FITNESS REPORT (PART I) PERFORMANCE - DEBELIUS, JOHN WILLIAM

• Document Type: FOIA
• Keywords: DEBELIUS JOHN WILLIAM
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001444453
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 4
• Document Creation Date: June 22, 2015
• Document Release Date: November 14, 2008
• Case Number: F-2007-01251
• Publication Date: October 26, 1956

FITNESS REPORT (Part I) PERFORMANCE
INSTRUCTIONS
FOR ME ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR WE SUPERVISOR: This report is designed to help you express your evaluation of your subordinate and to transmit
this evaluation to your supervisor and senior officials. Organization policy requires that you inform the subordi-
nate where he stands with you. Completion of the report can help you prepare for a discussion with him of his
strengths and weaknesses. It is also organization policy that you show Part Iof this report to the employee except
under conditions specified in Regulation It is recommended that you read the entire form before completing
any question. If this is the initial report on the employee, it must be completed and forwarded to the Office of
r'ersonnel no later than 30 days after the date indicated in item 8, of section A below.
SECTION A. GENERAL
I. NAME (Last) (First) (,'Middle)
2, DATE OF BIRTH
3. SEX
4. SERVICE DESIGNATION
W
Apri 1926
male
S
5. OFF ICE/DIVISION/BRAN H OF ASSIGNMENT 6. OFFICIAL POSITION TITLE
[j._'G_RADE 8. DATE REP R 9. PERIOD COVERED BY THIS REPORT (Inclusive dates)
10. TYPE OF REPORT
INITIAL
11 EASSIGNMENT?SUPERVIID It
SPECIAL (Specify)
(Check one)
ANNUAL
REASSIGNMENT-EMPLOYEE
SECTION S. CERTIFICATION
1. FOR THE RATER: THIS REPORT FV HAS HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN, EXPLAIN WHY
NOT: -- -
A. CHECK (X) APPROPRIATE STATEMENTS:
THIS REPORT REFLECTS MY OWN OPINIONS OF THIS I N 0 1
IF INDIVIDUAL IS RATED "1 IN CI OR 0, A WARNING LET-
VIDUAL.
TER WAS SENT TO' HIM & A COPY ATTACHED TO THI S, REPO RT.
T H I S R E P O R T R E F L E C T S T H E C O M B I N E D 0 P I N 1 0 N S 0 F M Y S E L F I C A N N O T C E R T I F Y T H A T Y H E R A T E D I N D I V I D U A L K N O W S H O W
AND PREVIOUS SUPERVISORS. I EVALUATE HIS JOB PERFOR,MANCE BECAUSE (Specify):
I H A V E D I S C U S S E D W I T H T il l S EMPLOYEE H I S S T R E N G T H S
TA
DS
.
N
AND WEAKNESSES SO THAT HE KNOWS WHERE HE S
0 E AND SIGNATURE OF SUPERVISOR D. SUPERVISOR'S OFFICIAL'TITLE
B. THIS DATE C.
26 October 1956 Chief ,, ~ I -
7
2. FOR THE REVIEWING OF RECORD ANY STANTI AL DIFFERENCE OF OPINION WITH THE SUPERVIS -ANY OTHER IN
L::
FORMATION, WHICH WIL LA BETTER RSTANDING OF THIS REPORT.
APPROVED FOR
RELEASE ^ DATE: DATE
03-Sep-2008 No,,,
Posted Pos. Cor,:rol
Reviewed by PUDr
CONTINUED ON ATTACHED SHEET
I certify that any subst fference of op' pervisor eflected in the above section.
A. THIS DATE 8 TED C. OFFICIAL TITLE OF REVIEWING OFFICIAL
26 October 1956 Chief,
SECTION C.
I. RATING ON GENERAL PERFO F DUTIES
DIRECTIONS: Consider 0 roductivity and effectiveness with which the individual being rated has performed
his duties during the ra eriod. Compare him ONLY with others doing similar work at a similar level of respon-
sibility. Factors other than productivity will be taken into account later in Section D.
I . DOES NOT PERFORM DUTIES ADEQUATELY: HE IS INCOMPETENT.
2 . BARELY ADEQUATE INPERFORMANCE: ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING, HEOFTEN FAILS TO
CARRY OUT RESPONSIBILITIES.
