g., emergency medical technician, police detective, and commercial airline 747 pilot).
				Capture Operational Duty Experience Competency	This activity is associated with capturing operational duty (e.g., operational flying duty, operational submarine duty) experience in the increment of time specified in standards for operational experience competencies. Experience competencies are based on specified periods of time performing specific operational duties and are used in determining an occupation's qualification levels (e.g., intermediate vs. qualified air force pilot). This information is used to compute pay entitlements (e.g., eligibility gates for minimum periods of operational aviation or submarine duty compared against years of specified service) authorized by law.
				Conduct Competency Testing	This activity is associated with administering entry level (e.g., Armed Services Vocational Aptitude Battery, Armed Forces Officer Qualifying Test) and in-service testing (e.g., promotion testing, Defense Language Aptitude Battery).
				Determine Occupational Competencies	This activity is associated with determining the Department of Defense (DoD)-recognized competencies related to occupations or occupation families. Warfighter-identified deficiencies, and proposals from multiple sources, are also assessed with the generation of feedback and proposed actions.
				Maintain Competency Credentials	This activity is associated with maintaining credentials (e.g., adding certificates of qualification, licensing, and civilian-sector competencies of interest to the Department of Defense (DoD)) so that a person's credentials may be accurately identified. This may include (but is not limited to) reviewing credential request documents, issuing a request for additional credential service as needed, verifying the necessary information to make the changes, and updating the credentials to reflect the changes made.
				Maintain Operational Duty Experience Competency	This activity is associated with maintaining operational duty (e.g., operational flying duty, operational submarine duty) experience in the increment of time specified in standards for operational experience competencies, so that a person's operational duty experience may be accurately identified. This may include (but is not limited to) reviewing operational experience competencies request documents, issuing a request for additional operational experience competencies service as needed, verifying the necessary information to make the changes, and updating the operational experience competencies to reflect the changes made.
				Record Competency Test Results	This activity is recording the results of entry level (e.g., Armed Services Vocational Aptitude Battery, Armed Forces Officer Qualifying Test) and in-service testing (e.g., promotion testing, Defense Language Aptitude Battery).
		Manage Education	This activity is associated with developing and delivering education programs. This activity may include (but not be limited to) providing a comprehensive prekindergarten through 12th grade curriculum to DoD dependents, managing DoD Programs with Industry and schools covered within the National Defense University, the Services' Command and Staff Colleges and War Colleges, higher education programs at DoD institutions, and higher education enrollment at civilian institutions.
				Analyze Education Course Evaluation	This activity is associated with gathering and analyzing instructor and student evaluations of education courses after completion of each course for perceived short falls/requirements adjustments and proposed modifications.
				Conduct Education Course	This activity is associated with conducting education courses (e.g., resident and distributed learning) such as higher education opportunities. This activity may include (but not be limited to) teaching students course material, creating student performance information for the course and the student's evaluation of the course and instructors. When a person completes all requirements of scheduled courses, the related development information (e.g., course identification, date of completion, and scores or ranking) and any retention actions resulting from enrolling into an education course will be recorded.
				Determine Education Resource Requirements	This activity is associated with determining the type and amount of resources required to deliver a developed education curriculum. Such resources may include (but not be limited to) equipment, facilities, faculty, and other support personnel.
				Determine Eligibility for Education Enrollment	This activity is associated with reviewing an enrollment request and determining the eligibility to enroll into an education course or program based on pre-established regulatory criteria and the student's profile information. This activity may include (but not be limited to) reviewing prerequisites for an education course or program, updating the student's profile with eligibility information, and counseling the student on any retention actions resulting from enrolling into an education course.
				Develop Education Course Curriculum	This activity is associated with developing instructional curriculum and educational goals. This activity also includes designing educational objectives, plans, materials, tests, and development of any associated courseware.
				Identify Available Education Resources	This activity is associated with reviewing requirements and determining the availability of resources necessary to conduct an educational program. This activity may include (but not be limited to) identifying available instructors, facilities, supplies, and other resources and managing the scheduling of those resources to enable the delivery of an education course or programs.
				Identify Education Requirements	This activity is associated with identifying education requirements based on new education proposals and deficiencies to meet Department of Defense (DoD) education needs. This activity is also associated with identifying current courses for updating based off of course evaluations and other factors.
				Maintain Education Course Curriculum	This activity is associated with maintaining instructional curriculum and educational goals. This activity also includes maintaining educational objectives, plans, materials, tests, and development of any associated courseware.
				Make Decision on Education Enrollment	This activity is associated with reviewing enrollment information, making a decision on the enrollment request, and providing a documented decision on enrollment into an education course or program to include enrollment into an external education course or program. This activity may include (but not be limited to) reviewing the Member's profile to determine whether the Member meets course or program prerequisites and reviewing course and/or program availability.
		Manage Individual Development Plan	This activity is associated with a manager and employee identifying developmental opportunities to address competency goals and/or deficiencies, establishing a developmental action plan, and measuring attained skills and progress made against the Individual Development Plan.
				Assess Progress Against Individual Development Plan	This activity is associated with measuring skills attained (e.g., via testing, on the job performance, employee and manager feedback) and progress made against the Individual Development Plan.
				Establish Individual Development Plan	This activity is associated with creating or updating an individual development plan in a collaborative effort where the manager and employee identify developmental opportunities to address competency goals and deficiencies. This activity also includes setting up an action plan for development going forward.
		Manage Individual Training Course	This activity is associated with developing and delivering individual training courses. This includes courses aimed at enhancing the capacity or competency to perform specific tasks and/or enhance a specific skill set (e.g., weapons training and mechanics).
				Conduct Individual Training Course	This activity is associated with conducting the training course (e.g., resident and distributed). This activity also includes teaching students training course material, recording all students course attendance to determine if they receive credit or not for the individual training course and issuing certificates and/or awarding competencies for successful completion of the individual training course. When a person completes all requirements of scheduled courses, the related development information (e.g., course identification, date of completion, and scores or ranking) will be recorded.
				Create Individual Training Course Curriculum	This activity is associated with creating an individual training course curriculum and related materials to meet mission goals or new job skills by setting individual training course objectives and any required prerequisites. This activity includes outlining course objectives and creating course content to align to the objectives of the course.
				Determine Eligibility for Individual Training Course Enrollment	This activity is associated with reviewing an enrollment request and determining the eligibility to enroll into a training course based on pre-established regulatory criteria and the Member's profile information. This activity may include (but not be limited to) reviewing prerequisites for a training course, updating the Member's profile with eligibility information, and counseling the Member on any retention actions resulting from enrolling into a training course.
