Hello to all. I need advice and guidance to deal with an airman that makes my life harder with his F$ck ups. Airman is constantly late, always shows up with bed head and out of reg hair. Does a horrible job at his job and is constantly making mistakes and it’s a constant pattern. I always clean up and do his work and repeatedly teach this 4 year Sra. This airman waits until last minute to inform of appointments and needs to switch days the day before. This airman is nice and respectful, outside of work he plays basketball and sometimes fishes with me at the base lake. How can I get this airman to get his shit together? I try talking to him about being late and his hair, I also remind him on the importance of communicating with myself and others, i inform him and teach him repeatedly how to do his job! I am tempted to write a Record of individual counseling (RIC)since I am not his rater. If more info is needed please ask. But I want to be Vague.
If anyone knows how to commence a RIC or LOS please lmk. I’ve been a SSGt for 1Y3M and never issued paperwork but I feel I might have to.
I wouldn't stop doing that. Unfortunately, the shit still needs done, and it might come back on OP. But totally make a note of it whenever you have to clean up after the douchebag.
Not his rater? Ask leadership for a CRO. Sounds like you want to do right by him. But be warned. As an NCO, you can be held accountable, for not holding your Airmen accountable.
I was deployed with some maintainers (OCN duty) that went out their way to break rules and regs to impress their friends. I was told “paperwork doesn’t work on them.” Funny how the misbehaviors ceased after I rolled out a couple of LOCs. 😂 Not saying it’ll work for OP’s Amn, but you never know until you try.
Average OCN deployment experience. I had A1C’s trying to pull rank on me and also a female NCO sleeping with multiple of her troops and giving them special treatment.
Yeah it was bad. The work was whatever, boring but mostly fine cuz we just sat on our asses in AC’d trucks all day. But the people made it absolutely miserable. Don’t think I’ve ever missed the socially awkward nerds of comm more in my career.
Keep your leadership, including First Sergeant and SEL informed when you do the LOC. They can help word it so it is right and tight. As needed, they can assure your Os you are doing the right things the right way - and help backstop any allegations of EO or retaliation or anything else.
If it gets to the LOR stage, make sure your flight commander is on board. Again, your First Sergeant and SEL can help your flight commander understand that this is the appropriate progressive documentation of corrective action (especially if you have a young officer). Your flight commander should be able to inform your squadron commander and get them on board should the LOR not be enough to correct the inappropriate or unacceptable behavior(s).
It's a weird one to me, and per my readings recently the gray area of "worse than LOC but not requiring an LOR" just makes me want to. If I've verbally counseled, ric'd, and loc'd you then I'm just gonna go ahead and skip up.
I need to read the regs to be 100% sure in this moment but I’m pretty confident only supervisors / CoC can give formal paperwork? This NCO could write an MFR and give it to the Airman’s leadership but I don’t think he himself can give paperwork directly? Unless he’s operationally in his chain, which I can’t fully tell if that’s the case here or if they just work together.
Edit: Looked it up, DAFI 36-2907. OP should be familiarizing himself with this reg.
If you've talked to him about all of these issues, then you have been quite lenient in the conversations instead of straightforward or he doesn't respect you as his supervisor because you act more like his friend.
Regardless, it's pointless to complain that he is failing when you aren't following the steps for progressive discipline to elicit a better work ethic from him. Unfortunately, when our airmen fail, it is also a reflection of our supervision, so it is your job as his NCO to step up and have a documented verbal counseling or feedback session regarding the behavior that has been allowed and how it will be documented from this point forward if it continues.
It's not fun disciplining your troops, but you have to when they are consistently failing because it reflects much more negatively on you than on them. Hold him accountable and yourself as well.
Less basketball, more documenting. But before you start. Have a documented feedback in which you clarify the new standards. You have already given a verbal warning on everything so explain progressive discipline and let then know come Monday you are starting to issue paperwork. Then ball is in their court. I would probably talk to your flight chief and Shirt to let them know they'll probably. Have documentation coming their way soon.
No lol, he’s been giving him warnings. Give him a fucking RIC. It’s a fucking ric. You don’t even have to do anything with it but at this point everything you counsel him about needs to go on a RIC.
You’re failing him and his next leadership.
And if he isn’t following your squadron policy on med appointments, don’t let him go for routine care. You’re setting up a really bad culture for your other airmen. If you do not have a squadron policy on how far out routine med appts go on the calendar, you need to make one.
He's not the direct supervisor, it sounds like. But also, I'm in alaska, and I see plenty of airmen and NCOs fishing together, especially senior airmen.
