Professional Documents
Culture Documents
LEADERSHIP DOCTRINE
COUNSELING OVERVIEW
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Values
★ The Army’s values of Loyalty, Duty, &
Selfless Service requires us to counsel.
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Values
★ The Army’s value of Respect requires us
to find the best way to communicate that
feedback.
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Leadership Doctrine
Appendix “C”
Developmental Counseling
(Supersedes FM 22-101)
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Current Counseling
Requirements
AR 623-205 NCOER
Quarterly Performance Counseling
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Why did we change?
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Developmental
Counseling
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Counsel
★ WEBSTER II’s definition:
– An exchange of opinions and ideas in order to reach a decision: “Consultant”
★ FM 22-100’s definition:
– Subordinate-centered communication which leads to the achievement of
individual and unit goals.
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Where are we now ?
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TYPES OF COUNSELING
★ Event-Oriented:
- Specific instances of superior or substandard
performance
- Reception and integration
counseling
- Crisis counseling
- Referral counseling
- Promotion counseling
- Separation counseling
★ Performance/Professional Growth:
- What does this counseling session address?
- Near Term: Quarterly
- Long Term: 1-5 years (career map)
- What is the purpose or endstate of this session?
- Pathway to Success = Plan of Action
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Developmental Counseling
Process
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DEVELOPMENTAL COUNSELING FORM
For use of this form see FM 22-100.
DATA REQUIRED BY THE PRIVACY ACT OF 1974
AUTHORITY: 5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN)
PRINCIPAL PURPOSE: To assist leaders in conducting and recording counseling data pertaining to subordinates.
ROUTINE USES: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary.
DISCLOSURE: Disclosure is voluntary.
PART I - ADMINISTRATIVE DATA
Name (Last, First, MI) Rank / Grade Social Security No. Date of Counseling
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.
Plan of Action: (Outlines actions that the subordinate will do after the
counseling session to reach the agreed upon goal(s). The actions must be
specific enough to modify or maintain the subordinate’s behavior and
include a specific time line for implementation and assessment (Part IV
below):
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Session Closing: (The leader summarizes the key points of the session and checks if the subordinate understands the
plan of action. The subordinate agrees/disagrees and provides remarks if appropriate):
Individual counseled: I agree / disagree with the information above
Assessment: (Did the plan of action achieve the desired results? This
section is completed by both the leader and the individual counseled and
Signature of Individual Counseled: _________________________________________ Date: _____________________
Conduct counseling
Follow up
COUNSELING OVERVIEW
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Quality versus Quantity
Chapter 2
Responsibilities
a. All Commanders will ensure soldiers receive Professional Growth
Counseling quarterly (AC) semiannual (RC). Leaders of soldiers in the
rank of Private to Specialist will conduct this counseling using DA Form
4856 as explained in FM 22-100. Noncommissioned Officers (CPL and
above) will be conducted IAW AR 623-205,NCOER. Face to face
developmental counseling between the leader and the soldier is accomplished
in order to improve performance and professionally develop the soldier. It is
the process where subordinate centered communication produces a plan
of action. Soldiers then follow these plans of actions in order to achieve
individual and organizational goals.
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Support to the Field
Current
Developmental Counseling Video was released 15 July 2000
as part of a Chain Teaching Packet with Army Leadership.
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Support to the Field
Current
Developmental Counseling Video was released 15 July 2000
as part of a Chain Teaching Packet with Army Leadership.
Future
WEB Libraries: To support; Leader’s Book, NCODP,
Sergeants’ Time
COUNSELING OVERVIEW
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AR 635-200 Separation
Requirements
1. AR 635-200, para 1-18b: Prior to initiating a separation action on a soldier for bad
conduct or poor performance that soldier will be counseled by a responsible person about his
or her deficiencies at least once before initiating separation action.
2. The soldier’s counseling or personnel records must establish that the soldier was afforded
a reasonable opportunity to overcome the deficiencies.
3. Counseling will be conducted per paragraph 17-3 and must include:
a. Reason for counseling
b. That separation action may be initiated if the behavior continues.
c. The type of discharge that could result from the possible separation action and the
effect of each type.
4. AR 635-200, para 17-3: The counseling instructions will include a comprehensive
explanation of the following:
a. The types of discharge certificates.
b. The basis for issuance of each type of certificate.
c. The possible effects of the various certificates on reenlistment, civilian employment, veterans’
benefits, and related matters.
d. The unlikelihood that the soldier will be successful in any attempt to have the character of his or
her service changed. COUNSELING OVERVIEW
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QUESTIONS?
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