				Determine Individual Training Course Resource Requirements	This activity is associated with establishing what resource requirements (e.g., type of instructor, class size, and supplies) are needed to effectively conduct the training course. This activity is also associated with determining if a training course will be resident or distributed (e.g., distance learning, correspondence courses, and online courses) learning.
				Identify Available Individual Training Course Resources	This activity is associated with reviewing requirements and determining the availability of resources necessary to conduct an individual training course. This activity may include (but not be limited to) identifying available instructors, facilities, supplies, and other resources and managing the scheduling of those resources to enable the delivery of an individual training course.
				Identify Individual Training Course Requirements	This activity is associated with reviewing the personnel development plan to identify what training courses need to be developed or updated. This activity is also associated with identifying current courses for updating based off of course evaluations and other inputs.
				Maintain Individual Training Course Curriculum	This activity is associated with maintaining, updating or discontinuing existing individual training courses and related materials.
				Make Decision on Individual Training Course Enrollment	This activity is associated with reviewing enrollment information and providing a documented decision on enrollment into a training course. This activity may include (but not be limited to) reviewing the Member?s profile, course availability, and competency level.
				Perform Individual Training Course Evaluation	This activity is associated with gathering and analyzing instructor and student evaluations of individual training courses after completion of each course for perceived short falls/requirements adjustments and proposed modifications.
		Manage Personnel Classification	This activity is associated with approving or disapproving a Personnel Classification action, and creating and maintaining an occupation classification. It is also associated with assigning and removing an individual occupation classification. This includes determining occupation designation(s) of civilian employees and Members required to accomplish the mission taskings, or forecasted taskings, of the Department of Defense (DoD) within the overall context of the federal government. Classification specifications are the basis for the determination of the DoD recognized competencies required for a civilian employee or Member. This encompasses actions for both initial classification and reclassification. Identified deficiencies, and proposals from multiple sources, are also assessed with the generation of feedback and proposed actions.
				Assign Individual Occupation Classification	This activity is associated with reviewing sources of input, to include (but not be limited to) aptitude testing scores, medical examination results, and waivers to classify an individual with an occupation classification.
				Create Occupation Classification	This activity is associated with establishing a new occupation classification in response to the development of new career field(s).
				Maintain Occupation Classification	This activity is associated with amending the existing index of occupation classifications. These classifications may be either changed or archived due to the merging or elimination of career fields.
				Make Decision on Occupation Classification Action	This activity is associated with reviewing a request to create or maintain an occupation classification, and approving or disapproving the request. The list of approved occupation classifications are used to identify individuals who have been assessed to meet prescribed classification specifications, which are the basis for the determination of the Department of Defense (DoD) recognized competencies required for a civilian employee or Member.
				Remove Assigned Individual Occupation Classification	This activity is associated with removing an assigned occupation classification from an individual's profile. These classifications may be removed from an individual's profile when they are no longer qualified to perform duties within the classification specifications, or when their assigned classification is removed from the classification index.
Manage Personnel Retention	This activity is associated with processing Members for enlistment extension, reenlistment, involuntary retention, and special category agreements. This activity also includes executing the personnel retention program, providing counseling to thoroughly explain each personnel agreement and corresponding service obligation, ensuring continued eligibility for retention, and finalizing the personnel agreement.
		Administer Reenlistment Process	This activity is associated with determining reenlistment Candidates, processing reenlistment requests, and executing reenlistment agreements.
				Determine Member for Reenlistment	This activity is associated with reviewing, identifying, and determining Members eligible for reenlistment who have met the prerequisites for reenlistment or who have requested to reenlist. This activity may also include reviewing the target enlistment career progression pattern (e.g. timing for promotion, reenlistment, and service limits), as well as counseling a Member on the opportunities and incentives to reenlist, reviewing the length of reenlistment agreement, reviewing the Member's eligibility, and documenting the counseling session.
				Execute Reenlistment Agreement	This activity is associated with preparing reenlistment agreements, executing the Oath of Enlistment, obtaining the appropriate signatures for the reenlistment agreements (e.g., Reenlistment/Career Counselor, Commissioned Officer, Member), and updating the Members' profile.
				Make Reenlistment Decision	This activity is associated with reviewing reenlistment request and any waivers included to determine if a Member is qualified to reenlist and making reenlistment approval or disapproval decision. This activity also includes reviewing of any reenlistment appeal to the Member's reenlistment request, previously disapproved by his/her Commander, to the Senior Official on the Commander's chain of command and recording the reenlistment appeal approval or disapproval decision.
				Review Reenlistment Request	This activity is associated with receiving and reviewing the reenlistment request and any waivers included. This may include (but not be limited to) ensuring compliance with all pertinent regulations, verifying if a Member is qualified to reenlist, and assigning reenlistment codes. A reenlistment request includes all supporting documents, as well as waivers and recommendations from the chain of command.
				Submit Reenlistment Appeal	This activity is associated with preparing a reenlistment appeal for a Member whose reenlistment has been disapproved. This may also include counseling or reviewing the reenlistment decision with the Member, providing guidance on what documentations are needed for the appeal, sending an appeal memorandum to the approval authority for reconsideration, and reviewing any reenlistment appeal to the Member's reenlistment request, which was previously disapproved by his/her Commander, to the Senior Official on the Commander's chain of command.
				Submit Reenlistment Request	This activity is associated with preparing, completing, and submitting a reenlistment request (e.g., DA Form 3340-R, DD Form 4/1). The reenlistment request will also include all recommendations from the chain of command.
				Submit Reenlistment Waiver	This activity is associated with processing any waivers for criteria needing a waiver by the Member (e.g., physical qualification, medical standards, Conscientious Objector).
				Update Member Profile with Reenlistment Information	This activity is associated with notifying a Member of a reenlistment decision, updating a Member's reenlistment eligibility, and documenting the reenlistment decision.
		Manage Enlistment Extension	This activity is associated with administering voluntary enlistment extensions, administering involuntary enlistment extensions, and executing enlistment extension agreements.
				Identify Member for Involuntary Enlistment Extension	This activity is associated with receiving notification to involuntarily extend Member(s) due to a declaration of war, stop loss, or administrative reasons (e.g., medical, UCMJ), and identifying Member(s) for involuntary extension because war has been declared, stop loss has been imposed, or as a result of an administrative action. This activity may also be associated with counseling and notifying a Member whose enlistment is involuntarily extended, which may include counseling on the type of extension, the anticipated duration, and actions/activities that must occur prior to the extension being lifted.
				Prepare Enlistment Extension Service Agreement	This activity is associated with preparing the enlistment extension Service agreement for both Member's and witnessing official's signature, and facilitating the signing of the enlistment extension agreement by both the Member and the witnessing official(s).
