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805C-PAD-2402 (SL2) - Provide Input on Personnel Actions Affecting Subordinates

Standards: Determined soldier’s eligibility and potential for promotion, assignments, education/training, and career. Counseled soldier on actions required to maintain or obtain eligibility for appropriate personnel action. Provided recommendation/input to commander on personnel action. Provided commander with any change in previous recommendation/input as required.

Conditions:
You are a squad/section leader and must
assess your subordinates and make
recommendations as to actions,
qualifications, potential, and experience
for pertinent personnel actions.

Standards:
Determined soldier’s eligibility and
potential for promotion, assignments,
education/training, and career. Counseled
soldier on actions required to maintain or
obtain eligibility for appropriate personnel
action. Provided recommendation/input to
commander on personnel action. Provided
commander with any change in previous
recommendation/input as required.

Performance
Steps

1.   Determine eligibility requirements for PV2 to SPC.

a.
Assess eligibility and
potential of assigned soldiers for
promotion.

b.
Counsel soldier on
actions required to maintain or
obtain promotion eligibility.

c.
Submit
recommendation/input through
channels to the commander.

2.   Determine availability of professional/educational
programs or courses.

a.
Determine eligibility
requirements, training benefits,
frequency, and how to schedule
soldier for attendance.

b.
Assess eligibility and
potential of assigned soldiers for
attendance at
professional/educational training
course/programs.

c.
Counsel soldier on
potential effects of attending
professional/educational training
courses/programs.

d.
Counsel soldier on
actions required to be recommended
for attendance.

e.
Submit
recommendation/input through
channels to the commander.

3.   Determine assignment eligibility.

a.
Determine eligibility
requirements for reassignment or
request for special assignment.

b.
Assess eligibility and
potential of assigned soldiers for
reassignment/special assignment.

c.
Counsel soldier on
eligibility for the assignment and
the effect the assignment could have
on his career.

d.
Submit
recommendation/input through
channels to the commander.

4.   Determine soldier’s career potential.

a.
Assess soldier’s current
duty performance and potential for
continued service.

b.
Counsel soldier on
actions required to maintain or
obtain eligibility for continued
service.

c.
Counsel soldier on the
possible long-term effects that poor
performance could have on his or her
personal benefits and future.

d.
Submit
recommendation/input through
channels to the commander.

5.   Keep abreast of changes in assigned soldiers’
eligibilities and potential.

a.
Determine changes in
requirements and effect of new
policies and programs on assigned
soldiers.

b.
Inform soldiers when
their performance has improved or
fallen down.

c.
Submit change to previous
recommendation/input when warranted
through channels to the commander.

Evaluation
Preparation:

Setup: To
evaluate this task, prepare a scenario that
provides information on the soldier(s)
affected and the specifics of the personnel
action(s) involved. Have the soldier
determine if the subordinate soldier meets
eligibility requirements and has the
potential for the personnel action, and
prepare the recommendation for the
commander.

Brief
Soldier: Tell the soldier he will be
evaluated on his ability to provide input on
personnel actions (promotion, assignments,
education/training, and career potential)
affecting subordinate personnel.

Performance
Measures

GO

NO
GO

1.   Determined eligibility requirements for PV2 to SPC.

—

—

a.
Assessed eligibility and
potential of assigned soldiers for
promotion.

 

 

b.
Counseled
soldiers on actions required to
maintain or obtain promotion
eligibility.

 

 

c.
Submitted
recommendation/input through
channels to the commander.

 

 

2.   Determined availability of professional/educational
programs or courses.

—

—

a.
Determined eligibility
requirements, training benefits,
frequency, and how to schedule
soldier for attendance.

 

 

b.
Assessed
eligibility and potential of
assigned soldiers for attendance at
professional/educational training
courses/programs.

 

 

c.
Counseled
soldier on potential effects of
attending professional/educational
training courses/programs.

 

 

d.
Counseled
soldier on actions required to be
recommended for attendance.

 

 

e.
Submitted
recommendation/input through
channels to the commander.

 

 

3.   Determined assignment eligibility.

—

—

a.
Determined eligibility
requirements for reassignment or
request for special assignment.

 

 

b.
Assessed
eligibility and potential of
assigned soldiers for
reassignment/special assignment.

 

 

c.
Counseled
soldiers on their eligibility for
and the effect the assignment could
have on their career.

 

 

d.
Submitted
recommendation/input through
channels to the commander.

 

 

4.   Determined soldier’s career potential.

—

—

a.
Assessed soldier’s
current duty performance and
potential for continued service.

 

 

b.
Counseled
soldiers on actions required to
maintain or obtain eligibility for
continued service.

 

 

c.
Counseled
soldier on the possible long-term
effects that poor performance could
have on his personal benefits and
future.

 

 

d.
Submitted
recommendation/input through
channels to the commander.

 

 

5.   Kept abreast of changes in assigned soldiers’
eligibilities and potential.

—

—

a.
Determined changes in
requirements and effect of new
policies and programs on assigned
soldiers

 

 

b.
Informed
soldiers when their performance has
improved or fallen down.

 

 

c.
Submitted
change to previous recommendation/
input when warranted through
channels to the commander.

 

 

Evaluation
Guidance: Score the soldier GO on
performance measures passed. Score the
soldier NO GO on any performance measures
failed. The soldier must score a GO on all
of the performance measures listed above to
receive a GO on the task. If the soldier
scores NO GO, show him what was wrong.


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