L328/OCT 04 /VGT-1 Basic Noncommissioned Officer Course DEVELOPMENTAL

L328/OCT 04 /VGT-1 Basic Noncommissioned Officer Course DEVELOPMENTAL

L328/OCT 04 /VGT-1 Basic Noncommissioned Officer Course DEVELOPMENTAL COUNSELING Subordinate-centered communication that produces a plan outlining actions necessary for subordinates to achieve individual and organizational goals. L328/OCT 04 /VGT-2 Basic Noncommissioned Officer Course LEADER COUNSELING SKILLS Skills that leaders need in almost every counseling situation include: Active Listening Responding Questioning L328/OCT 04 /VGT-3 Basic Noncommissioned Officer Course THE LEADER AS A COUNSELOR Respect for Subordinates

Self Awareness & Cultural Awareness Empathy Credibility L328/OCT 04 /VGT-4 Basic Noncommissioned Officer Course CATEGORIES OF DEVELOPMENTAL COUNSELING The two major categories of developmental counseling consist of the following: Event-oriented Performance and Professional Growth L328/OCT 04 /VGT-5 Basic Noncommissioned Officer Course CATEGORIES OF DEVELOPMENTAL COUNSELING (cont)

Event-oriented Specific Instances of Superior or Substandard Performance Counseling Reception and Integration Counseling Crisis Counseling Referral Counseling Promotion Counseling Adverse Separation Counseling L328/OCT 04 /VGT-6 Basic Noncommissioned Officer Course CATEGORIES OF DEVELOPMENTAL COUNSELING (cont) Performance and Professional Growth Performance: (Quarterly) Review Past Performance Focus on Future Objectives and Goals Professional Growth: (Future Oriented) Short and Long Term Goals Professional Development Model L328/OCT 04 /VGT-7 Basic Noncommissioned Officer Course Counseling

Counseling Cycle Cycle Continuous Continuous Process Process Leaders conduct counseling to develop soldiers to achieve personal, professional development,and organizational goals, and to prepare them for increased responsibilities. FM 7-22.7 EXIT INTERVIEW ARRIVE AT UNIT NCOER 30 Days Reception and Integration - Initial NCOER PATHWAY Monthly Counseling Assessment 60 Days TO SUCCESS (30 days) - Final Assessment for the quarter 90 Days NCOER

Initiate next QTR Soldier/Leader Checklist Counseling Repeat this 90 day NCOER Checklist Development process throughout Event: the year Select for school / Poor performance promotion NCOER becomes developmental Checklist opportunities - L328/OCT 04 /VGT-8 L328/OCT03/VGT-7 MIDPOINT 6 MONTHS Basic Noncommissioned Officer Course THE COUNSELING PROCESS

Identify the need for counseling Prepare for counseling Conduct counseling Follow up L328/OCT 04 /VGT-9 Basic Noncommissioned Officer Course IDENTIFY THE NEED FOR COUNSELING Sometimes dictated by policy or regulation (NCOER, separation, quarterly performance and professional growth, etc.) Conduct developmental counseling whenever the need arises for focused, twoway communication aimed at subordinate development. L328/OCT 04 /VGT-10 Basic Noncommissioned Officer Course PREPARE FOR COUNSELING Select a suitable place. Schedule the time. Notify the subordinate well in advance. Organize the information. Outline the components of the counseling session. Plan a counseling strategy. Establish the right atmosphere.

L328/OCT 04 /VGT-11 Basic Noncommissioned Officer Course CONDUCT THE COUNSELING SESSION Opening the Session: State the purpose of the session and establish a subordinate-centered setting. Discussing the Issues: You and the subordinate should attempt to develop a mutual understanding of the issues. L328/OCT 04 /VGT-12 Basic Noncommissioned Officer Course CONDUCT THE COUNSELING SESSION (cont) Developing the Plan of Action: Must be specific and achieve the desired result Shows the subordinate how to modify or maintain behavior, avoiding vague intentions. Recording and Closing the Session: Verbally summarize key points and ask if the subordinate understands the plan of action. L328/OCT 04 /VGT-13

Basic Noncommissioned Officer Course FOLLOW UP LEADERS RESPONSIBILITIES: You must support subordinates as they implement their plans of action Includes teaching, coaching, or providing time and resources ASSESS THE PLAN OF ACTION: Review the plan of action with the subordinate to determine if they achieved the desired results Modify plan of action if necessary L328/OCT 04 /VGT-14 Basic Noncommissioned Officer Course DEVELOPMENTAL COUNSELING FORM For use of this form see FM 22-100. Part I: (Administrative Data) 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: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary. DISCLOSURE: Disclosure is voluntary. PART I - ADMINISTRATIVE DATA Rank / Grade