				Provide Enlistment Extension Request Decision	This activity is associated with validating enlistment extension terms, processing any extension waivers, making a decision on an enlistment extension request or enlistment extension appeal, notifying a Member of the approval or disapproval of the request, counseling a Member on the appeal process, and documenting the enlistment extension request or appeal decision.
				Provide Involuntary Enlistment Extension Waiver Decision	This activity is associated with requesting an exemption from involuntary enlistment extension by a Member (e.g., financial, educational, and compassionate hardships). This activity also includes making a decision on the waiver request by the Career Approval Authority, notifying the Member of the approval or disapproval, and recording the involuntary enlistment extension waiver approval.
				Submit Enlistment Extension Request	This activity is associated with preparing, counseling, and submitting a voluntary enlistment extension request by a Member. Voluntary enlistment extension reasons may include (but not be limited to) obtaining obligated Service requirements, retaining medical benefits for a Member or a family member (e.g., pregnancy), completing an operational deployment, or awaiting an opening for a position/assignment, and others.
				Update Enlistment Information	This activity is associated with updating the Member's enlistment information. This activity may include (but not be limited to) updating the Member's profile with the enlistment extension request decision; the new Service end date as a result of voluntary extension or involuntary extension due to stop loss, a declaration of war, or administrative hold; or personnel restriction code as a result of involuntary extension for administrative hold.
		Manage Officer Involuntary Retention	This activity is associated with identifying, reviewing, and counseling an officer for their involuntary retention. Involuntary Retention can be due to numerous reasons (e.g., stop loss, medical reason). This activity also includes managing the appeals process for those officers requesting involuntary retention appeals, and executing involuntary retention (if necessary).
				Determine Involuntary Retention Waiver Request Outcome	This activity is associated with reviewing an involuntary retention waiver supporting documentation, documenting, and acting upon an Officer's request to have their involuntary retention action waived. This activity also includes notifying the Officer of waiver request outcome.
				Submit Officer Involuntary Retention Waiver Request	This activity is associated with the Officer completing and submitting an involuntary Officer retention waiver request. This activity includes the Officer submitting any supporting documentation to substantiate waiver request.
				Update Profile with Involuntary Retention Waiver Outcome	This activity is associated with updating an Officer's profile with involuntary retention information to include decision to retain or not retain an officer beyond Service obligation. This activity may include (but not be limited to) updating information on involuntary retention timeline, pay, and benefits.
				Validate Officer Involuntary Retention Information	This activity is associated with receiving notification to involuntarily retain Officer(s) due to a declaration of war, stop loss, or administrative reasons (e.g., medical, UCMJ). This activity may also include counseling the Officer on the type of retention, the anticipated duration, actions/activities that must occur prior to the retention being lifted, waivers, and required supporting documentation for waivers.
		Manage Special Category Retention	This activity is associated with requesting to sign a personnel agreement by the Member that will cause the Member to incur a service obligation or extend his or her service obligation in exchange for compensation (e.g., bonus, incentive pay, special pay, and additional pay). This activity also includes supporting the unique requirements of identifying, selecting, assigning, and monitoring special category personnel. These special category personnel may include (but not be limited to) specified period of time officers, personnel with professional skills (e.g., doctors), Limited Duty Officers (LDO), aviators, key personnel (reserve components), and military training instructors.
				Make Decision on Special Category Retention Bonus	This activity is associated with making and documenting a decision on a special category retention incentive or bonus for a Member. This activity includes reviewing eligibility for and approving incentive/bonus associated with the retention.
				Update Profile with Special Category Retention Information	This activity is associated with updating an Member's profile with special category retention information and any approved bonus or incentive related to retention. This activity may include (but not be limited to) updating information on special category retention timeline, pay, and benefits.
				Validate Special Category Retention Information	This activity is associated with receiving a request from a Member on special category retention and validating the Member's special category status for an authorized payment of bonus or incentive for a signed agreement to remain in the Service.
Manage Physical Evaluation Process	This activity is associated with conducting a physical evaluation, determining the severity of disability for a Member found unfit by the Physical Evaluation Board (PEB), and managing the physical evaluation appeals process.
				Conduct Physical Evaluation Board (PEB)	This activity is associated with reviewing and consolidating any physical evaluation information received, as well as determining whether a Member is reasonably able to perform the duties of his or her office, grade, rank, or rating. This activity includes reviewing the Member's medical evaluation records from the Medical Evaluation Board (MEB).
				Provide Physical Evaluation Disposition	This activity is associated with reviewing a Member's severity rating, applicable retention standards, and providing a disposition decision on fit for duty. This disposition can result in a Member action to return to duty or separate/retire.
				Validate Physical Evaluation Appeal	This activity is associated with validating the Member's appeal request to determine if it is complete.
Manage Recruiting and Accession	This activity is associated with recruiting, identifying, evaluating and selecting applicant(s) to fill a position or organizational requirement and hiring/accessing applicants against positions (e.g., planning and identifying placement requirements, determining applicant's eligibility and suitability, in-processing selected applicants, and accepting individuals into the DoD).
		Manage Accession	This activity is associated with determining applicant qualification, managing applicant processing scheduling, performing external organization check, performing Service accession, and performing accession shipping.
				Determine Accession Processing Availability	This process includes reviewing the accession processing schedule request and identifying available processing resources for the type of processing requested; the locations, dates and times; creating the accession processing schedule; and coordinating any lodging, meals, and transportation needs.
				Determine if Accession Processing Request Exists	This process includes checking if the processing request already exists or if the request is for a new processing schedule.
				Maintain Accession Processing Schedule	This process includes reviewing the requested changes; ensuring resources are available to support the changes to the request; adding, updating or deleting processing schedules; Service slice; and coordinating lodging, meals, transportation and badges.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Provide Accession Processing Schedule	This process includes sending the confirmed schedule for accession processing, which may include (but not be limited to) the locations, dates and times.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Submit Accession Processing Request	This process includes submitting a processing schedule request containing a list of applicants with accession processing requirements along with scheduling information, which may include (but not be limited to) processing type, preferred location, date and time, lodging, meals, transportation, and remarks. This includes submitting a request for the processing of an applicant using USMEPCOM resources. Request information may include (but not be limited to) time, location, and specific processing requirements - may require meal, lodging, and transportation resources.
				Update to Existing Accession Processing Request	This process includes reviewing the initial processing schedule request and determining the type of changes to the existing request. An update to an existing request may result in identifying available processing resources for the type of processing requested; the locations, dates, and times; and coordinating any lodging, meals, and transportation needs. A change to an existing request may result in sending a notification to an external DoD or non-DoD agency.
