The DA4856, is it a tool for development or is it a tool for separation?

2014-03-10T07:39:55-04:00

AR 625-200, Ch1 states that prior to making a choice to separate a Soldier, every possible attempt is made to develop and rehabilitate Soldiers. NCOs have a responsibility to advise our Officers develop Soldiers and execute legal orders of Officers in accordance with Army Regulation. The main investment DoD and DOA has made is to recruit and train applicants into Soldiers. Officers and NCOs have an obligation to be just, fair and sincere about leadership.

Response by SFC Don J. made Mar 10 at 2014 7:42 AM

2014-03-10T07:42:47-04:00

I preferred to use it as a developmental tool, but I also had to use it to record less than desirable behaviors that occassionally resulted in separation.

Response by SPC Private RallyPoint Member made Mar 10 at 2014 8:50 PM

2014-03-10T20:50:02-04:00

I am a specialist that has been in for just over five years. Over a year ago due to lack of NCOs I had to take on the role of squad leader and at times platoon leader stand in. Long story short, promotable, 88M (high points), injured during deployment, maxed out everything that is not interfered by my physical limitations, stuck at E4, MEB.

I do not see a direct contrast between separation and development. I understand the DA4856 to be a developmental tool. For the DA4856 to be only a tool for separation it would have to only be used for below standard behavior. Of course the DA4856 is a part of the road to a separation, but it is also used as a gauge for every soldier's career. And that gauge will determine which direction the individual soldier's career is going. It is also a history for incoming leaders to catch up on their new subordinate's history. That new leader could use the information to guide the soldier in the direction his/her career is going or change the direction if said career is below standard.

To me the DA4856 is a developmental tool that goes in the direction of the individual soldier, let it be toward separation or toward leadership.

Response by SFC Private RallyPoint Member made Apr 10 at 2014 10:35 PM

2014-04-10T22:35:20-04:00

It should be used in both contexts because you have an official supporting document of all counselings (good and bad). If the Soldier/SM develops a pattern of misconduct or negative behavior, you have your ammunition to initiate UCMJ or administrative separation actions.

Response by 1SG Private RallyPoint Member made Apr 11 at 2014 7:40 AM

2014-04-11T07:40:29-04:00

As long as we can agree that somewhere on the path of development, sometimes for some people seperation is part of development, then I will stick with development. The Army is for everybody, but everybody isn't for the Army.

Response by CW2 Jonathan Kantor made Apr 11 at 2014 9:20 AM

2014-04-11T09:20:46-04:00

It can be used for either. One of the main things I stress with my NCOs is that I don't want to see nothing but negative performance and non-promotion counselings out of them. This is when I get into my NCOs business. If an NCO is only recognizing the bad and not the good, they are failing as a leader. I don't advocate a counseling where a pat on the back is just fine, but if a Soldier only receives negative counseling, their leader has given up on them. It's our jobs as leaders to help direct our Soldiers on a path for success.

There are a lot of reasons why Troops go from being a good Soldier to a bad one. The first thing that should be asked of them is, what's going on.

I had an NCO working for me who was brilliant. An exceptional Soldier that I knew could be relied upon. Over a period of a couple of weeks, he really started getting behind on his work and I had to pick it up for him. It began to stress me out since my workload was seemingly never ending. I took him aside and said, "I know you aren't a fuck-up, so why are you fucking up?" That was when he finally told me what was wrong. His wife was suffering through PPD really badly and had suicidal ideations. I got him on a plane back home (We were deployed at the time). Part of being a leader is providing direction, motivation, leadership, and discipline. That being said, the other part is listening. If I had just thrown 4856s at him like others might, that Soldier may not have been able to get back on his feet.

Too often have I seen NCOs who go directly to paperwork when it isn't necessary. If a Soldier is 2 minutes late, they don't need to be counseled for that. Sometimes, it's hard to find parking.