DA Form 7223-1 Base System Civilian Performance Counseling Checklist/Record

What Is DA Form 7223-1?

DA Form 7223-1, Base System Civilian Performance Counseling Checklist/Record is a form used during counseling performed as a part of the Total Army Performance Evaluation System (TAPES). The form is used as a tool for discussing and documenting personal job expectations and individual achievements of civilian employees within the U.S. Army.

The latest version of the form - sometimes incorrectly referred to as the DD Form 7223-1 - was released by the Department of the Army (DA) in August 1998. An up-to-date DA Form 7223-1 fillable version is available for download and digital filing below or can be found through the Army Publishing Directorate website.

The counseling checklist is closely related to the DA Form 7223, Base System Civilian Evaluation Report, used for recording the results of the evaluation and the rated employee 's achievements throughout a certain period. The DA 7223-1 should only be used with a copy of the corresponding DA 7223.

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BASE SYSTEM CIVILIAN PERFORMANCE COUNSELING CHECKLIST/RECORD
For use of this form, see AR 690-400; the proponent agency is ASA(M&RA)
RATEE
RATER
INTERMEDIATE RATER (Optional)
ORGANIZATION/INSTALLATION
PAY PLAN, SERIES/GRADE
RATING PERIOD
SENIOR RATER
AFTER COUNSELING
PURPOSE . The primary purpose of counseling is to define organizational
mission and values, discuss individual job expectations and performance,
1. Summarize key points of the counseling on the back of this form and
reinforce good performance/work related behavior, correct problem
initial in the block provided. You may attach additional pages.
performance/work related behavior, and enhance the Ratee's ability to set
and reach career goals. The best counseling is forward looking,
2. Give the Ratee the form to review/initial.
concentrating on the future and what needs to be done better. Counseling
should be timely. Counseling only at the end of the rating is too late since
3. If the Ratee gave written input, attach it.
misunderstandings that impact performance and work related behavior
cannot be resolved in time for improvement before the next annual rating.
4. Forward the checklist through the rating chain to the Senior Rater
(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
RULES FOR COUNSELING.
you.
1. Face-to-face counseling is mandatory for all civilians in the Base
System.
5. Give the Ratee a copy and keep the original to use for the next
counseling session.
2. Use this form along with a working copy of the Evaluation Form
(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
1. Schedule the counseling session with the Ratee. Tell him/her to
THE RATING PERIOD
come prepared to discuss accomplishments and review requirements
and effectiveness of any completed training.
PREPARATION
2. Review notes from the last session.
1. Schedule the counseling session and notify the Ratee; suggest the
Ratee write down or be ready to discuss ideas about expectations and
3. Consider whether priorities or expectations have changed.
requirements.
4. For each Value/Responsibility, answer these questions: What has the
2. Get a copy of the Ratee's position description, rating chain, 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.
COUNSELING
4. Decide what you consider necessary for success in each
Value/Responsibility. Be specific.
1. Discuss job requirements and areas of special emphasis and
priorities that have changed or that are new. Ask the Ratee if he/she is
5. Make notes to help you with counseling.
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
actions/results. Discuss differences in your views. Offer assistance if
2. Discuss the position description. If the Ratee has worked in the job
needed. The goal is to help the Ratee succeed.
before, ask if he/she believes the description is accurate.
4. Give examples of Excellence that occurred or could have occurred.
3. Discuss items that require top priority effort (areas of special
emphasis) --realizing this may change later.
5. At least during the midpoint counseling session, discuss the Ratee's
career goals, the effectiveness of training, and the Ratee's potential to
4. Discuss each Value/Responsibility in Part V of the evaluation form. Ask
perform higher level or different tasks.
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 you did for the initial session.
6. Discuss what tasks and level of performance you expect for Success.
2. At the end of the rating period, use the checklist to prepare the
7. If you and the Ratee have different views, discuss them until you both
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
discuss with the Ratee, if a senior rater is used. After the Ratee signs,
8. Using the DA-established performance standards and the tasks to be
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.
9. Ask the Ratee about career goals and training needs.
DA FORM 7223-1, AUG 1998
APD LC v1.04ES
PREVIOUS EDITION IS OBSOLETE.
BASE SYSTEM CIVILIAN PERFORMANCE COUNSELING CHECKLIST/RECORD
For use of this form, see AR 690-400; the proponent agency is ASA(M&RA)
RATEE
RATER
INTERMEDIATE RATER (Optional)
ORGANIZATION/INSTALLATION
PAY PLAN, SERIES/GRADE
RATING PERIOD
SENIOR RATER
AFTER COUNSELING
PURPOSE . The primary purpose of counseling is to define organizational
mission and values, discuss individual job expectations and performance,
1. Summarize key points of the counseling on the back of this form and
reinforce good performance/work related behavior, correct problem
initial in the block provided. You may attach additional pages.
performance/work related behavior, and enhance the Ratee's ability to set
and reach career goals. The best counseling is forward looking,
2. Give the Ratee the form to review/initial.
concentrating on the future and what needs to be done better. Counseling
should be timely. Counseling only at the end of the rating is too late since
3. If the Ratee gave written input, attach it.