3 ? PERFORMS MOST OF HIS DUTIES ACCEPTABLY: OCCASIONALLY REVEALS SOME AREA OF WEAKNESS.
4 PERFORMS DUTIES IN A COMPETENT. EFFECTIVE MANNER.
INSERT
5 ? A FINE PERFORMANCE: CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY~,WELL.
RATING
6 PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER THAT HE IS EQUALLEDIBYFEW OTHER PERSONS KNOWN TO
NUMBER
THE SUPERVISOR.
COMIENTS: r 1=I` "
FORM N0. 11C \ REPLACES PREVIOUS EDITIONS
I NOV 55 1 C (Part i ) OF FORMS 45 AND 45A WHICH SE RET "Performance
ARE OBSOLETE.
 2. RATINGS ON PERFORMANCE OF SPECIFIC DUTIES
DIRECTIONS:
a. State in the spaces below up to six of the more important SPECIFIC duties tornyed during this rating period.
Place the most important first. Do not include minor or unimportant dutie JJ AA
3
f. iiP fic duty.
b. Rate performance on each specific duty considering ONLY effectiveness in performance
c. For supervisors, ability to supervise will always be rated as a specific duty(do not rate as so visors those
who supervise a secretary only).
d. Compare in your mind, when possible, the individual being rated with otheu,gAperforming the same duty at a
"`
ff l1 }
similar level of responsibility.
e. Two individuals with the same job title may be performing different duties. If so,' to them on different
duties.
f. Be specific. Examples of the kind of duties that might be rated are:
ORAL BRIEFING HAS AND USES AREA KNOWLEDGE CONDUCTS INTERROGATIONS
GIVING LECTURES DEVELOPS NEW PROGRAMS PREPARES SUMMARIES
CONDUCTING SEMINARS ANALYZES INDUSTRIAL REPORTS TRANSLATES GERMAN
WRITING TECHNICAL REPORTS MANAGES FILES DEBRIEFING SOURCES
CONDUCTING EXTERNAL LIAISON OPERATES RADIO KEEPS BOOKS
TYPING COORDINATES WI.T7l OTHER OFFICES DRIVES TRUCK
TAKING DICTATION WRITES REGULATIONS MAINTAINS AIR CONDITIONING
SUPERVISING PREPARES CORRESPONDENCE EVALUATES SIGNIFICANCE OF DATA
g. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key
and phone operation, in the case of a radio operator.
1 INCOMPETENT IN THE PERFORMANCE OF THIS DUTY 6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER
2 BARELY ADEQUATE IN THE PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING SIMI-
DESCRIPTIVE DUTY LAR JOBS
RATING 3 . PERFORMS THIS DUTY ACCEPTABLY 7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OF
NUMBER 4 ? PERFORMS THIS DUTY IN A COMPETENT MANNER THIS DUTY
5 PERFORMS TH15 DUTY IN SUCH A FINE MANNER
THAT HE IS A DISTINCT ASSET ON HIS JOB
SPECIFIC DUTY NO. I
RATING
SPECIFIC DUTY N0. 4
RATING
NUMBER
NUMBER
Case assignment and servision
5
Conducts briefings
6
SPECIFIC DUTY NO. 2
RATING
SPECIFIC DUTY No. 5
RATING
NUMBER
NUMBER
External & internal coordination
6
Prepares correspondence & summaries
6
SPECIFIC DUTY No. 3
RATING
SPECIFIC DU TY NO. 6
RATING
NUMBER
NUMBER
Analyzes arid- evaluates significance
n? data
5
Renders security advice & guidance
7
-
3.? NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE
DIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.
Employee is an enthusiastic and ambitious worker who is well qualified and
adapted for his present assignment. He possesses imagination, is attendant to details,
_
and he has demonstrated the ability to logically resolve complex issues. His ability
to get things done, together with his constructive and mature approach to problems,
are his strongest attributes. He has no apparent weaknesses that are not readily
remedied by on-the-job training.
SECTION.D. SUITABILITY FOR CURRENT JOB IN ORGANIZATION
DIRECTIONS: Take into account here everything you know about the individual.... productivity, conduct in the job,
pertinent personal characteristics or habits, special defects or talents....and how he fits in with your team. Com-
pare him with others doing similar"work of about the same level.
I . DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED
2 . OF DOUBTFUL SUITABILITY... WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW
3 ? A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WAR-
RANT HIS SEPARATION
4 ? OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION
RATING 5 . A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS
NUMBER 6 ? AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION
7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION
IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION? YES No. IF YES,
EXPLAIN FULLY:
SEC,IRET
 (b)(6)
FITNESS REPORT (Part II) POTENTIAL
INSTRUCTIONS
FOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career manage-
ment and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the
rated employee. It is recommended that you read the entire report before completing any question. This report is
to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 90 days,
hold and complete after the go days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be
completed and forwarded to the OP no later than 30 days after the due date indicated in item 8 of Section "II" below,
SECTION E. GENERAL
1. NAME (Last) (First) (Riddle) 2. DATE OF BIRTH 3". SEX 4. SERVICE DESIGNATION
W -April male
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT 6. OFFICIAL POSITION TITLE
0S Sec Su Div. Investigator
7. GRADE B. DATE REPORT DUE IN OP 1. PERIOD COVERED BY THIS REPORT (Inclusive dates)
- 2 20 September 1956 20 September 1955 - 19 Se tember 1956
1 0 . TYPE OF REPORT I N I T I A L
BE ASS IGNMENT?SUPERVISOR
SPECIAL (Specify)
(Check one) x ANNUAL
1~
REASSIGNMENT-EMPLOYEE
CERTIFICATION
SECTION F.
I. FOR THE RATER: I CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATED
A. THIS DATE SIGNATURE OF SUPERVISOR C. SUPERVISOR'S OFFICIAL TITLE
26 October 1 6 Chief,
2. FOR THE REVIEWING CIA I REVIEWED THI RT AND 01/ QED ANY ENCE OF OPINION IN ATTACHED MEMO'
A. THIS DATE B. T 0 AME EVIE OFFICIAL TITLE OF REVIEWING OFFICIAL
O F F I C I A L [AL B a P
Vili 1
'
26 Octobe 1
SECTIO G. ES MATE OF POTENTI
1, POTENTIAL TO ASSUME NSIBILITIES
DIRECTIONS: Considerin is grade and type of a neater
responsibilities. Think s of the kind of respo sibility encountered at theB~erious lev~An his ind of
~+
work.
I ALREADY ABO HE LEVEL AT WHICH SATISFACT RY PERFORMANCE CAN BE EXP
9
5
2 HAS REACHED HE HIGHEST LEVEL AT WHICH SATISFAPb dPP O~py 1CAN
3 MAKING PROGRESS, BUT NEEDS MORE TIME BEFOR HE CAN BE TRAINED TO --_a-=IT ES ASS
4 ? READY FOR TRAINING IN ASSUMING GREATER RES ONSIBILITIES
5 ? WILL PROBABLY ADJUST QUICKLY TO MORE RESPO SIBRFe WI?4 'h TI JD FURTHER TRAINING
6 ALREADY ASSUMING MORE RESPONSIBILITIES THA .EXPECTED AT HIS PRE
RATING 7 . AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO 5H U HIGHER
NUMBER LEVEL RESPONSIBILITIES
2. SUPERVISORY POTENTIAL
DIRECTIONS: Answer this question: ii as this person the ability to be a supervisor? Yes Q No If your
answer, is YES, indicate below your opinion or guess of the level of stpervisory ability this person will reach AFTER
SUITABLE TRAINING. Indicate your opinion by placing the number of the descriptive rating.below which comes closest
to expressing your opinion in the appropriate column. If your rating is based on observing him supervise, note your
rating in the "actual" column. If based on opinion of his potential, note the rating in the "potential" column.
0 HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION
DESCRIPTIVE I . BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION
RATING 2 . BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION
NUMBER 3 - BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION
ACTUAL
POTENTIAL
DESCRIPTIVE SITUATION
A GROUP DOING THE BASIC Joe (truck drivers, stenographers, technicians or professional spe-
cialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line
2
supervisor)
A GROUP OF SUPERVISORS WHO DIRECT THE BASIC Joe (Second line supervisors)
A GROUP. WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE FOR MAJOR PLANS, ORGANIZATION
3
AND POLICY (Executive level)
WHEN CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT
2
p
WHEN IMMEDIATE SUBORDINATES' ACTI-VITIES ARE DIVERSE AND NEED CAREFUL COORDIN ATI ;O N
df
WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX
OTHER (Specify)
FORM NO.
