Should it be easier to give a demotion due to history inefficiency or poor performance?

It's extremely easy to demote some people and hard to demote others. Once above the rank of E7, it usually takes a Brigade or Division Commander to demote someone. The others can be administratively reduced (at least the SGT's) for lack of performance. I don't think it needs to be made easier. It is difficult for a reason. Someone saw fit to promote them. It should be hard to take that away. If leaders are doing what they are supposed to, then the reduction is a matter of course over time. Counsel, observe, counsel, observe, take action. You can't just observe someone and determine they are a sack of smashed tuna and demote them. Easy=lazy.

The "zero defect" system of personnel management is perhaps, the biggest persistent leadership problem in the military. A single NCOER or OER with a few words that are less than hyper-inflated platitudes are career ending.

It should be much easier to have people promoted too soon to step back or get stepped back in either position or rank to get more preparation.

Real leadership develops when people are allowed to fail and learn from it. Zero defects only promotes risk averse careerists.

I don't think it should, brother. A Soldier earns the rank he has, and if he's struggling with new responsibilities then his leadership needs to rehabilitate him.

It seems to me that we should first look at the effectiveness of the promotion system before using demotions as a remedy. However, I understand no system is perfect and individuals will slip through the cracks. Demotions are an appropriate tool for CC's but only in rare/limited circumstances.

CPT (Join to see) Sir, in the Marine Corps, 1968-1972, there was not a problem busting Marines in rank. I do not remember any being busted because they were incompetent. The best solution is to remove the automatic promotion system, and make sure that the individual is ready for increased responsibilities before the promotion takes place.

I made E-4 just before it went automatic, so my opinion is old school, but I think we need to revert to that. Do away with the alien concept of how one becomes a Corporal in the Army, and make Corporal automatic upon successfully passing the promotion board. This would give Jr. Nco's the exposure to leadership, and yet not be afraid to make a mistake.

I agree BUT I have seen this happen with 2nd Lts more than privates . Just because someone has a college education does not mean they have the ability to lead or that they are the sharpest tool in the shed :-) . I had a Captain that told me he majored in Modern Dance in College and he was in charge of a support battery in a FA Unit. He had no clue how to even attempt to understand maintenance at the Motor Pool and when he tried to advise on how things could operate better we all just shook our heads and prayed he went back to the barracks. We did a lot of aerobics for PT .They seem to promote the 2nd LT to 1st LT rather quickly when I was stationed in Germany. The problem is not just with the enlisted ranks. Promotions are done a lot just to fill a vacancy and to try to hit reenlistment goals . If a soldier of any rank enlisted or commissioned is not capable of doing the job that is required for that rank then they should not be wearing that rank. If that means a demotion than that is what should be taking place. BUT this must be done with the Officers that in way over their heads too.

Not on the word of a LT. There is a standard in place to reduce a soldier. It works, I've both used it and had it used against me. How about easier reductions of 1LTs and CPTs that can't do their job effectively?

There is a demotion. Article 92 dereliction of duty. Or many other UCMJ actions. Additionally there are administrative reduction boards where the can be reduced. Commands do them all the time we had monthly court/reduction boards in 3 CAB held people to standards.

In 30 years of service I saw two reduction boards for inefficiency (both in the 80's) one was a SSG and the other a SGT. In both instances the NCO was retained in grade and moved from the line platoons to an administrative position. In both instances lack of clearly defined counseling outlining standards of performance were cited as the reason for retention in grade. My take on it was that you had to have a law degree or masters in technical writing to meet the level of documentation they wanted. My advice for what its worth is to do your counseling, define clear objectives based on objective and quantifiable outcomes and use the NCOER ratings to hold the poor performer at their present grade if a SSG, SFC or MSG. If your counseling's are squared away and based on the same standards showing a failed path to better performance you should be able to hold poor performing SPC's, and SGT's at grade. Unfortunately short of UCMJ for Illegal, unethical or immoral acts I don't see anyone getting an admin reduction successfully processed. Any other grey beards out there who had success in this I'd be interested in hearing.