Army Regulation 611–1

Personnel Selection and Classification

Military
Occupational
Classification
Structure
Development
and
Implementation

Headquarters
Department of the Army
Washington, DC
30 September 1997

UNCLASSIFIED
SUMMARY of CHANGE
AR 611–1
Military Occupational Classification Structure Development and Implementation

This revision--

o Consolidates all policy portions of AR 611-101, AR 611-112, and AR 611-201.

o Changes the term “commissioned officer(s)” to “officer(s)” where applicable

throughout this publication.

o Changes “U.S. Army Force Integration Support Agency ” to “U.S. Army Force
Management Support Agency ” throughout.

o Revises ODCSPER responsibilities to include establishing occupational

classification structure policy and providing guidance to U.S. Total Army
Personnel Command (PERSCOM) (chap 1).

o Establishes policy guidance for project development identifiers (chap 1).

o Establishes policy guidance on requesting exception to standards of grade

(chap 2).

o Establishes new process and implementation time lines for MOCS revisions in
support of the ODCSOPS new Command Plan process (table 3-1).

o Establishes policy guidance on classification coding and grading of positions

in documents (chap 3).

o Revises DA Form 7174-R (MOCS Proposal Checklist).

o Revises position requirement codes (fig 4-1), the average grade distribution
matrix (fig 5-1), and the average grade distribution chart (fig 6-1).

o Change the acronym “TAADS” to “TAADS-R” throughout.

Headquarters *Army Regulation 611–1
Department of the Army
Washington, DC
30 September 1997 Effective 31 October 1997

Personnel Selection and Classification

Military Occupational Classification Structure Development and Implementation

military occupational classification structures This regulation is not subject to the require-
(MOCS). ments of AR 11-2. It does not contain inter-
nal control provisions.
Applicability. This regulation applies to the
Supplementation. Supplementation of this
Active Army, the Army National Guard, and
regulation and establishment of command
the U.S. Army Reserve. It applies to all pro-
and local forms are prohibited without ap-
ponent agencies responsible for military oc-
proval from the Office of the Deputy Chief
cupational structure and classification.
of Staff for Personnel, ATTN: DAPE-PRP,
During mobilization, chapters and policies 300 ARMY PENTAGON, WASH DC
contained in this regulation may be modified 20310-0300.
by the proponent.
Suggested Improvements. Users are in-
Proponent and exception authority. vited to send comments and suggested im-
The proponent of this regulation is the Dep- provements on DA Form 2028
uty Chief of Staff for Personnel. The propo- (Recommended Changes to Publications and
nent has the authority to approve exceptions Blank Forms) directly to the Commander, U.
to this regulation that are consistent with con- S. Total Army Personnel Command, ATTN:
History. This Update printing publishes a trolling law and regulation. The Deputy Chief TAPC-PLC-C, 200 Stovall Street, Suite
revision of this publication. Because the of Staff for Personnel may delegate this ap- 3N67, Alexandria, VA 22332-0406.
publication has been extensively revised, the proval authority, in writing, to a division Distribution. Distribution of this publica-
changed portions have not been highlighted. chief within the proponent agency in the tion is made in accordance with the Initial
Summary. This regulation prescribes the grade of colonel or the civilian equivalent. Distribution Number (IDN) 093927, intended
method of developing, changing, and control- for command levels B, C, D, and E for the
ling the officer, warrant officer, and enlisted Army management control process. Active Army; and A, B, C, D, and E for the
Army National Guard and the U.S. Army Re-
serve.

Contents (Listed by paragraph and page number) Chief, National Guard Bureau (CNGB) and Office of the Chief,
Army Reserves (OCAR) • 1–12, page 2
Chapter 1 Commanding General, U.S. Army Materiel Command (CG, AMC)
General, page 1 • 1–13, page 2
Commanding General, U.S. Army Training and Doctrine Command
(CG, TRADOC) • 1–14, page 2
Section I
Commanding General, U.S. Total Army Personnel Command
Introduction, page 1
• 1–15, page 2
Purpose • 1–1, page 1
Commanding General, U.S. Army Force Management Support
References • 1–2, page 1 Agency • 1–16, page 3
Explanation of abbreviations and terms • 1–3, page 1 Other agencies • 1–17, page 3
Statutory authority • 1–4, page 1
Personnel proponents • 1–18, page 3
MOCS objectives • 1–5, page 1
MOCS requirements • 1–6, page 1
Chapter 2
Proposals for changes to the MOCS (This information is
Section II exempt from information control under AR 335–15, para
Responsibilities, page 1 5–2b(4)), page 3
Office of the Deputy Chief of Staff for Personnel (ODCSPER) General • 2–1, page 3
• 1–7, page 1 Personnel proponent submission of proposals to change the MOCS
Office of the Deputy Chief of Staff for Operations and Plans • 2–2, page 3
• 1–8, page 1 Format and information required to support proposed MOCS
Office of the Deputy Chief of Staff for Logistics (ODCSLOG) changes • 2–3, page 4
• 1–9, page 2 Coordination of MOCS proposals • 2–4, page 5
Office of the Deputy Chief of Staff for Intelligence (ODCSINT)
• 1–10, page 2 Chapter 3
Office of The Surgeon General (OTSG) • 1–11, page 2 MOCS Proposals, page 5

*This regulation supersedes AR 611-1, 26 June 1995; AR 611-112, 26 June 1995; and AR 611-201, 26 June 1995.

AR 611–1 • 30 September 1997 i

UNCLASSIFIED
Contents—Continued

Section I Section VIII

Development, Evaluation, Coordination, Approval and Grade Standards for Officer Positions, page 12
Implementation of MOCS Proposals, page 5 General • 4–27, page 12
Development, evaluation, coordination and approval • 3–1, page 5 Generic grade tables • 4–28, page 12
Implementation of MOCS changes • 3–2, page 5 Grade authorization factors • 4–29, page 13
Schedule for changing the military occupational classification
structure • 3–3, page 6 Chapter 5
Effective dates • 3–4, page 6 The Warrant Officer Classification System, page 15
Implementing instructions • 3–5, page 6
Section I
Section II Overview, page 15
Position documentation, page 6 General • 5–1, page 15
Classification coding and grading of positions in documents • 3–6, Definitive application • 5–2, page 15
page 6 Classification system • 5–3, page 15
Exception to standards of grade • 3–7, page 6 Female warrant officer designation/utilization • 5–4, page 15

Chapter 4 Section II
The Officer Classification System, page 8 Warrant Officer Military Occupational Specialty System, page 15
General • 5–5, page 15
Section I Military occupational specialty code (MOSC) • 5–6, page 16
Development, page 8 Authorization of MOS • 5–7, page 16
General • 4–1, page 8 Specifications for AOCs and MOSs • 5–8, page 16
Classification system • 4–2, page 8 Additions, deletions and modifications of warrant officer
Position classification structure • 4–3, page 9 occupational codes (Branch, AOC, MOS, SQI and/or ASI)
Changes to the officer classification system • 4–4, page 9 • 5–9, page 16
Specifications for branches/FA • 4–5, page 10
Section III
Section II Classification of Warrant Officers, page 16
Classification of Active Duty Officers, page 10 Special qualification identifiers • 5–10, page 16
Classification responsibilities • 4–6, page 10 Additional skill identifiers • 5–11, page 17
Female officer designation/utilization • 4–7, page 10
Section IV
Section III Reporting Codes, page 17
Army Medical Department Officers, page 10 Reporting codes • 5–12, page 17
General • 4–8, page 10
Classification responsibilities • 4–9, page 10 Section V
Designation of degrees of proficiency • 4–10, page 10 Grade Standards for Warrant Officer Positions, page 17
General • 5–13, page 17
Section IV SG tables • 5–14, page 17
Chaplain Officers, page 10 Factors of grade coding • 5–15, page 17
General • 4–11, page 10
Classification responsibilities • 4–12, page 10 Chapter 6
The Enlisted Classification System, page 19
Section V
Judge Advocate General’s Corps Officers, page 10 Section I
General • 4–13, page 10 Development, page 19
Classification responsibilities • 4–14, page 10 General • 6–1, page 19
Female enlisted designation/utilization • 6–2, page 19
Section VI
Classification of Officers of the U.S. Army Reserve not on Active Section II
Duty, page 10 Enlisted Military Occupational specialty system, page 19
General • 4–15, page 10 Career management field • 6–3, page 19
Classification responsibilities • 4–16, page 11 Military occupational specialty • 6–4, page 19
Designation of branch, functional area or skill • 4–17, page 11 MOS specifications • 6–5, page 19
Annual review • 4–18, page 11 Military occupational specialty code • 6–6, page 19
Civilian education • 4–19, page 11 SQI code • 6–7, page 20
Civilian occupations • 4–20, page 11 Additional skill identifiers • 6–8, page 20
ASI code • 6–9, page 20
Section VII Aptitude areas and aptitude area scores • 6–9, page 20
Specialty Designation and Classification of Officers in the Army Additions, deletions and modifications of MOS, MOS
National Guard, page 11 specifications, CMF and ASI • 6–10, page 20
General • 4–21, page 11
Classification responsibilities • 4–22, page 11 Section III
Designation of branches/functional areas • 4–23, page 11 Enlisted soldiers career opportunities, page 20
Annual review • 4–24, page 12 Career progression • 6–11, page 20
Civilian education • 4–25, page 12 Reclassification of enlisted personnel • 6–12, page 21
Civilian occupations • 4–26, page 12 Utilization of enlisted personnel • 6–13, page 21

ii AR 611–1 • 30 September 1997

Contents—Continued

Section IV
Standards of grade for enlisted positions, page 21
Grade standards for enlisted positions • 6–14, page 21
Grading of enlisted positions in requirement and authorization
documents • 6–15, page 21
Factors of grade coding • 6–16, page 21

Section V
Relational growth, page 21
Relationship between grade and MOS • 6–17, page 21
Relationship between CMF and Command Sergeant Major (CSM)
• 6–18, page 22
Relationship between enlisted and warrant officer MOS • 6–19,
page 22

Appendix A. References, page 24

Table List

Table 3–1: Processing and implementation schedule for changes to

the military occupational classification structure, page 7
Table 4–1: Position Requirement Codes, page 9
Table 5–1: Elements of a Warrant Officer Military Occupational
Code (MOSC), page 18

Figure List

Figure 4–1: Position requirement codes, page 14

Figure 5–1: Average grade distribution matrix, page 18
Figure 6–1: Average grade distribuiton chart, page 23

Glossary

Index

AR 611–1 • 30 September 1997 iii

 RESERVED

iv AR 611–1 • 30 September 1997

Chapter 1 (c) Recruiting.
General (d) Personnel classification and evaluation.
(e) Personnel distribution and assignment.
Section I (f) Accessions and training.
Introduction (g) Testing.
(h) Mobilization.
1–1. Purpose (i) Utilization of female soldiers.
This regulation prescribes policies and responsibilities for develop- (j) Direct combat position coding (DCPC) per AR 71–31 and AR
ing, maintaining, evaluating and revising the military occupational 600–13.
classification and structure (MOCS) for: (k) Promotions, incentives and special pay.
a. Officer branch, functional area/medical functional area (FA/ (l) Reserve Components (RC).
MFA), immaterial codes, area of concentration (AOC), skill identi- c. The MOCS must provide a clearly defined method for chang-
fier (SI), and reporting classifications (chap 4). ing occupational identifiers to support the above programs and sys-
b. Warrant officer branch, AOC, military occupational specialty tems. Any recommended change to the MOCS must—
(MOS), special qualification identifier (SQI), and additional skill (1) Ensure accurate forecasting of personnel strengths, training
identifier (ASI) (chap 5). and management requirements by grade and identifier.
c. Enlisted career management field (CMF), MOS, SQI and ASI (2) Accurately describe associated functions and tasks and estab-
(chap 6). lish the minimum criteria for initial award of the identifier.
(3) Provide a clearly defined strategy for training and classifica-
1–2. References tion of soldiers to meet current and projected mission requirements.
Required and related publications and prescribed and referenced (4) Not exceed Congressional, Department of Defense (DoD) or
forms are listed in appendix A. Department of the Army (DA) manpower and budget constraints in
authorization documents.
1–3. Explanation of abbreviations and terms
Abbreviations and special terms used in this regulation are ex-
plained in the glossary. Section II
a. Unless otherwise noted, the term “occupational identifier” in- Responsibilities
cludes all classification identifiers listed in paragraph 1–1. 1–7. Office of the Deputy Chief of Staff for Personnel
b. The term “officer” includes officer and warrant officer; officer (ODCSPER)
in the grade of lieutenant or above; and warrant officer that means The ODCSPER will—
all warrant officers, with or without commission. a. Establish policies, guidelines, plans and programs for MOCS
c. When used in this regulation, the words “he”, “his” and “him” actions that add, delete or revise occupational identifiers.
represent both masculine and feminine genders, unless specified b. Establish occupational classification structure policy and pro-
otherwise. vide guidance to U.S. Total Army Personnel Command
(PERSCOM).
1–4. Statutory authority c. Develop policies, in coordination with Office of the Deputy
Statutory authority for this regulation is derived from Titles 10 Chief of Staff for Operations (ODCSOPS), that ensure uniformity
(Armed Forces) and 32 (National Guard) of the United States Code. and prompt update of requirement and authorization documents that
are consistent with approved additions, deletions or revisions of
1–5. MOCS objectives
The primary objectives of the MOCS are to— occupational identifiers.
a. Provide occupational classification and structure guidance to d. Approve additions, deletions or revisions of occupational iden-
standardize classification of positions and soldiers. tifiers which—
(1) Increase the grade structure when a bill payer has not been
b. Describe and provide career progression paths for all soldiers
identified.
to colonel (COL), chief warrant officer five (CW5) or sergeant
(2) Increase training costs, with concurrence from ODCSOPS,
major (SGM).
when tradeoffs (bill payers) have not been identified in the Trainees,
c. Prescribe grading guidance for all positions contained in re-
Transients, Holdees and Students (TTHS) account.
quirements (Table of Organization and Equipment (TOE)) and au-
(3) Change aptitude areas or aptitude area scores.
thorization Modified TOE (MTOE), Table of Distribution and
e. Provide information to affected agencies on force structure
Allowances (TDA), Augmentation TDA (AUGTDA), mobilization
changes, revisions to fielding plans, changes in program funding and
TDA (MOBTDA), and Joint Tables of Allowances (JTA)
other actions that may affect the MOCS.
documents.
f. Enforce the one cycle review, analyses and implementation of
1–6. MOCS requirements MOCS changes.
a. Officer, warrant officer and enlisted occupational identifiers g. Act as system manager for the Personnel Occupational Spe-
will be authorized normally when required to identify both soldiers cialty Code Edit (POSC-Edit) Data Base, to include programming
and positions; however, in exceptional cases, an identifier may be support, production and distribution of POSC-Edit output products
authorized for personnel or position classification only. to requirement and authorization documents and Standard Installa-
b. Decisions or proposals concerning the addition, deletion or tion/Division Personnel System (SIDPERS) users.
revision of an occupational identifier must be— 1–8. Office of the Deputy Chief of Staff for Operations and
(1) Consistent with leader development, organizational and doc- Plans
trinal changes. a. The ODCSOPS will provide ODCSPER with—
(2) Supportive of introducing new or improved materiel systems (1) Functional/technical advice, recommendations for operational
under AR 71–2. requirements and priorities of the Army that affect the MOCS.
(3) Supportive of identifying trained assets or training (2) Timely advice relative to individual/unit training requirements
requirements. and doctrinal or organizational changes affecting the MOCS.
(4) Consistent with all Army policies, especially those (3) Unit activation, deactivation or conversion schedule.
concerning— (4) Information concerning revisions to fielding plans, changes in
(a) Troop programs. program funding and other actions that affect the MOCS.
(b) The Army Authorization Documents System - Redesign (5) Review proposed changes to MOCS and provide comments
(TAADS-R) and TOE. to PERSCOM, ATTN: TAPC-PLC-C.

