FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459638
• 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: May 26, 1965

(b) (1)
a (b) (3)
(S)
FITNESS REPORT
To contact
SPECIAL (Specify):
11. DATE REPORT DUE IN O.P.
19965
_.`Locates and develops the potential of domestic organizations and individuals
10/10/10 M
EMPLOYEE SERIAL NUMBER
14
7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION
001CD New York
10. CHECK (X) TYPE OF REPORT
SPECIAL (Specify):
12. REPORTING PERIOD (From- to-)
1 it 1 4- 1 March .965
SECTION B PERFORMANCE EVALUATION
rating in ngetto placing on
o inadequate to
the actioonMould satisfactory.
W -Weak pPerformance ranges ositive remedial from wholly
tr~ot
probation, to reassignment or to separation. Describe action taken or-proposed 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). RATING
aS SOw ee Yc iglu t?e 1ige e
SPECIFIC DUTY NO. 3
correct ? ;intelligence j-nfOrnation; briefs and debriefs.
(Last) (First)
Barnard IDdward
I>t3aitess. Dishes operational support to other elements of the
P 'ee ' s`) m o 'al It $d 4e-&, caam nicaticyris
SPE.CIFi.C DUTY, NO--,6
sapervse6
16 JUN 1965
RATING
LETTER
Take into account everything about the employee which influences his effectiveness i'n'his current position such as per
formance of specific duties, productivity, conduct on ob, cooperativeness, pertinent personal traits or habits, and
particular limitati s or talents. Based on your knowledge of employee's overall performance during the rating period,
place the letter in s rat)ng box corresponding to the statement which most accurately reflects his level of performance.
GENERAL
(Middle) 2. DATE OF BIRTH
OVERALL PERFORMANCE IN CURRENT POSITION
FORM 45
4-62
SECRET
GROUP 1-
E.d.d.d from as -1k
de.m9?adi~p and
d.elvuiflcarian __
APPROVED FOR RELEASE
DATE: FEB 2008
 T
en Filled In)
SECTIONr;C. NARRATIVE COMMENTSIFF(CE ;q
Indicate significont strengths or weaknesses demonstrated in current position keeping in proper perspec ve 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 exp in ratings given in Section B to provide best
basis for determining future personnel action. Manner of performance of monay jW.oj5upe0isory jFjies most be described, if
applicable. ? S'
This individual's greatest strength lies in his many years' experience in depth in
all phases of the domestic collection and support prograr(?~ resulting high
degr" b '{prt2Ss a (W eP ft"h ]* oril s assigned tasks and
takes spontaneous action when he uncovers opportunities on behalf of the program.
Little supervision is required, and one can expect with confidence that specific
assignments will be handled in a professional manner. Much of his work load is
d s erii e'`~51f S1 c ru el ' s is a institution, contacts with which
he handles with considerable skill. His exploitation of sources for both positive and
operational information is, thorough; the results are expertly prepared because of
hii atiitanding writing ability. He has great enthusiasm for his work. His sense
Of FwqR'ry t~r?out~i#h?. t*r :. Ox~G;. C.T' , c.',T ., r T7 if 1
This indiviPd assumed supervisory respOnaibilities two months before the end of
the ratingf is every reason to believe he will develop into a fully competent
sn c .~ , c1 r T?, sx:rrTc1 ' r c;I. Yeri..
he has always demonstrated cost consciousness and
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