FITNESS REPORT (PART 1) PERFORMANCE - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459650
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 4
• Document Creation Date: June 22, 2015
• Document Release Date: April 17, 2008
• Case Number: F-2007-01040
• Publication Date: July 26, 1956

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FITNESS REPORT (Part I) PERFORMANCE
INSTRUCTIONS
MR TI:E ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE 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 20-370. 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
Personnel no later than 30 days after the date indicated in item 8, of Section below.
SECTION A. GENERAL
I. NAME (Last) (First) (Middle) 2, DATE OF BIRTH
3. SEX
4. SERVICE DESIGNATION
BARNARD, Edward T. ' l0 Oct 1910
M
OC
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT 16. OFFICIAL POSITION TITLE
Operations/Contact/New York Office Intelligence Officer (Contact)
7 GRADE
9. DATE REPORT DUE IN OP
9, PERIOD COVERED BY THIS REPORT (Inclusive dates)
Gs-14.
21 July 1956
7/21/55 - 7/20/56
1 0 . TYPE OF R E P O R T
k
Ch
I N I T I A L
R E A S S I GN M E N T - S U P E R V I S O R
SPECIAL ( Sp e c i fy )
ec
one)
(
X
ANNUAL
REASSI GNM E,V T? EMP LOY E E
SECTION B. CERTIFICATION
1. FOR THE RATER: THIS REPORT HAS = HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED IF NOT SHOWN
EXPLAIN WHY
.
NOT:
A. CHECK (,Y) APPROPRIATE STATEMENTS:
Xv'
THIS REPORT REFLECTS MY OWN )PINIONS OF THIS INOI-
V I D U A L
IF INDI IIDU AL IS RATED
I N G i O R D . A W A R N I N G L E T-
TER WAS SENT TO HIM &A COPY ATTA'CHEO TO THIS REPORT.
T H 1 3 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 O-P I N I O N S O F M Y S E L F C A N N O T C E R TI F Y THAT T H'E RATE 0 I N D I V I DUAL KNOWS 'H O W
AND PREVIOU5 SUPERVISORS. _ I EVALUATE HIS 008 PERFORMANCE BECAUSE (Specify):
1 H A V E D I S C U S S E D W I TH TH I S E M P L O Y E E H I S STRENGTHS
A N D W E A K N E S S E S 5 0 T H A T H E K N O W S W
8. TH 15 DATE C. TYPED OR P NATURE OF SUPERVISOR D. SUPERVISOR'S OFFICIAL TITLE
26 July 1956_
Chief, New York Office
2. FOR THE REVIEWING OFFICIAL: RECORE IN, N WITH THE SUPERVISOR, OR ANY OTHER IN.
FORMATION. WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT.
control
PCS?
paste
-~--?
T
CI, 10
jtL~i'ft'
IN ON ATTACHE D SHEET
I certify that any substa
with the'
isor is reflected in the above
ti
,
sec
on.
A. THIS DATE
B
SIGNATURE OF REYI ENING
C. OFFICIAL TITLE OF REVIEWING OFFICIAL
1
::::
hief Cont LC?,D V
C-
SECTION C.
R
i. RATING ON GENERAL PERFORMANCE OF DUTIES
DIRECTIONS: Consider ONLY the productivity and effectiveness with which the individual being rated has performed
his duties during the rating period. 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.
1 - DOES NOT PERFORM DUTIES ADEOIJATELY: HE IS INCOMPETENT.
2 - BARELY ADEQUATE IN PERFORMANCE: ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING, HE OFTEN FAILS TO
5 CARRY OUT RESPONSIBILITIES.
3 - PERFORMS ,MOST OF HIS DUTIES ACCEPTABLY: OCCASIONALLY REVEALSSOME AREA OF WEAKNESS.
INSERT 4 - PERFORMS DUTIES IN A COMPETENT, EFFECTIVE MANNER.
RATING 5 - A FINE PERFORMANCE: CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY WELL.
NUMBER b - PERFORMS HIS DUTIES IN SUCH AN OUT5TANDING MANNER THAT HE -IS EQUALLED BY FEW OTHER PERSONS KNOWN TO
THE SUPERVISOR.
COMMENTS: The productivity of the subject is very satisfactory. His strength is ;-n his
high standard of accomplishments in the -field of reporting
He meticulousl
.
y
prepares himself for interviews and results of his interrogations are clear
,
concise and finished documents.
REPLACES FO
N
E
D
U
7. 45 (Part I ) OFFORMS 45
ROV
45A
WHI CHS
AND
ARE OBSOLETE.
Performance
APPROVED FOR RELEASE
DATE: FEB 2008
 RATINGS ON PERFORMANCE OF SPEClF,I-C DUTI ES
DIRECTIONS:
a. State in the spaces below up to six of
Place the most important first. Do not
b. Rate performance on each specific duty C. For supervisors, ability to su
ervise w
the more important SPECIFIC duties performed'txlfy~~
q rating period
,
.