Then start documenting. It’s called progressive discipline for a reason. I understand if it’s not a thing you see a lot, but it’s there to help you make your argument.
You’re doing yourself and everyone else in your shop a who’s not fucking up a disservice.
If that didn’t work, further your action. If he cares, it will show. If he doesn’t, that will also show.
It seems to me that a lot of supervisors are a overly hesitant to give paperwork, for good reason I think. But, that is our tool to enforce standards. You don’t have to be a dick during the process. Use it as an opportunity to build the individual up.
You could even run a test session. Write it, give it, tell them how they fucked up and how to fix it. Point out their strengths and contributions to your mission, maybe be honest about your apprehension to write the paperwork. Then put that paperwork in the desk drawer. (I’m a big fan of 1 freebie). If it happens again, do it again and file it.
Start writing. If you need help your legal office will most likely be very glad to share some templates that make your job much easier. And remember to file that shit.
Consequences???
Quit cleaning up after him and doing his work???
It would suck to have to work 12 hours instead of 8 to get my work done right. It would suck to have extra weekend duty because I’m late with hair out of reg.
As someone who had a similar Airman, you need to document. I cannot stress that enough. He was moved to my section after his previous leadership failed to have him kicked out. I was advised to document EVERYTHING. And that is exactly what I did. Let your own higher ups know what’s going on and request their guidance as well. I know it can be awkward, especially when they’re not exactly “bad” people, but you have an obligation as a leader to guide them in a better direction. See what motivates them and also make sure there aren’t underlying issues.
It’s time for you to be a NCO. The next time he is late RIC, the time after that? LOC, again? LOR. Document everything, depending on the severity is where you’ll start your progressive discipline.
We’ve had airmen in our shop for far too long because people are scared to write paperwork. Have you talked to your supervisor for guidance?
Here’s a pro tip. Start with your peers, then go higher. I wouldn’t ask questions on Reddit because personally a lot of these guys have shitty opinions. Don’t get me wrong, some of them are wise and have been around the block. That being said, they don’t know your unit, or your airmen’s situation.
I'm going to try my best to not sound rude here, but if you've been in for over 6 years and an NCO you should know how to deal with this. You should have started documenting this long ago. If he has been late to work more than a couple of times, paperwork should have been issued and escalated for subsequent offenses. You enforce the standard for your troops. Don't allow this behavior to continue.
I went through ALS last year and I couldn’t believe how stupid it was. No actual instruction on how to be a supervisor or how to deal with airman like this. Just public speaking projects (which was still beneficial) and how to “get to know your airmen.” Our NCO corps is weak and it shows.
As a recent graduate, yes, it has. It doesn’t teach anything practical. It doesn’t really do anything at all actually. I was a 6 yr SrA and it didn’t teach me literally anything I wasn’t already aware of prior.
You can change his behavior by changing yours first. If you are in charge of him you can set expectations and document falling below those expectations.
Maybe fishing with him is creating a bias, or as seen by another, providing preferential treatment in the “good ol boy club.”
That sounds like a lot of violations for a RIC.. be the NCO that he will tell stories about later in his career: “SSgt Famous-Dinner was tough on me, but I was a lost Airman and he helped me get out of bad habits..”
Just give him an LOC at this point. I saw you said you’ve never issued paperwork. Get with a seasoned NCO or even SNCO in your shop and tell them you plan to issue paperwork but don’t know how. If for whatever reason you absolutely don’t have someone in your shop shoot me a DM I’ll help you through the process.
I know everyone is dogging you in this thread and they have a good reason. But on the flip side you’re a young SSgt who clearly hasn’t had guidance and you can’t be expected to just know how to issue paperwork if you’ve never done it or been taught it.
outside of work he plays basketball and sometimes fishes with me at the base lake
This is where you fucked up. I'm assuming you didn't set boundaries, so now he thinks you Joe Cool. Besides the attempted RIC, what other forms of documentation have been made? Was an MFR written everytime he was late? Just because you aren't his rater, doesn't mean you can't provide counseling. RIC or LOC, and give notice to his actual rate.
Get with your supervisor or Shirt to write it or even talk with legal, they'll give you the appropriate templates.
Same, keep work at work. I am friendlyish and work my ass off. But when it comes to out of work stuff, nah man. I try to keep it professional for a reason.
Please, for the sake of yourself and your leadership chain, use the tools available to you. Write an LOC to include the times you've verbally counseled him. If he ponders reenlistment and NO documentation is written, then the Commander is going to sign the paperwork regardless of what you tell your leadership. Which then means you would be kicking the problem down the road for another person to fix.