				Validate Accession Processing Schedule Request	This process includes reviewing requested accession processing schedule request to determine whether the applicant can be scheduled for the requested accession process. Multiple accession processes can be requested by the Service to be scheduled for an applicant. Each requested process is first checked prior to scheduling. For example, the Service can request to schedule an applicant for a accession interview, but if the applicant has not completed the aptitude and medical qualification, the accession interview cannot be scheduled.
				Validate Personal Information Exists	This process includes checking if the personal information for the applicant requesting to be scheduled exists.
				Coordinate Accession Meal Entitlement	This process includes coordinating accession shipping actions to provide meal entitlements.
				Determine Eligibility to Ship Member to Assignment	This process includes determining if a Member is eligible to ship to assignment.
				Determine If Accession Shipping Requirement Information is Complete	This process includes reviewing, validating, and verifying accession shipping requirement information to ensure completeness. This may also include (but may not be limited to) reviewing and validating applicant Personally Identifiable Information (PII).
				Generate Accession Shipping Order	This activity is associated with executing an accession shipping order. This activity may also include (but not be limited to) preparing a accession shipping order, populating a accession shipping order, providing a accession shipping order decision, and distributing a accession shipping order.
				Generate Accession Shipping Packet	This process includes generating an accession shipping packet.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Perform Accession Shipping Brief	This process includes providing an accession shipping brief to the Member.
				Prepare Accession Shipping Arrangements	This process includes preparing the accession shipping arrangements, including shipper projections and seat blocking requests.
				Receive Accession Shipping Packet	This process includes receiving and reviewing the accession shipping packet.
				Send Accession Shipping Packet	This process includes sending the generated accession shipping packet to both the Member and the sponsoring Service.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Update Accession Profile with Ineligible to Ship Information	This process includes updating the accession profile with Member is ineligible to ship information.
				Verify Positive Identification of Applicant	This process includes verifying an applicant's identification while processing. The preferred method is via verification of their fingerprint biometric, but manual verification may be used by verifying the applicant's ID (e.g., social security card, passport, driver's license) and Personally Identifiable Information when a biometric device is not available.
				Administer Armed Services Vocational Aptitude Battery	This process includes administering an Armed Services Vocational Aptitude Battery (ASVAB) for an applicant. This may include (but not be limited to) conducting the ASVAB, scoring the ASVAB, and documenting any issues related to ASVAB testing.
				Administer Special Purpose Test	This process includes administering a special purpose test for an applicant or Member. This may include (but not be limited to) conducting the test, scoring the test, and documenting any issues related to testing.
				Determine Accession Test Type	This process includes determining the accession test type an applicant requires. This may include (but not be limited to) reviewing the processing schedule to identify what tests (e.g., Armed Services Vocational Aptitude Battery (ASVAB), special purpose test) have been requested to be administered to an applicant and reviewing any special circumstances regarding testing.
				Determine if Applicant Information Complete	This process includes reviewing, validating, and verifying applicant information to ensure completeness. This may also include (but not be limited to) reviewing and validating applicant Personally Identifiable Information (PII) and supporting documentation.
				Determine if Applicant Meets DoD Aptitude Standards	This process includes determining if an applicant meets Department of Defense (DoD) aptitude standards. This may include (but not be limited to) reviewing an Armed Services Vocational Aptitude Battery (ASVAB) result to determine if an applicant meets DoD aptitude standards and reviewing any documented issues.
				Notify Service Applicant Does Meet Aptitude Standards	This process includes notifying the Service and updating the accession profile with information that an applicant does meet Department of Defense (DoD) aptitude eligibility standards.
				Notify Service Applicant Does Not Meet Aptitude Standards	This process includes notifying the Service and updating the accession profile with information that an applicant does not meet Department of Defense (DoD) aptitude eligibility standards.
				Notify Service of Special Purpose Test Results	This process includes notifying the Service that an applicant has completed a special purpose test and of the results of the test.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Request Additional Applicant Information	This process includes requesting additional applicant information. This may include (but not be limited to) requesting personal, administrative, scheduling, enlistment, prior service, or biometric information. This process may also include requesting additional medical information based on the initial medical information provided or as a result of the medical examination.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Update Accession Profile with Testing Information	This process includes updating the applicant profile with testing information. This may include (but not be limited to) updates regarding test scores, percentiles, and any issues documented while conducting the test.
				Update Accession Profile with Testing Information	This process includes updating the applicant profile with testing information. This may include (but not be limited to) updates regarding test scores, percentiles, and any issues documented while conducting the test.
				Verify Positive Identification of Applicant	This process includes verifying an applicant's identification while processing. The preferred method is via verification of their fingerprint biometric, but manual verification may be used by verifying the applicant's ID (e.g., social security card, passport, driver's license) and Personally Identifiable Information when a biometric device is not available.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Request Additional Medical Information	This process includes requesting additional medical information based on the medical information provided during medical prescreen or as a result of the medical examination. Sources of additional medical information may include (but not be limited to) Services, applicant, applicant's medical provider, or clinically indicated test providers.
				Review Applicant Medical History	This process includes ensuring consent for exam or parental consent for exam and authorization for release of records were provided; reviewing the purpose of the examination and prior military status; prescreen questionnaire responses (e.g., applicant self-disclosed medical and behavioral responses); medical condition explanation and supporting documents; and conduct data (e.g., arrest information, school encounters) to determine if the applicant can continue with the accession process. This process also includes documenting the medical prescreen information and signing of the medical prescreen form(s). Medical prescreen information may include (but not be limited to) summary of medical record information; assessment if applicant meets medical standards; eligibility to continue processing decision (i.e., authorized to proceed, not authorized to proceed, processing deferred); medical processing status; medical disqualification results, if applicable; and medical prescreen form(s) signature(s).
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Update Applicant Profile with Medical Prescreen Results	This process includes transcribing the medical authority information to the applicant profile to update the applicant record, setting the workload transaction code to characterize the work done, recording the processing status, and creating the Service treatment record.
				Conduct Medical Briefing	This process includes reviewing the medical information, completing the medical history information or missing information, facilitating the signing of the HIV and Drug Testing, and Privacy Act forms, conducting the alcohol test, documenting the alcohol test results, and capturing the applicant's next of kin information.
				Conduct Medical Interview	This process includes reviewing medical history and medical examination reports, and any additional medical records, completing and signing the medical history report, updating the medical examination report, and requesting additional medical information when necessary.
				Conduct Medical Tests	This process includes conducting orthopedic/neurologic briefing and examination to identify any orthopedic or neurological abnormalities; interviewing applicant to determine if he/she has cardiovascular illness, injury, or surgery; updating the medical examination report; and ensuring all requirements are completed (e.g., body fat worksheet, audio strip print out, auto refractor print out, signed control logs, properly labeled specimen).