misunderstandings that impact performance and work related behavior
cannot be resolved in time for improvement before the next annual rating.
4. Forward the checklist through the rating chain to the Senior Rater
(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
RULES FOR COUNSELING.
you.
1. Face-to-face counseling is mandatory for all civilians in the Base
System.
5. Give the Ratee a copy and keep the original to use for the next
counseling session.
2. Use this form along with a working copy of the Evaluation Form
(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
1. Schedule the counseling session with the Ratee. Tell him/her to
THE RATING PERIOD
come prepared to discuss accomplishments and review requirements
and effectiveness of any completed training.
PREPARATION
2. Review notes from the last session.
1. Schedule the counseling session and notify the Ratee; suggest the
Ratee write down or be ready to discuss ideas about expectations and
3. Consider whether priorities or expectations have changed.
requirements.
4. For each Value/Responsibility, answer these questions: What has the
2. Get a copy of the Ratee's position description, rating chain, 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.
COUNSELING
4. Decide what you consider necessary for success in each
Value/Responsibility. Be specific.
1. Discuss job requirements and areas of special emphasis and
priorities that have changed or that are new. Ask the Ratee if he/she is
5. Make notes to help you with counseling.
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
actions/results. Discuss differences in your views. Offer assistance if
2. Discuss the position description. If the Ratee has worked in the job
needed. The goal is to help the Ratee succeed.
before, ask if he/she believes the description is accurate.
4. Give examples of Excellence that occurred or could have occurred.
3. Discuss items that require top priority effort (areas of special
emphasis) --realizing this may change later.
5. At least during the midpoint counseling session, discuss the Ratee's
career goals, the effectiveness of training, and the Ratee's potential to
4. Discuss each Value/Responsibility in Part V of the evaluation form. Ask
perform higher level or different tasks.
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 you did for the initial session.
6. Discuss what tasks and level of performance you expect for Success.
2. At the end of the rating period, use the checklist to prepare the
7. If you and the Ratee have different views, discuss them until you both
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
discuss with the Ratee, if a senior rater is used. After the Ratee signs,
8. Using the DA-established performance standards and the tasks to be
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.
9. Ask the Ratee about career goals and training needs.
DA FORM 7223-1, AUG 1998
APD LC v1.04ES
PREVIOUS EDITION IS OBSOLETE.
DA RESPONSIBILITIES AND PERFORMANCE STANDARDS
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
timely/appropriate personnel actions. Recruits/retains quality force.
TECHNICAL COMPETENCE . Has knowledge, skills and abilities to do
Motivates, challenges and develops subordinates, through counseling
the work. Produces expected quality and volume. Meets deadlines.
on expectations, performance, and career goals; evaluates timely.
Works with right amount of supervision. Gets desired results.
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
to do business. Seeks/accepts developmental opportunities.
(EEO/AA) . Applies EEO principles to all aspects of personnel
management (e.g., hiring, training, work assignments/schedules,
discipline, counseling and awards) . As appropriate, takes immediate
WORKING RELATIONSHIPS/COMMUNICATIONS . As a team
corrective action if sexual harassment or other discriminatory/unfair
member, works well with group and helps others get the job done.
treatment is observed, reported or suspected. Provides leadership and
Expresses ideas clearly. Follows instructions or asks for clarification.
emphasis to the execution of the Affirmative Employment Plan.
Shows respect and is courteous. Shows concern for customer.
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
RATEE/RATER/
DATE OF
INT. RATER/
KEY POINTS MADE
SENIOR RATER
COUNSELING
INITIALS
INITIAL
LATER (Optional)
MIDPOINT
LATER (Optional)
APD LC v1.04ES
REVERSE, DA FORM 7223-1, AUG 1998

Download DA Form 7223-1 Base System Civilian Performance Counseling Checklist/Record

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How to Fill Out DA Form 7223-1?

Additional guidelines and filing information can be found in the Army Regulation 690-400, Chapter 4302 Total Army Performance Evaluation System, released in October 1998. DA Form 7223-1 instructions are as follows:

  1. Face-to-face discussions are a mandatory activity for all civilians included under either the Base or the Senior systems. The initial counseling should be conducted strictly within the first 30 days of the rating period.
  2. The seven lines at the top of the first page of the form should be completed with data about both the evaluated employee and the rater. The required information includes the full name of the rated person, the name of their organization, their pay plan, and rating period, as well as the names of all of the raters involved. In addition to the main rater and intermediate rater and senior rater can be included in the evaluation process if necessary.
  3. During the counseling, the rater will bring up and discuss the employee's job description, their areas of special emphasis, their views on assignments and the criteria for success. The rated employee must understand what is expected of them and be aware of both their achievements and any pitfalls that may have happened already.
  4. Each session must be recorded on the form. Each entry should contain the date of the discussion, the ratee's and rater's initials and the key points made during each counseling session.

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