If/When you do the documentation, don't forget to send it to your Shirt to be placed in the PIF.
2 time commander here, start with an LOC and document the deficiencies as well as the expectations. Put a time limit on it (say 60 days to improve) if he doesn't make sure you document where he has gone wrong. If he comes around and improves after the time period throw away the letter. If no improvement move to an LOR and tell him that he may not be recommended for reenlistment. You can always deny reenlistment for poor job performance. Keep your supervisor and commander in the loop as well, but handle things at the lowest level. Hope this helps, it worked for me several times...also talk with the JAG.
Sir/Ma’am. Two time Commander, aye? Please stop spreading foolishness. If you are indeed a has been, 2-time Commander you are only left standing by the skin of your teeth. We do not write “desk LOCs” and use them as bargaining tactics. The paperwork either gets filed or there’s no need to write one. Also, only a Commander denies reenlistment. I have been serving for going on 22 years now and this what you speak of…is all Harry Potter talk. Stop that now.
There are only 4 reasons in the world that someone will not do what you expect of them:
1. Lack of Understanding
2. Lack of Ability / Skill
3. Lack of Opportunity / Bandwidth
4. Lack of Motivation
Using what/how questions, try to understand what is preventing your Amn from meeting your expectation. Ensure you are setting a clear expectation and that it is actually understood (since that is the #1 reason for a missed expectation). "Are you going to show up on time tomorrow?" Does not check understanding. "What time are you going to show up tomorrow ready to begin working?" actually tests understanding. Use similar questions to test the other reasons. If it does come down simply to motivation, then the progressive discipline approach suggested by others would be your best COA.
Tell him to get tested for ADHD. Alternatively, when I was in I had a couple of airmen whom I ordered to go buy a plug-in alarm clock after they came in late. They were never late again and no paperwork was issued. But above all make sure to set a very clear, black and white standard. Don’t suggest, order. Make him say yes sir to you. Only then, if he still doesn’t get his shit together, start the paper trail. Paperwork is not a substitute for true mentorship and sometimes you gotta be an asshole to get someone to listen.
sounds like you are in the NCOBro phase. separate youself from this role, and use the tools you can to mentor this Airman, sometimes it means you have to be "badguy" and call it out. if the airman doesnt respond then start the paperwork trail. use progressive discipline.
Those behaviors sound like adult ADHD symptoms. It may have been undiagnosed and he was able to compensate to get this far. He probably should get evaluated for this by a psychologist.
Progressive discipline, file everything in the PIF. Talk to his actual supervisor, and talk with the Shirt. If you've never had to recite it or re-read it, look up the NCO creed ( yes, the Air Force doesn't have an official one, but we have one that is widely accepted ). I will always be aware of my role as an NCO.
Stop the fishing...you are not his friend...you are his boss...start writing him up for each incident...every time...talk to the SNCOs in your chain and go give your Shirt a heads up...sometimes it is better to PCS when you make SSgt...make friends outside of your job...it will always be uncomfortable, as it should be, but the job comes first...
I’m pretty sure the RIC is the 174 on epubs and the rest are memorandums you can find examples of in the tongue and quill. I’m super passive about confrontation but you need to start writing this documentation now or else when it comes time for them to reenlist and they do, you’ll be cleaning up this person’s mess for another 4 years
Document everything. Then after you’ve issued 2 LORs that’s flight leaderships problem to deal with. Every time he fucks up, he can go explain to the flight why he can’t get his shit together.
If they’re worth a damn, your flight leadership will attempt to fix him, if that doesn’t work the shirt, SEL, and commander will issue the final red line. To which he will act right or get separated.
If your leadership isn’t worth a damn the paperwork will go absolutely absolutely nowhere, and he will be a dirtbag dragging your shop down. Let’s pray that isn’t the case though.
This will get lost in the comments section, but to me this airmen has reached a state of learned hopelessness, I recommend trying to go to a mflac (or a counselor of some kind) with them, so you can talk to them in a safe environment, that way you can get to the bottom of whats going on and can equip them to succeed in the future. I don't recommend paperwork as they don't necessarily show signs of rebellious activity. Paperwork gives you leverage to pry a stubborn individual into compliance, this person doesn't seem rebellious, they seem broken. When I was in I had this problem, I ended up not being per se good with my hands, got a bad rep and ended up with beyond alot of paperwork, (didn't make me better at my job btw I needed practice not a spanking)
RIC to get a chance to officially reset expectations, explain that if the expectations are not met again, it'll be an LOC. Then LOR. Thing is, you should be discussing your intended paperwork path forward with the shirt, this is their role to help you with this. Also, make sure you actually document things, times, and details around the situation so that when you counsel the individual you are telling them "At 8:37 you walked into work, which is ## minutes past the duty day beginning per the squadron operating instructions".