				Conduct Physical Screening Examination	This process includes conducting the physical examination and inspect of the applicant; documenting need for additional information or consultation; completing the clinical record consultation sheet, ear cleaning authorization form, and the 12-lead EKG and/or rhythm strip; obtaining the chaperon's signature, if applicable; and updating the medical examination report.
				Determine if Applicant Meets Medical Standards	This process includes reviewing the medical examination results and any additional medical information received to evaluate whether the applicant meets medical standards; assessing the applicant's medical condition to determine their physical fitness for duty in the Armed Forces (AF) Component; and providing a medical evaluation decision to qualify or disqualify the applicant to proceed further. If the applicant is disqualified, the medical evaluation decision would contain information on the disqualifying medical condition and waiver recommendations, if the disqualification is waivable.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Obtain Clinically Indicated Testing Results	This process includes requesting consultations (e.g., specialty consults, ancillary services, medical tests and studies) necessary to determine an applicant's medical fitness; receiving and reviewing results from the consultation; rendering an expert medical opinion regarding the specific medical condition for qualification determination; and collecting additional medical information about an applicant in cases where other examinations have been inconclusive or a more specifically targeted examination is needed.
				Obtain Medical History Information	This process includes requesting, receiving, and reviewing additional medical history information. Request for additional medical history information may be due to (but not be limited to) missing medical records needed to support any existing medical conditions or an existing medical condition that needs to be addressed by applicant's medical provider. Then, information provided back to USMEPCOM.
				Request Additional Medical Information	This process includes requesting additional medical information based on the medical information provided during medical prescreen or as a result of the medical examination. Sources of additional medical information may include (but not be limited to) Services, applicant, applicant's medical provider, or clinically indicated test providers.
				Review Additional Medical Information	This process includes reviewing the additional medical information received based on the medical information provided during medical prescreen or as a result of the medical examination.
				Review Service Medical Decision	This process includes reviewing the decision from the Services to accept or not accept a medical disqualifying condition, or if the Services is requesting additional medical information. If the disqualifying medical condition is waived, the specific medical disqualifying condition(s) is accepted by the Service, allowing an otherwise prohibited enlistment into military service. The medical disqualification may also be approved by an Exception to Policy (ETP) received from the Services.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Update Accession Profile with Additional Medical Information	This process includes updating the accession profile with additional medical information received from the Services, applicant, applicant's medical provider, and clinically indicated test providers.
				Update Accession Profile with Medical Briefing Information	This process includes updating the accession profile with medical briefing information (e.g., signed HIV and Drug Testing, and Privacy Act forms, alcohol test results, applicant's next of kin information).
				Update Accession Profile with Medical Decision Information	This process includes updating the accession profile with medical examination results and Service medical decision information for any medically disqualifying information. Medical examination data may include (but not be limited to) physical examination data, medical consult data, notification, interview notes, medical inspect data, any additional medical testing data, and any supporting documentation.
				Update Accession Profile with Medical Disqualification Status	This process includes updating the accession profile with a disqualifying medical condition and waiver recommendations indicating whether a waiver for the medical disqualification should be requested. The waiver recommendation will consider whether the condition is progressive, subject to aggravation by military service, precludes satisfactory completion of prescribed training and subsequent military duty, or constitutes an undue hazard to the applicant or to others, particularly under combat conditions.
				Update Accession Profile with Medical Interview Information	This process includes updating the accession profile with the medical examination report and documenting any request for additional medical information.
				Update Accession Profile with Medical Qualification Status	This process includes updating the accession profile with the medical examination results and the applicant's qualification status as qualified.
				Update Accession Profile with Medical Tests Information	This process includes updating the accession profile with the medical examination report and ensuring all requirements are completed (e.g., body fat worksheet, audio strip printout, auto refractor print out, signed control logs, properly labeled specimen) and recorded.
				Update Accession Profile with Physical Screening Examination Information	This process includes updating the accession profile with the medical examination report information.
				Verify Positive Identification of Applicant	This process includes verifying an applicant's identification while processing. The preferred method is via verification of their fingerprint biometric, but manual verification may be used by verifying the applicant's ID (e.g., social security card, passport, driver's license) and Personally Identifiable Information when a biometric device is not available.
				Capture Applicant Identifiable Information	This process includes capturing collected applicant Personally Identifiable Information (e.g., Request for Examination/USMEPCOM Form 680-3A-E). This process may also include enrolling the applicant?s biometrics at first contact to support positive identification and to prevent fraudulent enlistment into the Service.
				Determine if Applicant Information Complete	This process includes reviewing, validating, and verifying applicant information to ensure completeness. This may also include (but not be limited to) reviewing and validating applicant Personally Identifiable Information (PII) and supporting documentation.
				Determine if Applicant is Eligible to Continue Accession Process	This process includes determining if an applicant is eligible to continue accession process. This may include (but not be limited to) reviewing applicant Personally Identifiable Information (PII), medical pre-screen/qualification information, aptitude result information, results from external agency checks, and any waivers to determine if an applicant is eligible for accession processing. Reasons why applicant is not eligible to process may include (but not be limited to) results from medical pre-screen or data received from an external agency that would cause the applicant to not meet standards for enlistment.
				Forward Applicant Processing Data	This process includes providing applicant information received by the recruiter or Service guidance counselor/liaison to the Military Entrance Processing Station (MEPS) personnel for applicant processing.
				Forward Reason Applicant Not Eligible to Process	This process includes sending processing ineligibility information, based on the applicant information provided, to the recruiter or Service guidance counselor/liaison. Reasons why applicant is not eligible to process may include (but not be limited to) results from invalid social security match.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Submit Applicant Identity Information for External Organization Check	This process includes submitting a request to an external authoritative source organization (e.g., Social Security Administration (SSA), United States Citizenship and Immigration Services (USCIS), and Defense Manpower Data Center (DMDC)) to verify an applicant's identity based on self-disclosed personally identifiable information provided (e.g., social security number, alien registration number, prior military service information).
				Update Accession Profile with Eligible to Continue Accession Process Information	This process includes updating the accession profile with information on whether applicant is eligible to continue accession process. This may include (but not be limited to) personal, aptitude, medical, and educational information; and Service waivers, decision, and information.
				Update Accession Profile with Ineligible to Continue Accession Process Info	This process includes updating the accession profile with information on whether applicant is ineligible to continue accession process. This may include (but not be limited to) ineligibility due to conduct, medical or legal issues, or placing the applicant in an administrative hold status.
