This Briefing is UNCLASSIFIED United States Strategic Command CMSgt USAF Command First Sergeant Progressive Discipline Brought to you by: AFMentor.comAFMentor.com.

This Briefing is UNCLASSIFIED

United States Strategic United States Strategic CommandCommand

CMSgt

USAF Command First Sergeant

Progressive Discipline

Brought to you by: AFMentor.com

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PURPOSE

To solicit a controlled behavioral response from a troop who failed to

meet standards.

Get the troop back on track or on the road to the gate.

“ Every Wal-Mart needs cart pushers”

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GOLDEN RULE OF DISCIPLINE

DOCUMENT, DOCUMENT, DOCUMENT! If it’s important enough for you to worry

about, it is important enough to document

If it isn’t written down it didn’t happen in the eyes of the adjudicating authorities

Saves aggravation later when your patience has run out

4UNCLASSIFIED

SUPERVISOR AND THE TROOP

• What is the roll of the supervisor?

• What are your limitations?

• Where should your loyalty lie…..

- With the troop or the mission?

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THREE STEP PROCESS

Prevention – Everything you do as a leader keeps problems from occurring (walk the walk)

Correction – Actions to address those who violate standards but are not deserving of formal punishment (clarifying expectations, letting them know you are disappointed, butt chewing, etc.)

Punishment – punitive measures against those who repeatedly grievously violate

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COMMUNICATE STANDARDS

Starts your first day of supervisionMust not soft shoe what you expectStandards for Dummies is best approachExplain consequences for not meeting

your expectations Initial feedback, periodic feedbacks,

mentoring sessions, etc.

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LEAD BY EXAMPLE

- Be what you want your troops to be- Be consistent in your efforts- Don’t try to BS your troops, they are more

savvy than you think- Understand that they are always watching

and will follow your lead

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ENFORCE THE STANDARD

Moving into the correction modeYou’re not their friend you’re their

boss…act like itDon’t pass the buck by blaming the Chief

or Commander for you having to take action

Be consistent in your efforts and don’t be afraid to pull the trigger

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TOOLS FOR CORRECTION

Verbal CounselingWritten Counseling / Admonishment /

ReprimandUIFControl RosterArticle 15, Non-Judicial PunishmentAdministrative DemotionAdministrative Separation

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COUNSELING

Lowest level of corrective actionVerbal or writtenAF Form 174 vs Letter of CounselingHave member acknowledge, provide

commentsShould file in PIF (Desk Drawer doesn’t

give command authorities big picture)Can always request to be removed from

PIF once it is has served its purpose

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Admonishment / Reprimand

• More severe, official censure

• Should be written when possible

• Use service specific format since it may come into play in other administrative or punitive actions

• Have member acknowledge and allow 3 duty days for member to provide comments

• File both Admonishment / Reprimand and members comments in official file (PIF)

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UNFAVORABLE INFORMATION FILE (UIF)

Serves as depository for derogative information for serious and repeat offenders

Used by command to determine future actions

Remains active for 1-2 years depending on circumstances

Only Commander can place documents in or remove documents from a UIF

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IMPACT OF UIF

Member is formally identified as having difficulty maintaining standards

Eliminated for competition for awards (Qtrly, Annual, Decorations, etc.)

Actions resulting in the UIF affect EPRServes as “flag” on all quality force

records in MILPDSFollows member as long as it is active

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CONTROL ROSTER

Designed to monitor an individual’s conduct or performance for a specific period of time (6 months)

Listing of those requiring special attention or observation

Provides individual one last chance to show improvement and meet standards

Makes member aware we mean it

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IMPACT OF CONTROL ROSTER

Essentially “freezes” member Ineligible for reenlistment, promotion,

PCS (except must moves), and retrainingCJR’s and Promotion line numbers

cancelledNot to be used as substitute for other

appropriate disciplinary action (i.e. Art 15)

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ADMINISTRATIVE DEMOTION

Reduces the member in grade due to deficiencies in performance/conduct

Initiated by Unit CCApproved by SPCM authority (usually

wing CC) for E1-E7 and GCM (NAF CC) for E8-E9

Must have documented history of failure to perform at level expected of current grade

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ADMINISTRATIVE SEPARATION

Discharges member when other means to correct behavior have failed

Last resort / Final solution Initiate by Unit CCApproved by SPCM or GCM authority

depending on reason for dischargeMember does have right to challenge or

appeal decision

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PUNISHMENTS

Non-Judicial punishment, Art 15 (UCMJ)Judicial, Courts-Martial (UCMJ)

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ARTICLE 15

• One of the CC’s most valuable tools in maintaining good order and discipline

• Gives CC the flexibility to punish members for offenses that may not be suited for immediate referral to courts-martial

• Imposed by CC after consultation with member’s Chain of Command

• Can only be offered if ready to go to court

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ARTICLE 15 POINTS TO PONDER

• Does not equate to a court conviction

• Member may elect court-martial

• Member can appeal punishment

• 4 month grace period where CC can set aside, suspend, mitigate or remit punishment

• Filed in AFPC permanent record

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COURT-MARTIAL

• Punishment for those committing serious offenses or for those turning down Art 15

• Court-martial conviction equates to a federal court conviction

• Preponderance of evidence standard applies with assumption of innocence at start of the proceedings

• SJA handles all required procedures

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FINAL POINTS

• Your involvement in the disciplinary process is critical from prevention to punishment

• Get smart on the UCMJ and ask for advice when you have a troop who just isn’t getting it

• Don’t be afraid to go hard early and often to keep your troops on track

•Document, Document, Document

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WRAP IT UP

Questions?

America’s Air Force

The Most Respected and Feared Air and Space Force on the

Planet

“WE BRING THE PAIN”