Counseling - Not Recommended for Promotion
| PART II - BACKGROUND INFORMATION
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Purpose of Counseling:
Quarterly Promotion Counseling - Not Recommended
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PART III - SUMMARY OF COUNSELING
Complete this section during or immediately subsequent to counseling.
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As your supervisor, I am responsible for your welfare and your career progression. I take these duties very seriously and do my best to ensure you have all the training and tools necessary for success. At this time, I feel like I am working harder on your career progression than you are and, in my opinion, your overall performance does not warrant promotion consideration. I have decided not to recommend you for the promotion board this quarter.
The reason for my decision is that you have not shown enough initiative in your duties. When we do not have any jobs awaiting maintenance, that does not mean there is nothing to do. There is always something to do. If nothing else, there is training, ancillary duties, and cleaning. In addition, you spend too much time on the phone. At any time of the day, I can pretty much count on finding you on the phone in the corner. That is not professional. There should be zero personal calls at work unless it's an emergency.
I know that you are a team player and when necessary, you are ready to work, day or night, as long as it takes, to get the job done. But your actions on a daily basis don't support that perception. Your uniform looks sharp as always but it takes more than a sharp uniform to establish yourself as a responsible and dependable Soldier. It takes action.
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OTHER INSTRUCTIONS
This form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement. For separation requirements and notification of loss of benefits/consequences see local directives and AR 635-200.
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DA FORM 4856-E, JUN 99 EDITION OF JUN 85 IS OBSOLETE
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Plan of Action:
Due to my observation of your performance, I don't feel that you are ready for increased responsibility or promotion.
Beginning today, you should examine your performance and try to understand how others might view it. Does anyone else routinely show up for work exactly on time or five minutes late? Does anyone else in our shop constantly receive phone calls? Talk to your friends and ask them to limit their calls. Make an effort to be early for work or to at least not be the last person here. When there's no pending jobs, remember to work on your ancillary duties. We never know when we're going to have a COMSEC inspection. There is a lot going on in our shop and we need the efforts of all of our members to keep us on top of our duties. Your observations and participation is welcome in all workcenter matters.
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Session Closing: (The leader summarizes the key points of the session and checks to ensure the subordinate understands the plan of action. The subordinate agrees/disagrees and provides remarks if appropriate)
SGT Smith will continue his training and we will coordinate with the NCOIC to make sure he has access to the safe when he is working. SGT Smith is an enthusiastic Soldier who will continue to enjoy the challenges our work provides.
Individual counseled: I agree / disagree with the information above
Individual counseled remarks:
Signature of Individual Counseled: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date: _ _ _ _ _ _
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Leader Responsibilities: (Leader's responsibilities in implementing the plan of action)
I will ensure that our leadership is aware of this counseling and will provide guidance and assistance if requested.
Signature of Counselor: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Date: _ _ _ _ _ _
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| PART IV - ASSESSMENT OF THE PLAN OF ACTION
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Assessment: (Did the plan of action achieve the desired results? This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling)
SGT Smith continues to progress satisfactorily.
Counselor: _ _ _ _ _ _ _ _ _ _ _ _ _ Individual Counseled: _ _ _ _ _ _ _ _ _ _ _ _ Date: _ _ _ _ _
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Note: Both the counselor and the individual counseled should retain a record of the counseling.
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