?? err
include-minor or unimportant duties
.
considering. ONLY effectiveness performance.af this, specificduty..
p
ill alwa
s b
r
ted a
y
e
a
s a specif d ut? (do1 of rate as sup'ervisors those
who supervise a secretary only)
t
. I
1/ p
d. Compare in your mind, when possible, the individual being rated with others p P'oP411
d
i
il
1
uty at a
S
m
1 e same
ar level of responsibility.
956
e. Two individuals with the same job title may be performing different duties. If so, rate them on different
duties.
fat t~
f. Be specific. Examples of the kind of duties that might be rated are: r7O(0A
f
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 WITH 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
i
superv
sor 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 T
E
H
PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING SIMI -
DESCRIP.TIVE DUTY
RATING 3 ? PERFORMS THIS DUTY ACCEPTABLY LAR JOBS
NUMBER 4 -'PERFORMS THIS DUTY IN A COMPETENT MANNER 7 EXCELS ANYONE I KNOW IN THE PERFORMANCE OF
TH I 5 DUTY
5 PERFORMS THIS DUTY IN SUCH A FINE MANNER
THAT HE IS A DISTINCT ASSET ON HIS JOB
S P E C I F I C DUTY NO, 1
RATING
S P E C I F I C D U T Y N 0
4
Oral briefing and debriefing of
NUMBER
.
MBER
sources
4
Manages files and keeps books
NU
3
SPECIFIC DUTY NO. 2
RATING
sP
ECI FlC DUTY N0. 5
t
iTri tin reports
g
NUMBER
Prepares summaries
R AT 111
NUMBER
S P E C I F I C D U T Y N RAT I N G S P E C I F I C DUTY NO. 6
Su .ervises'
NUTTE
NUMBER. -
NUMBER
R
a c ion or t_ e Chief)
3- NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE
DIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on
present job,
The subject's greatest strength is undoubtedly the cause of hi
s one apparent
weakness. He is inquisitive by nature and because he is inquisitive
he is i
cli
d
,
n
ne
to be overzealous regarding some aspects of his operational assignments. His judgement
is sound but unless he is occasionally guided his ever-present enthusiasm may result
in decisions without the desired estimate of the situation. He accepts direction but
needs constant administrative support.
SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATION
DIRECTIONS: Take into account here everything you know about the individual .... prod uctivit
pertinent personal characteristics or habit
d
t
s, special defects or talents.. .and how he fits in with
pare him with others doing simil
your
team. Com-
ar work of abo
t th
.
u
e same level.
I DEF I N ITELY UNSUITABLE - HE SHOULD BE SEPARATED
2 OF DOUBTFLIL 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-
5
RANT HIS SEPARATION
4 OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION
5
RATING
- 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
S THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?
EXPLAIN FULLY' YES ND
IF YES
.
,
 FITNESS: REPORT (Part II) POTENTIAL
INSTRUCTIONS
FOR THE MAIINISTRATIVE 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 90 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 "Ell below,
SECTION E. GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. SERVICE, DESIGNATION
BARNARD, Edward T.
10 Oct 1910
M
OC
5. OFFICE/O IV ISION/BRANCH OF ASS IGNMENT
A. OFFICIAL POSITIDN -TITLE
Operations/Contact/New York Office
IntelligenceyOfficer (Contact)
7, GRADE
9 DATE REPORT DUE IN OP
9. PERIOD COVERED BY THIS REPORT-(Inclusive dates)
Gs -11+
21 duly 1956
7/21/55 - 7/20/56
1O,- TYPE OF REPORT
INITIAL
REASSIGNMENT-SUPERVISOR
SPECIAL (Specify)
(Check one)
X
ANNUAL
REASSIGNMENT- EMPLOYEE
SECTION F. CERTIFICATION
I. FOR THE RATER: I CERTIFY TH AT THIS TS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATED
A. THIS DATE B. TYPED OR PRI IGNATURE OF SUPERVISOR C. SUPERVISOR'S OFFICIAL TITLE
7 August 1956 Chief, New York Office
2. FOR THE REVIEWING OFFI EPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.
A. THIS DATE B SIGNATURE OF REVIEWING C. OFFICIAL- TITLE OF REVIEWING OFFICIAL
-!~`?
Chief, Contact Division
SECTION G.
I. POTENTIAL TO ASSUME GREATER RESPONSIBILITIES
DIRECTIONS: Considering others of his grade and type of assignment, rate the employee's potential to assume greater
responsibilities. Think in terms of the kind of responsibility encountered at the various levels in his kind of
work.