Social Security No. Name (Last, First, MI) Organization Date of Counseling Name and Title of Counselor PART II - BACKGROUND INFORMATION Purpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or EventOriented counseling and includes the leaders facts and observations prior to the counseling): Part II: (Background Information) Leader states the reason for the counseling and includes the leaders facts and observations prior to the counseling. PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: Part III: (Summary of Counseling) Key Points of Discussion OTHER INSTRUCTIONS This form will be destroyedupon: 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, JUN 99 L328/OCT 04/VGT-14

EDITION OF JUN 85 IS OBSOLETE Basic Noncommissioned Officer Course 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 subordinates behavior and include a specific time line for implementation and assessment (Part IV below): 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 subordinates behavior and include a specific time line for implementation and assessment (Part IV below): Leader Responsibilities: (Leaders responsibilities in 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): implementing the plan of action): Individual counseled remarks: Signature of Individual Counseled: _________________________________________ Date: _____________________ Leader Responsibilities : (Leaders responsibilities in implementing the plan of action): Assessment: (Did the plan of action achieve the desired Signature of Counselor: _________________________________________ Date: _______________________________ results? This section is completed by both the leader and the individual counseled and provides useful information for

follow-up counseling): 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 (Reverse) L328/OCT 04/VGT-15 Basic Noncommissioned Officer Course DEVELOPMENTAL COUNSELING FORM For use of this form see FM 22-100. 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: For subordinate leader development IAW FM 22-100. Leaders should use this form as necessary. DISCLOSURE: Disclosure is voluntary. Name (Last, First, MI) Lester, James T. Organization

UNIT NAME PART I - ADMINISTRATIVE DATA Rank / Grade Social Security No. SGT 123-45-6789 Date of Counseling Name and Title of Counselor 6 SEP 04 SSG Paul, Joseph J./Section SGT PART II - BACKGROUND INFORMATION Purpose of Counseling: (Leader states the reason for the counseling, e.g. Performance/Professional or EventOriented counseling and includes the leaders facts and observations prior to the counseling): Event-Oriented: SGT Lester is receiving his Reception and Integration Counseling and initial NCOER counseling (see attached DA Form 2166-8-1) Facts: SGT Lester arrived from overseas and is assigned as 4th Squad Leader, 1st Platoon. PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: 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. L328/OCT 04/VGT-16 DA FORM 4856-E, JUN 99 EDITION OF JUN 85 IS OBSOLETE Basic Noncommissioned Officer Course NCO COUNSELING CHECKLIST/RECORD For use of this form, see AR 623-205; the proponent agency is ODCSPER. NAME OF RATED NCO RANK DUTY POSITION Lester, James T. SGT Team Leader UNIT HHC Your Unit PURPOSE: The primary purpose of counseling is to improve performance and to professionally develop the rated NCO. The best counseling

is always looking forward. It does not dwell on the past and on what was done, rather on the future and what can be done better. Counseling at the end of the rating period is too late since there is no time to improve before evaluation RULES: 1. Face-to-face performance counseling is mandatory for all Noncommissioned Officers 2. This form is for use along with a working copy of the NCO-ER for conducting NCO performance counseling and recording counseling content and dates. Its use is mandatory for counseling all NCOs, CPL through CSM. 3. Active Component. Initial counseling must be conducted within the first 30 days of each rating period, and at least quarterly thereafter. Reserve Components.(ARNG, USAR). Counseling must be conducted at least semiannually. There is no mandatory counseling at the end of the rating period. CHECKIST FIRST COUNSELING SESSION AT THE BEGINNING OF THE RATING PERIOD PREPARATION 1. Schedule counseling session, notify rated NCO. 2. Get copy of last duty description used for rated NCOs duty position, a blank copy of the NCO-ER, and the names of the new rating chain. 3. Update duty description (see page 2). 4. Fill out rating chain and duty description on working copy of NCO-ER, Parts II and III.NCO-ER. Use the trigger words on 5. Read each of the values/responsibilities in part IV of NCO-ER and the expanded definitions and examples on page 3 and 4 of this form 6. Think how each value and responsibility in Part IV of NCO-ER applies to the rated NCO and his/her duty position. Note: Leadership and training may be more difficult to apply than the other values/responsibilities when the rated NCO has no subordinates. Leadership is simply influencing others in the accomplishment of the mission and that can include peers and superiors. It also can be applied directly to additional duties and other areas of Army community life. Individual training is the responsibility of all NCOs whether or not there are subordinates. Every NCO knows something that can be taught to others and should Be involved in some way in a training program.Suggestions.

