Developmental Counseling FORM For use this form, see FM 6-22; the proponent agency in TRADOC.
DATA REQUIRED BY THE PRIVACY ACT OF 1974
Authority:  5 USC 301, Departmental Regulations; 10 USC 3013, Secretary of the Army and E.O. 9397 (SSN) PRINCIPAL PURPOSE:  To assist leaders in conducting and recording counseling data pertaining to subordinates. ROUTINE USES: The DoD Blanket Routine Uses set forth at the beginning of the Army’s compilation of systems or records also                                  apply to this system DISCLOSURE:  Disclosure is voluntary.
Part I - Administrative Data
Name (Last, First, MI)		Rank/Grade	Date of Counseling
Organization	Name and Title of Counselor
PART II - Background Information
Purpose of Counseling:  (Leader states the reason for the counseling, e.g., Performance/Professional or Event-Oriented counseling and includes the leader’s facts and observations prior to the counseling):                                                        Supply Discipline Program (CDSP)
Part III - Summary of Counseling Complete this section during or immediately subsequent to counseling.
Key Points of Discussion Soldiers entrusted with Government property are responsible for its proper use, care, custody, safekeeping, and disposition at all times.  It is the responsibility of all personnel to ensure the CDSP is fully adhered to and supported. Supervisory responsibility – The obligation of a supervisor is to ensure all Government property issued to, or used by their subordinates is properly used and cared for, and that proper custody, safekeeping, and disposition are provided.  It is inherent in all supervisory positions, is not contingent upon signed receipts or responsibility statements and cannot be delegated. Direct responsibility – The obligation of a service member to ensure all Government property for which they have receipted, is properly used and cared for, and that proper custody, safekeeping, and disposition are provided.  Direct responsibility results from assignment as an accountable officer, receipt of formal written delegation, or acceptance of the property on hand receipt from an accountable officer. The Commander will determine and assign in writing those individuals who will have direct responsibility for property (sub-hand receipt holders). Personal responsibility – The obligation of a person to exercise reasonable and prudent actions to properly use, care for, safeguard, and dispose of all Government property issued for, acquired for, or converted to a person’s exclusive use, with or without receipt. It is the responsibility of the SHRH to ensure that property is assigned to the user level via DA Form 2062.  Spots checks to ensure all equipment is hand receipted to the user will be conducted. Any instance of negligence or lapse in this responsibility will result in corrective action to include, but not limited to, verbal or written counseling, letters of concern/reprimand, corrective training, or UCMJ. All personnel are charged with being good stewards of the unit property regardless of the circumstances.    I am counseling you to give you a direct and lawful order. Failure to comply with this order may result in action being initiated to separate you from the Army IAW AR 635-200. If you are involuntary separated, you could receive an Honorable Discharge, a General (Under Honorable Conditions) Discharge, or Under Other Than Honorable Conditions Discharge. An Honorable Discharge is a separation with honor based on the quality of service, which meets the standards of acceptable conduct and performance of duty. A General Discharge is a separation under honorable conditions, based on a military record being satisfactory but not sufficiently meritorious to warrant an Honorable Discharge. A discharge Under Other Than Honorable Conditions is based upon a pattern of behavior of one or more acts or omissions that constitutes a significant departure from the conduct expected of a soldier. An Honorable Discharge may be awarded under any provisions. A General Discharge may be awarded for separation under Chapter 5, Chapter 9, Chapter 13 and Chapter 14. An Under Other Than Honorable Conditions Discharge may be awarded for separation under Chapter 14 for misconduct. If you receive an Honorable Discharge, you will be qualified for most benefits resulting from military service. An involuntary honorable Discharge, however, will disqualify you from reenlistment for some period of time and may disqualify you from receiving transitional benefits (e.g., commissary, housing, health benefits) and the Montgomery GI Bill/ 9/11 GI Bill if you have not met other program requirements. If you receive a General Discharge, you will be disqualified from reenlisting in the service for some period of time and you will be ineligible for some military and VA administered benefits, including the Montgomery GI Bill/ 9/11 GI Bill. If you receive a discharge Under Other Than Honorable Conditions, you will be ineligible for reenlistment and for most benefits, including payments of accrued leave, transitional benefits, the Montgomery GI Bill, 9/11 GI Bill, and possibly transportation of dependents and household goods to home. You may also face difficulty in obtaining civilian employment as employers have a low regard for General and Under Other Than Honorable conditions discharges. Although there are agencies to which you may apply to have your characterization of service changed, it is unlikely that such application will be successful.
OTHER INSTRUCTIONS This form will be destroyed upon: reassignment (other than rehabilitative transfers), separation at ETS, or upon retirement.  For separation requirements and notification of loss of benefits/consequences see local directives and AR 635-200.

DA FORM 4856, AUG 2010                            PREVIOUSE EDITIONS ARE OBSOLETE

Plan of Action:  (Outlines actions that the subordinate will do after the counseling session to reach the agreed upon goal(s).  The actions must be specific enough to modify or maintain the subordinate’s behavior and include a specific time line for implementation and assessment (Part IV below):  * All SHRH will comply with necessary actions required to meet the intent of the published dates.   *Questions, concerns, and/or discrepancies do not alleviate the SHRH of their duties. Issues must be brought up with enough time to find a solution.   *Complete shortage list for field lose/damage memorandums and account for all of our property. *Redistribute or turn-in excess materials.   *Through compliance we will reinforce existing CSDP policies and directives.

Session Closing:  (The leader summarizes the key points of the session and checks if the subordinate understands the plan of action.  The subordinate agrees/disagrees and provides remarks if appropriate):  Individual counseled:        I agree         disagree with the information above. Individual counseled remarks: Signature of Individual Counseled:  _________________________________  Date:  ____________________ Leader Responsibilities:  (Leader’s responsibilities in implementing the plan of action): Ensure Soldier understands the contents of the counseling Ensure we do a assessment after this is complete. Signature of Counselor:  _________________________________________  Date:  _____________________

Part IV - ASSESSMENT OF THE PLAN OF ACTION

Assessment:  (Did the plan of action achieve the desired results?  This section is completed by both the leader and the individual counseled and provides useful information for follow-up counseling): Counselor: ___________________    Individual Counseled:  __________________  Date of Assessment:  __________

Note:  Both the counselor and the individual counseled should retain a record of the counseling.

DA FORM 4856, AUG 2010