AR 611–1 • 30 September 1997 1

 b. ODCSOPS will approve documentation of force structure (2) Submit requests to establish DA Form 5178-R (Project De-
changes in TAADS-R that implement MOCS revisions. velopment Identifier (PDI) and Project Development Skill Identifier
(PDSI).
1–9. Office of the Deputy Chief of Staff for Logistics (3) Decide criteria for assigning identifiers to individuals and
(ODCSLOG) identify agencies from which requests for assignment of identifiers
The ODCSLOG will provide ODCSPER with— will be accepted.
a. Functional/technical advice, recommendations for development (4) Coordinate with other major commands (MACOMS) or agen-
and refinement of personnel management policies that relate to the cies on establishing identifiers. This includes citing criteria for as-
logistical occupational classification and structure. signing personnel and the agencies that can request identifiers.
b. Review proposed changes to occupational identifiers which
effect logistics or logistics support functions and provide comments 1–14. Commanding General, U.S. Army Training and
to PERSCOM, ATTN: TAPC-PLC-C. Doctrine Command (CG, TRADOC)
The CG, TRADOC, in addition to the personnel proponent oversight
1–10. Office of the Deputy Chief of Staff for Intelligence functions outlined in AR 600–3, will—
(ODCSINT) a. Review proposed changes to occupational identifiers and pro-
The ODCSINT will provide ODCSPER with— vide comments to PERSCOM, ATTN: TAPC-PLC-C.
a. Functional/technical advice, recommendations for develop- b. Provide PERSCOM, ATTN: TAPC-PLC-C, information con-
ment, refinement of personnel management policies that relate to the cerning individual training plans and programs that may affect the
intelligence occupational classification and structure. MOCS or Army personnel systems.
b. Information on the Army language program as it effects the c. Perform the functions in para 1–13c for PDI application under
MOCS. any of the following conditions:
c. Review proposed changes to occupational identifiers which (1) There is no project manager (PM) or project officer
recommend new or revised security clearance requirements and pro- designated.
vide comments to PERSCOM, ATTN: TAPC-PLC-C. (2) The PM and the TRADOC system manager agree that the
d. Review proposed changes to occupational identifiers which functions will be performed by TRADOC.
effect intelligence functions and provide comments to PERSCOM, (3) The PDI applies only to training, combat development or
ATTN: TAPC-PLC-C. doctrine development.
d. Set procedures for assigning PDI when they apply only to the
1–11. Office of The Surgeon General (OTSG) training community.
The OTSG will provide ODCSPER with—
a. Functional/technical advice, recommendations for development 1–15. Commanding General, U.S. Total Army Personnel
and refinement of personnel management policies that relate to the Command
medical occupational classification and structure. The CG, PERSCOM will—
b. Review proposed changes to occupational identifiers which a. Develop, review and maintain a MOCS that will identify posi-
revises physical qualifications and provide comments to PERSCOM, tion requirements, establish personnel qualifications for recruitment,
ATTN: TAPC-PLC-C. training, classification, assignment, professional development, utili-
c. Review proposed changes to occupational identifiers which zation, promotion, incentives, testing, evaluation and provide stand-
effect medical functions and provide comments to PERSCOM, ards of grade (SG) within ODCSPER guidelines.
ATTN: TAPC-PLC-C. b. Establish a cycle and methodology for the review, analysis and
d. Provide PERSCOM, ATTN: TAPC-PLC-C, information con- implementation of MOCS changes (see table 3–1).
cerning individual training plans and programs that may effect the c. Maintain military career progression patterns and responsive
MOCS or Army personnel systems. SG consistent with ODCSPER objective force guidelines.
d. Evaluate, coordinate and provide recommendations to
1–12. Chief, National Guard Bureau (CNGB) and Office of ODCSPER, TRADOC and personnel proponents regarding the es-
the Chief, Army Reserves (OCAR) tablishment, revision or deletion of occupational identifiers.
The CNGB and OCAR will provide the ODCSPER with functional/ e. Develop and publish personnel reclassification and position
technical advice, recommendations for development and refinement documentation guidance to ensure occupational identifiers are
of personnel management policies relating to MOCS affecting their changed uniformly throughout the Army.
respective areas of responsibility. f. Approve occupational identifier revisions, except those shown
at paragraph 1–7d.
1–13. Commanding General, U.S. Army Materiel g. Advise the Army staff, MACOMs, personnel proponents and
Command (CG, AMC) other affected agencies of future changes to Headquarters, Depart-
The CG, AMC will provide— ment of the Army (HQDA) publications and systems based on
a. ODCSPER with— approved MOCS decisions.
(1) Functional/technical advice, recommendations for develop- h. Provide approved MOCS revisions that require TOE changes
ment and refinement of personnel management policies that relate to to Commander, U.S. Army Force Management Support Agency
materiel that effects positions and personnel in the MOCS process. (USAFMSA), ATTN: (MOFI-FMR), for inclusion in the applicable
This may include production delays, termination of materiel acquisi- Consolidated TOE Update (CTU).
tion programs, major changes in program funding, materiel distribu- i. Act as functional proponent for HQDA MOCS publications
tion plans and relationships to other systems. (AR 611–1, DA Pam 611–21 and DA Cir 611–series MOCS imple-
(2) Review proposed changes to occupational identifiers applica- mentation circular), to include compilation of MOCS changes, coor-
ble to AMC and operating elements or subcommands of AMC and dination and submission for approval per table 3–1 and AR 25–30.
provide comments to PERSCOM, ATTN: TAPC-PLC-C. j. Act as functional manager for the POSC-Edit file system to
b. Provide PERSCOM, ATTN: TAPC-PLC-C, with information include—
concerning individual training plans and programs that may affect (1) On-line input of changes, coordination, validation and distri-
the MOCS or Army personnel systems. bution per table 3–1 to ensure correct military occupational identi-
c. Project Development Identifier (PDI) implementation fier codes are utilized to edit and update personnel management and
processes as follows: manpower documentation systems.
(1) Decide how a PDI applies to the system, project or item of (2) Validation of recommended data changes received subsequent
equipment under development. to release of the POSC-Edit file, input of approved changes and

2 AR 611–1 • 30 September 1997

distribution of a corrected file in coordination with ODCSPER; and b. Monitor implementation of MOCS changes to ensure timely
Cdr, USAFMSA, if required. and accurate change to TAADS-R and reclassification of soldiers.
(3) Evaluation of recommended POSC-Edit system or design
changes, development of the engineering change proposal (ECP), 1–18. Personnel proponents
coordination of the ECP with system users and submission to The Chiefs of Personnel Proponent Offices will—
ODCSPER for a decision. a. Comply with The Personnel Proponent System objectives for
(4) Distribute POSC-Edit (SIDPERS) output products to SID- development and maintenance of their respective career fields per
PERS users. AR 600–3.
k. Monitor the reclassification of soldiers as a result of changes b. Maintain an accurate and current SG to provide supportable
to the MOCS and issue supplemental instructions, if required, to grade structures and grading guidance for all documents within
implement the applicable DA 611–series circular. ODCSPER guidelines.
l. Provide personnel impact data for planned doctrinal changes or c. Recommend an analysis of each CMF and/or MOS at least
unit reorganizations. every 3 years and submit MOCS revisions, if required.
m. Develop and apply occupational research methods, including d. Recommend revisions to the MOCS to ensure career field
job analysis and evaluation techniques, relating to the development specifications and structure support—
and utilization of occupational identifiers. (1) Leader development.
n. Advise the ODCSPER of the qualitative and quantitative ef- (2) Force modernization through new or improved equipment,
fects of proposed occupational identifier changes. doctrine and organizational changes.
o. Evaluate Qualitative and Quantitative Personnel Requirements (3) Improve training and unit effectiveness.
Information (QQPRI) for new equipment and take final action, as (4) Develop and maintain requirements and authorization docu-
the executive agent for ODCSPER, to approve operator and main- ments to include identification of discrepancies in implementation of
tainer decisions. approved MOCS revisions and initiation of corrective action with
p. Review concept plans, per ODCSPER guidance, advising on the appropriate agencies.
proper classification (duty position title, code and grade) for each (5) Correct soldier performance deficiencies identified by field
position per DA Pam 611–21, DA Circular 611–series and other commanders.
approved changes.
q. Participate in the USAFMSA TOE Documentation Integration
Working Group (DIWG) process advising on proper classification
and grading for each position per DA Pam 611–21, DA Circular
Chapter 2
611–series and other approved changes.
Proposals for changes to the MOCS (This
information is exempt from information control
r. Review TOE and Manpower Requirements Criteria documents
under AR 335–15, para 5–2b(4))
for compliance with ODCSPER guidance and latest approved
MOCS changes in DA Pam 611–21 and provide comments and/or 2–1. General
concurrence to ODCSPER. a. This chapter outlines the minimum information and documen-
s. Manage the PDI program to include approval, documentation, tation required to support recommended changes to the MOCS.
implementation, withdrawal and termination of PDI codes (see DA b. Changes to the MOCS may be necessary to reflect technologi-
Pam 611–21 for procedural guidance). cal developments, changes in doctrine, force structure, functions,
t. Establish organizational documentation (OD) codes (see DA missions or to correct performance deficiencies.
Pam 611–21 for procedural guidance). c. Changes to the classification structure normally require updat-
ing of the requirement and authorization documents and reclassifica-
1–16. Commanding General, U.S. Army Force tion of soldiers. In addition, revisions to accession, training,
Management Support Agency assignment, promotion, incentives, utilization, testing and evaluation
The CG, USAFMSA, as the executive agent for ODCSOPS for policies and procedures may be required to support these changes. A
management, coordination and approval of TOE (AR 71–31); Basis proposed change to the MOCS must clearly show the impact on the
of Issue Plan (BOIP)/QQPRI (AR 71–2); and TAADS-R (AR classification and grade structure, recruiting and training require-
310–49) will— ments, position documentation, personnel reclassification and distri-
a. Conduct compliance reviews of all requirements and authori- bution of personnel.
zation documents to ensure correct application of occupational iden- d. Changes to the MOCS must be evaluated also for the impact
tifiers and grading standards. Memorandums directing grading on training, professional development and career progression includ-
standards and classification changes (to TAADS-R documents) will ing the effect on the RC. The potential impact on the RC must be
be sent to the affected MACOM. considered and procedures for training, retraining and other aspects
b. Review proposed changes to MOCS and provide comments to must be formulated. The training strategy, to include transition as
PERSCOM, ATTN: TAPC-PLC-C. required and information concerning these issues, must be included
c. Establish and provide to PERSCOM, ATTN: TAPC-PLC-C in the proposed revision.
the date for release of the POSC-Edit file to document proponents.
d. Provide PERSCOM, ATTN: TAPC-PLC-C TOE DIWG 2–2. Personnel proponent submission of proposals to
schedule and supporting documentation. change the MOCS
e. Incorporate approved MOCS changes in TOE under develop- a. All recommended changes, initiated by a personnel proponent,
ment and in the CTU for the implementation cycle. will be submitted to Commander, PERSCOM, Deputy Chief of Staff
f. Update the Standard Duty Title Code data base to reflect the for Operations (DCSOPS), ATTN: TAPC-PLC-C, 200 Stovall
duty titles contained in the SG table of the approved MOCS change. Street, Suite 3N67, Alexandria, VA 22332–0406.
b. These include, but are not limited to, recommendations to—
1–17. Other agencies (1) Add a new occupational identifier to support equipment mod-
Army staff elements, MACOM commanders (including TRADOC ernization or doctrinal changes.
and AMC) and agency heads will— (2) Delete an occupational identifier when associated equipment
a. Review all recommended changes to MOCS policies and those is phased out or functions are no longer required.
identifier specifications and tables that effect their assigned units, (3) Revise an occupational identifier description, qualifications,
personnel or missions and provide comments to PERSCOM, ATTN: tasks or grading standards. Revisions to SG should be evaluated to
TAPC-PLC-C. ensure incorporation of all current and future documents.

AR 611–1 • 30 September 1997 3

 (4) Add PDI or OD codes. reflect the current year plus projections for 3 years (when not avail-
able use closest available data). The analysis must include a com-
2–3. Format and information required to support parison of current PMAD (plus 3 years), operating strength from the
proposed MOCS changes most current DAPC–45 (Enlisted) or OPMD Statistical Report–7
a. Each proposal for a revision to the MOCS will be submitted (Officer and Warrant Officer), any known adjustments or proposed
by memorandum. DA Form 7174–R (MOCS Proposal Checklist) changes to identifier authorizations, adjusted PMAD or UAD num-
will be completed to ensure required information and documentation bers (if necessary), proposed grade structure and impact if the pro-
accompanies the proposed change. The DA Form 7174–R will be posal is approved. The analysis must identify the source of data and
locally reproduced on 8 1/2-inch by 11-inch paper. A copy for narrative discussion, if necessary, to clarify the data. The authoriza-
reproduction purposes is located in the back of this regulation. tion data for RC will be obtained from the latest approved TAADS-
Additionally, DA Form 7174–R may be electronically generated. R.
The electronically generated form must contain all data elements (b) A statement that the proposed change will or will not increase
and follow the exact format of the existing printed form. The form or decrease the current number of authorizations for any of the
number of the electroncally generated form will be shown as DA affected occupational identifiers. If another action is on-going which
Form 7174–R–E and the date will be the same date of the current changes the total authorizations, an explanation is required.
edition of the printed form. The following elements of information (c) If the proposed SG reflects an increase in any grade above
specialist, a trade-off position must be identified of equal or higher
must be addressed and included for revisions for staffing approval
grade as a bill payer. The trade-off may be accomplished within the
and implementation, either in the body of the memorandum or as an
CMF or another CMF with that personnel proponents documented
enclosure:
concurrence. A listing of bill payers will be included for any grade
(1) Proposed revision. Summarize the recommended changes us- increases as a result of proponent initiated restructure of occupa-
ing the lead words “add”, “revise” or “delete ” for each change to tional identifier revisions. If the responsible proponent cannot iden-
an occupational identifier. tify bill payers, the proposal must contain sufficient justification
(2) Proposed change to identifier specifications. Provide a (such as, why the job cannot be performed by a soldier at a lower
“marked up” copy of the current DA Pam 611–21 occupational grade) to convince HQDA to pay the bill. Equal promotion opportu-
identifier specifications and applicable tables to eflect specific rec- nity may be sufficient justification for grade increases when gross
ommended changes. If establishing a new identifier or recommend- inequities and/or serious retention problems exist. HQDA is respon-
ing extensive changes to a current identifier, a double spaced draft sible for identifying bill payers for increases due to HQDA deci-
of the identifier specifications and tables will be submitted in hard sions, such as structure and/or equipment modernization. Grade
copy per the format in the applicable regulation and on 3 1/2 inch structure revisions will not be delayed to use as future bill payers
floppy disk in one of the most commonly used word processing unless justified and approved by HQDA.
software formats or American Standard Code Information Inter- (d) Space Imbalanced Military Occupational Specialty (SIMOS).
change (ASCII) format. Indicate whether the identifier is or will become SIMOS as a result
(3) Background and rationale. A summary statement is required of the proposal. If the MOS is currently SIMOS, impact of the
that clearly explains why the changes are necessary and the ex- proposal if approved, must be stated.
pected improvements/benefits if the recommended changes are ap- (e) Requirements and authorization documentation. Provide full
proved. If the recommendation is to establish a new identifier, paragraph extracts, by duty section, of the latest approved TAADS-
explain why the positions cannot be effectively classified within the R and TOE extracts (with publish process codes 2 through 5 from
existing MOCS. the MOS/Line Item Number Extract) where the affected occupa-
(4) Skill level (SL) 1 tasks. Unless the complexity of tasks and tional identifiers appear. Annotate each affected position to show
the change (i.e., MOS, duty position title, proposed grade and num-
the length of training are prohibitive, all enlisted MOSs will be
ber of authorizations). In addition, the TAADS-R must be compared
developed and structured to include SL 1 tasks. The task list should
to Unit Identification Code (UIC) level PMAD or UAD and anno-
include significant tasks (excluding common soldier tasks) as ap-
tated to reflect proposed grading. If the proposal is for a new
proved by the Director of Training and Doctrine. Additionally, the identifier, a list of positions currently authorized which will be
task list will include and identify with an asterisk the most physi- reclassified and recoded must be provided.
cally demanding task for the SL 1 soldier. With the exception of (f) Proposed position reclassification guidance. The proposed po-
capper MOSs, proposals for MOSs that begin at SL 2 or higher will sition reclassification guidance for affected positions will be en-
be fully justified. closed with the memorandum (use format in DA Circular 611–series
(5) Physical Demands Analysis Worksheet (DA Form 5643–R). If MOCS implementation circular).
SL 1 of an enlisted MOS is revised or included in a new MOS, at (8) Personnel programs. Provide information and impact assess-
least one worksheet must be prepared for each SL 1 task. Guidance ment, where applicable, for the following:
for completion of these worksheets is contained in the “Women in (a) Recruitment programs. Include an impact statement on indi-
the Army Policy Review” DA ODCSPER, 12 November 1982. DA viduals in the delayed entry and bonus programs, changes required
Form 5643–R will be reproduced on 8 1/2 by 11 inch paper. A copy to the Joint Optical Information Network (JOIN) System and other
for reproduction purposes is located in the back of this regulation. affected accession programs.
(6) Physical Demands Task Lists. When physical tasks at any (b) Assignment/utilization of female soldiers. Provide a statement
level of skill changes due to new responsibilities or new equipment, indicating the impact the revision will have on the assignment or
task lists must accurately represent the Physical Demands Rating utilization of female soldiers. Justification must be provided for any
associated with the physical requirements of the MOS. The most “male only” identifier or restrictions on assignment or utilization of
physically demanding task will be identified by an asterisk. female soldiers.
(7) Position and grade structure impact and analysis. The fol- (c) Qualifications. Recommended changes to qualifications for
lowing information will be included in the body of the memoran- award of an identifier must include full justification. If the proposal
dum or enclosures, where applicable: changes aptitude area and/or scores (based on course attrition rates),
(a) A separate grade structure impact and analysis will be com- the academic data for the previous 3 years must be submitted to
justify the specific qualification change.
pleted for each affected occupational identifier to include the num-
(d) Proposed personnel reclassification guidance. The proposed
ber of authorizations by grade aggregate for present and proposed
personnel reclassification guidance for affected soldiers will be en-
positions. The authorization data used to develop a revision must be
closed with the memorandum (use format in DA 611–series MOCS
from the latest Personnel Management Authorization Document
implementation circular). Requests for changes to the effective date
(PMAD) or Updated Authorization Document (UAD) and ideally established in the implementation schedule (table 3–1) must be

