Chapter 1: Standards and Discipline Flashcards
During A1C Hall’s initial feedback, SSgt Irvin says, “When working the customer service desk, answer all phone calls before the third ring, politely identify yourself and this unit, and offer assistance to each caller. Furthermore, because our nation and other countries consider us professionals, we must strive for excellence in everything we do. Finally, if you fail to meet my expectations or to comply with all directives, you can expect a swift response from me.”
SSgt Irvin’s actions BEST illustrate \_\_\_\_\_\_\_\_\_\_\_\_\_.
a. standards and discipline
b. the Air Force Core Values
c. use of earned authority
a. standards and discipline
SSgt Cooper’s actions best illustrate standards and discipline, which according to the Standards and Discipline chapter, includes preventive and corrective discipline. Preventive discipline stops a problem from happening before it starts. Examples of preventive discipline are initial feedbacks, safety briefings, etc. Standards form the foundation for expectations and discipline and they must be achievable/ attainable (answer phone calls), specific (before the third ring), observable (before third ring…), and measurable: quality (politely).
SSgt Vera is concerned about her subordinate, A1C Jackson. When he first arrived to the unit, he was an eager self-starter and had plenty of questions during his initial feedback to make sure he understood his supervisor’s line of acceptability. However, last week Jackson failed to complete his assignments by the deadline, causing production to fall. Vera waits and hopes he will self-correct. Today, Jackson missed another important deadline. Fed up, Vera issues Jackson a letter of admonishment.
SSgt Vera’s \_\_\_\_\_\_\_\_\_\_\_\_\_ will MOST likely \_\_\_\_\_\_\_\_\_\_\_\_\_\_ her effectiveness.
a. inappropriate use of punishment; decrease
b. appropriate use of punishment; increase
c. inappropriate use of PDP; decrease
d. appropriate use of PDP; increase
c. inappropriate use of PDP; decrease
According to the Standards and Discipline chapter, counseling is the first step of the PDP. SSgt McCarty should have started with either a verbal counseling or an LOC the first time Anderson failed to meet standards (failed to complete assignments). Although supervisors have flexibility for what level of PDP a supervisor can start with, counseling should still be the first step in situations that are not exceptionally severe. A1C Anderson will probably become distrusting of his supervisor and the mission will likely suffer due to the deteriorated relationship.
___________are morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior.
Answer: standards
Training, correction, or following established standards can be defined as __________?
discipline
What are some examples of preventive discipline?
Examples of preventive discipline include initial feedbacks, safety briefings, rewards, and training/education. Preventive measures are important because they emphasize communication of standards, two-way communication, and encouraging each person to do his/her best.
What is NCO authority? Where does it come from?
NCO authority is defined as “the right to act and command”, and comes from two legal sources: Article 91 of the UCMJ (Insubordinate conduct toward a warrant officer, noncommissioned officer, or petty officer), and Article 92 of the UCMJ (Failure to obey an order or regulation).
What is the purpose of the progressive discipline process?
Answer:
The progressive discipline process is a model for administering discipline appropriate to the infraction, and its purpose is to help supervisors enforce standards consistently and equally, as well as provide a method for achieving maximum results with minimum force necessary.
What are some ways to document counseling sessions?
Answer:
Some ways to document counseling sessions would be through using MFRs to document verbal corrections, counseling, admonishments, and reprimands, Letter of Counseling, Letter of Admonishment, Letter of Reprimand, or AF Form 174 (AF Counseling Form).
What is the supervisor’s role in punishment?
Answer:
The supervisor’s role in punishment is to know your Airman well enough to advise the commander on appropriate punishment based on past performance and future potential and current (and future) family and financial situations. Support the commander’s decision, even if you do not agree with it. Also to monitor and support the airman as he or she goes through the punishment process.
Scenario 1:
MSgt Adams tells SrA Blanco, “Congratulations on completing Airman Leadership School. Effective immediately, you are the supervisor for A1C Pelkey, AB Halbisen, and A1C Swift.” Blanco immediately conducts an initial feedback session with each airman. Over the next four months, Blanco gets to know his subordinates. About a month ago, he noticed Swift coming in late so he reminded Swift of his duty hours and re-emphasized the importance of being on time. During the conversation, Swift said, “I understand the standard; it won’t happen again.” Two days ago, when Swift came in late, Blanco called him into his office and said, “You are late again, and I’ve noticed a significant decline in the quantity and timeliness of your work. What is going on?” Swift responded, “I haven’t been sleeping well and I’ve been experiencing some family problems.”
- Moss will see his supervisor cares about him and will work hard to regain his supervisor’s trust
- Moss will get the help he needs to keep him from having further financial issues/difficulty
- The work center may come closer to support Moss
- The unit personnel will respect leadership for holding people accountable
- Some members of the work center may start gossiping; will need squelched
- Some of the work center personnel might “side” with Moss and feel the punishment was too harsh/may cause a rift in the unit
- If you were SrA Blanco, what would you say to A1C Swift and why?
Answer:
I would express my concern about his family issues
I would refer him to Airman Family Readiness Center
I would let him know his behavior is unacceptable
Scenario 1:
MSgt Adams tells SrA Blanco, “Congratulations on completing Airman Leadership School. Effective immediately, you are the supervisor for A1C Pelkey, AB Halbisen, and A1C Swift.” Blanco immediately conducts an initial feedback session with each airman. Over the next four months, Blanco gets to know his subordinates. About a month ago, he noticed Swift coming in late so he reminded Swift of his duty hours and re-emphasized the importance of being on time. During the conversation, Swift said, “I understand the standard; it won’t happen again.” Two days ago, when Swift came in late, Blanco called him into his office and said, “You are late again, and I’ve noticed a significant decline in the quantity and timeliness of your work. What is going on?” Swift responded, “I haven’t been sleeping well and I’ve been experiencing some family problems.”
