I have an NCO (inherited from another section) who just can't get right. Do you have any suggestions?

I had three of those. One who just couldn't, no matter how hard HE tried. One who wouldn't, no matter how hard I tried. And one couldn't, but did, and quite well, after some extra time and training.

Yes! Lead them!!! I spent 12 1/2 years as an active duty Marine infantryman. 10 1/2 as a leader in one way or another (team leader-platoon Sgt.-plt. Commander) and during that time I had to "deal" with plenty of nco's and jr. Marines that never seemed to get it right. First, hold them to the standard you expect of all nco's under you. Counsel them but only if you are making as much of an effort to train and mentor them. Handing over a negative counseling and expecting them to "fix themselves" is pointless. Show them that you actually care. As a Ssgt I'm sure you know of the different leadership styles and you SHOULD know which ones work with each individual under you. In my experience, 9 out of 10 times they weren't failing because they were too dumb. It was a failure on their immediate leadership (usually a new "cpl." Who still acted like a lcpl.) and in turn felt left out and would identify as the unit outcast. Watch how they act around peers. Are they quiet and mostly stick to themselves? Task them with things you know they can accomplish and little by little up the responsibility by adding more jr troops and more difficult tasks. And don't make it obvious that what you are doing is training and evaluating them. Some people can only learn if given the opportunity. If you simply take the lazy road and label them worthless and don't help or give out the opportunity to succeed...they will never advance past that label you have given them

I'd do some research on him. Not only how his past performance was but when it went bad. Look at what might have brought him to a standstill in the military whether it was schooling (or lack of), peers, Authority figures, etc. Then, if no problems are found, get one on one with them and ask about the spouse, home life, after work activities, debts and suggest people or programs to help him get back on track. The Chaplain can help with some of this too or so I'm told. True some of this may be none of your business but getting a decent NCO back on track is your business.
Don't discount screw ups either. They might need a push in the right direction to bring out the best in them. Google "Jay Zeamer" or look on a CMH site and read about him and his crew of misfits. One mission got him and his crew two CMHs and a truckload of various medals. Quite entertaining.
Use this link to get to the story I mentioned.
http://www.homeofheroes.com/wings/part2/07_zeamer_sarnoski.html

As others have stated look into his SRB to see if there have been issues before. Pull the NCO to the side and talk to him one on one. Let that NCO know what is expected of him. There might be some underlying problems no one knew of before. The problem might be no one ever taught this NCO the things he needs to know. One thing I have found out is that when you get promoted everyone expects you to know the things that go with the rank right away. If no one takes the time to teach Jr NCO's the things they need to know, how can we expect them to know when they become promoted. Leadership starts at the top and works itself down. If you don't have good SNCO's don't expect to have good NCO's

find OUT what is going on with him or her. find out what the Sgt. knows , by watching the sgt do the job. give a class, or have the Sgt give a class. SEE what's UP. It all comes down to Basic NCO DP.

Each case is different. You stated it very broadly. Just do an indepth eval of his situation such as finanical, personal, etc. Cover all of this in your initial counseling and ask questions. You'll be able to fix him, good luck.

When you gave him your first initial counseling statement you should have told him what you expect of him what the military expected of him what you will not tolerate as a leader remember you write his in NCEORS always put his actions and behavior on paper so when you take it up front they see what you've been through are going through and what you have done that about it a good man will take it from there

What is it this NCO can't get right? What are the weaknesses? What are the strengths? I have seen NCO's who where strong administratively, but put them in charge of people and it turns into a three ring circus. The other way around as well. Take the time to train this NCO and work on those weak areas. Repetition is the key the key to training.

How long nave the been an NCO, and why from the other section? But yes they may just now know or understand the ways of your unit, they are used to their old unit, and that is hard to figure out sometimes.

I take it this person is not old, as he is an NCO. How many
times has he been reassigned because of a “problem?”
If he is a screw up then you need to find the source of their
problem if it’s Military or outside...if they are “not getting it” is it due to
them not being properly trained or are they screwing up to get
themselves discharged or what?
You need to get to the root cause...who knows, this person may
become an asset to you and your unit if you just take the time and
find out what their “real problem” is. Maybe no one has really taken the time to find
out what their problem is if they really have one. It’s like an open ended
question with many answers...you just need to dig into it. Good luck!