7. Decide what you consider necessary for success (a meets standards rating) for each value/responsibility. Use the examples listed on page 3 and 4 of this form as a guide in developing your L328/OCT 04/VGT-17 COUNSELING 1. Make sure the rated NCO knows rating chain. 2. Show rated NCO the draft duty description on your working copy of the NCO-ER. Explain all parts. If rated NCO performed in position before, ask for any ideas to make duty description better 3. Discuss the meaning of each value/responsibility in part IV of NCO-ER, and the expanded definitions on pages 3 and 4 of this form to help. 4. Explain how each value/responsibility applies to the specific duty position by showing or telling your standards for success (a meets standards rating). Use examples on pages 3 and 4 of this form as a start point. Be specific so the rated NCO really knows whats expected. 5. When possible, give specific examples of excellence that could apply. This gives the rated NCO something special to strive for. Remember that only a few achieve real excellence and that real excellence always includes specific results and often includes accomplishments of subordinates. 6. Give rated NCO the opportunity to ask questions and make Basic Noncommissioned Officer Course PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling.

Key Points of Discussion: o Personal and Family Issues: o Discuss duty position and review job description: o Leaders Book for Alpha Team: o Personal and Organizational Goals: OTHER INSTRUCTIONS This form will be destroyedupon: 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. EDITION OF JUN 85 IS OBSOLETE DA FORM 4856-E, JUN 99 L328/OCT 04/VGT-18 Basic Noncommissioned Officer Course PART III - SUMMARY OF COUNSELING Complete this section during or immediately subsequent to counseling. Key Points of Discussion: o Personal and Family Issues: o Finances (PCS Entitlements, Leaves) o Housing, Child care Center o Family Readiness Group o Discuss duty position and review job description: o Discuss duty and responsibility to train, lead, and develop team o Standards- setting and enforcing

o Deployments and Exercises o Leaders Book for Alpha Team: o Duty rosters and training schedules o Unit METL, Command Policies and SOPs o Unit Physical Fitness Program/unit fitness goal/diagnostic APFT o Soldier Key Information o Chain of Command/NCO Support Channel: o Rating Chain/NCOER o Alert/Recall Roster and Accountability o Equipment Accountability and Maintenance o Hand Receipts/Command Maintenance o Personal and Organizational Goals: o Professional Development o Education (Civilian and Military) o Career Enhancing Opportunities (NCO of the Month Board, Audie Murphy Board) o Short and Long Term Goals o Unit Readiness OTHER INSTRUCTIONS This form will be destroyedupon: 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. L328/OCT 04/VGT-19 DA FORM 4856-E, JUN 99 EDITION OF JUN 85 IS OBSOLETE Basic Noncommissioned Officer Course 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 subordinates behavior and include a specific

time line for implementation and assessment (Part IV below): o Provide spouse with Family Readiness Group contact info. and encourage her to attend the next meeting. o Review Unit METL and Command Policies by Monday, and SOPs by the end of next week. o Conduct joint inventory of team equipment within 20 days. o Review leaders book from previous team leader within 2 weeks. o Conduct open discussion with team members next week. o Conduct initial counseling on each team member within 30 days. o Prepare to take a diagnostic APFT within 30 days and prepare to conduct PT. o Visit the education center to look into next semesters schedule. o In support of long-term goal of promotion to SSG, work on weapons qualification, PT, and civilian/military education. o Study pertinent Army Regulations and FMs for board appearance. o Verify teams SRP packets within 60 days. o Monthly assessments on or about 6 OCT 04, 6 NOV 04, 6 DEC 04. L328/OCT 04/VGT-20 DA FORM 4856-E (Reverse) Basic Noncommissioned Officer Course 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:

