FITNESS REPORT - MILLS, MONTRELL EUGENE

• Document Type: FOIA
• Keywords: MILLS MONTRELL E
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001309053
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 1
• Document Release Date: February 19, 2008
• Case Number: F-2005-00558
• Publication Date: January 12, 1973

 FITNESS R   RT SECTION A                        GENERAL INFORMATION 1. EMPLOYEE NUMBER 4. NAME (Last, first, middle) 3. DATE OF BIRTH 4. SEX 5. GRAD E S. SD MILLS, Montrell E. 101/31/ 24 M GS-1 7. OFFICIAL POSITION TITLES S. OFF/DIV/BR OF ASSIGNMENT S. CURRENT STATION 1  .       D Investigator O Washington, D. C. 1 11. TYPE OF APPOINTMENT 12. TYPE OF REPORT OTHER (Spec.) T X CAREER . RESERVE ~   I ONTRAC EMPORARY v ANNUAL REASSIGN. MENT S PECIAL 13. REPORTING PERIOD (frOM-to-) 14. DATE REPORT DUE IN O.P. 1 Tanuar  1972 - 31 December 1972 81 anua   1973 SECTION B                                                       QUALIFICATIONS UPDATE IF  QUALIFICATIONS         UPDATE FORM  IS  BEING  SUBMITTED  WITH     CHANGES, AND  IS ATTACHED  TO  THIS                                     REPORT,  PLACE  THE WORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIGHT. SECTION C                                          PERFORMANCE EVALUATION U-Unsatisfactory           Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section D. M-Marginal                 Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D and remedial actions taken or recommended should be described. P-Proficient               Performance is satisfactory.. Desired results are being produced in the manner expected. S-Strong                   Performance is characterized by exceptional proficiency. O-Outstanding              Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition. SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised). SPECIFIC DUTY NO. I Reviews and analyzes a wide variety of operational support LERATING TTER requests to determine the validity of the request and the best investigative S techniques to insure accomplishment. SPECIFIC DUTY NO,,.2 Provides direction and guidance to the domestic field offices RATING LETTER through letters of assignment wherein he sets forth the methods and means to O be used to insure successful completion of support requirements. SPECIFIC DUTY NO. 3 Reviews and analyzes the investigative results from the RATING LETTER domestic field offices to insure compliance with requests and disseminates O the finished product to the re questor. SPECIFIC DUTY NO. 4 Originates TWX's, cables and dispatches and memoranda RATING LETTER as necessary to effect action and provide guidance in cases under his s supervision. SPECIFIC DUTY NO; 5 'Represents'the Office of Security in conferences with case RATING LETTER officers and other representatives of operating components concerning sensitiv e O operational support matters. SPECIFIC DUTY NO. 6 Maintains records, files and ticklers to insure prompt RATING LETTER attention to' pending and deadline cases and to insure that operational support S is promptly provided. OVERALL PERFORMANCE IN CURRENT POSITION Take into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, l d k d RATING L   IER M973 now e ge on your productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Base of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accu. S rately reflects his level of performance. SECTION D                         NARRATI   COMMEN S Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section C to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section D, attach a separate shddf Hof paler. ' ' ;)'e i  f j Since the last reporting period Mr. Mills has continued his assignment with the Mr. Mills is regarded as a senior desk supervisor and continues to act as branch chief during the official absences of his immediate supervisor.  As such, he frequently, represents his office in conferences and discussions with other Agency components, particularly in those matters relating to complex and sensitive support requirements.  During the reporting period, Mr. Mills has handled-several assign- ments which have required, expertise in planning with specific emphasis on cost-effectiveness and allocation of,ield manpower capabilities. In these instances, Mr. Mills has exhibited a thorough grasp of management skills and does not seek to avoid the making- of difficult decisions which are pertinent to structuring proper operational procedures and methodology. During the reporting period, Mr. Mills has received two written commenda- tions for' supervisory responsibilities of successful support operations.  The rater again concurs in previous recommendations for the promotion of Mr. Mills to the grade of GS-14. SECTION E                     CERTIFICATION AND COMMENTS BY EMPLOYEE I CERTIFY THAT I HAVE SEEN SECTION  A, B, C AND D  F THIS REPORT DATE SIGNATURE OF EMPLOYEE 2.                                                      BY   P RVI OR MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE. GIVE EXPLANATION 36 DATE OFFICIAL TITLE OF SUPERVISOR 12 January 1973 Chief, OSB 3. BY REVIEWING OFFICIAL COMMENTS OF REVIEWING OFFICIAL I am well aware of Mr. Montrell Mills' professional expertise as a senior desk supervisor and concur wholeheartedly in the ratings by his immediate supervisor.         In every sense, he has been observed as a thorough negotiator in behalf of operational support requirements.  Although my associatonly commenced on 4 September 1972, I know him as a valued asset of this Division. DATE                                           OFFICIAL TITLE OF REVIEWING OFFICIAL       T 12 January 1973    Chief, ,a