FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001473407
• 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: September 18, 1962

SE
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
1. NAME (Last) (First) (Middle) 1
2. DATE OF BIRTH
3. SEX
4. GRADE
1
Barnard Edward T.
M
.5--'
3. SERVICE OESIGNATION
6. OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT
J
0C
i.0. (Contact)
00 cD ''e:r Rork
CAREER STAFF STATUS 9, TYPE OF REPORT
N'OT ELIGIBLE
MEMBER
DEFERRED INITIAL REASSIGNMENT/SUPERVISOR
I
PENDING I
DECLINED
DENIED X ANNUAL REASSIGNMENT/EMPLOYEE
to. DATE REPORT DUE IN O. P.
11. REPORTING PERIOD SPECIAL (specify)
To
1 May 62
From
1 A -Pr 61 - 1 liar 62
SECTION B EVALUATION OF PERFORMANCE OF SPECIFIC DUTIES
List up to six of the most important specific duties performed during the rating period. Insert rating number 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).
1 - Unsatisfactory 2 - Barely adequate 3 - Acceptable 4 Competent 5 - Excellent 6 - Superior 7 - Outstanding
SPECIFIC DUTY NO. I RATING SPECIFIC DUTY NO. 4 Prepares intelligence
RA HONG
NO. "for ation reports, memoranda, and
Represents the New Yorj:z lice
6 communications supporting his
6
perations.
SPECIFIC DUTY NO.2Establishes and maintai
SRATIING
SPECIFIC DUTY NO. 5 Taction on cases
Takes
R
N`
omestic contact with non-governmental
NO,
equiring intelligence or operational
NO
rgnizations and individuals to collet
s
upport for other elements of the
ntelltt;.crence inforrrati.2a ovide
'
i
r
enc
6
na
l support
ntelli ence and. o eraui
o
y
g
SPECIFIC DUTY No.3 Briefs, debriefs, and
RATING
SPECIFIC DUTY NO, 6
RANGING
NO.
generally exploits for information
US domestic sources in response to
5
specific requests or srontaneously.
SECTION C EVALUATION OF OVERAL
L PERFORMANCE IN CURRENT POSITION
Take into account everything about the employee which influences his effectiveness in his current position - performance of specific
productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based on
duties
,
your knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to the
statement which most accurately reflects his level of performance.
1 Performance in many important respects fails to meet requirements. ,RATING
NO.
2 - Performance meets most requirements but is deficient in one or more important respects.
3 - Performance clearly meets basic requirements. 5
4 - Performance clearly exceeds basic requirements.
{
5 - Performance in every important respect is superior.
6 Performance in every respect is outstanding.
SECTION D DESCRIPTION OF THE EMPLOYEE
In the rating boxes below, check (X) the degree to which each characteristic applies to the employee
1 - Least possible degree 2 - Limited degree 3 - Normal degree 4 - Above average degree 5 - Outstanding degree
NOT
NOT
RATING
CHARACTERISTICS
APPLI-
CABLE
OB-
SERVED
1
2
3
4 5
GETS THINGS DONE
X
RESOURCEFUL
ACCEPTS RESPONSIBILITIES
X
CAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES
DOES HIS JOB WITHOUT STRONG SUPPORT
X
FACILITATES SMOOTH OPERATION OF HIS OFFICE
X
WRITES EFFECTIVELY
ix
SECURITY CONSCIOUS
THINKS CLEARLY
I'i
DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS
OTHER (Specify):
EE SECTION ?E- ON VERSE SIDE
S
FORM
8-58 45 OBSOLETE PREVIOUS EDITIONS.
APPROVED FOR RELEASE
DATE: FEB 2008
 SECTION E NARRATIVE DESCRIPTICN OF MANNER OF JOB PERFORMANCE
Stress strengths and weaknesses demonstrated in current position. Indicate suggestiorYS m deito employee for`impravement of his
work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater re-
sponsibilities. Amplify or explain, if appropriate, rotings given in SECTIONS B, C, and 0 to provide the best basis for determining
future personnel actions. VIi
This individual continues his job perform nce at a ii g; ,ert J of -ar ~ nd
excellence. He has had long e: erience in the dome stic'coIlection and support
program and is highly competent representing the Agency and this
office in his area. He perfo .. u _ husia.sm 4 .ad dedication, and
continues to demonstrate his shill as a well-rounded contact intelligence officer.
No observable weaiiesses.
The interests of this individual as well as his cacabilitie- ooatinue to lie in the
direction of activities and responsibilities directly connected with operations,
which tends to diminish his interest in administration. However, he has the
potential for directing the operations activities of others and should be given
consideration for a position of such responsibility. For the next 3-+ years he
would prefer to remain in his present area of assignment, unless an urgent need arose
for his services elsewhere.
Operational training is recommended.
SECTION F CERTIFICATION AND COMMENTS
L BY EMPLOYEE
I certify that I have seen Sections A,._8, C, D d E of this. Report.
DATE
SIGNATURE OF.EMPLOYEE
2. BY SUPERVISOR
MONTHS EMPLOYEE HAS BEEN
IF THIS REPORT-HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION.
UNDER MY SUPERVISION
- - -
6o
IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.
EMPLOYEE UNDER MY SUPERVISION LESS TITAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYS
OTHER (SPecify):
DATE
OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED N
14 September 1962
CHIDE , HIW YORK' OFFIRICE
3, BY REVIEWING OFFICIAL
.. .; LD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.
I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.
I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.
I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.
COMMENTS OF REVIEWING OFFICIAL
DATE OFFICIAL TITLE OF REVIEWING OFFICIA
18 September 1962 Chief, Contact Division