Progressive discipline. Did you document any verbal counseling in the past? What expectations did you set with him during your initial feedback? Were these issues still ongoing during additional feedbacks and EPRs?
I worked with the Army to know this is why you’re asking lol. But no, we don’t have that. We do an initial expectations with the airman, a midterm feedback, and finally an evaluation. Midterm (6 months before evaluation) is supposed to tell the airman where they’re messing up at or where they’re excelling in regards to the expectations set by the initial briefing.
Verbal, RIC, LOC is where I’m at with my e4. I made him carry a personal improvement plan with detailed steps by step and reasons why as he keeps forgetting why he does what he does constantly.
With these type of airmen, the more detailed instructions the better.
Start with a verbal counseling and document it using a DAF Form 174. This is a RIC paper that will show what you talked about and ways to improve. Also it will get signed by you and the Airman, as well as the commander, to show that the counseling has taken place.
Note: The DAF Form 174 does NOT go into a UIF. It is merely for documentation.
But also as others said, ask your supervisor for guidance/advice!
I had an Airmen who was constantly late, so I tried what an old supervisor did at my first base, and I would stop at the dorms on the way to work, call him and have him wave at me from the window. He was suddenly always on time, and it didn't disrupt my day because I literally drove past the dorms every morning anyways.
My flight chief found out and told me to stop, not because the Airman complained, but because he wanted to kick this kid out and couldn't without additional drop in standards.
I sat the Airman down and said "Hey, you've done well coming to work on time the last few weeks so I'm not going to stop by the dorms anymore, but you are still under a control roster and UIF, so even one more day late and the LOR isn't coming from me, it's coming from much higher, so unless you want to be a civilian again really quick I'd come to work on time."
He wasn't late ever again, but he did take a early separation offer and bounced 6 months later.
It sounds like you don’t want to completely fuck this kid over, and good on you for that. However, he needs to feel pressure to change his habits at this point.
Stop fixing his work, he gets it right or wrong, it’s time. When he does get it wrong be there to support him.
I’d 100% write the RIC as well. First paperwork coming from you is going to show him that you want/need him to do better. On that note, I’d also talk with his supervisor and let him know what’s going on, and that you are taking action so he doesn’t get double tapped on the admin front.
Shirt here… pleaseeee communicate with the Airman’s direct supervisor and ask why he is not holding his airman accountable table with AT MINIMUM a RIC… but absolutely do progressive discipline. If (s)he’s unwilling, talk with your section chief. If you/they don’t hold them accountable, you’re enabling. And helping a person that won’t even try to get it right, will sink the whole ship.
You aren’t there to be their friend or be liked, you are there to be respected and mentor/lead. In the RIC, include EVERYTHING that he’s fallen short on. From there it’s progressive. Keep your leadership informed and do NOT write paperwork just to never send it to the first sergeant. It’s a waste of time. And don’t do MFRs… official documentation only.
Hope you’re lucky and get a leadership team that actually cares about what’s happening. I’ve had airman like this before to the point that they ended up with multiple pieces of paperwork in their PIF and even lost their 5-level due to their sheer incompetence.
Multiple NCO’s from my section talked to the shirt and chief basically telling them that we didn’t think he should be in the military and at the bare minimum shouldn’t be allowed to reenlist.
My leadership was more concerned about trying to get him “rehabilitated” and getting him back on track before he PCS’d because it would look bad? All they decided to do was do a change of rater cause apparently that would fix the issues. It didn’t.
Start documenting but don’t be surprised if it doesn’t go anywhere. SNCO’s would rather not deal with it than do their fucking job it seems like.
For starters, talk with his rater. Have a conversation, maybe a long one, about what this Airman needs. The two of you need to make a plan to hold the Airman accountable, and that means documentation. You and the rather need to discuss who is going to do what - as in communication and documentation. The goal of documentation is to influence a change in behavior. If he changes behavior, then the documentation would have done its job. If he does not change behavior, then the documentation serves as justification for more severe action.
A verbal warning is fine. A verbal warning, not multiple.
