NCOA DLC-OA-Test-3 2025 Questions
and Answers
Unit Discipline - ....ANSWER☑️☑️...-Airmens willingness to do good of the unit, it
demands habitual but reasoned obedience that preserves intiative and functions
even in the absence of the commander
Group Discipline - ....ANSWER☑️☑️...-You must "pull your own weight," and at
times you may have to deny some personal preferences for the good of your group,
section, and unit
Adverse Administration and Punitive Actions Discipline - ....ANSWER☑️☑️...-These
are quality force management tools available to supervisors, superiors, and
commanders
Self-Discipline - ....ANSWER☑️☑️...-A willing and instinctive sense of responsibility
that leads you to do whatever needs to be done; far above your acceptance of
imposed discipline
Preventive Discipline - ....ANSWER☑️☑️...-Processes/actions designed to keep
someone from doing something undesirable.
Military Discipline - ....ANSWER☑️☑️...-Founded upon respect for and loyalty to
properly constituted authority; it's that mental attitude and state of training which
renders obedience instinctive under all conditions.
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 1
,Task Discipline - ....ANSWER☑️☑️...-Requires a strong sense of responsibility in
performing your job to the best of your abilities, volunteering for the tough jobs, and
working overtime, if necessary, to accomplish your mission as it relates to the Air
Force mission.
The Discipline Model (DM) - ....ANSWER☑️☑️...-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.
DM Arena 1(Prevention) - ....ANSWER☑️☑️...-• Set Standard (Line of
Acceptability), Establish rapport • Create climate of accountability • Communication •
Leading by Example
DM Arena 2 - Correction - ....ANSWER☑️☑️...-• Bring back to set standards Line of
Acceptability • (VWCAR) Verbal and written counseling, admonishment, and
reprimand • Recommend UIF or Control Roster • Admin demote • Non-recommend
for reenlistment • Referral EPR • Recommend admin discharge Remember,
administrative tools are corrective in nature, not punitive. If the administrative
correction tools don't rehabilitate the person this is where you move forward from
Correction to Punishment, the "Commander's Only" zone.
DM Arena 3 - Punishment - ....ANSWER☑️☑️...-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. A
simple way to look at Punishment is that something is being done to discourage the
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 2
,poor behavior from occurring again. It can come in the form of extra duties, loss of
money, loss of freedom, reduction in rank, and less than honorable and dishonorable
discharges. You often hear the word punishment associated with LOCs, LOAs,
LORs, and UIFs. These are NOT punishment but adverse administrative actions.
Counseling (Verbal or Written) - ....ANSWER☑️☑️...-"Counseling helps people use
good judgment, assume responsibility, and face and solve problems." When you are
counseling consider this, "Counselors assist subordinates in developing skills,
attitudes, and behaviors that are consistent with maintaining the Air Force's
readiness."
Informal counseling - ....ANSWER☑️☑️...-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 - ....ANSWER☑️☑️...-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. Supervisors can use an AF Form
174, Record of Individual Counseling (RIC), prepared IAW AFI 36-2907, Unfavorable
Information File or a letter of counseling (LOC) to record the counseling session.
Referral counseling - ....ANSWER☑️☑️...-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
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 3
, counsel, chaplain, family support center, military equal opportunity, or base
clinic/hospital.
Admonitions and Reprimands - ....ANSWER☑️☑️...-An 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. A letter of admonishment indicates a mid-range level of written
disapproval for serious infractions and/ or repeat infractions and is most often
presented in a formal setting. A letter of admonition (LOA) or letter of reprimand
(LOR) is appropriate when a letter of counseling has failed to correct a problem or
when the misconduct is too serious for mere counseling. A reprimand, either verbal
or written, is more severe than counseling or admonishment and indicates a stronger
degree of official censure. Use an LOR for those acts not severe enough for non-
judicial punishment, but in situations where verbal or written counseling or
admonishment would not sufficiently address the misconduct. An LOR indicates the
highest degree of written censure for the most serious infractions and/or repeat
infractions and is always presented in a formal setting. It should be done in the most
professional and serious way possible. It's a one-way communication. The
subordinate may even be required to report in their service dress uniform and to
stand at attention. This formality and tone helps the subordinate see the significance
of his/her infraction.