				Capture Applicant Fingerprints	This process includes capturing the applicant's fingerprints (i.e., 10 print) for further external agency checking and background screening, and adding that information to the applicant profile.
				Conduct Accession Interview	This process includes conducting a pre-enlistment interview or a pre-accession interview to prevent fraudulent entry into the Armed Forces Component and improper recruiting activities. The pre-enlistment interview is given to an applicant before enlistment in the Delayed Entry Program (DEP) and all applicants accessing into the Reserves and National Guard. The pre-accession interview is conducted before enlistment into a Regular Component from the Delayed Entry Program (DEP), which includes updating and verifying personal and medical information not previously collected during the DEP. The pre-accession interview does not apply to Reserve or National Guard enlistees returning to the Military Entrance Processing Station (MEPS) for shipping. The accession interview process also includes ensuring applicants are briefed on the consequences of providing fraudulent or intentionally misleading information (e.g., medical information which does not appear on the applicant's DD2807-1 and has not been revealed to the MEPS physician), enlistment options or programs, applicant's total obligation of 8 years and the Uniform Code of Military Justice (UCMJ) (e.g., UCMJ Articles 83, 85, 86), and allowing them a final opportunity to disclose any additional information (e.g., illegal drug use, criminal or civil legal incidents, or personal issues) that may disqualify them from military service, and verifying the accuracy of the information contained in the enlistment supporting the pre-enlistment documentation.
				Conduct Medical Disclosure Resolution	This process includes conducting medical disclosure resolution. This may include (but not be limited to) reviewing the medical disclosure information and performing the medical disclosure resolution process.
				Determine if Additional Disclosure Information Requires Medical Resolution	This process includes determining if the additional disclosure requires a medical resolution. This may include (but not be limited to) receiving, reviewing, and capturing applicant disclosure information, and determining if a medical resolution is required.
				Determine if Applicant Information Complete	This process includes reviewing, validating, and verifying applicant information to ensure completeness. This may also include (but not be limited to) reviewing and validating applicant Personally Identifiable Information (PII) and supporting documentation.
				Determine if Applicant is Eligible to Continue Accession Process	This process includes determining if an applicant is eligible to continue accession process. This may include (but not be limited to) reviewing applicant Personally Identifiable Information (PII), medical pre-screen/qualification information, aptitude result information, results from external agency checks, and any waivers to determine if an applicant is eligible for accession processing. Reasons why applicant is not eligible to process may include (but not be limited to) results from medical pre-screen or data received from an external agency that would cause the applicant to not meet standards for enlistment.
				Document Additional Disclosure Resolution	This process includes documenting the additional disclosure resolution. This may include (but not be limited to) reviewing the additional disclosure response from the Services and capturing any additional information.
				Execute Oath	This process includes an applicant or Member taking the oath of enlistment for enlisted personnel or oath of office for officer personnel, requesting a guest official to conduct the ceremony if desired, the oath official conducting the oath and facilitating the signing of the accession agreement, informing the applicant of restrictions on personnel conduct (DD Form 4 signed and attached to the Signed Accession Agreement), and adding this information to the applicant profile. This may also include reviewing UCMJ Articles 83,85, and 86.
				Generate Accession Agreement	This process includes producing the accession agreement. This may include (but not limited to) capturing the length of service commitment, rank and enlistment bonus agreed to between the applicant and the Service, and is acknowledged by the applicant. This information is updated in the applicant profile.
				Generate Record of Emergency Data	This process includes completing or updating a record of emergency data. This may include an applicant's signature, list of names, telephone numbers, and addresses of spouse, children, and any other person(s) designated as beneficiaries for certain benefits or person(s) to be notified in the event of an emergency situation.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Notify Services	This process includes sending a notification to the Services. Notification may be to request the applicant's personal/medical data, applicant's eligibility/ineligibility for processing; information on whether the applicant is qualified or disqualified; any additional disclosure by the applicant; or any additional information on the applicant that may have a bearing on their qualification for military service.
				Request Additional Applicant Information	This process includes requesting additional applicant information. This may include (but not be limited to) requesting personal, administrative, scheduling, enlistment, prior service, or biometric information. This process may also include requesting additional medical information based on the initial medical information provided or as a result of the medical examination.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Service Activity	This process includes executing the Service-specific tasks that are needed to either begin, continue, or complete a process. This may include (but not be limited to) tasks associated with preliminary screening, projection scheduling, testing, medical, enlistment, or shipping activities; or responding to additional disclosures.
				Submit Applicant Fingerprints for External Organizational Check	This process includes submitting the applicant fingerprints (i.e., 10 print) for further external agency checking and background screening to appropriate parties (e.g., Office of Personnel Management (OPM), Federal Bureau of Investigation (FBI)).
				Update Accession Profile with Accession Information	This process includes updating the accession profile with enlistment information. This may include (but not be limited to) Service commitment, record of emergency data, enlistment confirmation, and ship-to destination information. This also includes capturing whether the applicant chooses to enlist and notifying the appropriate parties (e.g., DMDC, SSS, Services).
				Update Accession Profile with Eligible to Continue Accession Process Information	This process includes updating the accession profile with information on whether applicant is eligible to continue accession process. This may include (but not be limited to) personal, aptitude, medical, and educational information; and Service waivers, decision, and information.
				Update Accession Profile with Ineligible to Continue Accession Process Info	This process includes updating the accession profile with information on whether applicant is ineligible to continue accession process. This may include (but not be limited to) ineligibility due to conduct, medical or legal issues, or placing the applicant in an administrative hold status.
				Update Accession Profile with Information from Accession Interview	This process includes updating the accession profile with information gathered during the accession interviews. This may include (but not be limited to) personal information (e.g., contact information, birth certificate, social security number), details from the report of additional information, or any previously undisclosed information (e.g., illegal drug use, medical information, legal incidents, personal issues).
				Update Accession Profile with Record of Military Processing	This process includes updating the accession profile with the record of military processing (e.g., DD Form 1966). This may include (but not be limited to) personal information, testing information, educational information, and Service information.
				Verify Positive Identification of Applicant	This process includes verifying an applicant's identification while processing. The preferred method is via verification of their fingerprint biometric, but manual verification may be used by verifying the applicant's ID (e.g., social security card, passport, driver's license) and Personally Identifiable Information when a biometric device is not available.
		Manage Civilian Staff Acquisition	This activity is associated with establishing procedures for recruiting and selecting high-quality, productive employees with the appropriate knowledge, skills, and abilities in accordance with merit system principles. This activity also includes sourcing and evaluating a candidate, making a decision on the candidate, and hiring a new employee.
				Develop Staff Acquisition Plan	This activity is associated with matching hiring requests to position descriptions, identifying hiring sources, creating a hiring plan, and providing a management advisory service.
