NCOA DLC 3 Questions and Answers 100%
Correct
Preventive Discipline Processes/actions designed to keep someone from doing something
undesirable. For example, initial feedback sessions are a mandatory process designed to inform
subordinates of policies, procedures, rules, to hopefully prevent potential infractions and UCMJ
violations down the road
Standards are morals, ethics, or habits established by an authority, custom, or an
individual as acceptable behavior.
Types of Discipline • Military • Imposed • Self-discipline • Task • Group • Unit
Administration Actions tools are corrective in nature, not punitive
Punitive Actions actions are also considered corrective tools, but in most cases, result in a
permanent bad mark in the member's service record
,Discipline Model (DM) is a system of three Arenas that if used correctly can help uphold
standards and discipline in the Air Force. The three Arenas consist of Prevention, Correction,
and Punishment and are intended to build upon one another and if taken seriously, each
preceding Arena can serve to preclude the following Arena.
Prevention is to "Prevent" or stop problems before they occur. The unethical behaviors
that go against what govern our core values are detrimental to the personnel or productivity of
a work center. Supervisors who exercise preventive measures are less likely to face as many
major discipline issues in their work centers. Prevention is all about setting standards or "line of
acceptability", establishing rapport, and creating a climate of accountability.
Correction is designed to address ineffective and inappropriate behavior, and seek to
bring subordinates' behavior back within acceptable boundaries using the least amount of force
necessary
Punishment purpose is to correct and rehabilitate those who repeatedly or blatantly
violate standards. Only officers on G-series orders can punish enlisted members and only
through Article 15 or courts-martial processes. Commander only discipline (Punishment)
includes Articles 15, courts-martial, administrative demotions, and discharge
characterization/recommendations.
,Progressive Discipline Process (PDP) -Establish Standards
- Monitor
-Apply the PDP
Unfavorable Information File (UIF) Program commanders, supervisors, and other persons
in authority can issue administrative counseling, admonition, and reprimand. These actions are
intended to improve, correct, and instruct subordinates who depart from standards of conduct
or performance, on or off duty, and whose actions degrade the unit's mission.
Informal counseling used with minor misconduct and first-time offenses, can be an
effective first step for you. It's a good idea to document verbal counseling sessions with a
"Memo for Record (MFR)" that provides a brief description of matters discussed, then sign and
place in the member's Personnel Information File (PIF).
• Formal counseling is required when misconduct warrants stronger action than informal
counseling or when the behavior has continued despite previous informal counseling efforts.
Formal counseling is especially important for any behavior that's contrary to Air Force
standards.
, Referral counseling is used when you're aware of a problem a subordinate is experiencing
that goes beyond the scope of the subordinate's and the supervisor's abilities. In this type of
instance, the supervisor would appropriately refer the subordinate to one of the following
individuals or agencies that normally handle referral situations: first sergeant, military personnel
flight, legal office, area defense counsel, chaplain, family support center, military equal
opportunity, or base clinic/hospital.
Admonition (also known as an admonishment either verbal or written, is more severe
than counseling. Use it for infractions serious enough to warrant admonishment but not serious
enough to warrant reprimand.
Reprimand either verbal or written, is more severe than counseling or admonishment
and indicates a stronger degree of official censure
Control Roster (command directed) is a 6-month observation period for individuals
whose duty performance is substandard or who fail to meet or maintain Air Force standards.
Correct
Preventive Discipline Processes/actions designed to keep someone from doing something
undesirable. For example, initial feedback sessions are a mandatory process designed to inform
subordinates of policies, procedures, rules, to hopefully prevent potential infractions and UCMJ
violations down the road
Standards are morals, ethics, or habits established by an authority, custom, or an
individual as acceptable behavior.
Types of Discipline • Military • Imposed • Self-discipline • Task • Group • Unit
Administration Actions tools are corrective in nature, not punitive
Punitive Actions actions are also considered corrective tools, but in most cases, result in a
permanent bad mark in the member's service record
,Discipline Model (DM) is a system of three Arenas that if used correctly can help uphold
standards and discipline in the Air Force. The three Arenas consist of Prevention, Correction,
and Punishment and are intended to build upon one another and if taken seriously, each
preceding Arena can serve to preclude the following Arena.
Prevention is to "Prevent" or stop problems before they occur. The unethical behaviors
that go against what govern our core values are detrimental to the personnel or productivity of
a work center. Supervisors who exercise preventive measures are less likely to face as many
major discipline issues in their work centers. Prevention is all about setting standards or "line of
acceptability", establishing rapport, and creating a climate of accountability.
Correction is designed to address ineffective and inappropriate behavior, and seek to
bring subordinates' behavior back within acceptable boundaries using the least amount of force
necessary
Punishment purpose is to correct and rehabilitate those who repeatedly or blatantly
violate standards. Only officers on G-series orders can punish enlisted members and only
through Article 15 or courts-martial processes. Commander only discipline (Punishment)
includes Articles 15, courts-martial, administrative demotions, and discharge
characterization/recommendations.
,Progressive Discipline Process (PDP) -Establish Standards
- Monitor
-Apply the PDP
Unfavorable Information File (UIF) Program commanders, supervisors, and other persons
in authority can issue administrative counseling, admonition, and reprimand. These actions are
intended to improve, correct, and instruct subordinates who depart from standards of conduct
or performance, on or off duty, and whose actions degrade the unit's mission.
Informal counseling used with minor misconduct and first-time offenses, can be an
effective first step for you. It's a good idea to document verbal counseling sessions with a
"Memo for Record (MFR)" that provides a brief description of matters discussed, then sign and
place in the member's Personnel Information File (PIF).
• Formal counseling is required when misconduct warrants stronger action than informal
counseling or when the behavior has continued despite previous informal counseling efforts.
Formal counseling is especially important for any behavior that's contrary to Air Force
standards.
, Referral counseling is used when you're aware of a problem a subordinate is experiencing
that goes beyond the scope of the subordinate's and the supervisor's abilities. In this type of
instance, the supervisor would appropriately refer the subordinate to one of the following
individuals or agencies that normally handle referral situations: first sergeant, military personnel
flight, legal office, area defense counsel, chaplain, family support center, military equal
opportunity, or base clinic/hospital.
Admonition (also known as an admonishment either verbal or written, is more severe
than counseling. Use it for infractions serious enough to warrant admonishment but not serious
enough to warrant reprimand.
Reprimand either verbal or written, is more severe than counseling or admonishment
and indicates a stronger degree of official censure
Control Roster (command directed) is a 6-month observation period for individuals
whose duty performance is substandard or who fail to meet or maintain Air Force standards.
