FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459651
• 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: September 19, 1955

( n Filted In)
FITNESS REPORT
The Fitness Report is an important factor in agency personnel management. It seeks to provide:
1. The agency selection board with information of value when considering the application of
an individual for membership in the career service; and
2. A periodic record of job performance as an aid to the effective utiliz noel.
INSTRUCTIONS
TO THE ADMINISTRATIVE OR PERSONNEL OFFICER: Consult current administrative instructions regarding the initiation
and transmittal of this report.
TO THE SUPERVISOR: Read the entire form before attempting to complete any item. As the supervisor who assigns,
directs and reviews the work of the individual, you haveprimary responsibility for evaluating his strengths, weak-
nesses, and on-the-job effectiveness as revealed by his day-to-day activities. If this individual has been under
your supervision for less than 30 days, you will collaborate with his previous supervisors to make sure the report
is accurate and complete. Primary responsibility rests with the rr'rrrvyaeFise-r. ---b=is a-ssdlHStle6~?Ir-..'
out the period this individual has been under your supervision, u have discharged your super-4isory respgq i rili-
ties by frequent discussions of his work, so that in a general wa/ he knows where he stands. ~I G~ a
cif ti~r
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.
.
I T IS OPTIONAL WHETHER OR NOT THIS FITNESS REPORT IS SHOWN TO THE rPERSON? "'
SECTION I (To be filled in by Administrative Offi
_
cer)
1? NAME (Last) (First) (Middle)
2. DATE OF BIRTH 3. SEX
4. CAREER DESIGNATION
MRNAR Edward T.
ED TO
G
10 Oct 1910 M
DIVISION
z)
BRANCH
ON DUTY 6? OFFICE ASSI
N
5. DATE 0
ENTRANCE
7.
8?
~
,S
- 21
I
{~i
9 . NATURE OF ASSIGNMENT
1 0 . I F FIELD, SPECIFY STATION:
(1. GRADE
DEPARTMENTAL ? FIELD
GS-14
12. DATE THAT THIS REPORT IS DUE
13? P elusive dates)
21 July 1955
7 21 54 - 7/20/55
SECTION II To be filled in by Supervisor)
I? CURRENT POSITION C) /'S-)r : / DATE ASSUMED RESPONSIBILITY FOR POSITION
Contact Specialist) 7 May 1954
3. WHAT SPECIFIC ASSIGNMENTS OR TASKS ARE TYPICAL OF THOSE GIVEN TO HIM DURING THE PAST THREE TO SIX MONTHS (List
in order of frequency):
Under the direction of the Chief, NYF0 the subject manages
he supervises the interrogation o
_ ... c i zens o Tie purpose i gn positive intelligence and edits
reports resulting from such interviews.
Maintains necessary contact files and source records to support the Agency in the
accomplishment of its mission in the assigned area.
READ THE ENTIRE FORM BEFORE ATTEMPTING TO COMPLETE ANY ITEM
SECTION III
I certify that, during the latter half of the period covered by this report, I have discussed with the rated indi-
vidual the manner in which he has performed his job and provided suggestions and criticisms wherever needed. I be-
lieve that his understanding of my evaluation of his performance is consistent with my evaluation of him as evi-
denced by this fitness report and I have informed him of his strengths, weaknesses, and on-the-job effectiveness.
If performance during the report period has been unsatisfactory, there is attached a copy of the memorandum noti-
fying him of unsatisfactory performance.
This report = has has not been shown to the individual
THIS GATE NAME AND SIGNATURE OF RATER (Employee' isor)
13 September 1955 --C==
I HAVE REVIEWED THIS REPORT (Comments, if any, are re
THIS DATE NAME ANO SIGNATURE OF R' her in line of authority)
[
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FORM NO. REPLACES FORM 37.189. 1 MAY 54 (4)
45
1 OCT 54
WHICH MAY RE USED.
APPROVED FOR RELEASE
DATE: FEB 2008
 This section is provided as an aid in describing the individual. Your description is not favorable or unfavorable
in itself but acquires its meaning in relation to a particular job or assignmentSE,. Thl esc 'ptive words are to be
interpreted literally. }{ ,4? PHI P55
On the left hand side of the page below are a series of statements that apply in some degree to most people. On
the right hand side of the page are four major categories of descriptions. The scale within each category is di-
vided into three small blocks; this is to allow you to make finer distinctions if you s esire. Look at the state-
ment on the left - then check the category on the right which best tells how much the Adyni "plies to the per-
son you are rating. Placing an "X" in the ''Not Observed" column means you have no opinion on whether a phrase
applies to an individual. Placing an " X" in the "Does Not Applu" column means that you have the definite opinion
that the description is not at all suited to the individual.