4 AR 611–1 • 30 September 1997

submitted with the MOCS proposal and include justification for all recommended changes, received from organizations or individu-
approval as an exception to policy. als, to the personnel proponent designated in AR 600–3 for com-
(9) Training strategy and program changes. Include the follow- ments. The personnel proponent will submit the MOCS revision and
ing, where applicable: inform the initiator. If the recommendation is determined not to be
(a) A narrative description of the training strategy explaining valid, the personnel proponent will advise PERSCOM, ATTN:
how the identifier will be trained for both the Active Component TAPC- PLC-C, of the reason.
(AC) and the RC, such as, accession, New Equipment Training, b. Personnel proponents must ensure complete internal coordina-
resident, exportable or combinations thereof. The strategy must in- tion of recommended MOCS changes with their school and com-
clude transition training for qualifying individuals in new skills mand directorates, Army National Guard (ARNG)/U.S. Army
required by revising tasks of an identifier or merger of two or more Reserve (USAR) representatives and other affected personnel propo-
identifiers. If the proposed change establishes a new identifier or nents. The comments and recommendations received during this
adds tasks to an existing identifier, a copy of the approved training staffing process will be enclosed with the proposed change.
strategy for both AC and RC soldiers must be included. Provide a c. Commander, PERSCOM, ATTN: TAPC-PLC-C, will review
copy of the approved Course Administrative Data (CAD). each recommended change for compliance with current Army poli-
(b) Provide the training base impact analysis for each identifier cies and regulations. Additional information or documentation, if
affected by the proposal. Impact analysis must include Officer/War- required, will be obtained prior to staffing with affected MACOMs,
rant Officer Basic Branch/AOC/MOS Qualification, Advanced Indi- Army Staff elements and other agencies.
vidual Training, One Station Unit Training, Basic Non-
Commissioned Officer Course, Advanced Non- Commissioned Offi-
cer Course, SI, ASI and SQI. Training data for the 2 years immedi-
ately preceding implementation of the proposal and projections for
Chapter 3
the first 2 years after the new training start date will be provided for
MOCS Proposals
both AC and RC. Training data must include the number of classes, Section I
students per class, length of course, man-years, instructors (military Development, Evaluation, Coordination, Approval and
and civilian) and explanation of increases or decreases in the TTHS Implementation of MOCS Proposals
account resulting from the proposed action.
(c) New training or changes to training will not cause additional 3–1. Development, evaluation, coordination and approval
resource requirements without a bill payer or justification. Any a. Commander, PERSCOM, DCSOPS (TAPC-PLC-C), will—
problems or issues resulting from proposed training change must be (1) Develop and evaluate proposals to add, delete or revise an
resolved through the chain of command prior to submission to occupational identifier.
HQDA. Copies of command approval is required to be submitted (2) Staff proposals, where applicable, with affected MACOMs,
with the proposal. Army Staff elements and other agencies.
b. Proposed MOCS revisions that may be submitted, with limited (3) Forward nonconcurrence or comments received during staff-
information, are— ing, for follow-up or clarification, to the initiating personnel
(1) Officer—Branch or FA title and description, AOC duty de- proponent.
scription, special grading of positions or unique duty positions (4) Approve the proposed MOCS change or prepare a decision
which do not affect grade structure and AOC/FA/SI qualifications memorandum with pertinent facts and supporting documentation
pertaining to course titles. with a recommendation to HQDA ODCSPER (DAPE-PRP) when
(2) Warrant Officer—Branch and AOC title and description, en- required by paragraph 1–7d.
listed feeder MOS, MOS duties that do not affect grade, SG changes (5) Inform the initiating proponent of the MOCS decision. If the
which do not affect grade structure and MOS/ASI/SQI qualifications recommendation is disapproved, the specific reason(s) will be
pertaining to course titles. provided.
(3) Enlisted—CMF title, duties and career goals, MOS title if it b. A copy of the approved MOCS revision will be provided to
does not require a SG change, MOS major duties and SG changes designated HQDA systems managers for planning purposes.
which do not affect grade structure and ASI/SQI qualifications per-
taining to course titles. 3–2. Implementation of MOCS changes
The processing and implementation schedule for changes to the
(4) Revisions to the MOCS approved or directed by HQDA per-
MOCS (includes target dates, processing times, actions required and
taining to Branch, FA, AOC or MOS qualifications and establish-
responsible agencies) are shown at table 3–1. The target dates listed
ment or deletion of an SI, ASI or SQI will not be staffed, but are the last date for submission of proposals, involving major revi-
require supporting documentation for publication as an approved sions to DA Pam 611–21 for evaluation, to PERSCOM, ATTN:
change. TAPC-PLC-C, during the current cycle.
c. The proposed revisions identified in ’b’ above must provide a. Commander, PERSCOM, DCSOPS (TAPC-PLC-C), will—
justification for the change and include: (1) Compile approved MOCS changes as of 30 October of each
(1) A summary of the recommended change. year.
(2) A “marked up” copy of the appropriate identifier from DA (2) Update the POSC-Edit Data Base file to reflect approved
Pam 611–21 to reflect the specific change. MOCS changes. This data file serves as the primary edit for military
(3) Justification for the change with supporting documentation. If occupational identifier data in the TOE, TAADS-R and SIDPERS
approved or directed by HQDA, copies of the correspondence must systems.
be included. (3) Prepare, edit, coordinate and submit the DA 611–series
(4) The applicable TOE, TAADS-R and PMAD documents, if MOCS implementation circular for publication and Army-wide dis-
changing a SG, to verify that the revised grading standards will not tribution during June of each year. This circular provides advance
modify the grade structure or create a requirement for bill payers. notification of MOCS changes that may affect recruitment, training,
(5) Recommended revisions to tasks, as a result of a revised classification/ reclassification, assignment of soldiers, identifier titles
Program of Instruction (POI), must include the HQ TRADOC ap- and grades in manpower documents. The circular serves as the basis
proved POI/CAD for the course. for initial implementation of the action and will include the
following:
2–4. Coordination of MOCS proposals (a) A summary of approved changes.
a. Commander, PERSCOM, ATTN: TAPC-PLC-C will forward (b) Implementation responsibilities and milestones.

AR 611–1 • 30 September 1997 5

 (c) TOE and TAADS-R implementation and documentation guid- but are the basis for grading all positions in requirements and au-
ance, to include revised grading tables and dates when TOE and thorization documents when established by appropriate authority.
TAADS-R are to be changed. Commands and agencies that prepare, review and approve docu-
(d) Personnel reclassification guidance. ments will adhere to grading standards in DA Pam 611–21. The SG
(e) A summary of miscellaneous changes that do not require will be applied to:
position or personnel reclassification. (1) The required column for each level of the TOE. Supervisory
(4) Update, edit and submit the MOCS publications for distribu- positions at reduced strength levels will carry the grade of the
tion during May of each year. This updated publication contains position at level 1.
approved changes announced by DA 611– series MOCS implement- (2) The required and authorized column (separately) to the
ing circular. MTOE and TDA documents. When authorized and required column
(5) Review and update personnel management pamphlet to incor- for a specific MOS do not match, the SG will be applied to the
porate MOCS changes. authorized column to determine grade structure.
(6) Ensure update of personnel systems and completion of AC c. The DCPC Policy, established in AR 600–13, determines the
personnel reclassification actions per the following references: positions in which women may serve. Positions in units that would
(a) Officers, DA Pam 611–21, Part I. routinely require women to participate in direct combat is excluded
(b) Warrant officers, DA Pam 611–21, Part II. (see DA Pam 611–21 for occupational identifiers closed to women).
(c) Enlisted soldiers, DA Pam 611–21, Part III.
b. CNGB and OCAR will ensure completion of personnel reclas- 3–7. Exception to standards of grade
On occasion, local conditions create position requirements that are
sification actions per the following references:
substantially different from the norm. In these instances, a deviation
(1) Officers, DA Pam 611–21, Part I.
from the SG may be warranted. Exception authority and procedures
(2) Warrant officers, DA Pam 611–21, Part II.
for processing requests for exceptions are outlined below. Excep-
(3) Enlisted soldiers (USAR), AR 140–158. tions that have been staffed per the guidance herein will appear in
(4) Enlisted soldiers (ARNG), NGR 600–200. authorization documents as an approved exception to the SG. Re-
c. TRADOC will revise and recode training courses to conform quests for exception to the SG should be prepared as follows:
to approved changes to the classification structures to ensure the a. TOE. No exceptions are authorized in TOE documents.
following: b. MTOE and TDA. Only HQDA will authorize exceptions to SG
(1) Trained soldiers, with the proper identifiers, are available for MTOE and TDA (ODCSPER has the final approval authority).
when the changes become effective. The MTOE or TDA proponent, as defined in AR 310–49, may
(2) Transition training for currently assigned soldiers is provided. request to grade a position different than the grading standards
(3) Soldiers, who graduate from existing courses before the new contained in DA Pam 611–21 if warranted by local conditions or
training starts, are aware of approved changes. unit unique requirements. Such requests will be submitted by the
d. TAADS-R proponents will revise authorization documents to MACOM, through the appropriate personnel proponent as identified
implement MOCS revisions per time lines outlined in table 3–1. in AR 600–3, for comment and submission to Director, Authoriza-
e. USAFMSA will— tions Documentation Directorate (ADD), U.S. Army Force Manage-
(1) Ensure proper occupational identifiers are in TOE, BOIP/ ment Support Agency (UASFISA), ATTN: MOFI-FMA, Fort
QQPRI and CTU documentation. Belvoir, VA 22060–5578. USAFMSA will staff these requests with
(2) Ensure proper occupational identifiers are incorporated in au- ODCSPER (DAPE-PRP), PERSCOM (TAPC-PLC-C) and other ap-
thorization documents (MTOE, TDA, AUGTDA, MOBTDA and propriate DA staff agencies prior to making a decision. Approval of
JTA) per the milestones in table 3–1. the exception will be provided to the MACOM with a copy fur-
nished to the appropriate personnel proponent and PERSCOM
3–3. Schedule for changing the military occupational (TAPC-PLC-C). Document proponents must obtain approval from
classification structure HQDA (MOFI-FMA) prior to inclusion in authorization documents.
Changes to the MOCS will be implemented annually. Table 3–1 Justification for the exception must include:
establishes the time lines required to process the change and subse- (1) MTOE or TDA number.
quent implementation after staffing has been completed and the (2) Paragraph and line number, current authorized duty position
change has been approved. title, identifier and grade.
(3) Proposed duty position title, identifier and grade.
3–4. Effective dates
a. Requirements and authorization documents must be revised (4) Reason why the position should be retitled, recoded and/or
when the MOCS is changed and personnel will normally be reclas- regraded.
sified 1 June through 31 August (changes completed after effective (5) Identification of an appropriate bill payer of equal grade or
date E–(data) authorization documents). higher.
b. The effective dates for recruiting and training will precede the (6) Additional information contained in chapter 4, section VII;
date for accountable strength reporting in sufficient time to permit chapter 5, section V and chapter 6, section IV.
trained soldiers to arrive when positions have been reclassified. c. Instructions for preparing position description.
(1) General Information.
3–5. Implementing instructions (a) A position consists of all of the duties and responsibilities
Implementing instructions for new, revised or deleted identifiers can assigned to an individual. The description of a position should be
be found in the DA 611–series circular. written in plain, clear language using short, factual statements. Ab-
breviations, form numbers and phrases which have no meaning
Section II outside of the office should not be used. Opinions about the diffi-
Position documentation culty of the work should not be given.
(b) A position description is adequate if it states clearly and
3–6. Classification coding and grading of positions in definitely the principal duties and responsibilities, supervisory rela-
documents tionships of a position so that a person who is familiar with the
a. Positions in requirements and authorization documents must be occupational field and the applicable classification standards and has
classified and coded in the appropriate identifier (AOC, MOS, SI, available current information on the organization, functions, pro-
SQI and ASI) in DA Pam 611–21 that represents the specific duties grams and procedures concerned, can understand it.
performed in the specific position. (c) The position information provided will be used by a qualified
b. The SG tables in DA Pam 611–21 do not authorize positions analyst in conjunction with the SG factors and other considerations

6 AR 611–1 • 30 September 1997

contained in chapter 4, section VIII, chapter 5, section V and chap- planning, assigning and reviewing work. All subordinate military
ter 6, section IV. The writer should read these factors carefully and civilian positions should be identified by position title and
before preparing the description. This will ensure that meaningful number of personnel in each unless already shown on attached
and accurate data on each factor is included in the description and organization chart.
supporting organizational charts of authorization documents. (e) Controls over the position. Identify the supervisor of the posi-
(2) Position description. The description should be prepared ac- tion by title, grade and unit location, describe the nature of instruc-
cording to the following format: tion, guidance and review provided by the supervisor. Indicate by
(a) Position name and title. List position name and title. example, if necessary, the kinds of problems or matters that are
(b) Introduction. State briefly the functions of the organizational referred to the supervisor for assistance and/or approval. Indicate the
unit in which the position is located and described the purpose of nature of policy and procedural controls imposed upon the position
the position. One or two sentences should be sufficient. by higher authority, such as manuals, written instructions, guidance
(c) Major duties and responsibilities. List and describe briefly or lack thereof.
each major duty, so that what is involved in its performance can be
(f) Qualification requirements of the position. Specify what spe-
clearly understood. A major duty is any duty of a position which—
cial knowledge and skills are required to perform the official duties
1. Is a determinant of qualification requirement for assignment to
of this position, from the standpoint of their intensity, complexity
the position;
and diversity.
2. Occupies a significant amount of the individual’s time (5–10
percent or more). Duties and responsibilities should be in descend- d. Documentation of exceptions. MTOE and TDA positions
ing order of importance or order of work sequence. Give approxi- which have been granted an exception to the SG will be docu-
mate percentage of time devoted to each major duty. The mented by the document proponent in TAADS-R with Standard
description should also indicate the responsibilities of the position Remarks Code 94. A copy of the DA approval will be included as
and the extent of authority for making decisions, recommendations an enclosure to the input modifications. Approved exceptions will
or official commitments; devising or revising ways of doing things; remain valid until mission changes occur, a revised SG is approved
planning programs or developing policy; or persuading others to a or for 3 years, whichever occurs first. Should the requirement
course of action. remain for more than 3 years, justification must be resubmitted
(d) Supervision of others. If the position contains supervisory through appropriate channels, to include the personnel proponent, to
responsibilities, they should be described in a manner which will HQDA for reevaluation. However, if the requirement exists more
show clearly the nature and extent of the supervision, such as than 3 years, consideration should be given to requesting a perma-
nent change to DA Pam 611–21.
Table 3–1
Processing and implementation schedule for changes to the military occupational classification structure
Target dates Processing Action(s) Responsibility
Time