The Unfavorable Information File (UIF) - ....ANSWER☑️☑️...-is a paper or electronic
file maintained by the Military Personnel Section (MPS). Once a UIF is established it
shows up on personnel reports for as long as it exists. UIFs can exist for only one
year or as long as several years depending on the types of documents it contains
and when documents were placed in the folder. The most important thing to
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 4
and Answers
Unit Discipline - ....ANSWER☑️☑️...-Airmens willingness to do good of the unit, it
demands habitual but reasoned obedience that preserves intiative and functions
even in the absence of the commander
Group Discipline - ....ANSWER☑️☑️...-You must "pull your own weight," and at
times you may have to deny some personal preferences for the good of your group,
section, and unit
Adverse Administration and Punitive Actions Discipline - ....ANSWER☑️☑️...-These
are quality force management tools available to supervisors, superiors, and
commanders
Self-Discipline - ....ANSWER☑️☑️...-A willing and instinctive sense of responsibility
that leads you to do whatever needs to be done; far above your acceptance of
imposed discipline
Preventive Discipline - ....ANSWER☑️☑️...-Processes/actions designed to keep
someone from doing something undesirable.
Military Discipline - ....ANSWER☑️☑️...-Founded upon respect for and loyalty to
properly constituted authority; it's that mental attitude and state of training which
renders obedience instinctive under all conditions.
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 1
,Task Discipline - ....ANSWER☑️☑️...-Requires a strong sense of responsibility in
performing your job to the best of your abilities, volunteering for the tough jobs, and
working overtime, if necessary, to accomplish your mission as it relates to the Air
Force mission.
The Discipline Model (DM) - ....ANSWER☑️☑️...-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.
DM Arena 1(Prevention) - ....ANSWER☑️☑️...-• Set Standard (Line of
Acceptability), Establish rapport • Create climate of accountability • Communication •
Leading by Example
DM Arena 2 - Correction - ....ANSWER☑️☑️...-• Bring back to set standards Line of
Acceptability • (VWCAR) Verbal and written counseling, admonishment, and
reprimand • Recommend UIF or Control Roster • Admin demote • Non-recommend
for reenlistment • Referral EPR • Recommend admin discharge Remember,
administrative tools are corrective in nature, not punitive. If the administrative
correction tools don't rehabilitate the person this is where you move forward from
Correction to Punishment, the "Commander's Only" zone.
DM Arena 3 - Punishment - ....ANSWER☑️☑️...-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. A
simple way to look at Punishment is that something is being done to discourage the
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 2
,poor behavior from occurring again. It can come in the form of extra duties, loss of
money, loss of freedom, reduction in rank, and less than honorable and dishonorable
discharges. You often hear the word punishment associated with LOCs, LOAs,
LORs, and UIFs. These are NOT punishment but adverse administrative actions.
Counseling (Verbal or Written) - ....ANSWER☑️☑️...-"Counseling helps people use
good judgment, assume responsibility, and face and solve problems." When you are
counseling consider this, "Counselors assist subordinates in developing skills,
attitudes, and behaviors that are consistent with maintaining the Air Force's
readiness."
Informal counseling - ....ANSWER☑️☑️...-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 - ....ANSWER☑️☑️...-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. Supervisors can use an AF Form
174, Record of Individual Counseling (RIC), prepared IAW AFI 36-2907, Unfavorable
Information File or a letter of counseling (LOC) to record the counseling session.
Referral counseling - ....ANSWER☑️☑️...-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
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 3
, counsel, chaplain, family support center, military equal opportunity, or base
clinic/hospital.
Admonitions and Reprimands - ....ANSWER☑️☑️...-An 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. A letter of admonishment indicates a mid-range level of written
disapproval for serious infractions and/ or repeat infractions and is most often
presented in a formal setting. A letter of admonition (LOA) or letter of reprimand
(LOR) is appropriate when a letter of counseling has failed to correct a problem or
when the misconduct is too serious for mere counseling. A reprimand, either verbal
or written, is more severe than counseling or admonishment and indicates a stronger
degree of official censure. Use an LOR for those acts not severe enough for non-
judicial punishment, but in situations where verbal or written counseling or
admonishment would not sufficiently address the misconduct. An LOR indicates the
highest degree of written censure for the most serious infractions and/or repeat
infractions and is always presented in a formal setting. It should be done in the most
professional and serious way possible. It's a one-way communication. The
subordinate may even be required to report in their service dress uniform and to
stand at attention. This formality and tone helps the subordinate see the significance
of his/her infraction.
The Unfavorable Information File (UIF) - ....ANSWER☑️☑️...-is a paper or electronic
file maintained by the Military Personnel Section (MPS). Once a UIF is established it
shows up on personnel reports for as long as it exists. UIFs can exist for only one
year or as long as several years depending on the types of documents it contains
and when documents were placed in the folder. The most important thing to
…FOR STUDY PURPOSES ONLY…©️ 2025 ALL RIGHTS RESERVED…. 4