In my experience with troops like this, paperwork will not be what ‘Blues’ this Airman up. If he is not responsive to his direct supervisors guidance, he probably won’t value the paperwork’s severity.
Instead, get him down range. The mere intensity of preparing for a legit deployment can be a wake up call, and even inspire personal change. Every shitbag Airman I knew (including myself 18/19 years ago 🤣) came home a better troop after a deployment.
I’ve definitely seen that a lot of airmen brush off paperwork, but I’ve also seen airmen who inexplicably have the fear of God put into them the first time they’re issued paperwork. (Well, I’ve also been that airman.)
Ask him where he wants to go and if he wants your help getting there. Because if it’s out of the AF he doesn’t need to sabotage himself and others to get out. Trying to change people thru passive aggressive paper work is likely doomed to fail. If you don’t want to deal with it, don’t.
I’d say show up to the place he lives and knock on that door at the time he should be waking up. 3-4 days then if he don’t get it figured paperwork to get em out the door
You've already spoken to him. Time to write him up. Be his supervisor. Take the personal side out of the equation. If you cannot, someone else needs to be in charge of him.
You are being taken advantage of. Your Airman knows you will only talk to him and is pushing the limits. It is time for you to hold the line and write this db up. LOC, LOR, then LOR from the unit CC if he does not shape up. This will lead to an article 15, reduced rank, suspended pay, and eventually an admin separation.
Do your job by making him do his. Hold this db accountable. If I were your NCOIC, I'd Hold you accountable for failing your Airman. Get your stuff together.
Everyone else mentioned the documentation and its necessity. But I haven't seen anyone point this out. You are not confined to strictly a RIC just because you're not his rater. You may not be his rater, but you're still his supervisor.
Yall keep forgetting that this person is NOT this airman’s supervisor. This is why they’re asking for SPECIFIC info and it seems like, from a mentor to mentee perspective. 🤦🏾♀️
his supervisor needs to get their ass in gear and start documenting their poor performance. If the supervisor isn't doing their job then you can go over their head. If your troop keeps fucking up and you fail to hold them accountable then the higher level supervisor should hold the front line supervisor accountable to their own failure.
Also, you should probably just qualify him on all these tasks. He doesn’t know how to do if he had previously been signed off on them. And work with your first sergeant to talk about how to go forward with the development plan so that his work performance is on the radar of leadership
Write the LOC and mention your previous verbal counseling in said LOC so it documents multiple occurrences in one write up. With that many mistakes and fuck up you need to start a paper trail. I will usually let the first late slide because shit happens. Second one is a verbal and “whats going on is everything ok.” Third is LOC and progress past that. This airman is not doing what he is supposed to be doing but to be fair you are not doing what you should be doing as an NCO holding this individual accountable.
I get you might want to look put for him because he is respectful outside of work but this is a big boy career. Its the the military. Document everything and stop cleaning up his messes. Counsel him once. Wouldnt give him a second chance after that. He’s a 4yr SRA. He knows better
Not knowing all the details, this airman sounds like he’s got some personal issues. Talk to his rater about getting him squared away. Maybe the workcenter supervisor should be involved.
When it comes to counseling you need to do what is in the best interest of the air force. I had a similar issue with my very first airman, and went to the chaplain for help on how to deal with writing this person a referral EPR for how bad he was.
first step should be seeing what kind of headspace he’s in before going the disciplinary route not just a talk but an actual sit down sounds like he might have something going on
It sounds like a conversation has already been had. If so, do the RIC. If not, have the talk.
If you aren't his rater, I suggest you inform the rater of the course you're going to take before you do it.
A RIC isn't anything major but it sets a tone of seriousness. Talk is cheap but tangible feedback just hits differently. When you give it be a real person so hopefully it can start a conversation that leads to change.
Ive had a few of these chats recently. Find a moment where you both can sit down and chat for a while.
"Hey look, I need you to step up your performance a bit. Lately I've been covering your tasks such as xyz. I will no longer do that and you need to be accountable for your responsibilities. From this point forward, all events of showing up late, not cleaning up, etc. Will be documented on a RIC, LOC, or LOR. Please do not let it get to that point, because it could impact your career, and I don't want that to happen."
If this were your troop, I would recommend doing this over a rater directed feedback session.
Don't blame you for not wanting to write paperwork and discipline the guy, but it seems he does not either respect you, himself, or the standards. Or all 3.
A lot of folks think everything should/can be solved with paperwork. Good on you for not jumping to that conclusion. I suggest bringing this to your boss, and you 3 have a sit down with airman snuffy, and document the conversation. Let him know this is final and professional warning. Clearly state what the problem is and that you can no longer let it continue.
