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30 Cards in this Set
- Front
- Back
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Standards |
are morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior |
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Discipline |
It is a state of training, resulting in orderly conduct |
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Military Discipline |
mental attitude and state of training which renders obedience instinctive under all conditions |
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Imposed Discipline |
-Imposed discipline refers to the enforced obedience to legal orders and regulations -It is essential in combat or in emergencies when there is no time to explain or discuss an order |
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Self-Discipline |
willing and instinctive sense of responsibility that leads you to do whatever needs to be done |
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Task Discipline |
How well you meet the challenges of the job |
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Group Discipline |
Just as you must have a sense of responsibility to your job, you should also have a sense of group responsibility and effective team membership "PULL YOUR OWN WEIGHT" |
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Unit Discipline |
A state of order and obedience existing within a unit that involves the ready subordination of an individual’s will for the good of the unit not about "me" but about "we" |
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Preventive/Prevention |
Processes (or models)/actions designed to keep somebody from doing something undesirable |
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Adverse Administration |
Administrative tools are corrective in nature, not punitive |
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Punitive Actions |
Punitive actions are also considered corrective tools, but in most cases, result in a permanent bad mark in the member’s service record |
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Discipline Model (DM) (3) |
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. |
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DM Arena 1 - Prevention |
"stop problems before they occur" -Set Standard -Establish rapport -Create climate of accountability |
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Formal Feedback |
mechanism for informing subordinates of the standards and for keeping them apprised of changes |
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Informal Feedback |
Informal daily feedback helps establish and build rapport, which is the key to success in preventing future problems, and should problems arise, key to helping resolve them |
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DM Arena 2 – Correction |
designed to address inappropriate behavior, and seek to bring subordinates’ behavior back within acceptable boundaries using the least amount of force necessary verbal/written counceling/feedback/referral epr |
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DM Arena 3 – Punishment |
-purpose is to correct and rehabilitate those who repeatedly or grievously violate standards -Only officers on G-series orders can punish enlisted members and only through Article 15 or courts-martial process -NCOs should never tell commanders to take whatever action they deem appropriate (recommend) |
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Progressive Discipline Process (PDP) Step1. Establish Standards |
where the supervisor clearly explains to the subordinates each standard and Line of Acceptability (LOA) |
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Progressive Discipline Process (PDP) Step 2. Monitor |
To ensure compliance, monitor subordinate behavior and reinforce as needed Subordinates need to know they will be held accountable for the established standards of behavior and performance and that their supervisors maintain oversight |
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Progressive Discipline Process (PDP) Step 3. Apply the PDP |
When infractions occur and performance or behavior falls below the LOA, you should apply the PDP. The action(s) used to modify subordinate behavior depends on how far the subordinate deviates from the LOA and the circumstances surrounding the infraction |
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TWO-WAY COMMUNICATION (low degree of severity)
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Verbal counseling written counseling |
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ONE-WAY COMMUNICATION (medium degree of severity)
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VERBAL ADMONITION WRITTEN ADMONITION VERBAL REPRIMAND WRITTEN REPRIMAND |
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Counseling |
-supervisor should initiate a counseling session to correct habits or shortcomings that affect job performance -Counseling informs the member of improper behavior and seeks to correct the problem before it becomes more serious |
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3 forms of counseling: informal |
-used with minor misconduct, 1st time offenses, use MFR in PIF -MFR used to document trends/performance feedbacks/and EPR's (also begins paper trail) -LOC lowest level of written censure |
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3 forms of counseling: formal |
When misconduct warrants stronger action than informal AF FORM 174-Record of individual counceling |
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3 forms of counseling: referral |
When supervisor is aware of a problem a subordinate is experiencing that goes beyond the scope of the supervisors/subordinates abilities
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Unfavorable Information File (UIF) |
paper or electronic file maintained by the Military Personnel Section (MPS). Once an 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 type of documents it contains and when documents were placed in the folder |
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Control Roster |
most serious of all administrative actions. It establishes a 6-month observation period for individuals whose duty performance is substandard or who fail to meet or maintain Air Force standards |
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ARTICLES
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Article 91-"Insubordinate conduct towards a warrant officer, NCO, or petty officer" Article 92-"Failure to obey and order or regulation" Article 7-"Apprehension" |
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Earned Authority
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Encourages Airmen to trust you and want to follow you, based on your referent power
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