NOT
OB?
SERVED
A. ABLE TO SEE ANOTHER'S
POINT OF VIEW.
2. CAN MAKE DECISIONS ON HIS OWN
WHEN NEED ARISES.
3. CAUT IOUS IN ACT ION
4. . HAS INITIATIVE..
7. CONSTANTLY STRIVING FOR NEW
KNOWLEDGE AND IDEAS.
8. -GETS ALONG, WITH PEOPLE AT ALL
SOCIAL LEVELS.
12..;CAN . GET ALONG WITH PEOPLE.
15? KEEPS ORIENTED TOWARD LONG
TERM GOALS.
HAS HIGH STANDARDS OF
ACCOMPLISHMENT.
18. HAS STAMINA: CAN KEEP GOING
A LONG TIME.
21. ACCEPTS RESPONSIBILITIES.
22. ADMITS HIS ERRORS.
23. RESPONDS WELL TO SUPERVISION.
24. EVEN DISPOSITION.
5' ABLE i0 DO HIS JOB WITHOUT
5 TRONG SUPP0RT.
 27. COMES UP WITH SOLUTIONS TO
PROBLEMS.
STIMULATING TO ASSOCIATES: A
SPARK PLUG"
33. COMPLETES ASSIGNMENTS WITHIN
ALLOWABLE TIME LIMITS.
35. WELL INFORMED ABOUT CURRENT
EVENTS.
EFFECTIVE IN DISCUSSIONS WITH
ASSOCIATES.
38. IMPLEMENTS DEC 'ISIONS REGARD-
LESS OF OWN FEELINGS.
42. GIVES CREDIT WHERE CREDIT IS
DUE.
43. HAS DRIVE.
44. IS SECURITY CONSCIOUS.
45. VERSATILE.
FACILITATES SMOOTH OPERATION
OF HIS OFFICE.
49. DOES NOT REQUIRE STRONG AND
CONTINUOUS SUPERVISION.
WHAT ARE HIS OUTSTANDING STRENGTHS.7 - - - - - - -
Subject is an exceptionally accomplished reporter. He has the faculty of interviewing
persons over an extended period of time and accurately and concisely reports the
results of such interviews. He continually self-indoctrinates and before proceeding
to an interview fully prepares himself in order that the utmost may result from his
efforts.
. WHAT ARE HIS OUTSTANDING WEAKNESSES?
If the subject has a weaknes.s?it-is?because of his over anxiousness to do more field
work and interrogating than is expected in view of his administrative respqnsibilitie
He-by.nature, is not an administrator and for that reason needs guidance andsupport.
SE
 C. INDICATE IF YOU THINK THAT ANY SINGLE STRENGTH OR WEAKNESS TWEIGHS ALL OTHER CONS 0
The subject's single strength is his ever-present enthusiasm and devo al-
assignments. He expeditiously performs his tasks and reports the results of his
efforts in understandable detail. -
D. 00 YOU FEEL THAT HE REQUIRES CLOSE SUPERVISION? NO YES. IF YES, WHY?
For reasons stated in sub.para. 5. b. above
MAlt ROOM
E. WHAT TRAINING DO YOU RECOMMEND FOR THIS INDIVIDUAL?
No additional training is recommended for the subject other than periodic opportuni-
particularly ORR and 061 in order that he
s to visit with Headquarters' personnel
tie
,
develop a keener appreciation of their requirements.
may
OTHER COMMENTS (Indicate here general traits, specific habits or characteristics not covered elsewhere in the
F O
report but which have a bearing on effective utilization of this person J.
object on occasions does display an air of atienc and when over-stimulated becom
F H t
1 l t ovEsert matters for which he enter
a o
c
r
iti
i
i
H
y
u
i
ve par cu a
e is over
nqu
s
ver ose.
tains an unnecessary amount of intrigue, otherwise he is an exceptionally well disci-
ling-d
p
SECTION VI
Read all descriptions before rating. Place " X" in the most appropriate box under subsections A,B,C,&D
A. DIRECTIONS: Consider only the skill with which the
C. DIRECTIONS: Based upon what he has said, his actions,
person has performed the duties of his job and rate
and any other indications, give your opinion of this
him accordingly.
person's attitude toward the agency.
1. DOES NOT PERFORM DUTIES ADEQUATELY; HE IS
1. HAS AN ANTAGONISTIC ATTITUDE TOWARD THE AGENCY
INCOMPETENT.
..WILL DEFINITELY LEAVE THE AGENCY AT THE FIRST
2. BARELY ADEQUATE IN PERFORMANCE; ALTHOUGH HE
OPPORTUNITY.
