FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459636
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: April 17, 2008
• Case Number: F-2007-01040
• Publication Date: August 4, 1967

EMPLOYEE SERIAL t+(JMSER
FITNESS REPORT I
SECTION A GENERAL
1. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3SEX 4
. GRADE
5. SD
BARNARD Edward T.
10/10/10
M
14
IT
6. OFFICIAL POSITION TITLE
7. OFF/DIY/BR OF ASSIGNMENT S
. CURRENT STATION
IO Contact
DCS New York Office
CHECK (X) TYPE OF APPOINTMENT
9
10. CHECK IX) TYPE OF REPORT
.
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions -Section C)
X
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SPECIAL (Specify):
I I. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
May 1967
1 Apr 66 -31 Mar 67
SECTION B PERFORMANCE EVALUATION
W - Weak Performance ranges-from whollyi.nadequate to slightly less than satisfactory. A rating in this category requires
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 C.
A - Adequate Performance meets, oil requirements. tt r3 entirely satrsfactory 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
S
SPECIFIC DUTY NO. 2
RATING
LETTER
Locates and develops the potential of domestic organizations and
individuals as sources of foreign intelligence.
S
SPECIFIC DUTY NO. 3
"
"
RATING
. ;;.;
i :. _'... _. - - :.'
... ,. .. . .. - ; -. ~ ..,.
LETTER
Collects intelligence 'information; briefs and debriefs.
S
SPECIFIC DUTY NO. 4 -
RATING
LETTER
Initiates leads and firn.shesloperatioaal support to other elements
0
of. the : Agency.
SPECIFIC DUTY' NO. 5
RATING
LETTER
..Prepares reports, memoranda and other commtunications
0
SPECIFIC DUTY NO. S - - -' - - - - J -
RATING
`,L;E.TTER
S
OVERALL PERFORMANCE IN CURRENT POSITION
-
Take into _,q ounteverything about the employee which influences his effectiveness in his current position such as per- -
RATING
LETTER
forma specific duties, productivity, conduct on
ob, cooperativeness, pertinent personal traits or habits, and
j
partly limitations or talents. Based on your knowlege of employee's overall performance during the rating period,
S
I%c the letter i s the rating box corresponding to the statement which most accurately reflects his level of performance.
GROUP I
FORM 45
4-68 USE PREVIOUS EDITIONS
F:dudad from ,,en,. I.
downgrading and
dedavit flan
SE
(W ?i11ed In)
 SECTION C NARRATIVE COMMENTS
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 B to provide best
basis for determining future personnel action. Manner of performance of mono erial or su ervisor duties and cost consciousness
in the use of personnel, space, equipment and funds, must be commented on. if app icab e. 1 extra space is needed to complete
Section C, attach a separate sheet of. paper.
This individual's. erfoxvAance of all his duties continued to be excellent in every
respect,; a has a.- good knowledge.of his geographic
area of "re p ns y o out which he'maintains productive relationships with
existing contacts. While his spontaneous development of new sources was limited
because of an existing assigned workload, his handling of all types of specific
assignments?:wat I apid?`axid effeeti've: :He'=works' r'I'#h imagination, enthusiasm and
is highly cooperative. He requires a minimum of supervision but knows when to
request advice as guidance. His security consciousness is outstanding. In ad-
ministrative{matters'; he directs the maintenance of_efficient operations files
and records. `Heis;thoroughly" cost consc-idus.
No further training is recommended at this time.
This indl-Ildtiel? it a 1,strongt =asset 1 the dourest e coil on and support program
and excellently suited to his present assignment. It has been a very great
pleasure for this supervisor to have been associated with him for these many
years.
Q
N
fs O
SECTION D CERTIFICATION AND COMMENTS
BY EMPLOYEE ..
I CERTIFY THAT ! HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE
j
'
SIGNATU O LOYEE
'1!j
-
me
BY SUPERVISOR
2.
MONTHS EMPLOYEE HAS BEEN
IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
UNDER MY SUPERVISION
116 months
DATE
OFFICIAL TITLE OF SUPERVISOR
SIGNATURE
Chief, Philadelphia Office
3 August 1967
Chief, New York Office during
3. VIEWING OFFICIAL
COMMENTS OF REVIEWING OFFICIAL
DATE OFFICIAL TITLE OF REVIEWING OFFICIAL E
10 August 1967 Director DCS
S