10 Non-Negotiable Items For The Platoon Sergeant’s Initial Counseling: The Ultimate 2024 Checklist

The initial counseling conducted by a Platoon Sergeant (PS) is arguably the most critical leadership event for a newly assigned Soldier. This mandatory, face-to-face session establishes the foundation for the Soldier's entire rating period, sets immediate expectations, and ensures they are integrated into the unit's mission and culture. As of the current date in December 2025, effective counseling must be a forward-thinking, developmental process, not just a paperwork drill, adhering strictly to the guidelines outlined in Army Regulation 623-3 (AR 623-3) and Army Techniques Publication 6-22.1 (ATP 6-22.1). This counseling session, formally documented on the ubiquitous DA Form 4856 (Developmental Counseling Form), is the Platoon Sergeant’s chance to translate the Commander’s intent into actionable performance standards for every subordinate. Failing to conduct a thorough and timely initial counseling—which is required within 30 days of a rating period starting—can have severe negative impacts on a Soldier's career, particularly concerning their Noncommissioned Officer Evaluation Report (NCOER). The best Platoon Sergeants use this opportunity to build trust, identify a Soldier’s potential, and clearly define the path to success in the platoon.

The Platoon Sergeant's Essential Counseling Checklist (DA Form 4856)

The initial counseling is a formal developmental counseling session. The Platoon Sergeant must prepare for it using the Four Stages of Counseling: identifying the need, preparing the counseling, conducting the counseling, and following up. For a new Soldier, the focus is on Reception and Integration Counseling alongside establishing performance and professional standards.

1. Unit Mission and Platoon Vision

The Soldier must understand the "why." The PS must clearly articulate the unit’s overall mission and the platoon's specific role in achieving it. This is more than just a job description; it connects the individual Soldier's daily tasks to the broader organizational success. Discuss the Commander’s Intent and how the platoon’s actions support the First Sergeant and the chain of command.

2. Specific Duty Position and Performance Standards

This is the core of the counseling. The PS must detail the Soldier's specific duties, responsibilities, and the objective Performance Standards for their assigned billet. These standards must be quantifiable and observable. For example, a standard for a mechanic might be: "Maintain 10/20 equipment readiness rate at all times." This clarity prevents future misunderstandings and forms the basis for the NCOER/OER.

3. The Rating Scheme and Evaluation System

For all NCOs (and officers, if the Platoon Sergeant is counseling the Platoon Leader), the Rating Scheme must be explicitly laid out. The Soldier needs to know who their Rater, Senior Rater, and Reviewer are. The PS must provide a copy of the NCOER Support Form (or OER Support Form) and explain how the Evaluation Entry System (EES) works. This ensures the Soldier is aware of the evaluation process from day one, in compliance with AR 623-3. The initial counseling is the first step in the NCOER process.

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4. Mandatory Training and Readiness Requirements

Detail all mandatory requirements, including physical fitness standards (Army Combat Fitness Test - ACFT), weapons qualification, professional military education (PME), and specific training deadlines. Discuss the importance of Individual Readiness and how it directly impacts the platoon's collective success. This is a non-negotiable area for all Platoon Sergeants.

5. Personal and Professional Goals (Short- and Long-Term)

A developmental counseling session must focus on the Soldier's future. The PS should ask about the Soldier's goals, such as college courses, certifications, promotion eligibility, and Reenlistment intentions. The PS then commits to providing the necessary support and resources to achieve those goals, leveraging programs like Tuition Assistance and the SFL-TAP (Soldier for Life - Transition Assistance Program) for those nearing separation.

Key Expectations and Leader Responsibilities

The second half of the initial counseling should cover the intangible aspects of leadership, discipline, and unit culture. A great Platoon Sergeant uses this section to set the tone for the professional relationship.

6. Communication and Feedback Protocol

Establish clear lines of communication. The Soldier should know when to use the chain of command, when they can bypass a Squad Leader for urgent issues, and what the Platoon Sergeant's open-door policy entails. Emphasize that communication must be honest, timely, and professional, especially concerning Equipment Maintenance and troop welfare.

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7. Discipline, Standards, and Army Values

Clearly state the unit's stance on discipline and adherence to the Army Values (Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, Personal Courage). Discuss specific unit standards for appearance, barracks cleanliness, and off-duty conduct. This section should cover zero-tolerance policies for issues like sexual harassment (SHARP), suicide prevention (ACE), and substance abuse (ASAP). The PS is responsible for ensuring the Soldier knows where to find resources.

8. Administrative and Logistics Requirements

Cover all administrative necessities. This includes ensuring the Soldier's emergency data is up-to-date, confirming off-post residence information, reviewing finance and pay issues, and verifying their medical and dental readiness. For Soldiers with families, include available support resources like Army Community Service (ACS) and the Family Readiness Group (FRG).

9. Platoon Leader and Platoon Sergeant Relationship (The Mutual Contract)

While counseling a subordinate Soldier, the PS should briefly explain the relationship with the Platoon Leader (PL). This shows the Soldier a unified front. For the Platoon Leader's counseling *of* the Platoon Sergeant, this point is reversed: the PL and PS must establish a mutual contract of trust, communication, and shared understanding of command philosophy. This is critical for effective Platoon Leadership and mission execution.

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10. Follow-Up Plan and Quarterly Review

The initial counseling is not a one-time event. The PS must schedule a follow-up date, typically a quarterly formal review, to check on the Soldier's progress toward their goals and performance standards. Document the agreed-upon Plan of Action and the Leader Responsibilities on the DA Form 4856. Regular developmental counseling is the Army's most important tool for developing future leaders and ensuring sustained performance.

Advanced Best Practices for the Modern Platoon Sergeant

The best Platoon Sergeants move beyond the minimum requirements to foster a culture of excellence. They understand that Developmental Counseling is a continuous process, not just a mandatory form.

One key best practice is to utilize the NCO Support Form within the EES system to draft the counseling. This ensures a seamless transition from the initial expectations to the actual performance evaluation. By using the system, the Platoon Sergeant can easily track progress and provide quarterly feedback that directly feeds into the Soldier's final NCOER. Furthermore, effective leaders are now incorporating discussions about digital professionalism and the responsible use of social media, recognizing the new challenges of the modern operational environment.

Another crucial element is the integration of Risk Management into the counseling. Discussing safety both on and off duty, including travel plans and recreational activities, demonstrates genuine care for the Soldier's well-being. By covering these Leader Development topics, the Platoon Sergeant ensures the Soldier is not only a successful performer but also a well-rounded and responsible member of the Noncommissioned Officer Corps.

In summary, the initial counseling is the Platoon Sergeant’s opportunity to establish a high-performing team. By covering the ten non-negotiable items—from the Unit Mission and Performance Standards to NCOER requirements and Soldier-Family Issues—the PS provides the clear guidance necessary for mission success and the Soldier's long-term professional growth.