I NOV 55
REPLACES PREVIOUS EDITIONS
45 (Part OF FORMS 45 AND 45A WHICH
ARE OBSOLETE.
SEC ET
(When Fi led In)
Potential
(b)(2)
(b)(3)
 3. INDICATE THE APPROXIMATE NUMBER OF MONTHS THE RATED EMPLOYEE HAS BEEN UNDER YOUR SU E S]Inn
4. COMMENTS CONCERNING POTENTIAL
This employee, after additional training and experie
nce, de ]fP to the hh&
extent of greater contribution to the Agency.
~
AfAlt /?0
0$f
SECTION H. FUTURE PLANS
I. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLANNED FOR THE INDIVIDUAL
Incumbent is currently receiving on-the-job training
and will participate in an
in-service training program in the future.
2. NOTE OTHER FACTORS, INCLUDING PERSONAL CIRCUMSTANCES TO BE TAKEN INTO ACC
OUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTS
The subject is married with four: (4) children and there are no apparent
circumstances that interfere with his availability.
SECTION I. DESCRIPTION OF INDIVIDUAL
DIRECTIONS: This section is provided as an aid to describing the individual as you see him on the job. Interpret
the words literally. On the page below are a series of statements that apply in some degree to most people. To
the left of each statement is a box under the heading "category." Read each statement and insert in the box the
category number which best tells how much the statement applies to the person covered by this report.
X . HAVE NOT OBSERVED THISI HENCE CAN GIVE NO OPINION AS TO HOW THE DESCRIPTION APPLIES TO THE
INDIVIDUAL - .
+
I APPLIES TO THE INDIVIDUAL TO THELEAST POSSIBLE DEGREE
CATEGORY NUMBER 2 - APPLIES TO INDIVIDUAL TO A LIMITED DEGREE
3.- APPLIES TO INDIVIDUAL TO AN AVERAGE DEGREE
4 - APPLIES TO INDIVIDUAL TO AN ABOVE AVERAGE DEGREE
5 - APPLIES TO INDIVIDUAL TO AN OUTSTANDING DEGREE
CATEGORY
STATEMENT
CATEGORY
STATEMENT
CATEGORY
STATEMENT
1 . A B L E TO S E E A N D T H E R ' S
1 1 . H A S H I G H S T A N D A R D S O F
2 1 . I 5 E F F E C T I V E I N 0 I 5 C U 5 -
4
'-TT
P O I N T 0 F V I E W
5
r/
ACCOMPLISHMENT
{
S ION S WI TH ASSOCIATES
2. CAN MAKE DECISIONS ON HIS
SHO W
SO RI GIN ALITY
12
22. IMPLEMENTS DECISIONS RE-
~?]~
OWN WHEN NEED ARISES
,
?
GARDLESS OF OWN FEELINGS
13. ACCEPTS RESPONSISILI-
4
3. HAS INITIATIVE
-5
T I E S
23. IS THOUGHTFUL OF OTHERS
4. IS ANALYTIIC* IN HIS THINK-
14. ADMI T5 HIS ERRORS
24. WORK5 WELL UNDER PRESSURE
Aj?
A{?
4
5. STRIVES CONSTANTLY FOR
15. RESPONDS WELL TO SUPER-
4
NEW KNOWLEDGE AND IDEAS
I,
A~?
VISION
4
25. DISPLAYS JUDGEMENT
6. KNOWS WHEN TO SEEK
16. DOES HIS JOB WITHOUT
ASSISTANCE
4
STRONG SUPPORT
26. IS SECURITY CONSCIOUS
17. COMES UP WITH SOLUTIONS
7. CAN GET ALONG WITH PEOPLE
27. IS VERSATILE
5
TO PROBLEMS
2 8 . H I S C R I T I C I S M I S
CON-
8 . H A S M E M O R Y F O R F A C T S
1 8 . I S O B S E R V A N T
5
T I V E
S T R U C T I V E
2 9 . F A C I L I T A T E S SMOOTH
9 . G E T S T H I N G S DONE
4
1 9 . T H I N K S C L E A R L Y
5
IO N O F H I S O F F I C E
T I O N
20. COMPLETES ASSIGNMENTS
30. DOES NOT REQUIRE STRONG
10. CAN COPE WITH EMERGENCIES
4
WITHIN ALLOWABLE TIME
4
AND CONTINUOUS SUPERVI -
4
LIMIIS
.
SI ON