				Develop Staff Acquisition Strategy	This activity is associated with analyzing staffing needs, identifying hiring flexibilities, identifying sourcing strategies, creating a staff acquisition strategy, and communicating the staff acquisition strategy.
				Establish Evaluation Approach	This activity is associated with conducting job analyses (e.g., analyzing Federal and agency-specific qualification standards, classified descriptions of duties and/or job requirements), developing applicant assessment criteria, and developing an assessment approach based on job analysis results and existing best practices.
				Evaluate Candidate	This activity is associated with determining qualified and eligible candidates, assessing candidates to be referred, applying Federal rules on preferences (priorities), referring candidates for consideration, assessing candidates for selection, making tentative selections, and validating selections.
				Hire Employee	This activity is associated with extending job offers, determining terms of offers, responding to job offers, initiating pre-employment processes, certifying compliance with pre-employment requirements, bringing selectees on board (Entrance on Duty), and closing out case files.
				Make Decision on Candidate	This activity is associated with making a decision on a position candidate. This may include (but not be limited to) reviewing any referral comments, reviewing a candidate's resume and references, and interviewing a candidate.
				Source Candidate	This activity is associated with finalizing applicant sources, conducting pre-announcement recruitment, announcing jobs, and receiving applicant documentation.
		Manage Recruiting	This activity is associated with managing the recruitment process for applicants who apply to the Armed Forces. This activity includes prospecting for potential recruitment applicants, conducting applicant interviews, and managing recruitment applicants (i.e., coordinating accession evaluations, formulating applicant mitigation plans, tracking applicants who are awaiting shipping).
				Conduct Research to Identify Prospects	This activity is associated with conducting the research to identify prospects for recruitment through advertising, telemarketing (e.g., phone calls, postal mailings, and email), site visits (e.g., high schools, colleges, shopping centers, areas of entertainment, and job fairs), reviewing high school Armed Services Vocational Aptitude Battery (ASVAB) scores, and screening prospects that walk-in to the recruitment office.
				Coordinate Applicant Package	This activity is associated with coordinating the applicant package. This includes (but is not limited to) determining processing date, sending the accession notification to appropriate parties (e.g., MEPS Personnel, Recruiting Service Liaison/Guidance Counselor, Test Administrator, MEPS Medical Staff), and arranging transportation to send the applicant to a Military Entrance Processing Station (MEPS) for evaluation (e.g., Armed Services Vocational Aptitude Battery (ASVAB), Medical).
				Establish List of Potential Prospects	This activity is associated with establishing a list of potential prospects for recruitment and making contact to collect initial personal information (e.g., name, phone number, and email address).
				Formulate Applicant Mitigation Plan	This activity is associated with formulating a mitigation plan for an applicant that failed any part of the recruiting or accession process. This information may include (but not be limited to) name, goals to be completed, and dates of goal completion.
				Make Decision on Accession Waiver Request	This activity is associated with approving or disapproving a recruiting and accession waiver request, documenting the final decision, notifying the appropriate parties, and updating the applicant information as required.
				Perform Applicant Prescreen	This activity is associated with conducting a preliminary screening of applicants to ensure those who would be disqualified (e.g. physically unfit, non-English speaking, or fail to generate a minimum score on the computerized Armed Services Vocational Aptitude Battery (ASVAB)) mini version are not sent forward to Military Entrance Processing Station (MEPS). This activity is also associated with collecting additional personal information (e.g., address, birth certificate, medical prescreen, and school transcripts) necessary for an applicant to apply to the Armed Services and documenting accession agreements (e.g., pay agreements, benefits). This may also include determining if the applicant has prior service and retrieving that information for use in the recruiting process.
				Submit Accession Waiver Request	This activity is associated with preparing a recruiting and accession waiver request, due to disqualification for moral, administrative or medical issues, and submitting the recruiting and accession waiver for approval.
Manage Separation and Retirement	This activity is associated with terminating affiliation with accessed persons (e.g., military, civilian, coalition force members, volunteers, and contract personnel) by the Department of Defense (DoD). This activity may include (but not be limited to) managing voluntary military separations (e.g., resignations, contract completion), managing involuntary military separations (e.g., adverse actions, death), managing military retirements, managing civilian personnel separations/retirements, non-DoD personnel separations, and managing transition assistance programs. Both separations and retirements are implemented through appropriate activities which include issuing and updating checklist items (e.g., tasks and appointments), performing final out-processing functions (e.g., exit interview, travel arrangement), documenting the termination of the specific affiliation, initiating transfer actions where appropriate, and identifying losses which are then used to identify replacement needs.
		Manage Military Personnel Retirement	This activity is associated with processing retirement actions for voluntary and involuntary regular or reserve retirement. Reasons for retirement may include (but not be limited to) retirement actions related to being passed over twice for promotion, adverse action, medical (e.g., temporary/permanent disability), years of service (e.g., Member has met total number of years of creditable service) and age, and Member initiated requests. This activity also may include (but not be limited to) assessing retirement eligibility, counseling a Member on retirement decision, providing a retirement decision, managing a retirement checklist, issuing and updating checklist items (e.g., tasks and appointments), generating a retirement order, and executing a retirement.
				Complete Retirement Checklist	This process includes the Member completing required actions and forms prior to retirement.
				Conduct Preseparation Counseling	This process includes conducting required counseling of the Member using the Preseparation Counseling Checklist (DD Form 2648).
				Conduct Retirement Counseling	This process includes counseling the Member on the impact of the retirement decision on the Member's military career. Counseling includes advising the Member of retirement or separation options.
				Determine Retirement Approval Authority	This process includes determining the appropriate retirement approval authority for a Member. Factors which affect this determination may include (but not be limited to) the Member's time in service, and whether the Member is a commissioned officer, a warrant officer or is enlisted.
				Determine Retirement Eligibility	This process includes determining a Member's eligibility to retire based on pre-established regulatory criteria and the Member's qualifying information.
				Distribute Retirement Order	This process includes distributing the retirement order to the appropriate parties.
				Distribute Retirement Related Documents	This process includes distributing the retirement order and other retirement-related documents (e.g., Certificate of Release or Discharge from Active Duty Form, Survivor Benefit Plan, medical and dental records, travel voucher) to the appropriate parties (e.g., Member's Official Military Personnel File, Defense Manpower Data Center, Department of Veteran Affairs, and Department of Labor).
				Identify Member for Retirement	This process includes identifying a Member for involuntary retirement based on pre-established regulatory criteria and the Member's qualifying information.
				Notify Member of Retirement Order Approval	This process includes providing a notification to the Member that the retirement order has been approved.
