FITNESS REPORT - MILLS, MONTRELL EUGENE

• Document Type: FOIA
• Keywords: MILLS MONTRELL E
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001308764
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 4
• Document Release Date: February 19, 2008
• Case Number: F-2005-00558
• Publication Date: March 21, 1955

 FITNESS REPORT                                 ?'"" The Fitness Report is an important factor in agency personnel manegenent.  It se   ovide; I. The agency selection board with information of value when considering the app  ,anon of an individual for membership in the career service; and 2. A periodic record of job performance es en aid to the effective utilization of personnel. INSTRUCTIONS 71D THE ADMINISTRATIVE OR PERSONNEL OFFICER:  Consult current  administrative instructions regarding the initiation and transmittal of this report. T1D THE SUPERVISOR:  Read the entire  form .before attempting to complete any item.  As the  supervisor  who assigns, directs ared reviews the work of the individual, you have primary responsibility for evaluating his strengths, weak- nesses, and on-the-job effectiveness as revealed by his day-to-day activities.  If this  individual  has been under your supervision for less than 30 days, you will collaborate with his previous supervisors to make sure the report is accurate and complete.  Primary responsibility rests with the current supervisor.  It is assumed that, through- out  the  period  this  individual  has  been  under  your  supervise  n,  you     ave   isc  ar  e   y     "igu"~'f'GY'S'Sty"-res              i- ties by frequent discussions of his work, so that in a genet 1 way he knows where he sta~~is.       OATF ~~~!                                     Posted Pos. Contro{ IT IS OPTIONAL  WHETHER OR NOT 7T1IS FITNESS R   ORTRJffifl~~PERSON BEING ?-SECTION  I  (To  be  fi :.                  . , .<,      ;~ 1? NAME ''~~~ ~ (Last)       -   (First)  (Middle) . 2-. DATE OF_BIRTH- 3?SEX .4? CAREER DESIGNATION _ , 5? DATE OF ENTRANCE ON DUTY   6. OFFICE ASSIGNED TO     T. DIVISION                   8? BRA 9? NATURE OF ASSIGNMENT              10? IF FIELD,-SPECIFY S              -           11? GRADE 1-J  DEPARTMENTAL         FIELD                                                                    ~ 12? DATE THAT THIS REPORT I& DUE     13?.P                                (Inclusive dates) 1 March 195l~ - 1 March 1955 SECTION it (To be filled in by Supervisor) 1? CURRENT POSITION                                                      2? DATE ASSUMED RESPONSIBILITY FOR POSITION Investigator 3? WHAT SPECIFIC ASSIGNMENTS OR TASK               THOSE GIVEN TO HIM DURING THE PAST THREE TO SIX MONTHS (List in order of frequency): Resident Agent (General Investigative duties) .APPROVED .FOR RELEASE DATE: NOV 2007 RF,AD TI1B INTIRB FORM 1iBFDR6 ATTBMPTING T1D COMPLETB ANY ITF~If SECTION III I certify that, during the latter pelf of the period covered by this report, I have discussed with the rated indi- vidueL the .manner In which he has performed his job and provided suggestions and criticisms wherever needed. I be- lieve that hIa  underatending of my evaluation of hLa performance is consistent with my  evaluation  of him as evi- denced by this fitness report and I have  informed him of hIs strengths, weaknesses, and on-the-job'effectiveneas.- If performance during the report  period hea been unaatiafeclory, there is attached a'oopy of the memorandum noti- fying him of unsatisfactory performance.. Thla report  ~ hea     ?     