Pardons deal with the code of service discipline. So yes, you could get your slate wiped clean.
Remedial measures deal with your career. The fairness standard is different. Many folks seem to think that once they join they have a guaranteed career for life. If someone is not working out, though, then they need to be prepared to be shown the door if they do not improve. The IC stays on the file so that a problem individual does not keep squeaking back over the line and then making the same mistakes later on without repercussions. A young soldier can have a great career even with an IC (or higher). I have worked with many great leaders who have some form of remedial measures on their file. It did not colour how I judged their performance, and indeed they had all been promoted with remedial measures on their files. It did make a difference, though, if they had issues with conduct or performance in that they started higher up the ladder.
Having said that, I thought very carefully about putting an individual on remedial measures. Just because I found a young soldier guilty of a service offence and awarded a punishment was not immediate grounds for an IC. A soldier could spend a week or two getting retrained by the duty staff in a controlled environment and then soldier on. After two years the minor punishments disappeared and there was no blemish on the pers file. If there was a clear pattern or the incident was very serious (drugs/DUI etc), though, then remedial measures would be initiated.