- Moss will see his supervisor cares about him and will work hard to regain his supervisor’s trust
- Moss will get the help he needs to keep him from having further financial issues/difficulty
- The work center may come closer to support Moss
- The unit personnel will respect leadership for holding people accountable
- Some members of the work center may start gossiping; will need squelched
- Some of the work center personnel might “side” with Moss and feel the punishment was too harsh/may cause a rift in the unit
- What actions (administrative or otherwise) would you take and why?
Answer:
- I would issue a letter of counseling because it’s the next step in the PDP. Swift’s behavior needs correction and he was already verbally counseled last month for being late
- I would do a verbal admonishment because Swift needs to be returned to standards (being on time and work completion) and he’s a repeat offender with added failure to meet standards (work completion)
- I would issue a letter of admonishment because Swift has already been late and was verbally counseled a month ago; Blanco needs to get Swift’s attention for being on time and work completion
Scenario 1:
MSgt Adams tells SrA Blanco, “Congratulations on completing Airman Leadership School. Effective immediately, you are the supervisor for A1C Pelkey, AB Halbisen, and A1C Swift.” Blanco immediately conducts an initial feedback session with each airman. Over the next four months, Blanco gets to know his subordinates. About a month ago, he noticed Swift coming in late so he reminded Swift of his duty hours and re-emphasized the importance of being on time. During the conversation, Swift said, “I understand the standard; it won’t happen again.” Two days ago, when Swift came in late, Blanco called him into his office and said, “You are late again, and I’ve noticed a significant decline in the quantity and timeliness of your work. What is going on?” Swift responded, “I haven’t been sleeping well and I’ve been experiencing some family problems.”
- Moss will see his supervisor cares about him and will work hard to regain his supervisor’s trust
- Moss will get the help he needs to keep him from having further financial issues/difficulty
- The work center may come closer to support Moss
- The unit personnel will respect leadership for holding people accountable
- Some members of the work center may start gossiping; will need squelched
- Some of the work center personnel might “side” with Moss and feel the punishment was too harsh/may cause a rift in the unit
- What is the expected outcome of your actions?
Answer:
- Swift will report to work on time in the future
- Swift will improve his quantity and timeliness of work
- Swift may “act out” and be late more often/do less or worse work
- The work center will improve because of the discipline
- Some members of the work center may start gossiping; will need squelched
Scenario 2:
It’s Saturday afternoon, around 1400 hours, and SSgt Elsey’s cell phone rings. It’s her unit first sergeant, MSgt Bloom, who tells Elsey that security forces detained one of her subordinates, AB Moss, for stealing groceries from the commissary. Bloom tells Elsey that he drove over to the law enforcement (LE) desk to take care of the paperwork involved and release Moss, who is now at home in his on-base housing unit. Elsey immediately calls Moss and sets up a meeting for 0800 Monday morning. During the meeting, Moss says he understands stealing is wrong. However, he said he did it because payday isn’t for another five days and his family is out of milk, bread, eggs, and baby formula. He can’t ask his parents for help because they told him going in the military was a mistake and he was “on his own.” He says he didn’t ask you for money because he didn’t want you to think he was irresponsible.
- If you were SSgt Elsey, what would you say to AB Moss and why?
Answer:
- I would express my concern about his financial issues
- I would refer him to Airman Family Readiness Center/budgeting classes
- I would let him know his behavior is unacceptable and stealing is not an option, even when he’s struggling financially
Scenario 2:
It’s Saturday afternoon, around 1400 hours, and SSgt Elsey’s cell phone rings. It’s her unit first sergeant, MSgt Bloom, who tells Elsey that security forces detained one of her subordinates, AB Moss, for stealing groceries from the commissary. Bloom tells Elsey that he drove over to the law enforcement (LE) desk to take care of the paperwork involved and release Moss, who is now at home in his on-base housing unit. Elsey immediately calls Moss and sets up a meeting for 0800 Monday morning. During the meeting, Moss says he understands stealing is wrong. However, he said he did it because payday isn’t for another five days and his family is out of milk, bread, eggs, and baby formula. He can’t ask his parents for help because they told him going in the military was a mistake and he was “on his own.” He says he didn’t ask you for money because he didn’t want you to think he was irresponsible.
- What actions (administrative or otherwise) would you take and why?
Answer:
- I would do a letter of reprimand because Moss needs to understand his actions are unacceptable and are extreme in the PDP
- I would recommend Article 15, because he broke the law and needs to be punished
- I would write an LOR and recommend starting a UIF, just to keep him on the straight and narrow
Scenario 2:
It’s Saturday afternoon, around 1400 hours, and SSgt Elsey’s cell phone rings. It’s her unit first sergeant, MSgt Bloom, who tells Elsey that security forces detained one of her subordinates, AB Moss, for stealing groceries from the commissary. Bloom tells Elsey that he drove over to the law enforcement (LE) desk to take care of the paperwork involved and release Moss, who is now at home in his on-base housing unit. Elsey immediately calls Moss and sets up a meeting for 0800 Monday morning. During the meeting, Moss says he understands stealing is wrong. However, he said he did it because payday isn’t for another five days and his family is out of milk, bread, eggs, and baby formula. He can’t ask his parents for help because they told him going in the military was a mistake and he was “on his own.” He says he didn’t ask you for money because he didn’t want you to think he was irresponsible.
- What is the expected outcome of your actions?
Answer:
- Moss may trust his leadership less at first after the discipline Moss will recognize he doesn’t have to break the law to take care of his family
