Da Form 7223 1 – Fill Out and Use This PDF

RATEE

RATER

ORGANIZATION/INSTALLATION

INTERMEDIATE RATER (Optional)

PAY PLAN, SERIES/GRADE

RATING PERIOD

SENIOR RATER

PURPOSE. The primary purpose of counseling is to define organizational

AFTER COUNSELING

mission and values, discuss individual job expectations and performance,

reinforce good performance/work related behavior, correct problem

1.

Summarize key points of the counseling on the back of this form and

performance/work related behavior, and enhance the Ratee's ability to set

initial in the block provided. You may attach additional pages.

and reach career goals. The best counseling is forward looking,

concentrating on the future and what needs to be done better. Counseling

2.

Give the Ratee the form to review/initial.

should be timely. Counseling only at the end of the rating is too late since

misunderstandings that impact performance and work related behavior

3.

If the Ratee gave written input, attach it.

cannot be resolved in time for improvement before the next annual rating.

4. Forward the checklist through the rating chain to the Senior Rater

RULES FOR COUNSELING.

(if used) who should review and, when satisfied that requirements are in

line with mission needs, initial and date the checklist and return it to

1. Face-to-face counseling is mandatory for all civilians in the Base

you.

System.

5. Give the Ratee a copy and keep the original to use for the next

2. Use this form along with a working copy of the Evaluation Form

counseling session.

(DA Form 7223) and the Ratee's position description for conducting

performance counseling and recording counseling content/dates.

CHECKLIST - LATER COUNSELING SESSION(S)

3. Conduct initial counseling within at least the first 30 days of each

rating period and again at the midpoint of the rating period.

PREPARATION

CHECKLIST - COUNSELING AT THE BEGINNING OF THE

1. Schedule the counseling session with the Ratee. Tell him/her to

RATING PERIOD

come prepared to discuss accomplishments and review requirements and

PREPARATION

effectiveness of any completed training.

1. Schedule the counseling session and notify the Ratee; suggest the

2. Review notes from the last session.

Ratee write down or be ready to discuss ideas about expectations and

3. Consider whether priorities or expectations have changed.

requirements.

2. Get a copy of the Ratee's position description, rating chain, the

4. For each Value/Responsibility, answer these questions: What has the

Ratee done? What was done well? Why? What could have been done

counseling checklist, and a blank evaluation form.

better? Why?

3. Think how each Value and each Responsibility in Part V of the

5. Make notes to help focus when counseling.

evaluation form applies.

4. Decide what you consider necessary for success in each

COUNSELING

Value/Responsibility. Be specific.

1. Discuss job requirements and areas of special emphasis and priorities

5. Make notes to help you with counseling.

that have changed or that are new. Ask the Ratee if he/she is having

problems and needs your help.

COUNSELING

2. If the Ratee gives written input, review it.

1. Explain the rating chain and the roles of each rater.

3. Tell how the Ratee is doing. Talk specific examples of observed

2. Discuss the position description. If the Ratee has worked in the job

actions/results. Discuss differences in your views. Offer assistance if

needed. The goal is to help the Ratee succeed.

before, ask if he/she believes the description is accurate.

3. Discuss items that require top priority effort (areas of special

4. Give examples of Excellence that occurred or could have occurred.

emphasis)--realizing this may change later.

5. At least during the midpoint counseling session, discuss the Ratee's

4. Discuss each Value/Responsibility in Part V of the evaluation form.

career goals, the effectiveness of training, and the Ratee?s potential to

perform higher level or different tasks.

Ask the Ratee for ideas about what Values mean and how he/she might

perform assigned duties.

AFTER COUNSELING

5. Review the Ratee?s written input if he/she provides it.

1. Follow the same procedures for documenting, initialing, and dating as

6. Discuss what tasks and level of performance you expect for Success.

you did for the initial session.

7. If you and the Ratee have different views, discuss them until you both

2. At the end of the rating period, use the checklist to prepare the

Ratee?s evaluation. Then attach the Counseling Checklist/Record to the

are clear on requirements. Even if the Ratee disagrees, he/she must

performance evaluation for use by the rating chain. After the Senior

understand what you expect.

Rater signs the performance evaluation, he/she returns it to the Rater to

8. Using the DA-established performance standards and the tasks to be

discuss with the Ratee, if a senior rater is used. After the Ratee signs,

the Rater submits the evaluation with the checklist to the servicing

accomplished give examples of Excellence to give the Ratee specifics to

personnel office for filing.

aim for.

To derive Responsibilities ratings, think about the tasks that were

FOR POSITIONS WITH SUPERVISORY DUTIES:

performed under each Responsibility and apply the following

performance standards which are written at the Success (Meets) level;

SUPERVISION/LEADERSHIP. Sets and communicates unit goals that

e.g., the Ratee usually:

reflect organizational goals. Implements/complies with appropriate DA

emphasis programs. Sets standard/leads by example. Takes

TECHNICAL COMPETENCE. Has knowledge, skills and abilities to do the

timely/appropriate personnel actions. Recruits/retains quality force.

work. Produces expected quality and volume. Meets deadlines. Works

Motivates, challenges and develops subordinates, through counseling on

with right amount of supervision. Gets desired results.

expectations, performance, and career goals; evaluates timely. Resolves

conflict and maintains order.

ADAPTABILITY/INITIATIVE. Can work under pressure or during

changing conditions. Is willing to try new ways. Suggests better ways

EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION (EEO/AA).

to do business. Seeks/accepts developmental opportunities.

Applies EEO principles to all aspects of personnel management (e.g.,

hiring, training, work assignments/schedules, discipline, counseling and

WORKING RELATIONSHIPS/COMMUNICATIONS. As a team member,

awards). As appropriate, takes immediate corrective action if sexual

works well with group and helps others get the job done. Expresses

harassment or other discriminatory/unfair treatment is observed, reported

ideas clearly. Follows instructions or asks for clarification. Shows

or suspected. Provides leadership and emphasis to the execution of the

respect and is courteous. Shows concern for customer.

Affirmative Employment Plan. Participates in EEO/AA activities and

encourages subordinates to do so.

RESPONSIBILITY/DEPENDABILITY. Accepts responsibility for own

actions. Keeps work area in order and equipment maintained. Uses

supplies, equipment and time as intended. Complies with DA emphasis

programs, e.g., Total Army Quality (TAQ), safety/security, internal

control, inventory management, quality assurance, EEO/AA. Schedules

nonemergency leave in advance to avoid adverse impact to work unit

effectiveness.

COUNSELING RECORD/INDIVIDUAL PERFORMANCE STANDARDS

DATE OF

RATEE/RATER/

INT. RATER/

KEY POINTS MADE

COUNSELING

SENIOR RATER

INITIALS

INITIAL

LATER

(Optional)

MIDPOINT

LATER

(Optional)