				Notify Member of Retirement Order Disapproval	This process includes providing a notification to the Member that the retirement order has been disapproved.
				Notify Member of Retirement Request Approval	This process includes providing a notification to the Member that the retirement request has been approved.
				Notify Member of Retirement Request Disapproval	This process includes providing a notification to the Member that the retirement request has been disapproved.
				Notify Member/Submitter of Retirement Eligibility Results	This process includes notifying the Member/Submitter of retirement eligibility based on retirement eligibility requirements.
				Notify Member/Submitter of Retirement Ineligibility Results	This process includes notifying the Member/Submitter of retirement ineligibility based on retirement eligibility requirements.
				Notify Specialist of Retirement Order Approval	This process includes sending a notification that the retirement order has been approved.
				Notify Specialist of Retirement Order Disapproval	This process includes sending a notification that the retirement order has been disapproved.
				Populate Retirement Order	This process includes populating a retirement order to include verification and compliance with Service policies.
				Prepare Certificate of Release or Discharge from Active Duty Form	This process includes preparing and issuing the Member's final separation Certificate of Release or Discharge from Active Duty Form (DD Form 214).
				Review Retirement Order for Approval	This process includes reviewing an order for correctness prior to publication.
				Review Retirement Order Requirement	This process includes determining the necessary order requirement (e.g., type, reason, action) based on the Member's approved retirement request.
				Review Retirement Request and Supporting Documentation	This process includes conducting a review of the retirement request and supporting documentation prior to final action. The review will ensure the retirement request is complete and accurate. This process may also include making modifications to the retirement request.
				Review Retirement Request for Approval	This process includes reviewing the retirement request and supporting documentation, determining eligibility, making a decision on the request and documenting the decision.
				Send Retirement Inquiry	This process includes a Member inquiring about his or her eligibility to retire in the near future. This inquiry initiates the evaluation of their retirement eligibility as well as modeling of various retirement scenarios (e.g., retirement pay or grade depending on retirement date).
				Sign Preseparation Counseling Form	This process includes the Member signing the Preseparation Counseling Form (DD Form 2648).
				Submit Retirement Request and Supporting Documentation	This process includes the submission or resubmission of the retirement request and supporting documentation (e.g., waivers, comments and/or recommendations by the chain of command).
				Update Member Record with Approved Order Information	This process includes updating the Member record with separation information along with the separation order.
				Update Member Record with Final Retirement Information	This process includes updating the Member record with the completed necessary information (e.g., Certificate of Release or Discharge from Active Duty form) to reflect the approved retirement.
				Verify Retirement Checklist is Complete	This process includes verifying the completeness of the retirement checklists (e.g., Preseparation Counseling Form, out-processing checklists) and identifying discrepancies to ensure requirements have been met by the Member.
		Manage Military Personnel Separation	This activity is associated with terminating affiliation with accessed Members by the Department of Defense (DoD). This activity may include (but not be limited to) managing voluntary separations (e.g., resignations, contract completion), involuntary separations (e.g., adverse actions, death), and generating the separation order. Both involuntary and voluntary separations are implemented through appropriate activities which include confirming eligibility, issuing and updating checklist items (e.g., tasks and appointments), performing final out-processing functions (e.g., exit interview, travel arrangement), documenting the termination of the specific affiliation, initiating transfer actions where appropriate, and identifying losses which are used to identify replacement needs.
				Assess Eligibility for Separation	This activity is associated with validating a Voluntary or Involuntary Separation Request, along with any supporting documentation (e.g., waivers, proof of eligibility for a specific separation action), and determining eligibility for separation based on pre-established regulatory criteria and the Member's qualifying information. This activity is also associated with identifying a Member approaching the end of their service obligation for voluntary separation, identifying a Member for separation based on reduction of force criteria, and updating a separation profile with eligibility information.
				Counsel Member on Separation	This activity is associated with reviewing a separation decision, determining if a Member requires counseling, and explaining to the Member a separation decision if the Member was involuntarily separated.
				Create Separation Checklist	This activity is associated with creating the required out-processing checklist and necessary forms (e.g., medical and dental records, travel voucher) and issuing it to the Member for completion.
				Distribute Separation Order	This activity is associated with distributing separation orders to the appropriate parties for action or information. This activity also includes determining the following separation order information: approved order date and status, order number, order effective date, and order type.
				Execute Separation	This activity is associated with executing a separation decision. This activity may include (but not be limited to) issuing and distributing the Certificate of Release or Discharge from Active Duty (DD Form 214) and other separation-related documents and updating the Member's record to reflect separation.
				Prepare Separation Order	This activity is associated with reviewing a separation order requirement to determine the order type and order action, populating the separation order to include verification and compliance with Service policies, drafting the order, and forwarding for approval.
				Provide Separation Decision	This activity is associated with determining if separation approval is required, determining if a separation board is required, conducting a separation board, providing a documented decision for separation, notifying the appropriate parties of a separation decision, generating a separation order requirement, and updating the separation profile with decision information. This activity may include (but not be limited to) reviewing information related to a reduction in force or stop loss.
				Provide Separation Order Decision	This activity is associated with authenticating separation orders to include the review of the draft order information for approval/disapproval. This activity also includes updating a Service obligation start date, a Service obligation length, an order effective date, and an order type.
				Verify Separation Checklist is Complete	This activity is associated with verifying the completeness of the separation checklist (e.g., Preseparation Counseling Form, out-processing documentation), identifying discrepancies to ensure requirements have been met by the Member, and documenting the completion information.
		Manage Transition Assistance	This activity is associated with managing support for transition assistance for Members, their families, newly separated members and civilian personnel from government service. This includes (but is not limited to) conducting an eligibility assessment for transition assistance, documenting transition assistance selections, and coordinating transition assistance.
				Conduct Assessment for Transition Assistance	This activity is associated with assessing the transition assistance needs of Members, their families, newly separated members and civilian personnel. This includes (but is not limited to) reviewing the transition assistance request, identifying needs of the requester, determining the transition assistance services that are available (e.g., Employment Assistance, Relocation Assistance, Education and Training Programs) and providing transition assistance service options to the requester.
				Coordinate Transition Assistance	This activity is associated with conducting DoD Preseparation Counseling, Department of Labor Employment Workshops, VA Benefits Briefing, and Disabled Transition Assistance Program Briefings.
				Document Transition Assistance Selections	This activity is associated with documenting Members, their families and civilian personnel's transition assistance service (e.g., Employment Assistance, Relocation Assistance, Education and Training Programs) options. This includes (but is not limited to) counseling Members, their families, newly separated members and civilian personnel on transition assistance service selections and providing information on transition assistance service providers.