HAS HAD SPECIFIC GUIDANCE OR TRAINING, HE
2. HAS STRONG NEGATIVE ATTITUDE TOWARD AGENCY...
OFTEN FAILS TO CARRY OUT RESPONSIBILITIES
IRKED BY RESTRICTIONS.. .REGARDS AGENCY AS A
COMPETENTLY.
TEMPORARY STOP UNTIL HE CAN GET SOMETHING
3. PERFORMS MOST OF HIS DUTIES ACCEPTABLY: OCCA-
BETTER.
SIONALLY REVEALS SOME AREA OF WEAKNESS.
3. TENDS TO HAVE AN UNFAVORABLE ATTITUDE TOWARD
4. PERFORMS DUTIES IN A TYPICALLY COMPETENT.
THE AGENCY.,. BOTHERED BY MINOR FRUSTRATIONS..
EFFECTIVE MANNER.
WILL QUIT IF THESE CONTINUE.
5. A FINE PERFORMANCE; CARRIES OUT MANY OF H15
4. HIS ATTITUDE TOWARD THE AGENCY IS INDIFFERENT
RESPONSIBILITIES EXCEPTIONALLY WELL.
. HAS "WAIT AND SEE" ATTITUDE.. WOULD LEAVE IF
6. PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING
SOMEONE OFFERED HIM SOMETHING BETTER.
MANNER THAT HE IS EQUALLED BY FEW OTHER PER-
S. TENDS TO HAVE FAVORABLE ATTITUDE TOWARD AGENCY
SONS KNOWN TO THE RATER.
..MAKES ALLOWANCES FOR RESTRICTIONS IMPOSED BY
IS THIS INDIVIDUAL BETTER QUALIFIED FOR WORK IN SOME
WORKING FOR AGENCY..THINKS IN TERMS OF A CA-
OTHER AREA? I~~ No YES. IF YES. WHAT?
`-
REER IN THE AGENCY.
6. DEFINITELY HAS FAVORABLE ATTITUDE TOWARD THE
AGENCY..BARRING AN UNEXPECTED OUTSIDE OPPOR-
TUNITY, WILL PROBABLY ENDEAVOR TO MAKE A
CAREER IN THE AGENCY.
O 7. HAS AN ENTHUSIASTIC ATTITUDE TOWARD THE AGENCY
..WILL PROBABLY NEVER CONSIDER WORKING ANY
PLACE BUT IN THE AGENCY.
5. DIRECTIONS: Considering others of this person's grade
C. DIRECTIONS: Consider everything you know about this
and type of assignment, how would you rate him on
person im making your rating.. skill in job duties,
potentiality for assumption of greater responsibili-
conduct on the job, personal characteristics or
ties normally indicated by promotion,
habits, and special defects or talents.
1. HAS REACHED THE HIGHEST GRADE LEVEL AT WHICH
J I. DEFINITELY UNSUITABLE ? HE SHOULD BE SEPARATED.
L
SATISFACTORY PERFORMANCE CAN BE EXPECTED.
-
2. IS MAKING PROGRESS. BUT NEEDS MORE TIME IN
2. OF DOUBTFUL SUITABILITY.. WOULD NOT HAVE AC-
PRESENT GRADE BEFORE PROMOTION TO A HIGHER
CEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW.
GRADE CAN BE RECOMMENDED.
3. A BARELY ACCEPTABLE EMPLOYEE.. DEFINITELY BELOW
r 3. IS READY TO TAKE ON RESPONSIBILITIES OF THE
AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY
NEXT HIGHER GRADE. BUT MAY NEED TRAINING IN
OUTSTANDING TO WARRANT HIS SEPARATION.
SOME AREAS.
1 4. A TYPICAL EMPLOYEE..HE DISPLAYS THE SAME SUITA-
I~ 4. WILL PROBABLY ADJUST QUICKLY TO THE MORE
BILITY AS MOST OF THE PEOPLE I KNOW IN THE
RESPONSIBLE DUTIES OF THE NEXT HIGHER GRADE.
IS ALREADY PERFORMING AT THE LEVEL OF THE NEXT
AGENCY.
5. A FINE EMPLOYEE HAS SOME OUTSTANDING
HIGHER GRADE.
STR ENG1H S.
6. AN EXCEPTIONAL PERSON WHO I5 ONE OF THE FEW
AN UNUSUALLY STRONG PERSON IN TERMS OF THE
WHO SHOULD BE CONSIDERED FOR RAPID ADVANCE.
REQUIREMENTS OF THE AGENCY.
MENT.
7. EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK
IN THE AGENCY.
s