Jim T. Lester 6 Sep 04 Signature of : Individual counseled _________________________________________________ Date:________________ Leader Responsibilities : (Leaders responsibilities in implementing the plan of action): Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: individual counseled and provides useful information for follow-up counseling): Counselor: ____________________ L328/OCT 04/VGT-21 Individual Counseled:_________________ Date of Assessment: ______________ Note: Both the counselor and the individual counseled should retain a record of the counseling. DA FORM 4856-E (Reverse) Basic Noncommissioned Officer Course COUNSELING 1. Go over each part of the duty description with rated NCO. Discuss any changes, especially to the area of special emphasis. 2. Tell rated NCO how he / she is doing. Use your success

standards as a guide for the discussion (the examples on pages 3 and 4 may help). First, for each value/responsibility, talk about what has happened in response to any discussion you had during the last counseling session (remember, observed action, demonstrated behavior and results). Second, talk about what was done well. Third, talk about how to do better. The goal is to get all NCOs to be successful and meet standards.session. 3. When possible, give examples of excellence that could apply. This gives the rated NCO something to strive for, REMEMBER, EXCELLENCE IS SPECIAL, ONLY A FEW ACHIEVE IT! Excellence includes results and often involves subordinates. 4. Ask rated NCO for ideas, examples and opinions on what has been done so far and what can be done better. (This step can be done first or last). BEFORE THE NCO DEPARTS THE COUNSELING SESSION 1. Record counseling date on this form. 2. Write any additional key points that came up during the counseling session on this form. 3. Show key points to rated NCO and get his/her initials. 4. Save NCO-ER with this checklist for next counseling (Notes should make record NCO-ER preparation easy at the end of the rating period. COUNSELING RECORD/KEY POINTS MADE INITIAL o o o o

Team Leader duty description and responsibilities to include to train, lead, and develop the team Leaders Book review Organizational and personal goals See DA Form 4856, Reception and Integration counseling DATE 6 Sep 04 RATED NCOS INITIALS JTL LATER DATE RATED NCOS INITIALS LATER DATE L328/OCT 04/VGT-22 RATED NCOS INITIALS Basic Noncommissioned Officer Course 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: Jim T. Lester

6 Sep 04 Signature of : Individual counseled _________________________________________________ Date:________________ Leader Responsibilities : (Leaders responsibilities in implementing the plan of action): Introduce to team; Provide information on next FRG meeting; Reinforce/explain job description; Afford time to review policies and SOPs; Provide copy of updated rating scheme and alert roster; Schedule/administer diagnostic APFT; Will check counseling packets on your soldiers in 30 days; Coordinate for class with Supply SGT on accountability and responsibility; Supervise team inventory of equipment; Provide list of reference material to assist in preparation for NCO of the Month, Audie Murphy, and Promotion Board; Assist in resolving any problems that may develop. Joseph J. Paul 6 Sep 04 Signature of Counselor: _________________________________________________ Date: _______________________ PART IV - ASSESSMENT OF THE PLAN OF ACTION Assessment: individual counseled and provides useful information for follow-up counseling): Counselor: ____________________ L328/OCT 04/VGT-23 Individual Counseled:_________________ Date of Assessment: ______________ Note: Both the counselor and the individual counseled should retain a record of the counseling.

DA FORM 4856-E (Reverse) Basic Noncommissioned Officer Course 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: Jim T. Lester 6 Sep 04 Signature of : Individual counseled _________________________________________________ Date:________________ Leader Responsibilities : (Leaders responsibilities in implementing the plan of action): Introduce to squad; Provide information on next FRG meeting; Reinforce/explain job description; Afford time to review policies and SOPs; Provide copy of updated rating scheme and alert roster; Schedule/administer diagnostic APFT; Will check counseling packets on your soldiers in 30 days; Coordinate for class with Supply SGT on accountability and responsibility; Supervise squad inventory of equipment; Provide list of reference material to assist in preparation for NCO of the Month, Audie Murphy, and Promotion Board; Assist in resolving any problems that may develop.

Joseph J. Paul Signature of Counselor: _________________________________________________ Date: 6 Sep 04 _______________________ 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): Assessments done on: 3 Oct 04 JTL/JJP On 26 Sep 04, observed SGT Lester conducting a team equipment inventory. He made the necessary correction, signed for and accepted responsibility for the team equipment. On 2 Oct 04, SGT Lester took a diagnostic APFT and scored 220 with a score of 65 on the run. Counselor: _______________ Individual Counseled:____________ Date of Assessment: _______________ Note: Both the counselor and the individual counseled should retain a record of the counseling. L328/OCT 04/VGT-24 Basic Noncommissioned Officer Course OBSERVERS OBSERVERS WORKSHEET WORKSHEET (Front) (Front) Observers Worksheet

Case Study: __________________________ Instructions: Rate the counselor on the items below using the scale provided. 0 Not at all 1 Poor 2 Marginal 3 Satisfactory 4 Very good 5 Excellent 1. Components of the Counseling Session: A. Open the session.