15 Mar Latest date proposal may be submitted to PERSCOM for Personnel Proponents
evaluation/processing during the cycle.
30 days Approve proposals not requiring staffing or ODCSPER ap- PERSCOM
proval.
or
90 days Evaluate proposals for impact on personnel policies, stand- PERSCOM
ards of grade, supportability, TTHS accounts, SIMOS, and
develop position and personnel reclassification guidance to
implement the proposal, if required. Forward proposals to
commands and agencies shown below for comments and
recommendations.
(Processing time in each case will begin upon PERSCOM’s
receipt or concurrence from the personnel proponent.)
60 days1 Furnish comments on doctrine, training, leader development, TRADOC
organizations, and equipment implications.
60 days1 Furnish comments on compatibility with ARNG force structure NGB
and policy implications.
60 days1 Furnish comments on compatibility with Reserve force struc- OCAR
ture and policy implications.
60 days1 Furnish comments on anticipated impact on recruiting. USAREC
60 days1 Furnish comments on acceptability to support command or MACOM
activity mission.
60 days1 Furnish comments on acceptability or compatibility with over- Army Staff elements
all Army policy.
10 days Approve routine proposals or prepare decision memorandum PERSCOM
for those requiring ODCSPER approval.
30 days Approve or disapprove proposal. ODCSPER
30 Oct Publish and distribute notification of future changes (final PERSCOM
dates that NOFCs approved for current cycle).
30 Nov Update POSC-Edit file. PERSCOM

AR 611–1 • 30 September 1997 7

Table 3–1
Processing and implementation schedule for changes to the military occupational classification structure—Continued
Target dates Processing Action(s) Responsibility
Time

30 Dec Forward TOE POSC-Edit to USAFMSA. PERSCOM

15 Dec Load changes on REQUEST/RETAIN systems. PERSCOM
31 Dec Submit draft AR 611-series to USAPA. PERSCOM
31 Dec Edit/Distribute SIDPERS POSC- Edit file.2 PERSCOM
15 Apr Distribute TAADS-R POSC-Edit file.3 PERSCOM
15 Apr Print and distribute DA 611 series circular. USAPA
15 Apr Print and distribute CTU Army-wide. USAFMSA/USAPA
30 May Submit MOCS UPDATE (AR 611- 1, DA Pam 611-21) to PERSCOM
USAPA.
15 Jun - 1 Mar 255 days Update TAADS-R documents.4 Proponents and USAFMSA
31 Oct Distribute MOCS UPDATE Armywide USAPA
15 Mar - 1 May 45 days Complete validation of TAADS-R changes to update PER- USAFMSA/ODCSOPS
SACS.
1 May - 1 Jul 60 days Forward notice of errors or omissions to TAADS-R to propo- USAFMSA
nents for correction during the next MOC window.
1 Jun - 31 Aug 90 days Complete personnel reclassification and update automated PERSCOM/PSC’s
personnel systems5.
Notes:
1 Concurrent staffing.
2 SIDPERS POSC-Edit will be transmitted every two months (28 Feb, 30 Apr, 30 Jun, 31 Aug, 31 Oct, and 31 Dec). A magnetic tape is forwarded to ARPERCEN. The
updated POSC-Edit file is transmitted to each SIDPERS Personnel Processing Activity (PPA) via DSN.
3 Changes to date of distribution of POSC-Edit file to document proponents will be established by USAFMSA in coordination with PERSCOM.
4 Errors identified in POSC-Edit file application in the MOC window cycle will be reviewed and appropriate action taken within seven (7) working days.
5 Personnel reclassification is completed in year preceeding FY effective date of documents.

Chapter 4 (see DA Pam 611–21 for the numerical list of authorized branch/
The Officer Classification System functional/medical FAs).
(2) Immaterial codes. Three characters (two numeric and one
Section I alpha), which are used to identify the principal or secondary posi-
Development tion requirements when specific branch skills are not required.
(3) Areas of concentration codes. Three characters (two numeric
4–1. General and one alpha), which are used to identify the specific require-
This chapter provides guidance for— ment(s) of a position and requisite qualifications for officers to fill
a. Classification of positions requiring officer skills and officer them (see DA Pam 611–21 for the alphabetical list of AOC and
personnel based on qualifications. duty position titles).
b. Use of SI codes in the classification of officer positions and (4) Skill identifiers. Two characters, in either numeric- alpha or
personnel. alpha-numeric combinations, which are used to identify the skills
required in combination with an AOC, of a position as well as the
4–2. Classification system skills in which officers may be classified. SIs identify specialized
a. The classification system described in this chapter supports the occupational areas which are not normally related to any one partic-
officer identifiers in DA Pam 611–21, Part I (includes the branches, ular branch, FA or AOC but are required to perform the duties of a
FAs, AOCs, reporting classifications, skills and language identifiers special position. SIs may require significant education, training or
and their related codes) used to classify positions in requirements experience; however, SIs do not require repetitive tours and do not
and authorization documents. These data elements and their codes provide progressive career developmental assignments. SIs are au-
are combined as needed to describe position requirements according thorized for use with any AOC unless expressly limited by the
to the position classification structure described in paragraph 4–3, classification guidance contained in DA Pam 611–21. SIs include
this chapter. Positions are classified per chapter 3, this regulation. aircraft qualification, specialized maintenance, medical and veteri-
Officer personnel are classified by the designation of branch, FA nary duties and other required skills that are too restricted in scope
and the appropriate AOC, skills and language identifiers in DA Pam to comprise an AOC. More than one SI may be used to denote the
611–21. DA Pam 600–3 (Commissioned Officer Professional Devel- requirements of a position or to identify the qualifications of an
opment and Utilization) provides additional guidance on officer.
qualifications. (5) Language identification codes (LIC). Two characters (alpha),
b. The basic elements of the classification system are coded and which are used to identify the designated foreign language require-
have the data uses identified below: ments of a position and an officer’s qualification in a designated
(1) Branch/functional/medical FA codes. Two characters foreign language (see AR 611–6). The degree of language profi-
(numeric), which are used to identify the principal or secondary ciency cannot be determined by the LIC alone; supplemental
position requirements and the officer’s designated branch/functional/ remarks are required under AR 611–6.
medical FA. Note that the two-digit code is the first two characters (6) Reporting classification. A classification used to identify gen-
of the AOC code included within the branch/functional/medical FA eral officers and their positions as well as all officers who are in a

8 AR 611–1 • 30 September 1997

non-duty status (e.g., duties unassigned, sick in hospital, student, Table 4–1
intransit, etc.). Position Requirement Codes—Continued
(7) Control code (CTCODE). An accounting classification used
Code: 11A00 5K 5S
by CG, PERSCOM to designate officers by branch or FA when
Explanation: A multiple skill position that requires principal skills
comparing operating strengths with authorizations. It is also used to associated with the Infantry Branch (11), an AOC of Infantry Officer,
compare operating strengths with the Officer Distribution Plan for General (11A) and additional skills requiring instructor (5K) and
the purpose of validating requisitions for officers. CTCODEs are the ranger–Parachutist (5S) qualifications.
basis for the officer accounting system. The use and definition of
CTCODEs are explained in AR 614–185. Position description: Battalion Commander
Code: 15B00 B1 D2
4–3. Position classification structure Explanation: A multiple skill position that requires principal skills
a. Position requirements are identified by an alpha-numeric code associated with the Aviation Branch (15), and AOC of a combined arms
that identifies the occupational skills required to perform the princi- operations aviation officer (15B). SI B1 identifies the position as an
pal duties of a position. These data elements for officers consist of operational flying position requiring and officer qualified in the UH–1 and
SI D2 further identifies a requirement for qualification in the AH–1Q/S
grade, branch, FA, AOC, immaterial, SI and LIC codes. These are aircraft.
used together as indicated in figure 4–1.
b. The nine characters of the position requirement code corre- Position description: Unit Air Movements Officer
sponds to the nine-character field in TAADS--R document format Code: 02A00 3S 00
with the column headings, MOS, ASI/LIC (see figure 4–1 and table Explanation: A multiple skill position not related to a specific branch/
4–1 for use and examples of duty position requirements). functional area, but which requires a combat arms officer and which has
(1) The first three positions will be coded with the AOC associ- been identified with combat arms management for fill. SI 3S further
identifies the position as unit air movements officer.
ated with a branch or FA or with an immaterial position code that
best defines the expertise needed.
(2) The fourth and fifth positions will normally be coded with a
“00” indicating that no further expertise is needed. However, a 4–4. Changes to the officer classification system
branch, FA or immaterial code can be used, if necessary, to further a. It is expected that additions, deletions or revisions to the offi-
define the position requirements within the following guidelines. cer classification system will be required at times to reflect techno-
(a) If the first three positions are coded with an immaterial code, logical developments and changes in organizations, equipment
no additional code will be used. authorizations, missions, functions and personnel management poli-
(b) If the first three positions are coded with a branch AOC, a cies. Changes should be recommended only after review and analy-
FA area code can be used. sis of the current classification structure indicate that the existing
(c) If the first three positions are coded with a FA AOC, then a structure will no longer satisfy the requirements.
branch AOC, combat immaterial or logistics immaterial code may b. Recommendations for classification system additions, revisions
be used. or deletions should be submitted through the appropriate branch/FA
(3) The remaining four positions will be used to identify further or skill identifier proponent for concurrence/nonconcurrence to
skill qualifications or language requirements when necessary. PERSCOM, TAPC-PLC-C per instructions contained in chapter 2.
c. Positions will be coded in accordance with the skills and ex- ODCSPER or PERSCOM has the final approval authority for all
pertise required. Personnel involved in position coding should have such actions.
knowledge of the requirements of the positions, the skills and quali- c. Recommendations for changes to Army Medical Department
fications identified within the branch/FA AOC and those identifiable (AMEDD) officers and/or any of the AOC designations beginning
through skill and language identifiers. Over specialization/over doc- with the number “6”, designated skills beginning with the number
umentation is discouraged. In identifying positions requiring multi- “7” and/or all skills beginning with the number “8” or “9” should be
ple qualifications, careful consideration should always be given to submitted through channels to HQDA (DASG-PTZ), 5111 Leesburg
the principal qualifications required. Branch AOCs may not be Pike, Falls Church, VA 22041–3258. The Surgeon General will
paired with other branch AOCs. As an exception, Military Intelli- forward all such changes to the CG, PERSCOM (TAPC-PLC-C),
gence Branch (35) AOC 35D and 35G may be used as a FA with for coordination and implementation. Recommendations for
AOC 15C only. Functional area AOCs may not be paired with other AMEDD officer AOC/skill classification will be forwarded by letter
FA AOCs. to Commander, PERSCOM, ATTN: TAPC-OPH- (appropriate ca-
d. Some positions are not related to any branch or FA and can be reer branch) or Commander, U.S. Army Reserve Personnel Center
filled by officers from any branch or FA. Other positions are not (ARPERCEN), ATTN: DARP-OPS (AMEDD), as appropriate. Each
related to a specific branch or FA but require experience in combat recommendation will cite specific reasons for the change to include
arms, logistics or personnel. These positions will be identified by a an appraisal of the officer’s qualifications in relation to the applica-
two digit code with the alpha designator “A” placed in the third ble portion of table Criteria for Degree of Proficiency for AMEDD
position. The coding for these types of positions is in DA Pam Officers in DA Pam 611–21. Direct correspondence is authorized
611–21, Part I. between AMEDD commanders and the Commander, PERSCOM or
e. In identifying positions which have been validated for ad- between AMEDD commanders and the AMEDD Personnel Man-
vanced degrees by the Army Educational Requirements System, the agement Office at ARPERCEN.
branch/FA related to the educational discipline required should be d. Recommendations for changes to Chaplain AOC designations
identified as the principal skill required. should be submitted through channels to HQDA (DACH-PER),
f. Positions requiring aviators must be identified as operational or Washington DC 20310–2700. The Chief of Chaplains will review,
non-operational flying positions per DA Pam 611– 21. evaluate and develop a proposed revision and forward appropriate
documentation to PERSCOM, DSCOPS (TAPC-PLC-C), for coor-
Table 4–1 dination and implementation.
Position Requirement Codes
e. Recommendations for changes to any of the Judge Advocate
Position description: Correctional Officer General Corps (JAGC) AOC designations should be submitted
Code: 31A00 through channels to HQDA (DAJA-PT), Washington, DC
Explanation: A single skill position that requires principal skills 20310–2206. The JAG will review and forward appropriate changes
associated with the Military Police Branch (31) and the AOC of Military to PERSCOM, DSCOPS (TAPC-PLC-C) for coordination and
Police (31A). implementation.
Position description: Infantry Instructor f. Each request for a proposed new branch/FA identifier or AOC

