FITNESS REPORT - COLLINS, CHARLES P.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: COLLINS CHARLES
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001426129
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: March 20, 2008
• Case Number: F-2007-01041
• Publication Date: August 21, 1964

SECRET
(When Filed In)
(b) (2)
(b) (3)
(b) (6)
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE
S. SO
COLLINS Charles P.
28 Dec 1916
M
16
6. OFFICIAL POSITION TITLE ?
7. OFF/DIV/BR OF ASSIGNMENT
8. CURRENT STATION
I. 0. General (Chief)
DDI/CGS
Headquae'rs
9. CHECK (X) TYPE OF APPOINTMENT
10. CHECK (X) TYPE OF REPORT
X
CAREER RESERVE. TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions - Section C)
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
I SPECIAL (Specify):
1 I. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
April 196+
10 June 1963 - 31 March 196+
SECTION B PERFORMANC
E EVALUATION
W - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating =in this; c6)egory requires
positive remedial action. The natureof the action could range from counseling, to further training, to placing on
probation, to reassignment or to-separation. Describe action taken or prpposed in Section C.
A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor
excellence.
P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.
S - Strong Performance is characterized by exceptional proficiency.
0 . 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
RATING
LETTER
Directed in CGS
S
SPECIFIC DUTY NO. 2
RATING
LETTER
Provided staff support to the CIA and other senior
Agency officials
S
SPECIFIC DUTY NO. 3 -
- RATING
- - -
LETTER
SPECIFIC DUTY NO. 4
(, --
RATING
LETTER
SPECIFIC DUTY NO. 5
RATING
-- - APPROVED FOR RELEASE
LETTER
DATE- DEC 2007
SPECIFIC DUTY NO. 6
RATING
LETTER
OVERALL PERFORMANCE IN CURRENT POSITION
RATING
Take into account everything about the employee which, influences his effectiveness in his current position such as 'per- LETTER
formance of specific du s, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
particular limit 'onsor ents. Based on your knowledge of employee's overall performance during the rating period,
place the lette e ng box corresponding to the statement which most accurately reflects his level of performance.
2 9 'S EP 196
`r
4 FORM 45 OBS ETE PREVIOUS EDITIONS. CE E 1
 SECTION C NARRATIVE . MMENTS l
Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their refs tin 1
overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comrn
on foreign language competence, If required for current position. Amplify or explain ratings given in Section B to provide best
basis for determining future personnel action. Manner of performance of managerial or supervisory duties mus scribed if - -17 4y
applicable.
Chuck Collins is an old "pro" and his many virtues and accomplishments !fj(r
have been put on record many times and for many years; I can add little at ~I
this point.
In the initial period of this Staff's organization he was of great value
in establishing and working out the initial applications of a new,system of
security procedures covering materials of new classifications for the use of
which the as founded, His experience in this area, his
common sen. a llty an is intimate acquaintance with the perils of
bureaucracy made it possible for this potentially hazardous beginning to be
crossed with only minimal stress. His direction of the represented
no real change from his regular task prior to the Staff's formation and subsequent
to his Group's leaving us. The Officer has commented on this in the
past...
I have found working relations with Chuck to be uniformly pleasant
and have come to have great respect for his knowledge'in his complicated policy
field.
SECTION D CERTIFICATION AND COMMENTS
i BY EMPLOYEE
I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE
SIGNATURE OF L YEE
2 BY SUPER OR
MONTHS EMPLOYEE HAS BEEN
UNDER MY SUPERVISION
IF THIS REPOR NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
10
DATE OFFICIAL TITLE OF SUPERVISOR
21 August 19611- Chief, DDI/CGS
3. BY REVIEWING OFFICIAL
COMMENTS OF REVIEWING OFFICIAL
DATE OFFIfCIAL Y[TI
e n
E
T