____________ Stated the purpose of the session and established a subordinate-centered tone. B. Discuss the issue. ____________ Developed a mutual understanding of the situation. C. Develop a plan of action. ____________ Jointly identified actions to either solve problem, improve performance, or achieve goals. D. Close the session. ____________ Summarized key points, checked acceptance of plan of action, established follow-up measures . 2. Leader Counseling Skills A. Active Listening ____________ Gave full attention to subordinate, maintained appropriate eye contact and made appropriate gestures. B. Responding

____________ Checked understanding by paraphrasing or summarizing. C. Questioning ____________ Asked open ended questions to gain information or provoke thought. Total Score: ........................................................................... L328/OCT 04 /VGT-26 ____________ Basic Noncommissioned Officer Course OBSERVERS OBSERVERS WORKSHEET WORKSHEET (Back) (Back) 3. Comments should be provided on each component of the counseling session and leader counseling skills listed on the front side of this form: Overall strengths of the counseling session: Areas where improvement is needed: Name of Counselor: ____________ Signature: ________________ Date: ________

Name of Observer: _____________ Signature: ________________ Date: ________ L328/OCT 04 /VGT-27 Basic Noncommissioned Officer Course OBSERVE LEADERSHIP PERFORMANCE (Actions) All acts (verbal and nonverbal), appearances, and actions are valid opportunities for assessment. Ensure observations are complete. Observations must be objective. L328/OCT 04 /VGT-28 Basic Noncommissioned Officer Course RECORD RECORD LEADERSHIP LEADERSHIP PERFORMANCE PERFORMANCE (Actions) (Actions) Record on 3x5 cards, notebook, video, audio tape. Note actions not taken. They are equally important. Use direct quotes when possible and bullet comments rather than complete sentences.

Record actions in chronological sequence. Do not allow winning, losing, or mission accomplishment to influence recorded actions. L328/OCT 04 /VGT-29 Basic Noncommissioned Officer Course APPENDIX APPENDIX B B Classify Classify Using Using Performance Performance Indicators Indicators Use all written, verbal, and non-verbal information. Use leadership dimensions, definitions, and associated actions. Though an action may fit more than one dimension, list it under the most appropriate one (best fit). Look deeper than the general indicators. Be specific, precise, objective, fair. L328/OCT 04 /VGT-30 Basic Noncommissioned Officer Course APPENDIX APPENDIX B, B, Performance Performance Indicators

Indicators To Achieve Excellence Loyalty Duty Respect Selfless Service Honor Integrity Personal Courage Mental Interpersonal Physical Conceptual Emotional Technical Tactical Influencing - Communication - Decision Making - Motivating Operating - Planning

- Executing - Assessing Improving - Developing - Building - Learning .by providing purpose, direction, and motivation. L328/OCT 04 /VGT-31 Basic Noncommissioned Officer Course APPENDIX APPENDIX B B Rate Rate and and Develop Develop Using Using Performance Performance Indicators Indicators Compare actions to leadership dimensions and determine if they are strengths or weaknesses. Conduct developmental counseling and allow subordinate to assess himself. Develop plan of action. Assess plan of action and change if necessary. Continue to assess performance of subordinate leader.

L328/OCT 04 /VGT-32 Basic Noncommissioned Officer Course ASSESS ASSESS AND AND DEVELOP DEVELOP SUBORDINATES SUBORDINATES (SUMMARY) (SUMMARY) Plan where & when to OBSERVE subordinate performance. RECORD performance. CLASSIFY and RATE performance by applying leadership dimensions. Conduct DEVELOPMENTAL COUNSELING. Continue to ASSESS the PLAN OF ACTION. L328/OCT 04 /VGT-33 Basic Noncommissioned Officer Course SUMMARY SUMMARY Developmental Counseling Definition The Leader as a Counselor Categories of

Developmental Counseling The Counseling Form Link to DA Form 2166-8-1 The Session Open the session Discuss the issue Develop plan of action Record and close the session L328/OCT 04 /VGT-34 Purpose To develop subordinates The Process

Identify the need Prepare Conduct Follow up Basic Noncommissioned Officer Course

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