has not been .shown to the i       a THIS DATE   ~                NAME AND~SIaNATURE OF RAT                  edIa.te:auperviaot), , _ 1!t March 1955 1 HAVE REVIEWED   IS REPORT (Co        If any  ar        ct       tac ed memorandum) 7~yls                        N                                  FILIAL (Official next higher in line of authority) s~ (When  Fi  led  In) SEC _T SE  ET (When F lied In) SECTION IV         Q This section is provided as en aid in describing the individual.  Your descriptidn i       ~yf'l~~  Fable or unfavorable in itself but acquires its meaning in relation to a particular job or assignment.  The descrt~ five words are Lo 6e interpreted literally. On the left hand aide of the page  beloly are a aeries of statements th~pa~y  ~~ some degree to most people.  On the right hand side of the page are four major categories of descriptio   ~. he   c~s j~'~ 1~   each category is di. vided into three smell blocks; this is to allow yov to make finer distinctions if you afo ~{si~  Look at the state- ment on the left - then check the category on the rightwhich best tells how much the statement applies to the per- son you ere rating.  Placing art  " X?' in the "Not Observed ?' column means you have no opinion on whether a phrase applies  to  en  individual.        Placing  an  "X'? in  the "Ihes Not  Apply"column m~rt tJl~t  you have  the  definite  opinion that the description is not at ell suited to the individual.                        r(  Q~,/ STATEMENTS w A. ABLE TO SEE ANOTHER'S            J a POINT OF VIEW.                   Q I. A GOOD REPORTER OF EVENTS. 2. CAN MANE DECISIONS ON HIS OWN WHEN NEED AR1SES. 3. CAUTIOUS IN ACTION. ?. HAS INITIATIVE. 5? UNEMOTIONAL. 6? ANALYTIC IN HIS THINKING.-.~ 7. CONSTANTLY STRIVING FOR NEW -KNOWLEDGE AND IDEAS. 8?   GETS  "ALpNG;~,.WTTH~PEOPLE  AT  ALL SOCIAL LEVELS. 9. HA5 SENSE OF .HUMOR. 12. .C7fN:~G~T?:'ALONG  W17H  PEOPLE. 13? MEMORY FOR.F.ACTS,~ 14. GETS THINGS DONE. 15? KEEPS ORIENTED TOWARD LONG TERM GOALS. 17? HAS HIGH STANDARDS OF ACCOMPLISHMENT. 18? HAS STAMINA: CAN KEEP GOING A LONG TIME. 21. ACCEPTS RESPONSIBILITIES. 22. ADMITS HIS .ERRORS. 23? RESPONDS WELL TO SUPERVISION. 24. EVEN DISPOSITION. 25: ABLE TO DO HIS JOB WITHOUT ?TRBNG SUPPORT. SERV ED  I  APPLY I  APPDEGREED  A I AREDEGREEOEA  I ABOVDEGREE AGE APPLIES TO AN DUT5TANDING DEGREE ti~,SE~~T: _ CAN THINK ON HIS FEET. 2 g, 27? COMES UP WITH SOLUTIONS TO PROBLEMS : 28? STIMULATING TO ASSOCIATESi A "  SPARK  PLUG": - 29? TOUGH MINDED. 30. OBSERVANT. 31. CAPABLE. 32? CLEAR THINKING. 33. COMPLETES ASSIGNMENTS WITHIN ALLOWABLE TIME LIMITS. - 31? EVALUATES SELF REALISTICALLY. _ 95?`WELL INFORMED'ABOUT CURRENT'. ... "" ` EVE TS.,    ,, ' 3g DELIBERATE _ _ . . 37? EFFECTIVE IH: DISCUSSIONS WITH ? .. . ASSOCIATES. 38? IMPLEMENTS DECISIONS REGARD- ~ - LESS  OF OWN  FEELINGS. 39? THOUGHTFUL OF OTHERS. `7'~ +` 40. WORKS WELL UNDER PRESSURE. -~ 41   DISPLAYS JUDGEMENT. 42? GIVES CREDIT WHERE CREDIT IS ~ - DUE. 43?   HAS  DRIVE. IS SECURITY CONSCIOUS 44 Y ?` . . VERSATILE: 45 ? HIS CRITICISM IS CONSTRUCTIVE. 48? ABLE TO INFLUENCE OTHERS. 4 7? `48. FACILITATES SMOOTH OPERATION OF HIS OFFICE. 49? DOES NOT REQUIRE STRONG AND - CONTINUOUS SUPERVISION.. 50. A GOOD SUPERVISOR. X ?