I - ALREADY ABOVE THE LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
2 . HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
3 MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES
3 4 - READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES
1: 1
5 - WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING
- ' ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL
RATING
7 AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER
NUMBER
LEVEL RESPONSIBILITIES
2. SUPERVISORY POTENTIAL
DIRECTIONS: Answer this question: Has this person tFie ability fb be a supervisory [~] Yes = No If your
answer-is-YES', ind-ica-t-e belowyour opinion or guess of the-l-e,el of supervisory 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
- BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION
RATING
2 - BEL IEVE 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- D-OIN'G-THE- BASI C--soB (truck dri-vers,-, stenographers_ technicians or professional spe-
2
cialists of various kinds) 'WHERE CONTACT WITH IMMEDIATE SUBORDINATES 15 FREQUENT (First line
supervisor)
2
A GROUP OF SUPERVISORS WHO DIRECT THE BASIC JOB (Second line supervisors)
A GROUP, WHO MAY OR MAY NOT BE SUP ERV I SO RS, WH I CH 15 RE5PONSI BLE FOR MAJOR PLANS, ORGANIZATION
3
AND POLICY (Executive level)
3
WHEN CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT
2
WHEN IMMEDIATE SUBORDINATES' ACTIVITIES ARE DIVERSE AND NEED CAREFUL COOROINATI ON
2
WHEN IMMEDIATE SU BO RD I NA TE 5 INCLUDE MEM 8 E R 5 OF THE OP P 051TE SEX
OTHER (Specify)
REPLACES PREVIOUS E01
FORM NOV NO. 45 (Part I I ) OF FORMS 45 AND 45A WHICH T Potential 14)
ARE OBSOLETE
 4- COMMENTS CONCERNING POTENTIAL 1 f
.i 1
The subject is an enthusiast, has unlimited initiative, an in e a i z a a worker and
is occasionally inclined to proceed without devoting necessary thought to the planned
operation. He is not necessarily implosive but in his ruV}3-ft9,, j omplish he does not
always devote his energies to the best advantage.
I. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLANNED FOR THE INDIVIDUAL
The su ip-0. 1q tl receiving supervisory training by being the off icer-in-
charge and in order that he may have the best advantage in this
training, frequent consultation with his immediate supervisor is exercised..
2- NOTE OTHER
FACTORS, INCLUDING PERSONAL CIRCUMSTANCES. TO BE TAKEN INTO ACCOUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTS
The subject endeavors to be conservative and understanding, but fails to realize that
his loquaciousness is not always acceptable. He is not always careful of his personal
appearance and is believed to enjoy leaving a Bohemian impression.
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 li
terally. 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 THIS: HENCE CAN GIVE NO OPINION AS TO HOW THE DESCRIPTION APPLIES TO THE
INDIVIDUAL
1 - APPLIES TO THE INDIVIDUAL TO THE LEAST POSSIBLE DEGREE
CATEGORY NU
MBER 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
ABLE TO SEE ANDTHER'S
~
II. HAS HIGH STANDARDS OF
21. IS EFFECTIVE IN DISCUS-
POINT O F VIEW
ACCOMPLISHMENT
SIONS WITH ASSOCI ATES
2.
CAN MAKE DECISIONS ON HIS
12. SHOWS ORIGINALITY
22 - IMPLEMENTS DEC! SI ONS RE
3
OWN WHEN NEED ARISES
3+
CORDLESS OF OWN FEELINGS
3
H A S I N I T I A T I V E
1 3 . A C C E P T S R E S P O N S I G I LI
3
23. IS THOUGHTFUL OF OTHERS
5
.
TIES
.
2
$ .
. I S A N A L Y T I C IN H15TH INK-
ING
3
14 ADMITS HIS ERRORS
'
3
24. 'WORKS WELL UNDER PRESSURE
4
5.
5TRI VES CONS TANTLY'P-OP.'
OWLEDGE AND IDEAS
EW K
3
15. RESPONDS WELL' TO SUPER-
VISION
1
3
25. D I S P L A Y S J U D G E M E N T
N
N
6
TO SEEK
W
KNOWS
HE
N
16. DOES HIS JOH WITHOUT
-
26. IS SECURITY CONSCIOUS
3
ASSISTA
C
E
N
3
STRONG SUPPORT
7.
CAN GET ALONG WITH PEOPLE
17. COMES UP WITH SOLUTIONS
TO P R HL EM 5
`.
A{
127. IS VERSATILE
3
I S O B S E R V A N T
1
4
2 g ? H I S C R I T I C I S M I S CON-
5
8 .
H A S M E M O R Y F O R F A C T S
C ~
$ .
S T R U C T I V E
9
GETS THINGS DONE
THINKS CLEARLY
19
1..
~
29. FACILITATES SMOOTH OPERA-
4
.
3
.
'
F
TION DF HIS OFFICE
20. COMPLETES ASSIGNMENTS
30. DOES NOT REOUI RE STRONG
3
~ O
CAN COPE WI TN EMERGENCIES
WITHIN ALLOWABLE TIME
3
AND C0NTIN0005 S. UPERVI -
SION
v
IMITS
L