AR 611–1 • 30 September 1997 9

will be considered on its own merits. The request must meet the (ARPERCEN). TSG and the Surgeon, ARPERCEN, are the classifi-
following criteria for a new branch/FA identifier or AOC: cation authorities for AMEDD officers. This includes the award
(1) The proposed new AOC should apply to at least 40 author- and/or withdrawal of all special qualifications and proficiency skills.
ized duty positions with such close occupational or functional rela- Commanders at all echelons, having AMEDD officers under their
tionship that an optimal degree of interchangeability among officers jurisdiction, are responsible for continuous review of the AOC and
so classified will exist at any given level of skill or grade. skill held by these officers. The commanders are also responsible
(2) The skill and job requirements of the proposed new AOC for recommending changes in these AOCs and skill classifications
should be sufficiently different from any existing AOC that, with to TSG or to the Surgeon, ARPERCEN (as appropriate).
reasonable modification, an existing AOC could not be used to meet
the requirements. 4–10. Designation of degrees of proficiency
(3) The requirements are peculiar to one branch/FA. The initial and reevaluation standards for determining the appropri-
g. Each request for a new SI will be considered on its own merit. ate skill to denote degrees of proficiency are in terms of formal
The following criteria for a new skill is as follows: training and professional experience. Assignments, with satisfactory
(1) Qualification for an individual to be awarded the SI must results, to a certain professional duty does not entitle an officer to
include two or more weeks of formal training or equivalent as the rating unless he has demonstrated evidence of superior profes-
established by the skill proponent. sional abilities and progressive experience commensurate with the
(2) There must be a requirement for 20 or more positions to be responsibilities of the position held. Further, the officer need not be
identified by the proposed new skill. assigned to a specific duty in order to be eligible for a proficiency
(3) The advantage to be derived from a more precise occupa- designation. The position currently occupied by an officer should
tional classification must be clearly evident. not influence a commander in recommending such change.
h. Certain AOCs or skills may, for various reasons, become ob-
solete or no longer viable as separate classifications and, therefore, Section IV
should be deleted or consolidated with other related classifications. Chaplain Officers
The proponent should submit substantiating information in accord-
ance with procedures described above. 4–11. General
i. Each skill identifier will be reviewed biennially and considered This section provides for the classification of chaplains on active
for elimination if there are less than 20 positions in authorization duty or in the Army Reserve. Each officer upon entry into the
documents and/or the SI no longer meets the criteria for initial chaplain branch will be designated with AOC 56A. The individuals
establishment. may be classified with other AOC provided they meet the qualifica-
tions listed in the pertinent AOC specification.
4–5. Specifications for branches/FA
Branch, AOC, FA and SI specifications are located in DA Pam 4–12. Classification responsibilities
611–21. Classification of chaplains will be accomplished within the basic
policies and procedures prescribed by DA. Control branch functions
Section II for chaplains are the responsibility of the Chief of Chaplains, who is
Classification of Active Duty Officers the classification authority. Commanders at all echelons having
chaplains under their jurisdiction are responsible for continuous re-
4–6. Classification responsibilities view of the AOC held by these officers and for recommending
Classification of officers will be accomplished in accordance with changes in their AOC to the Chief of Chaplains.
the basic policies and procedures prescribed by HQDA. Classifica-
tion functions are the responsibility of the CG, PERSCOM. Section V
Judge Advocate General’s Corps Officers
4–7. Female officer designation/utilization
a. It is current Army policy that female officers may be desig- 4–13. General
nated in any branch or FA except Infantry (11), Armor (12) and This section provides for the classification of judge advocates on
Special Forces (18). They may be designated in all other branch and active duty or in the Army Reserve. Each officer upon entry into the
FA AOCs except Cannon Field Artillery (13E) and SHORAD Artil- Judge Advocate General’s Corps (JAGC) will be designated with
lery (14B).
AOC 55A. The Judge Advocate General is the classification and
b. Female officers will not be assigned to positions, in otherwise approval authority for The Judge Adjutant General (TJAG) officers.
open AOC, if the unit or position is coded with DCPC P1.
4–14. Classification responsibilities
Section III Classification of JAGC officers will be accomplished within the
Army Medical Department Officers basic policies and procedures prescribed by DA. Control branch
functions for JAGC officers are the responsibility of TJAG, the
4–8. General
This section provides for the classification of officers of the classification authority. Commanders at all echelons having JAGC
AMEDD on active duty and in the Army Reserve. The AOC for officers under their jurisdiction are responsible for continuous re-
officers generally defines the scope of an occupational area without view of the AOC held by these officers and for recommending
regard to the level of skills, grade, echelon or responsibility in- changes in their AOC to TJAG.
volved. This general rule, however, is not always applicable to
members of the health professions due to unique identification re- Section VI
quirements within a given field of specialization and personnel man- Classification of Officers of the U.S. Army Reserve not on
agement techniques applicable only to AMEDD officers. Active Duty

4–9. Classification responsibilities 4–15. General

Classification of AMEDD officers will be within the basic policies This section provides for the classification of officers of the Army
and procedures prescribed by the Department of the Army (DA). Reserve except the following:
Control branch functions for active duty AMEDD officers are the a. Members of the Retired Reserve.
responsibility of The Surgeon General (TSG). Control branch func- b. Officers on active duty or active duty for training (ADT) in
tions for United States Army Reserves (USAR) AMEDD officers excess of 90 days, who will be classified per section II.
are the responsibility of the Surgeon, U.S. Army Personnel Center c. Officers commissioned through Reserve Officer training Corps

10 AR 611–1 • 30 September 1997

and assigned to USAR Control Group (delayed) pending entry on field of study, provided the skills gained from his education match
initial tour of active duty or ADT, who will be classified under the duty requirements of the AOC or skill. The officer’s educational
d. AMEDD officers, chaplains and JAGC who will be classified achievements should be evaluated with his occupational achieve-
under section III, IV and V respectively. ments, particularly if the occupational achievements are in the major
field of study or in a closely related field. A closely-knit relationship
4–16. Classification responsibilities between civilian education and occupations, particularly in highly-
Area commanders (as defined in AR 140–1) and the CG, ARPER- skilled occupations and professions, will be regarded as a strong
CEN, are responsible for the overall effectiveness of classification basis for designating an AOC or SI.
operations for members of the Army Reserve under their administra-
tive jurisdiction. 4–20. Civilian occupations
a. Civilian occupation will, in many instances, comprise the most
4–17. Designation of branch, functional area or skill important segment of an officer’s total qualifications. It should,
a. Designation of branch upon entry. Designation of a branch for therefore, be evaluated carefully and also be given proper weight
officers not on active duty will be accomplished by Director, Officer when considered with factors such as trade school or college train-
and Enlisted Personnel Management, ARPERCEN, based on the ing under the principles outlined in paragraph 4–19.
Army’s need and each officer’s qualifications and desires. As an b. Prior to changing or adding any AOC or skill under the provi-
exception, the appointing authority may designate the branch for an sions of this paragraph and paragraph 4–19, the officer will be
individual receiving a direct appointment in the USAR. required to furnish documentation of any significant change in civil-
b. Designation of functional areas and skill identifiers. Responsi- ian education and civilian occupation status. Examples of documen-
bility for designation of the functional area and skill identifiers for tation required are degrees earned, certificates of completion of
members of the USAR is as follows: trade school or apprenticeship training, trade association licenses,
(1) Area commanders. journeyman certificates or official statements from employer con-
(a) Upon assignment to a troop program unit (TPU). cerning the nature and duration of current and/or past employment.
(b) As required to document specific skills acquired through mili-
tary/civilian education or experience. Section VII
(c) Annually, upon receipt of DA Form 3725 (Army Reserve Specialty Designation and Classification of Officers in the
Status and Address Verification) from troop program units during Army National Guard
personnel audit of the birth month Personnel Qualification Record
or at any other time when considered appropriate. 4–21. General
(2) CG, ARPERCEN. This section provides for the designation of branches, FA and AOC
and establishes procedures for classification of officers in the
(a) Upon release of an officer from active duty and transfer to
ARNG. Provisions of this regulation do not pertain to the following:
the Individual Ready Reserve (IRR) or Standby Reserve.
a. Officers on active duty or special tours or ADT in excess of
(b) As needed to document specific skills acquired through mili-
179 days. Officers in this category will be designated and classified
tary/civilian education or experience.
under the procedures in section II and DA Pam 600–3.
(c) Upon transfer of an officer from inactive to active status.
b. Chaplains and JAGC will be designated and classified under
(d) Annually upon receipt of DA Form 3725 from USAR control
the procedures in section IV and V respectively.
group officers.
c. ARNG U.S. Property and Fiscal Officers who will be classi-
(e) Upon reassignment from a troop program unit to the IRR or fied branch and FA designations will generally align with logistics
Standby Reserve. and procurement requirements of the position.
(f) Upon identification of an officer as eligible for promotion. d. AMEDD officers branches and AOC will be designated as
(g) Upon assignment as an Individual Mobilization Augmentee. follows:
(1) Initial classification by the Surgeon General during adminis-
4–18. Annual review
a. AOCs designated under the provisions of this section will be trative processing of application for appointment.
reviewed annually for Control Group officers based upon qualifica- (2) Reclassification by State Adjutant General under DA Pam
tions data furnished by the member on DA Form 3725 or DA Form 611–21.
4213 (Supplemental Data for Army Medical Service Reserve Offi- (3) Award of SI “9A” by the Surgeon General’s Classification
cers) (see AR 135–133). The procedure for evaluation of significant Board on an individual basis and under paragraph DA Pam 611–21.
qualification data in determining appropriate AOCs, FAs or skills is 4–22. Classification responsibilities
provided in c below. The State Adjutant General of each State and territory is responsible
b. In measuring the relative value of recently acquired qualifica- for the overall direction and effectiveness of—
tions, particular attention will be given to the following: a. Branch, FA designation, classification, and personnel
(1) Quality and length of experience or training. administration.
(2) Relevancy of experience or training to specific AOC duty b. Management, preparation, maintenance, and disposition of the
requirements prescribed in this regulation. qualification records of assigned officers.
c. Changes or additions to AOC or skill should be based upon a
significant increase in qualifications, such as— 4–23. Designation of branches/functional areas
(1) AOC progression as a result of experience gained in a TPU. a. Designation of initial branch and AOC will be accomplished
(2) Completion of 2 years’ work experience in a civilian occupa- by each State Adjutant General based upon the State Master Devel-
tional area having an AOC counterpart. opment Plan and each officer’s qualifications and desires. The State
(3) Completion of civilian or military schooling or training in Master Development Plan will be an analysis of various branch and
areas or skills related to an AOC or skill. AOC authorized by the State force structure authorization docu-
(4) Job progression to foreman or supervisor or to a managerial ments to include career progression patterns.
or executive position. b. Before designation of initial branch and AOC upon appoint-
(5) Graduation from an accredited college or university. ment in the ARNG of officers and former officers of any component
of the Armed Forces, the officer’s records will be reviewed to
4–19. Civilian education ensure that appropriate AOC and skill qualifications are recorded as
An officer who has earned a Bachelor of Arts (BA), Bachelor of discussed below. The records primarily reviewed are: DA Form
Science (BS) or higher degree from an accredited college or univer- 4037 (Officer Records Brief), DA Forms 2 (Personnel Qualification
sity may have an AOC or SI designated that is related to his major Record - Part I) and 2–1 (Personnel Officer Qualification Records-

AR 611–1 • 30 September 1997 11

Part II), SF 88 (Report of Medical Examination), DA Form 67 based chiefly on civilian education or occupation, principles out-
series (Officer Evaluation Reports) and any other records or docu- lined in paragraphs 4–25 and 4–26 apply.
ments that contain data on the member’s occupation and military (4) Recently acquired qualifications. The recently acquired quali-
skills, education, quality of service and physical condition. fications must be attested to and the award recommended and sub-
c. An individual receiving appointment as an ARNG officer mitted by the unit commander through command channels to the
under the provisions of NGR 600–100 will be designated an initial State Adjutant General.
branch and AOC based on the State Master Development Plan and a
review of the individual’s background and education (military and 4–25. Civilian education
civilian). a. An officer who has earned a BA, BS or higher degree from an
d. Officers who are assigned to the Inactive National Guard will accredited college may be awarded a branch, FA or skill provided
be identified with the branch/FA and AOC, if applicable, designated that the skills and knowledge gained from the officer’s education are
prior to transfer to the Inactive National Guard. When officers are compatible with the requirements of the branch, FA or skill. The
returned to active status in the ARNG, their qualifications will be officer’s educational achievements should be evaluated together
re-evaluated. The reevaluation will include a review of the latest with the occupational achievements, particularly if the occupational
significant educational achievement (military and civilian), civilian achievements are in the major subject field or in closely related
employment history and requirements as indicated on the State fields. Compatibility between civilian education and occupation,
Master Development Plan. If an officer is transferred to the USAR particularly in the highly skilled occupations and professions, may
from the Inactive National Guard, the records will include any be regarded as a valid basis for awarding of branch, FA or skill
appropriate branch, FA and skill qualifications acquired prior to qualifications. Conversely, any indication of not maintaining profi-
transfer. ciency will be regarded as a valid basis for withdrawing the qualifi-
e. Once an initial branch/FA and AOC is designated it may not cation designator.
be redesignated without prior approval of the State Adjutant Gener- b. An officer who completes specialized civilian schooling or
al. Basis for redesignation request will include: training other than academic schooling may be awarded a branch,
(1) When an imposed reorganization precludes absorption of the functional area or skill qualification provided that the scope of the
officer within reasonable geographic limits within the branch/FA schooling is comparable.
and AOC during the ensuing year. c. Prior to awarding a branch, AOC qualification under this para-
(2) When a proposed reassignment to a different branch/FA AOC graph and paragraph 4–26, the officer will be required to furnish
for the officer’s advancement or development requires redesignation documentation of civilian and educational status including subse-
to a new branch/FA. In this instance the officer should have had quent changes. Examples of documentation required are: transcripts
previous experience or training (military or civilian) in the branch/ of degrees, certificates of completion from trade schools or appren-
FA of the proposed reassignment. ticeships, trade association licenses, journeyman licenses or official
(3) When the State Adjutant General determines that a change of statements from employers concerning the nature, duration, manner
primary branch/FA will be in the best interest of the State and the of performance and scope of current employment.
officer.
4–26. Civilian occupations
(4) When the officer requests the change of branch/FA and/or a. Civilian occupation constitutes an important segment of an
AOC and the State Adjutant General determines that the change will officer’s qualifications. Therefore, it should be carefully evaluated
be in the best interest of the State and the officer. and properly considered together with trade school or college train-
(5) NGR 600–100 contains specific instructions regarding re- ing as justification for awarding of branch, functional area or skill.
quirements for Federal recognition boards and Officer Personnel b. Occupational expertise without corresponding educational
Classification Boards associated with branch/FA transfer and AOC training may justify the award of a branch, FA, AOC or skill
redesignation. provided the individual has sufficient work experience.
f. The redesignation of an initial AOC which does not result in a c. Occupational experience not considered sufficient for award of
change of branch/FA will not be published in written orders; howev- branch, FA, AOC or skill on initial examination should be reviewed
er, the State Adjutant General is responsible for informing the offi- annually for possible award on subsequent evaluations.
cer by letter and ensuring that a copy of the notification is included
in the Military Personnel Records Jacket, Official Military Personnel Section VIII
File and the automated personnel system. Grade Standards for Officer Positions
g. Functional Area (FA), when required, will be designated for
basic branch officers not later than the eighth year of commissioned 4–27. General
service. Normally, this action will not be accomplished prior to the Grade of officer positions in organization tables will be established
fourth year of commissioned service. Each officer will be encour- in accordance with the standards provided herein. Exceptions will
aged to develop skills associated with a FA either through civilian be authorized only as indicated in paragraph 3–7 this regulation.
education and vocation or through military education and Grade standards do not authorize positions, but determine grades of
assignments. positions that have already been established per other appropriate
regulatory guidance.
4–24. Annual review
a. Branch, FA and skill qualifications awarded under the provi- 4–28. Generic grade tables
sions of this regulation will be reviewed annually by the State a. Grades for command and staff positions are provided in ge-
Adjutant General. neric tables by command for each type position. Only principal
b. Changes which result in the award or withdrawal of branch, positions are included. The grade standards listed in DA Pam 611–
FA and skill qualifications based on new data will be reflected on 21 are provided to ensure equitable position grading in all require-
the officer’s qualification records and in the automated personnel ment and authorization documents. Agencies responsible for the
reporting system. preparation, review or approval of requirements and authorization
c. In evaluating recently acquired qualifications, particular con- documents will adhere to these grade standards. Grades for positions
sideration will be given to the following: not listed will be determined by comparing the primary duties and
(1) Quality and length of experience or training. qualifications with those of the most nearly related positions con-
(2) Relevancy of experience or training to specific branch, FA or tained in the tables. This comparison will be made in the terms of
skill duty requirements prescribed in this regulation and NGB Pam the appropriate factors presented in paragraph 4–29. Normally, the
600–1. grade of officers within an organizational element and the heads of
(3) Civilian education or occupation. If a branch, FA or skill subordinate organizational elements will be at least one grade below