~ SECTION Y A. WHAT ARE HIS OUTSTANDING STRENGTHS) 1. Conscsientiousness and ability to work under pressure 2. Possesses professional 3Ytvestigative ability B. WHAT ARE HtS OUTSTANDING WEAKNESSESt Aone that reflect on work perf?rmana? or de~a?anor ~:        .. SEC~ET GLE  STRENGTH  OR  WEJt'KNESS  OUTWEIGHS  ALL  O~TII~~FO  ~IDERATIONS: S ~~ p~~~ . cooperation and assiduous applicatiq~ to assigned ~~'~~ ~R . WHAT TRAINING DO YOU RECOMMEND FOR THIS INDIVIDUALT none at this time IF YES,      T ~`~ ~M'fS . OTHER COMMENTS (Indicate here general traits, specific habits or characteristics not covered elsewhere DIRECTIONS: Conatdar only the skll! with which the peraon?hea perforaed the dullea of hla.job a>d rat'e 2? BARELY ADEQUATE {N PERFORMANCEt ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING. HE OFTEN FAILS TO CARRY OUT RESPONSIBILITIES COMPETENTLY.                                - 3. PERFORMS MOST JF HI5 DUTIES ACCEPTABLYt OCCA? SIGNALLY REVEALS SOME AREA OF WEAKNESS. PERFORMS DUTIES IN A TYPICALLY COMPETENT, EFFECTIVE MANNER. A FINE PERFORMANCEt CARRIES OUT MANY OF HIS RESPONSIBILlT1E5 EXCEPTIONALLY WELL. PERFORMS HIS DUTIES INSUCH AN OUTSTANDING MANNER THAT HE IS EQUALLED BY FEW OTHER PER, SONS KNOWN TO THE RATER. -            ~       - IS THIS INDIVIDUAL BETTER QUALIFIED FOR WORK IN SOME OTHER AREAT   QHO       0  YES.  IF YES:-WH ATT ..MAKES ALLOWANCES FOR RESTRICTIONS IMPOSED BY WORKING FOR AGENCY..THINKS IN TERMS OF A CA? BEER IN ?HE AGENGYI DEFINITELY HAS FAVORABLE ATTITUDE TOWARD THE AGENCY..BARRING AN UNEXPECTED OUTSIDE OPPOR- TUNITY, WILL PROBABLY END-FAVOR TO MAKE A CAREER IN THE,.AGENCY. HAS AN EN THUSIASTIC.ATTITUDE TOWARD THE AGENCY ...WILL PROBABLY NEVER CONSIDER WORKING ANY. PLACE BUT INTHE AGENCY. B. DIRECTIONS: Considering others of this person's grade and type of assignment, how would you rate him on potenEiality for assumption of greater responsibili- ties normally indicsted by promotion. HAS REACHED THE HIGHEST GRADE LEVEL AT WHICH SATISFACTORY PEitFORMANCE CAN BE EXPECTED. IS MAKING PROGRESS, BUT NEEDS MORE TIME IN PRESENT GRADE BEFORE PROMOTION TO A HIGHER GRADE CAN BE RECOMMENDED.           ~        ' IS READY TO TAKE ON RESPONSIBILITIES OF THE NEXT HIGHER GRADE, BUT MAY NEED TRAINING IN SOME AREAS. 4? WILL PROBABLY ADJUST QUICKLY TO THE MORE RESPONSIBLE DUTIES OF THE NEXT HIGHER GRADE. 5? IS ALREADY PERFORMING AT THE LEVEL OF THE NEXT HIGHER GRADE. 6. AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW W110 SHOULD BE CONSIDERED FOR RAPID ADVANCE, MENT. Q and .any other'Indlcatlona;'give.:your-opinion of this'-.: perbon'a attitude toward the agency. t ; 1? HAS AN ANTAGONIST~C;ATTITUDE TOWARD THE AGENCY. ..WI,LL DEFINITELY [EAVE THE AGENCY AT"THE-FIRST .. _- OPPORTUNITY. .. 2. HA5 STRONG NEGATIVE ATTITUDE TOWARD AGENCY... IRKED BY RESTRICTIONS..?REGARDS AGENCY AS A TEMPORARY STOP UNTIL HE CAN GET SOMETHING BETTER. TENDS TO HAVE AN UNFAVORABLE ATTfTUDE TOWARD THE dGENCY.,.BOTHERED BY MINOR FRUSTRATIONS.. WILL OU1T IF THESE CONTINUE, HIS ATTITUDE TOWARD THE AGENCY IS INDIFFERENT ... HAS "WAIT AND SEE" ATTITUDE..WOULO LEAYE IF SOMEONE OFFERED HIMSOMETHING BETTER. 5? TENDS TO HAVE FAVORABLE ATTITUDE TOWARD AGENCY ~. DIRECTIONS:. Consider everything you know about this person ia~ maki>g your rating..skill in job duties, conduct on the job, personal characteristics or habits, and special defects or talents, LJ u I? DEFINITELY UNSUITABLE HE SHOULD BE SEPARATED. 2. OF DOUBTFUL SUITABILFTY??WOUI.D NOT HAVE AC? CEPTEO HIM IF 1 HAD KNOWN :WHAT 1 KNOW NOW. 3? A BARFLY ACCEPTABLE EMPLOYEE..DEFIN[TELY BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION. A TYPICAL EMPLOYEE..HE DISPLAYS THE.~SAME SUITA? BILITY AS MOST OF THE PEOPLE 1 KNOW IN. THE _ AGENCY.                                  - A FINE EMPLOYEE - HAS SOME .OUTSTANDING STRENGYHS. 6? AN UNUSUALLY.STRONG PERSON'IN TERIgS OF THE REQUIREMENTS,OF THE AGENCY; 7. EXCELLED BY ONLY K FEW IN. SUITABILITY FOR WORK IN  THE  AGENCY.