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Corrective training and extra duty … What’s the difference?

Were Here to Help
Email   Print   Share By Sgt. 1st Class Ollie E. Green, Assistant Inspector General
November 5, 2009 | News
The Army as an institution is responsible for the moral climate it fosters, and commanders at all levels are charged with the responsibility of maintaining a healthy command climate. Often, there is confusion between corrective training and extra duty.

Corrective training, commonly referred to as extra or remedial training, is an effective non-punitive disciplinary tool available when a Soldier’s duty performance has been deficient and the Soldier would benefit from the additional training. However, it is important that the corrective training be directly related to the observed deficiency, and it must be oriented toward improving the Soldier’s performance in the problem area. For example, a Soldier who is continually late for duty may be required to formally report to a supervisor, to ensure he is ready for duty and to emphasize the importance of timeliness.

A Soldier’s commander or noncommissioned officer in the chain of command or chain of concern may observe deficient behavior and authorize corrective training. A member of the Soldier’s chain of command (or concern) should be present to supervise the corrective training session and ensure the corrective training is executed to standard.

Army regulations allow corrective training to be conducted during or outside of normal duty hours. It is important that the Soldier and chain of command (or concern) remember that corrective training is not punishment, and should not be confused with extra duty imposed as punishment under Article 15, Uniformed Code of Military Justice (UCMJ).

Extra duty, on the other hand, is a form of non-judicial punishment that is used to correct misconduct that is in violation of the UCMJ. Such conduct may result from intentional disregard of or failure to comply with prescribed standards of military conduct.

The type of extra duty imposed does not have to be related to the Soldier’s form of misconduct. For example, a Soldier who receives an Article 15 for being absent without leave (AWOL) may be required to perform additional cleaning duties for extra duty. Extra duty imposed as punishment under Article 15, UCMJ may be ordered to be executed for a set amount of days during off-duty time. Prior to imposing punishment, the Soldier’s chain of command (or concern) can recommend UCMJ action and the type of punishment to be imposed, but only the unit commander is authorized to impose both UCMJ action and punishment.

Leader’s have a serious responsibility to ensure what is right for their subordinates. If a Soldier demonstrates a deficiency and would benefit from corrective training, then the following actions should occur:

(1) The Soldier is notified of the demonstrated deficiency, and it is properly documented on a DA Form 4856 (Developmental Counseling Form) detailing the problem and the measures to be taken to correct the problem. Always inform the Soldier and document both strengths and weaknesses during counseling.

(2) A supervising NCO or officer is present during the corrective training. This will prove to the Soldier that you are not only imposing this measure, but also setting an example and doing the right thing. Delegating supervision to another NCO or officer not specifically familiar with the Soldier and/or the deficiency may be less effective.

(3) Always demonstrate to the Soldier what he or she is doing right and/or doing wrong. Compliment the Soldier when they do the right thing and/or exceed the standards. Then personally demonstrate the correct standard when the Soldier fails to show improvement. This will help the Soldier learn from his/her mistakes and teach them how to be a better Soldier.

Both corrective training and extra duty are designed to help Soldiers improve. For more information, reference FM 6-22 (Army Leadership), AR 600-20 (Army Command Policy), and AR 27-10 (Military Justice). Your local IG is here to help and we are available to you, if you have questions or need assistance – especially when it comes to clarifying standards or policies. Let’s all continue to make the Great Place even greater.
 
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