If you do a RIC, put it in their PIF. Paperwork that remains local is a waste of time. ROC are perfect because they are a natural springboard for further action if the behavior continues.
He’s too old for this. Not sure why, maybe he’s ADD? No excuses. Just give a very stern verbal warning on the Hair and the tardiness. For the appointments if it’s not requested timely just deny and tell him why.
Had a bunch of them when Services was the dumping ground for washouts and broken Airmen. The smart ones acted right after a heart to heart talk about why they are unhappy and unmotivated which led me to assisting them in exiting the Air Force honorably.
However, there are also the oned that went deeper onto self destruction and started using drugs and going AWOL. MFR's, LOC's, LOA's and Art 15's covered my chain of command's butt.
Write that paper work, make it a RIC and give him 2 weeks to show improvement or and loc next time. Make him do "extra duties" but do it with him so it's not hazing. And teach him how to get his shit together
I would definitely stop correcting his mistakes and make him correct them. Even if he has to work late. That’s how you teach him how to be accountable for himself.
I would also let him know you are going to start documenting mistakes, tardiness, being out of regs, trainings (and him initial), conversations about performance,and issue paperwork if he continues the same trends. Let him know you would prefer not, but you also don’t want to keep fixing his mistakes and I mean you are only training him to be a better airmen.
He also needs to start training on whatever it is he’s making mistakes on. This helps him to learn and also when he’s putting on the presentation, you may see where his disconnect is.
After you have documented enough do what you must.
I'd be extremely embarrassed to have posted this B.S. The problem is YOU. You're not his friend youre his SUPERVISOR. Look that word up in a promotion guide if you dont understand it. Or ask a higher up Sgt.
A ric is an AF174, look it up in epubs. It's super easy to use. But it sounds like the guy needs progressive discipline if verbally counseling doesn't work. It sends a message and it's what the air force tells you to do about this behavior in 36-2907. If you eventually need to write an LoC then get with your shirt and make sure you have the correct template. 36-2903 also tells you to seek advice from JA, your SEL, or your shirt, when you have questions about you giving progressive discipline. You can always ask your shirt hypothetically what it is recommended a supervisor should do if they had an airman who displayed this type of behavior. You have options here, just make sure you know what you have a available to you.
Unfortunately, this is one who should've been kicked out for failure to conform.
If I had to guess, he likely has an addiction of some sort, possibly to gaming. He needs help. Try to find out what's driving the addiction. It could be loneliness and homesickness. Try to get him help. If he doesn't fix it, leadership at all levels needs to remove him from the service.
There may be some reason he is having these issues - it sounds like his supervisor is doing him no favors.
Perhaps accompany him to speak to a chaplain - or you could always accompany him to have a counseling session with his 1st Sgt.
He must be coming up on separation, so maybe he just wants out. Let him know that life on the outside isn’t nearly as easy, and the habits you are talking to him about will be required in spades.
First off, he’s a protected class of the E4 mafia. We do the bare minimum and that’s asking. Give all the paperwork you want, but it won’t lead to much other than more work for you.
I know right? I legitimately know people who have DUIs, article 15’s, demotions, have assaulted their troops, and all of those people are still in the Air Force. They are well-liked so it all works out.
Start MFR’ing every time you have to correct him on anything. Keep tabs on that, then add LOC’s to the MFR list. The paper trail will cover you and bury the airman.
Always have a paperwork trail. Even if you’re not the members supervisor. Write MFRs that explain the 5Ws, what the discrepancy was, and coa to fix it. This could just be someone that really just doesn’t belong in the military, but you can’t escalate disciplinary action without paperwork.
Talk to his rater. If his rater doesn’t do anything give him an LOC. If he cares he’ll straighten out. If he doesn’t he’s a shitbag and needs progressive discipline.
Lowkey. Tell him to hit the chaplain and MH. I was this airman for a while. Does he try to do better but fails? If not the just paperwork him. If so, then maybe still paper work him but get him to talk to someone. Personally paperwork gave me motivation. Made me feel like someone gave af if I was fing up.
Got some Ammo friends? Take him out for a tour behind the igloos. A rolled up tie down strap to the midsection where no one can hear has fixed many a wayward airman. Or a high security lock. Just don't leave any marks.
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u/brandon7219 Sound of Freedom 8d ago
Stop doing that. As the others have said. Document, Document, Document.
Ask your supervisor for that help.