![]() However, out of the 250 remaining assignments, over 50 were from my last duty station and at least 30 were 89E (EOD) positions that I was not qualified to fill. After excluding all those assignments, I was left with approximately 250 assignments. In addition to those assignments, there were over 150 overseas assignments, including 30 in Korea. Despite this however, there were least 100 KD assignments in my marketplace. I am also preparing for my PZ promotion board within the next 60 days (February 2020). I am married, but currently serving in Korea (unaccompanied). Out of the approximately 500 assignments I saw in AIM 2.0, less than half of them were valid options for me. When it comes to assignments in AIM 2.0 however, seeing is not always believing. HRC will use this assignment prioritization list to assign officers to broadening assignments based on their past performance and unique skills. These assignments are categorized into three areas: tactical, institutional, and scholastic. Broadening assignments, develop an officer’s capability to see, work, learn, and contribute their skills outside their own perspective or individual level of understanding. Company and Field Grade officers are required to spend 12-24 months in a KD assignment. Key Developmental (KD) assignments, are positions that are deemed fundamental to the development of an officer’s capabilities in their core branch or Functional Area (FA) competencies, deemed critical by senior Army leadership to provide experience across the Army’s strategic mission. Only officers who have been carefully developed through attendance at the right education level and the right assignment experiences will be selected for a nominative position by HRC. These assignments include Nominative, Key Development and Broadening assignments. There are primarily three types of assignments officers will see in AIM 2.0. ![]() The position information column provides position information, unit information, Knowledge, Skills and Behavior (KSB), unit comments, and the incumbent for a particular position. The labels column shows filters created in AIM 2.0 to direct the officer’s attention to certain jobs that align with career progression. The unit interest column shows the officer that the unit is interested in them if the unit places a check mark in the column. The second number represents the total number of officers available to apply for that position. The first number is the amount of officers a unit has preferenced for that assignment. The unit activity column contains two numbers (0/0). The popularity column allows the officer to see the number of officers in AIM 2.0 that have preferenced a particular assignment in their top 10. The skill column allows the officer to see what skills positions are available to them in AIM 2.0. The grade column allows the officer to see what ranks are available to them in AIM 2.0. The location column allows the officer to see what installation they will be assigned to. The unit description column allows the officer to see what unit they will be assigned to. The duty title column allows the officer to see what position is available in the unit. The officer’s top three choices or top 10% (whichever is greater), show the unit the officer is interested in that position. The interest column allows the officer to rank order their preferences. The first column is interest, followed by duty title, location, grade, skill, popularity, unit activity, unit interest, labels and position information. ![]() The AIM 2.0 system is comprised of ten columns every officer should know about. I did this, to not only chronicle my experience, but to better assist my fellow officers as they prepare for their future engagement in AIM 2.0. Throughout my journey, I feverishly took notes, chronicling detailed marketplace opinions. Armed with this knowledge, I began my two-month Talent Management journey, sifting through the hundreds of assignments for PCS Cycle 20-02. The six principles are the officer’s talents, unit vacancies, unit readiness, job fill, eligibility and transparency. ![]() According to Human Resources Command (HRC), there are six principles they use as guidelines to provide the best Talent Management assignment results for officers and units participating in AIM 2.0.
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