WASHINGTON -- The Army is moving away from its industrial age pay and personnel system that
only sees rank and branch, and is transitioning to a talent management-based approach, said Brig.
Gen. Joseph P. McGee.

McGee, director of the Army Talent Management Task Force, spoke at the Association of the U.S.
Army's Annual Meeting and Exposition, Oct. 10.

Initial efforts have focused on active-duty officer assignments, he said. By the end of this year, all
officers will be enrolled in a web-based, talent management portal known as Assignment Interactive
Module version 2, or AIM 2.0, upon entering the Army.

AIM 2.0's matrix includes the officer's knowledge, skills and preferences, which matches the officer
with the needs and desires of units where he or she are eligible to serve, he said.

Maj. Gen. Jason T. Evans, commander of U.S. Army Human Resources Command, said AIM 2.0
is a "marketplace that allows both officers and units to advertise themselves, express their
preferences, and interact with one another in order to shape both parties' interests to increase
satisfaction and meet requirements.

"The portal greatly increases information about an officer through a resume that offers relevant
information not otherwise contained within the traditional officer record brief,"

However, Evans said AIM 2.0 is not the final product, but is rather a bridge to the Army's premier
talent management system, known as the Integrated Personnel and Pay System-Army (IPPS-A),
which will eventually replace it.

By 2020, the goal is to have IPPS-A at full operating capability Army-wide, for all components,
officers and enlisted.

The 25 variables that go into IPPS-A. They are:

1. Civilian education
2. Accessions data
3. Military education
4. Self-professed knowledge
5. Thesis and capstone
6. Awards, badges, tabs and other decorations
7. Professional licenses, certificates and skills
8. Self-professed attributes
9. Languages and level of proficiency in each
10. Additional duties
11. Personal goals, passions and achievements
12. Endorsements, references and social network statuses
13. Previous succession planning
14. Writing sample and assessments
15. Unit climate survey/peer assessments
16. Cultural experience and proficiency
17. Deployments and exercises
18. Military work experience
19. Civilian work experience
20. Manner of performance (evaluations and performance metrics)
21. Personal readiness
22. Photo
23. Restrictions
24. Qualification scores
25. Soldier preferences

See Also 2019 Military Pay Charts >>
Army Talent Management
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