12 AR 611–1 • 30 September 1997

that of the immediate supervisor. A position authorized a Colonel (f) Auxiliary authority/responsibility. The extent to which the po-
will not have immediate subordinates of equal grade. The grade of a sition requirements include significant, recurring additional duties,
civilian supervisor must also be taken into consideration. The fol- such as committee/study group participation, administration of mili-
lowing two exceptions will apply: tary justice, personnel guidance and counseling programs, interior
(1) Positions of Chief of Staff authorized as a Colonel may have guard and preventive maintenance or medicine programs.
direct subordinates of equal grade. (3) Criticality to organizational mission. The extent to which
(2) Positions authorized a general officer but which are unsup- success or failure in the management of assigned activities affects
ported may be filled with a Colonel and may have direct subordi- the organization as a whole. Two subfactors are provided to assist in
nates of equal grade. identifying and evaluating the relevant components of this factor.
b. The generic grade tables for officer positions for TDA, TOE/ (a) Effects of errors. The many activities or groupings of activi-
MTOE, battalion/company and medical special grading may be ties in any organization can be graded in the order of their
found in AOC specifications DA Pam 611–21, Part I. criticality. Consider the extent to which the incumbent’s actions and
decision affect the current operational effectiveness of the organiza-
4–29. Grade authorization factors tion as a whole.
a. Military grades serve as both pay grades and grades of rank. (b) Effect on future organizational effectiveness. The extent to
Grade authorizations contained herein are based upon appropriate which the position incumbent can affect future operational effective-
consideration of both to ensure— ness. Consider the extent to which the position requirements include
(1) Grade appropriate to the amount and level of responsibility the development of concepts, plans, programs or procedures for
involved. future organizational activities. Implied in this subfactor is a consid-
(2) Rank necessary for the amount and level of both responsibil- eration of the foresight, creativity and originality required.
ity and authority involved. (4) Skills and knowledge required. The level of skills and knowl-
(3) Equitable enumeration for duties performed and qualifications edge required for assignment to the position and attainment of a
required. satisfactory level of performance by the end of a 30–day orientation
b. In determining grades for positions not included in the authori- period. Three subfactors are provided to assist in identifying and
zation tables in DA Pam 611–21, consideration will be given to the evaluating the relevant components of this factor.
following: (a) Formal education. Consider the level of formal educational
(1) Organizational setting. The extent to which an incumbent development required to deal with the academic theories, facts and
accrues status and responsibility/authority from the organizational information that will be encountered while serving in the position.
environment in which he must operate. Three subfactors are pro- (b) General military educational development. The range and
vided to assist in identifying and evaluating the relevant components substance of the overall military perspective which are required to
of this factor. deal with the military data, methods, theories and problems that will
(a) Organizational level. The level, in the Army’s organizational be encountered while serving in the position. Equate this to the
hierarchy, of the headquarters in which the position under considera- career development training program of the military professions.
tion is located. Consider levels from team, section or detachment to (c) Unique specialty training. The extent of the requirement for
Joint Chief of Staff/DoD level. subject matter expertise which is acquired only through attendance
(b) Magnitude of organizational responsibility. One relative at military or industrial training courses especially designed for the
measure of the total organizational responsibility is the number of military function under consideration. Consider the length of the
officer-level position in the headquarters of the organization. Con- training course required.
sider the number of officer-level positions (officer, warrant and (5) Grade balance. This factor is to be used to prevent grade
professional civilian GS–9 or above) in the headquarters identified gaps and ensure a progressive/proportionate distribution of grades
in subfactor (a) above. with respect to superior and subordinate positions within the
(c) Level of position within the organization. The level of the organization.
position in the organizational hierarchy of the headquarters identi-
fied in subfactor (a) above (command section, principal or special
staff, headquarters support or service element).
(2) Positional responsibility authority. The incumbent’s share of
his organization’s total responsibility. Six subfactors are provided to
assist in identifying and evaluating the relevant components of this
factor.
(a) Type of position. Identify the basic function of the position
(commander, executive officer, chief of a staff element, assistant
staff officer, equipment or system operator) and the grade of the
immediate supervisor. These are indicators of the functional scope
and relative importance of the position.
(b) Magnitude of supervisory responsibility. One measure of the
positional share of the total organizational responsibility is the num-
ber of officer level positions within the organizational element
which is directed and controlled by the incumbent. Include all offi-
cer, warrant and professional civilians (GS–9 or above) in this total.
(c) Independence. Consider the nature of the controls over the
position and the extent to which the incumbent is left to his own
devices to achieve the desired results.
(d) Communication demands. Consider the extent to which the
position requires skills in oral and written communications.
(e) Lateral points of contact. The magnitude of the coordination
and nonsupervisory functions. Consider the organizational level and
grade of person with whom contact is maintained. Organizational
categories should include military, public or industrial and the new
media. Disregard contact associated with commemorative or special
events that occur on an infrequent or irregular basis.

AR 611–1 • 30 September 1997 13

14
AR 611–1 • 30 September 1997

Figure 4-1. Position requirement codes

Chapter 5 most of the following criteria will be considered for classification as
The Warrant Officer Classification System warrant officer positions:
(1) Positions encompassing supervision of several enlisted or ci-
Section I vilian technical skills related to a specific authorized warrant officer
Overview MOS (such as utilities operation and maintenance or
telecommunications).
5–1. General (2) Positions requiring continuous application of unique apti-
This chapter provides guidance for— tudes, talents or abilities (such as those required for musical direc-
a. Classification of positions for warrant officer skills and war- tion or aircraft piloting which have been designated as officer level
rant officer personnel based on qualifications. positions by statute or regulation).
b. Use of SQI and ASI codes in the classification of warrant (3) Positions must be based on operational combat requirements
officer positions and personnel. and maintenance of combat readiness under conditions of combat.
(4) Positions that normally include responsibilities that enlisted
5–2. Definitive application personnel are prohibited by statute or regulation from performing.
a. A warrant officer is defined as: “An officer appointed by
(5) Positions must support an occupational field which is highly
warrant by the Secretary of the Army based upon a sound level of
technical either due to orientation toward complex equipment and
technical and tactical competence. The warrant officer is the highly
high density of multiple models or types of equipment or due to a
specialized expert and trainer who, by gaining progressive levels of
management system which is technical and dependent on a number
expertise and leadership, operates, maintains, administers and man-
of subsystems (such as electrical, mechanical or administrative oc-
ages the Army’s equipment, support activities or technical systems
cupational fields).
for an entire career.”
(6) Positions must support a career field that requires a high
b. Warrant Officer Management Act (WOMA), established De-
degree of technical and tactical skill not readily available within the
cember 1991, a life cycle management system offering full career
officer or enlisted structures, that requires repetitive assignments and
potential to all warrant officers. The four major components of
that is related to an occupational field in which it is necessary for
WOMA are:
the Army to remain competitive with private sector incentives.
(1) A single promotion system.
(7) Positions in a headquarters staff section supervising an activ-
(2) Management by years of warrant officer service.
ity that provides a service to the headquarters, subordinate units or
(3) Selective early retirement.
personnel of the command (such as food services, personnel admin-
(4) Promotion to CW5. istration or medical care).
c. Warrant Officer Leader Development Action Plan (WOL- (8) Positions in Military Assistance Advisory Groups or missions
DAP), established February 1992, was developed and implemented requiring a technical adviser.
for the improvement of training, personnel management and the
(9) Positions that normally do not require command of tactical
total leader development process for the total Army’s warrant
units.
officers.
(10) Positions for which a valid organizational requirement ex-
d. Warrant Officer Education System, established October 1993,
ists/or is projected to exist.
as an initiative of WOLDAP. This system provides for the following
five levels of military education of warrant officers: (11) When a valid organizational requirement exists, assistant
positions may be designated for warrant officer use if the position
(1) Preappointment Level-Warrant Officer Candidate School.
being assisted is also designated for warrant officer incumbency.
(2) Entry Level-Warrant Officer Basic Course for warrant offi-
(12) Officer level positions in an organizational element headed
cers in the grade of CW2.
by an officer may be designated for warrant officer incumbency
(3) Advanced Level-Warrant Officer Advanced Course for war-
provided— (a) They meet all or most of the provisions of (1)
rant officers in the grade of CW3.
through (11), above.
(4) Senior Level-Warrant Officer Staff Course for warrant offi-
(b) They are required for supervision of a separate activity or
cers in the grade of CW4.
function within the organizational element headed by an officer.
(5) Master Level-Warrant Officer Senior Staff Course for warrant
(c) They are primarily technically oriented, but require tactical
officers in the grade of CW5.
competence appropriate to the MOS authorized.
5–3. Classification system c. The following types of officer level positions are not author-
a. The classification system described in this chapter provides the ized for designation as warrant officer positions:
policy for the warrant officer identifiers in DA Pam 611–21, Part II (1) Company/troop/battery commander or executive officer of
(includes the branches, AOC, MOS, SQI, ASI used to classify tactical organizations.
positions in requirements and authorization documents). These data (2) Motor officer, if duties of the position involve more than
elements and their codes are combined as needed to describe posi- maintenance (such as allocation of automotive assets).
tion requirements according to the position classification structure (3) Positions which exercise broad planning and operational juris-
described in this paragraph. Positions are classified per chapter 3, diction over subordinate operating elements.
this regulation. Warrant officer personnel are classified by the desig- d. An officer position, with a warrant officer incumbent because
nation of branch, AOC, MOS skills and language identifiers in DA of circumstances discussed in DA Pam 611–21, will not be changed
Pam 611–21, Part II. to a warrant officer position with a warrant officer MOS unless the
b. The principles of warrant officer management are for use in position is definitely identifiable with warrant officer skills.
determining whether certain officer level positions, per appropriate
regulations, should be designated for warrant officer incumbency. 5–4. Female warrant officer designation/utilization
Such positions are those that predominately involve the direct super- a. It is current Army policy that female warrant officers may be
vision of performance of technical operations, administration, supply designated in any branch/MOS except those closed to women as
and maintenance activities. An officer level position determined to indicated in DA Pam 611–21, Part II.
be a warrant officer position will be classified under one of the b. Female warrant officers will not be assigned to positions, in
MOSs in DA Pam 611–21. If none of the current MOSs prove otherwise open MOS, if the unit or position is coded with DCPC
satisfactory, a request for establishment of a new MOS will be P1. DA Pam 611–21 provides a listing of MOSs closed to women.
submitted per chapter 2, this regulation. Positions that meet all or

AR 611–1 • 30 September 1997 15

Section II 5–9. Additions, deletions and modifications of warrant
Warrant Officer Military Occupational Specialty System officer occupational codes (Branch, AOC, MOS, SQI and/
or ASI)
5–5. General a. The warrant officer concept and the continuing need to main-
a. The warrant officer MOS system is an orderly structuring of tain total strength within annually prescribed limitations necessitates
codes authorized for the occupational classification of warrant offi- close control of the warrant officer program to preclude MOS im-
cer positions and personnel. The MOS system is designed to support balances and other developments likely to inhibit utilization and
the Army’s recognized requirement for warrant officers as a neces- value of warrant officers as a distinct category of personnel. The
sary and distinct category of officer by— nature of warrant officer occupational skills is such that considera-
(1) Establishing occupational standards for appointment, selec- ble time and expense normally are involved in qualifying personnel
tion, training and career development; in an MOS, SQI or ASI. The warrant officer program will be
continuously monitored and evaluated by HQDA and using com-
(2) Providing a basis to facilitate distribution and assignment;
mands to ensure that all aspects of the program are properly in
(3) Providing a framework to meet the demands imposed by phase. Decisions to establish, revise and delete occupational codes
technology requiring new occupations, commensurate with the con- will be made as requirements change. Review and approval actions
cepts of warrant officer utilization. will involve establishment of critical dates for implementation or
b. DA Pam 611–21 prescribes procedures and criteria for award recision of pertinent occupational codes in view of the compara-
of MOS to warrant officers. tively long lead time usually required. Commanders, personnel pro-
ponents and agency heads anticipating requirements for warrant
5–6. Military occupational specialty code (MOSC) officers with occupational skills for which no occupational code
The MOSC consists of nine characters. In recording an MOS, a exists in DA Pam 611–21 may recommend establishment of a new
minimum of five characters will be entered. The digit “O” (zero) is code. Requests will be submitted as far in advance as possible to
used as a fifth character when identification of a special qualifica- permit full consideration and decision by the date required.
tion is not required (see table 5–1). b. The policies and procedures governing the initiation, prepara-
a. First and second character. The first two characters are num- tion and submission of new or revised occupational codes are con-
bers and are used together to represent branch or FA. tained in chapter 2, this regulation.
b. Third character. The third character is a number and is used c. In order to represent a manageable grouping, a warrant officer
with the first two characters of the MOSC to designate AOC. Each MOS should be authorized at least 35 positions to provide inter-
branch and FA contains one or more AOCs. An AOC is a concen- changeability in the assignment/reassignment of warrant officers.
tration of MOSs within a specific branch or FA which have closely d. Normally, a minimum of ten positions are required in order to
related technical and tactical skill and training requirements. justify establishment or continuance of SQI or ASI codes.
c. Fourth character. The fourth character, a letter, is used to e. Additional criteria for establishment of SQI or ASI. Additions
designate separately definable qualifications within an AOC because and deletions to the SQIs or ASIs listed in DA Pam 611– 21, Part II
of major systems or skill differences. When used in combination will be necessary to reflect changes in functional operations and
with the first three characters, it constitutes an MOS. training, equipment authorizations and personnel management poli-
d. Fifth character. The fifth character, a single position number cy. Requests to establish new codes or to change established codes
or letter, is used for SQI. The SQI is used in combination with the will be submitted per chapter 2, this regulation. Exceptions may be
four characters of the MOS to designate significant qualifications granted if justified. Request must meet the criteria for new SQI and
which require, as a minimum, successful completion of a formal ASI as follows:
service school or at least six months on-the-job training. Marine (1) SQI qualifications require completion of a course at a service
licenses, parachutist and polygraph examiner are representative ex- school, licensing or at least six months of on-the-job training. ASI
amples. When no special qualifications apply, the digit “0” (zero) is qualifications require the individual, to attend 2 or more weeks of
recorded in the fifth position. Otherwise, the use of the SQI creates formal schooling or equivalent training.
another MOS that carries the title of the SQI. The complete list of (2) The tangible or intangible advantage to be derived from a
authorized SQIs and the qualifications that each designates is pro- more precise occupational classification must be clearly evident.
vided in DA Pam 611–21, Part II. (3) The SQI or ASI must be applicable for TOE/MTOE/TDA
position and personnel classification.
e. Sixth and seventh character. An ASI which consists of a two
(4) The skill or knowledge represented by the code must be one
position numeric alpha or alpha numeric code which is authorized to
that is not demanded of all personnel in the MOS with which it is to
relate to a specific occupational skill or item of equipment to an
be associated.
MOSC. ASIs are listed in DA Pam 611–21, Part II.
(5) Each SQI and ASI will be reviewed biennially for compliance
f. Eighth and ninth character. Consist of either an ASI or LIC, a
with the specific policies, criteria and guidance used for establishing
two position alphabetic code which is authorized to identify lan- the identifier.
guage skills. Authorized LICs are listed in AR 611–6.
Section III
5–7. Authorization of MOS Classification of Warrant Officers
HQDA’s policy is to authorize only a minimum number of MOSs;
however, the actual number authorized must be compatible with the 5–10. Special qualification identifiers
Army’s needs. Warrant officers are highly specialized technicians, a. A SQI added as a suffix to the basic four character MOS code
but the narrower their specializations, the greater the possibility of may, in effect, create another MOS which carries the title of its SQI
technological obsolescence, assignment restrictions and personnel and may be designated by the HQDA classification authority as the
turbulence. Therefore, it is desirable that warrant officer MOSs be individual’s primary MOS (PMOS). Career management approval is
as broad in scope as possible, but commensurate with training op- required prior to an individual’s attendance at training which results
portunities available and urgency of requirements. in the award of an SQI.
b. SQI will be awarded and withdrawn only by HQDA career
5–8. Specifications for AOCs and MOSs management authority.
AOC and MOS specifications are located in DA Pam 611–21, Part c. Authorized SQI and classification guidance are listed in DA
II. Pam 611–21.
d. SQI will be documented in TOE/MTOE for positions requiring

16 AR 611–1 • 30 September 1997

qualifications. Authorized position titles are provided in DA Pam (3) Equitable enumeration for duties performed and qualifications
611–21. required.
b. In determining grade for positions not included in the SG
5–11. Additional skill identifiers tables, consideration will be given to the following:
a. The warrant officer ASI is a two character code used in per- (1) Similar organizations. Where a grade determination does not
sonnel records and authorization documents to provide for more exist in the SG tables for the organization being considered, attempt
precise matching of personnel assets and requirements. to identify the position in the most nearly similar organization in
b. The current list of warrant officer ASIs is contained in DA terms of unit type, geographical location, standard reporting code
Pam 611–21. and/or level below MACOM for which a grade determination exists.
c. ASIs will be awarded by HQDA, based upon recommenda-
(2) Requisite experience level. Consider the nature and extent of
tions of school commandants or upon the individual’s successful
practical experience required in the position. Experience involves an
completion of required training or work experience.
extended application of learned skills and knowledge.
d. An awarded ASI will be withdrawn by HQDA or upon recom-
mendation of the unit commander, when an individual no longer is (3) Skill type. Consider the type of skill being employed. Opera-
qualified to perform duties associated with the ASI or when the ASI tional skills will normally lie on scale including operations, combat
is deleted from the classification structure. Procedures in DA Pam employment, inspection, instruction, integration or evaluation of ma-
600–8, 600–8–1 and 600–8–2 supplement those contained in AR jor systems.
640–2–1 and will be followed when applicable. (4) Skill level. Consider the level of skill required among the
following:
Section IV (a) Basic. Employment of skill under supervision.
Reporting Codes (b) Semi-skilled. Sufficient knowledge and competence to employ
skills under minimum supervision.
5–12. Reporting codes (c) Skilled. Sufficient knowledge and competence to employ
Reporting codes in DA Pam 611–21, Part II will be used in person- skills under any condition.
nel and strength accounting documents to reflect the warrant offi-
(d) Highly skilled. Requires top performance and demonstration
cer’s status when primary or duty MOS are inappropriate.
of highest degree of applied knowledge.
Section V (5) Criticality to organizational mission. The extent to which
Grade Standards for Warrant Officer Positions success or failure in the management of assigned activities affects
the organization as a whole. Three subfactors are provided to assist
5–13. General in identifying and evaluating the relevant components of this factor.
The SG tables will be used to establish warrant officer grades in (a) Effect of errors. Consider the extent to which the incumbent’s
authorization documents. Positions not similar to or shown in an actions and decisions affect the operational effectiveness of the
existing SG tables will be evaluated using the factors of SG listed in organization.
paragraph 5–15 to determine appropriate grading. Grading a position (b) Uniqueness of skill. Consider the number of positions within
not represented in a SG table is considered an exception and will be the organization or its parent unit with the same or similar skills to
authorized only as indicated in paragraph 3–7, this regulation. If the those of the incumbent.
position is a permanent requirement, an action must be initiated, (c) Battlefield isolation. Consider the degree of geographic isola-
through the appropriate personnel proponent, to establish a SG. tion under which the organization operates which may hinder or
prohibit support from a parent or sister organization.
5–14. SG tables
(6) Skills and knowledge required. The level of skills and knowl-
The SG tables do not authorize positions. The purpose of SG tables
edge required for assignment to the position and attainment of a
and factors of grade is to determine grade of positions that have
satisfactory level of performance by the end of a 30–day orientation
already been established in accordance with other appropriate
period. Three subfactors are provided to assist in identifying and
regulatory guidance. The SG table for each warrant officer MOS
follows the MOS duty description in DA Pam 611–21. TOE/MTOE evaluating the relevant components of this factor.
and TDA units are listed in separate tables. The Average Grade (a) Formal civil education. Consider the level of formal civilian
Distribution Matrix, figure 5–1, which is based on current Total educational development required to deal with the academic theo-
Warrant Officer System (TWOS) guidelines will be used in deter- ries, facts and information to be encountered.
mining grading for representative positions classified in an MOS. (b) Military education. Consider the range and subsistence of the
overall military perspective required and the military career devel-
5–15. Factors of grade coding opment training program of the MOS or career field to be graded.
a. Grade authorizations listed are meant to ensure— (c) Specialty functional training. Consider the extent of the re-
(1) Grade appropriate to the amount and level of responsibility quirement for subject matter expertise which is acquired only
involved. through attendance at military or industrial training courses espe-
(2) Grade necessary for the amount and level of responsibility cially designed for the military function under consideration. Length
involved. of training courses, career development availability for training and
rate at which skills decay following training should be considered. 3

AR 611–1 • 30 September 1997 17

 Figure 5-1. Average grade distribution matrix

Table 5–1
Elements of a Warrant Officer Military Occupational Code (MOSC)
1st & 2nd characters 3rd character 4th character 5th character 6th & 7th characters 8th & 9th characters

BRANCH
(Digit)
AREA OF CONCENTRATION (AOC)
(Digit)
MILITARY OCCUPATIONAL SPECIALTY (MOS)
(Letter)
SPECIAL QUALIFICATION IDENTIFIER (SQI)
(Digit or Letter)
ADDITIONAL SKILL IDENTIFIER (ASI)
(Digit or Letter)
LANGUAGE IDENTIFICATION CODE (Two
Letters)
or
ASI (Digit & Letter)

18 AR 611–1 • 30 September 1997

Table 5–1
Elements of a Warrant Officer Military Occupational Code (MOSC)—Continued
1st & 2nd characters 3rd character 4th character 5th character 6th & 7th characters 8th & 9th characters

15.....................Aviaition
153................Rotary Wing Utility
153D...............UH-60 Pilot
153DC.............UH-60 Instructor Pilot
153DC H4 B1............UH-60 Instructor Pilot, Aeromedical qualified and UH-1 qualified.
Notes:
1 The MOSC consists of nine characters. In recording an MOS, all five characters will be entered. The digit “0”(zero) is used as a fifth character when identification of a
special qualification is not required.
2 The elements of a warrant officer MOSC are—
a. First and second characters. Used together to represent branch or functional area.
b. Third character. Used with the first two characters of the MOS to designate an AOC. Each branch and functional area contains one or more AOCs. An AOC is a con-
centration of MOSs within a specific branch or functional area which have closely related technical and tactical skill and training requirements.
c. Fourth character. Used to designate separately definable qualifications within an AOC because of major systems or skill differences. When used in combination with
the first three characters, it constitutes an MOS.
d. Fifth character. Used in combination with the first four characters of the MOSC to designate significant qualifications. The use of the SQI creates another MOS that
carries the title of the SQI.
e. Sixth and seventh character. Consist of a two position numeric alpha or alpha numeric code that is authorized to relate a specific occupational skill or item of equip-
ment to an MOSC.
f. Eighth and ninth character. Consist of either an ASI or language identification code (LIC), a two position alphabetic code which is authorized to identify language skills.

Chapter 6 for each CMF that groups the MOS to reflect the routes for progres-
The Enlisted Classification System sion within and between the MOS. The figure also provides ap-
proved MOS substitution options and unique MOS qualifications
Section I (e.g. classification or training), where applicable.
Development
6–4. Military occupational specialty
6–1. General The MOS identifies a group of duty positions that requires closely
a. This chapter provides guidance for— related skills. A soldier qualified in one duty position in a MOS
(1) Classification of positions for enlisted skills and enlisted per- may, with adequate OJT, perform in any of the other positions that
sonnel based on qualifications. are at the same level of complexity or difficulty. The MOS broadly
(2) Use of SQI and ASI in classification of enlisted positions and identifies types of skill without regard to levels of skill.
personnel.
b. The classification system impacts fundamentally on enlisted 6–5. MOS specifications
accessions, training, classification, evaluation, distribution, deploy- MOS specifications are located in DA Pam 611–21, Part III.
ment, sustainment and professional development.
c. The classification system provides for— 6–6. Military occupational specialty code
(1) Visible and logical career patterns for progression to succes- a. The MOSC provides more specific occupational identity than
sively higher level positions of responsibility and grade. the MOS. It is used—
(2) Standard grade-skill level relationships. (1) To classify enlisted soldiers.
(3) Self-sustainment through new accessions or selected lateral (2) To classify enlisted positions in requirement and authorization
entry from other CMFs. documents.
(4) Consolidation of MOS(s) at higher grade levels, as practical. (3) To provide detailed occupational identity in records, orders,
reports, management systems and data bases.
6–2. Female enlisted designation/utilization (4) As a basis for training, evaluation, promotion and other re-
a. It is current Army policy that female enlisted soldiers may be lated management subsystem development.
designated in any branch/MOS except those closed women as indi- b. The MOSC contains nine characters and provides more spe-
cated in DA Pam 611–21, Part III. cific occupational identity than the MOS. The MOSC is used to
b. Female enlisted soldiers will not be assigned to positions, in classify both personnel and positions in authorization documents.
otherwise open MOS, if the unit or position is coded with DCPC The elements of the MOSC include:
P1. DA Pam 611–21, Part III provides a listing of MOSs closed to (1) First three characters. This is a three-character numeric-alpha
women. combination that identifies the MOS without regard to level of skill.
The first two characters relate to the MOS and do not identify the
Section II CMF of which the MOS is part of.
Enlisted Military Occupational specialty system (2) Fourth character. This is a number. With the first three char-
acters, it shows skill and grade level in the MOS. Authorized skill
6–3. Career management field levels and the characters that identify them are described in DA
a. The CMF identifies a grouping of related MOS(s) that is Pam 611–21.
basically self-renewing and managed in terms of both manpower (3) Fifth character. This may be a letter or a number that reflects
and personnel considerations. The CMF is used in the development, SQI common to a number of positions and MOS. DA Pam 611– 21
counseling and management of enlisted personnel. Characteristics of describes authorized SQI codes. The letter “O ” will always be
CMF are— inserted as the fifth character when a position does not require
(1) Provides a visible and logical progression from entry into the special qualifications or an individual is not qualified for award of
training base to retirement in grade of SGM. an SQI.
(2) The MOS are so related that soldiers serving in one specialty (4) Sixth and seventh characters. These may be alpha-numeric or
potentially have the abilities and aptitudes for training and assign- numeric-alpha characters that represent ASIs. ASI codes are used to
ment in most or all of the other specialties in that field. identify skills closely associated with, but in addition to, those in the
(3) The career content is supported by annual first-term acces- basic MOS. The numbers “00” will be inserted as the sixth and
sions to replenish the losses from the career force of the field. seventh characters when a position does not require an ASI or a
b. DA Pam 611–21, Part III, provides a career progression figure soldier is not qualified for award of an ASI. ASI codes will be

AR 611–1 • 30 September 1997 19

included in permanent change of station orders, records and reports, weeks of formal training for qualification will be considered for
as required. DA Pam 611–21 describes authorized ASI codes to identification notwithstanding a small numerical requirement. Other
include descriptions of positions, qualifications and restrictions. exceptions may be authorized only by DA ODCSPER (DAPE-PRP).
(5) Eighth and ninth characters. These are two-letter combina- f. Establishment of an ASI will be considered if a formal course
tions that identify foreign language requirements and qualifications of instruction of at least 10 days is established to award that ASI.
provided in AR 611–6. Orders, records and reports will use the Approval of an ASI with less than 10 days formal training will be
letters “OO” when foreign language is not required or a soldier is considered only if justified by critical task analysis. An ASI will not
not foreign language qualified. be established to identify skills that can be acquired only through
on-the-job training (OJT) or on-the-experience (OJE).
6–7. SQI code g. Personnel qualifications.
The SQI is identified by a one character code and will be used with (1) If a determination is made that completion of a formal course
the MOS and SL to form the basic five character MOSC. of instruction is the only method which may be used to attain the
a. The SQI must identify both positions in the authorization doc- ASI skills, the required course(s) will be included in the ASI qualifi-
uments and personnel qualifications. Exceptions may be authorized cations listed in DA Pam 611–21.
only by DA ODCSPER (DAPE-PRP). (2) If specific course requirements are not included in DA Pam
b. The SQI is not a substitute for an MOS and will not represent 611–21, the ASI may be awarded either through completion of
the sole skill required for any position. related course(s) of instruction or OJT/OJE. The determination that
c. The SQI must have a distinct and constant meaning that will a soldier has acquired the skills required to perform the duties of the
not change with each MOS for which the SQI is used. ASI through OJT/OJE will be certified by the first LTC in the
d. Each SQI should have a minimum of 20 positions (any MOS) individual’s chain of command.
in authorization documents which require use of the SQI. Excep- h. Career progression MOS may be authorized for identification
tions may be authorized only by DA ODCSPER (DAPE-PRP). with an ASI even though less than 20 positions are annotated in
e. Personnel qualifications. When completion of a formal course authorization documents when there is a high probability that the
of instruction is the only method which may be used to attain the supervisor will be supervising a significant number of personnel
SQI skills, the required course(s) will be included in the SQI qualifi- performing those ASI duties.
cations in DA Pam 611–21. i. If utilization policy would preclude using a soldier in an ASI
f. Each SQI will be reviewed biennially by CG, PERSCOM, position more than once, the establishment of an ASI should not be
TAPC- PLC-C to ensure compliance with requirements and/or intent considered.
of above. j. The course of instruction for an ASI should not exceed the
length of the advanced individual training (AIT) course for the MOS
6–8. Additional skill identifiers to which the ASI is associated. If the length of ASI training is
ASI identify specialized skills, qualifications and requirements that longer than the AIT course, consideration should be given to es-
are closely related to and are in addition to those inherent to the tablishing a new MOS.
MOS. ASI are authorized for use only with designated MOS and k. Each ASI/MOS combination will be reviewed biennially by
will be listed in each specification for such MOS. Area aptitude CG, PERSCOM, ATTN: TAPC-PLC-C, to ensure compliance with
scores for an ASI will be no more restrictive than the associated requirements and/or intent of the above.
MOS, unless an exception to policy is approved by DA ODCSPER
(DAPE- PRP). 6–9. Aptitude areas and aptitude area scores
a. ASI are primarily used to identify skills requiring formal The Armed Services vocational Aptitude Battery is a Joint Service
school training or civilian certification. Specialized skills identified Battery used to measure potential to succeed in job training courses.
by the ASI include operation and maintenance of specific weapon Test scores are used, in conjunction with demonstrated ability, en-
systems and subsystems, computer programming languages, proce- thusiasm, individual interests and Army needs, to select applicants
dures, analytical methods, animal handling techniques and similar for enlistment into the Armed Services and classification into a
required skills that are too restrictive in scope to comprise a MOS. MOS. Information pertaining to aptitudes areas and aptitude area
b. ASI may be used to identify specialized qualifications and scores can be found in DA Pam 611–21, Part III.
requirements that do not adhere to the MOS management system. 6–10. Additions, deletions and modifications of MOS,
Specialized qualifications and requirements identified by ASI in- MOS specifications, CMF and ASI
clude security and operational requirements. a. Technological developments and/or changes in organizations,
mission, doctrine or training or personnel management normally
6–9. ASI code serve as the basis for revisions to the enlisted fields, specialties and
The ASI is identified by a two-digit alpha-numeric or numeric- identifiers. Change to CMF, MOS and ASI impact considerably on
alpha code which will be added to the five-digit code of the MOSC positions, personnel and operations Army-wide. Therefore, recom-
for which the ASI is authorized. Use of the ASI for position classifi- mended changes must be fully justified and documented per chapter
cation in authorization documents is prescribed in AR 310– 49. 2, this regulations.
Procedures governing use of the ASI in personnel classification are b. The CG, PERSCOM will evaluate and coordinate proposed
in AR 600–200. Provisions governing the ASI are as follows: changes as required prior to a final decision.
a. The ASI must be required to identify both positions in authori- c. Request to add an SQI or ASI will include information re-
zation documents and personnel qualifications. Exceptions may be quired by DA Pam 611–21, as appropriate.
authorized only by DA ODCSPER (DAPE-PRP).
b. The ASI is not a substitute for an MOS and will not represent Section III
the sole skill required for any position. Enlisted soldiers career opportunities
c. Each ASI must have a distinct and constant meaning that will
not change with each MOS for which the ASI is authorized. 6–11. Career progression
d. If an ASI is associated with more than 50 percent of the a. At certain points in a soldier’s career progression, decisions
authorizations in a given MOS, consideration will be given to either must be made that affect his future. A soldier must be fully in-
including ASI requirements into the MOS or establishing a new formed, in making decisions as to the requirements of the- -
MOS to identify those ASI duties and tasks. (1) MOS(s) in which qualified.
e. Each ASI should have a minimum strength of 20 positions in (2) Grades authorized for positions classified in the MOS.
authorization documents for each MOS with which the ASI is au- (3) MOS composition of the CMF.
thorized. Exception: ASI which require completion of 20 or more (4) Opportunities for training and progression in MOS and CMF.

20 AR 611–1 • 30 September 1997

 b. The decision point where a choice must be made will normally 6–16. Factors of grade coding
occur during the third to eighth month before expiration term of a. Grade authorizations listed are meant to ensure—
service. Selecting a reenlistment option compatible with qualifica- (1) Grade appropriate to the amount and level of responsibility
tions provides an opportunity for progression. involved.
c. If the CMF does not contain MOS(s) that progress to the grade (2) Grade necessary for the amount and level of responsibility
of SGM, the soldier should plan to reclassify into an MOS that involved.
progresses to the higher grades. Personnel requirements and the (3) Equitable enumeration for duties performed and qualifications
individual skills and aptitudes should guide the career progression required.
counseling process. b. In determining grade for positions not included in the SG
d. DA Pam 611–21 provides CMF occupational clusters. This tables, consideration will be given to the following:
information supports the U.S. Army Recruiting Command joint opti- (1) Similar organizations. Where a grade determination does not
cal information network (JOIN). The table designates the accepted exist in the SG tables for the organization being considered, attempt
titles for occupational clusters and lists the CMFs associated with to identify the position in the most nearly similar organization in
each. terms of unit type, geographical location, standard reporting code
and/or level below MACOM for which a grade determination exists.
6–12. Reclassification of enlisted personnel (2) Requisite experience level. Consider the nature and extent of
a. The responsibilities of reclassification authorities, policies and practical experience required in the position. Experience involves an
procedures governing MOS reclassification are outlined in AR extended application of learned skills and knowledge.
600–200 (Active Army), AR 140–158 (USAR) and NGR 600–200 (3) Skill type. Consider the type of skill being employed. Opera-
(ARNG). tional skills will normally lie on scale including operations, combat
b. The methods of training available for use in MOS qualification employment, inspection, instruction, integration or evaluation of ma-
are discussed in DA Pam 611–21. The basic policies governing jor systems.
MOS training are contained in AR 350–41 and AR 351–1. The (4) Skill level. Consider the level of skill required among the
verification of training requirements prior to award of the MOS is following:
the responsibility of the reclassification authority. (a) Basic. Employment of skill under supervision.
(b) Semi-skilled. Sufficient knowledge and competence to employ
6–13. Utilization of enlisted personnel skills under minimum supervision.
a. AR 600–200, chapter 3, governs utilization of enlisted (c) Skilled. Sufficient knowledge and competence to employ
personnel. skills under any condition.
b. Enlisted personnel will be used in positions classified in their (d) Highly skilled. Requires top performance and demonstration
PMOS. When that is not possible, they will be assigned in their of highest degree of applied knowledge.
secondary MOS. If an individual is to be used in an additionally (5) Criticalaity to organizational mission. The extent to which
awarded MOS, the additional MOS should be related to the CMF of success or failure in the management of assigned activities affects
his PMOS. the organization as a whole. Three subfactors are provided to assist
c. Noncommissioned officers (NCOs), when selected by in identifying and evaluating the relevant components of this factor.
PERSCOM, will be detailed to recruiting or drill sergeant duty. (a) Effect of errors. Consider the extent to which the incumbent’s
Qualified NCOs should expect tours of duty in either or both of actions and decisions affect the operational effectiveness of the
these capacities as part of normal career progression. organization.
(b) Uniqueness of skill. Consider the number of positions within
Section IV the organization or its parent unit with the same or similar skills to
Standards of grade for enlisted positions those of the incumbent.
(c) Battlefield isolation. Consider the degree of geographic isola-
6–14. Grade standards for enlisted positions tion under which the organization operates which may hinder or
The SG tables will be used to establish enlisted grades in authoriza- prohibit support from parent of sister organization.
tion documents. The average grade distribution matrix at figure 6–1 (6) Skills and knowledge required. The level of skills and knowl-
will be used in determining equitable distribution of grades (plus or edge required for assignment to the position and attainment of a
minus two percent). Positions not similar to or shown in an existing satisfactory level of performance by the end of a 30–day orientation
SG tables will be evaluated using the factors of grade coding listed period. Three subfactors are provided to assist in identifying and
in paragraph 6–16 to determine appropriate grading. Grading a posi- evaluating the relevant components of this factor.
tion not represented in a SG table is considered an exception and (a) Formal civil education. Consider the level of formal civilian
will be authorized only as indicated in paragraph 3–7, this regula- educational development required to deal with the academic theo-
tion. If the position is a permanent requirement, an action must be ries, facts and information to be encountered.
initiated, through the appropriate personnel proponent, to establish a (b) Military education. Consider the range and subsistence of the
SG. overall military perspective required and the military career devel-
opment training program of the MOS or career field to be graded.
6–15. Grading of enlisted positions in requirement and (c) Specialty functional training. Consider the extent of the re-
authorization documents quirement for subject matter expertise which is acquired only
a. The SG tables in DA Pam 611–21 are the basis for grading through attendance at military or industrial training courses espe-
positions in requirement and authorization documents. The SG cially designed for the military function under consideration. Length
tables do not authorize positions, but provide a basis for determining of training courses, career development availability for training and
equitable grades for positions after the number of positions and the rate at which skills decay following training should be considered.
MOS have been established per AR 310–49 or AR 71–31. The
Average Grade Distribution Matrix, figure 6–1, will be used in Section V
determining equitable distribution of grades (plus or minus two Relational growth
percent). Through this guidance higher grades are associated with
greater levels of responsibility. 6–17. Relationship between grade and MOS
b. The non-MOS specific grading guidance and SG tables in DA a. Grades are established for positions identified by the MOS and
Pam 611–21 prescribe Army-wide grading standards for designated not for the MOS itself. As a result, all MOS do not extend to grade
specialized duty functions in TDA, AUGTDA and JTA of SGM.
organizations. b. Grades are not established solely to provide opportunity for
progression within a MOS. Position grade is determined based on a

AR 611–1 • 30 September 1997 21

job evaluation that should measure the degree of skill, responsibility appropriate technical certification training. The location and length
and other requirements. Considerations involved in grading are in of training varies based on MOS.
paragraph 6–16. b. Selection procedures and training requirements apply to ap-
pointment in the Active Duty of the United States, Army Reserve or
6–18. Relationship between CMF and Command Sergeant in the Army National Guard, with or without concurrent call to
Major (CSM) active duty. In limited instances, technical certification training may
All CMF figures show a line or normal progression leading to CSM. be waived by successful completion of diagnostic testing adminis-
This MOS is at the top of the enlisted career field. As such, it tered by the MOS proponent. Appointment to warrant officer is only
identifies the senior NCO in the headquarters of units, commands or accomplished when the MOS proponent certifies that the individual
organizations at battalion or higher level or TDA units in which a soldier is competent to perform as a warrant officer in a specific
commander has the authority to impose disciplinary action under the MOS.
Uniform Code of Military Justice over 300 or more enlisted person- c. Warrant officer MOS relate to enlisted specialties but are
nel. (Note: Enlisted soldiers under the commander’s authority in- broader in scope. Some warrant officer MOS have a single enlisted
clude those authorized by unit TDA, those in TDA or MTOE of feeder MOS; however, most warrant officer MOS have multiple
subordinate units and assigned students, trainees and patients.) All enlisted feeder MOS. Enlisted personnel are eligible to apply for
CSM and their positions are graded E9. All CSM positions must be warrant officer training and appointment after meeting minimum
requested and approved by DA ODCSPER (DAPE-PRP). MOS requirements published annually in the warrant officer pro-
curement circular (DA Circular 601 series). There are no provisions
6–19. Relationship between enlisted and warrant officer for direct appointment to warrant officer status without completing
MOS the requirements identified above.
a. Personnel are appointed to warrant officer by the Secretary of d. The primary publications governing warrant officer appoint-
the Army. Warrant officer status is achieved when an individual ment are AR 135–100, AR 135–210, AR 601–100, AR 601–210,
soldier applies for warrant officer appointment, successfully passes a DA Pam 600–11, and DA circulars in the 601 series. DA also
screening board and completes the warrant officer entry course and makes other periodic announcements by message concerning the
Warrant Officer Career Program.

22 AR 611–1 • 30 September 1997

Figure 6-1. Average grade distribuiton chart

AR 611–1 • 30 September 1997 23

Appendix A AR 351–5
References U.S. Army Officer Candidate School

Section I AR 600–8–104
Required Publications Military Personnel Information Management/Records

AR 140–158 AR 601–50
Enlisted Personnel Classification, Promotion, and Reduction. (Cited Appointment of Temporary Officers in the Army of the United
in paras 3–2 and 6–12.) States Upon Mobilization

AR 600–3 AR 601–130
The Army Personnel Proponent System. (Cited in paras 1–6, 1–14, Officer Procurement Programs of the Army Medical Department
and 2–4.) AR 600-13 Army Policy for the Assignment of Female
Soldiers. (Cited in paras 1-6 and 3- 6.) AR 614–185
Requisitions and Assignment Instructions for Officers
AR 600–200
DA Pam 600–11
Enlisted Personnel Management System. (Cited in paras 6–9, 6–12
Warrant Officer Professional Development
and 6–13.)
DA Pam 600–3
AR 601–210 Commissioned Officer Development and Career Management
Regular Army and Army Reserve Enlistment Program. (Cited in
para 6–19.) Section III
Prescribed Forms
AR 611–6
Army Linguist Management. (Cited in paras 4–2, 5–6 and 6–6.) DA Form 5643–R
Physical Demands Analysis Worksheet. (Prescribed in para 2–3.)
NGR 600–200
Enlisted Personnel Management. (Cited in paras 3–2 and 6–12.) DA Form 7174–R
MOCS Proposal Checklist. (Prescribed in para 2–3.)
DA Pam 611–21
Military Occupational Classification and Structure System Section IV
Referenced Forms
Section II
Related Publications DA Form 2
A related publication is merely a source of additional information. Personnel Qualification Record-Part I (for Army Reserve Use Only)
The user does not have to read it to understand this regulation.
DA Form 2–1
AR 25–30 Personnel Qualification Record—Part II
The Army Integrated Publishing and Printing Program
DA Form 67 series
AR 71–32 Officer Evaluation Reports
Force Development and Force Documentation - Consolidated
Policies DA Form 3725
Army Reserve Status and Address Verification
AR 135–100
Appointment of Commissioned and Warrant Officers of The Army DA Form 4037
Officer Records Brief
AR 135–101
DA Form 4213
Appointment of Reserve Commissioned Officers for Assignment to
Supplemental Data for Army Medical Service Reserve Officers
Army Medical Department Branches
DA Form 5178–R
AR 135–133 Project Development Identifier and Project Development Skill
Ready Reserve Screening, Qualification Records System, and Identifier
Change of Address Reports
SF Form 88
AR 135–210 Report of Medical Examination
Order to Active Duty as Individuals During Peacetime

AR 145–1
Senior ROTC Program: Organization, Administration and Training

AR 335–15
Management Information Control System

AR 350–41
Training in Units

AR 351–1
Individual Military Education and Training

24 AR 611–1 • 30 September 1997

Glossary DA ODSCPER
Department of the Army Office of the Deputy Chief of Staff for
Section I Personnel
Abbreviations DCPC
direct combat probability code ODCSLOG
AC Office of the Deputy Chief of Staff for
active component DCSPLANS Logistics
Deputy Chief of Staff for Plans
ADT ODCSOPS
active duty for training DoD Office of the Deputy Chief of Staff for
Department of Defense Operations
AIT
advanced individual training ECP OJE
engineering change proposal on-the-job experience
AMC
U.S. Army Materiel Command FA OJT
functional area on-the-job training
AMEDD
HQDA OTSG
Army Medical Department
Headquarters, Department of the Army Office of The Surgeon General
AOC
IRR PDI
area of concentration Project Development Identifier
Individual Ready Reserve
ARNG PERSCOM
Army National Guard JAGC
Judge Advocate General Corps U.S. Total Army Personnel Command
ARPERCEN PMAD
U.S. Army Reserve Personnel Center JTA
Joint Tables of Allowances Personnel Management Authorization
Document
ASI
JOIN
additional skill identifier PMOS
Joint Optical Information Network
primary military occupational specialty
AUGTDA
LIC
Augmentation TDA POI
language identification code
program of instruction POSC-Edit Personnel
BA MACOM occupational specialty code-Edit
Bachelor of Arts major Army command
QQPRI
BOIP MFA Qualitative and Quantitative Personnel Re-
Basis of Issue Plan medical functional area quirements Information

BS MOBTDA RC
Bachelor of Science Mobilization Table of Distribution and Reserve Component
Allowances
CAD SG
course administrative data standards of grade
MOCS
military occupational classification structure SGM
CG
Commanding General sergeant major
MOS
military occupational specialty SI
CMF
career management field skill identifier
MOSC
military occupational specialty code SIDPERS
CNGB
Standard Installation/Division Personnel
Chief, National Guard Bureau MTOE System
Modified Tables of Organization and
COL Equipment SQI
Colonel special qualification identifier
NCO
CSM noncommissioned officer TAADS
Command Sergeant Major The Army Authorization Documents System
OCAR
CTCODE Office of the Chief, Army Reserve TDA
Control code Table of Distribution and Allowance
OD
CTU organizational documentation TOE
consolidated TOE update Table of Organization and Equipment
ODCSINT
CW5 Office of the Deputy Chief of Staff for TPU
Chief Warrant Officer Five Intelligence troop program unit

AR 611–1 • 30 September 1997 25

TRADOC
U.S. Army Training and Doctrine Command

TTHS
Trainees, Transients, Holdees, and Students

UAD
Updated Authorization Document

USAFMSA
U.S. Army Force Integration Support Agency

USAR
U.S. Army Reserve

WOLDAP
Warrant Officer Leader Development Action
Plan

WOMA
Warrant Officer Management Act

Section II
Terms
This section contains no entries.

Section III
Special Abbreviations and Terms
This section contains no entries.

26 AR 611–1 • 30 September 1997

Index
This index is organized alphabetically by
topic and subtopic. Topics and subtopics are
identified by paragraph number.
References are to paragraph numbers ex-
cept where specified otherwise. (Defini-
tions of technical terms are found in the
glossary)
Changes to the MOCS Documentation re-
quired, 2–2 Effective dates, 3–4 Evalua-
tion and coordination, 3–1
Implementation cycles, 3–2 Initiating
changes, 2–2, 2–3, 2–4 Position docu-
mentation, 3–6, 3–7
Classification and utilization of females Fe-
male officers, 4–7 Female warrant
officers, 5–4 Female enlisted, 6–2
Classification of officers AMEDD, chap 4,
sec III Chaplains, chap 4, sec IV JAG,
chap 4, sec V USAR, chap 4, sec VI
ARNG, chap 4, sec VII
Classification of warrant officers MOSC
closed to women, DA Pam 611–21, part
II, chap 6, sec IV MOSC, 5–6 SQI codes,
5–10 ASI codes, 5–11
Classification of enlisted CMF, 6–3 MOS
specifications, DA Pam 611–21, part III
CMFs, 6–3 SQI codes, 6–7 ASI codes,
6–8, 6–9 Aptitude area scores, 6–9
Coordination requirements Coordination
of MOCS proposals, 2–4
Designation of branches/functional area,
4–23
Implementing instructions, 3–5
Objectives MOSC objectives, 1–5
Position documentation, chap 3, sec II
Proposed changes Proposals for changes to
the MOCS, 2– 2, 2–3, 2–4
Requirements MOCS requirements, 1–6
Standards of grade Officer positions, 4–28
Grade authorization factors, 4–29 War-
rant officer positions, 5–14, Factors of
grade coding, 5–15 Enlisted positions,
6–14 Factors of grade coding, 6–16
Warrant officers Definitive application,
5–2 Classification system, 5–3 SQIs,
5–10 ASIs, 5–11 Reporting codes, 5–12

AR 611–1 • 30 September 1997 27

 RESERVED

28 AR 611–1 • 30 September 1997

30 AR 611–1 • 30 September 1997 • R-Forms
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