FITNESS REPORT - CARANCI, JOHN C.

• Document Type: FOIA
• Keywords: CARANCI JOHN C
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001496493
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: June 22, 2015
• Document Release Date: December 31, 2008
• Case Number: F-2007-00327
• Publication Date: December 4, 1967

APPROVED FOR
RELEASE DATE:
12-Nov-2008
(b) (1)
(b) (2)
(b) (3)
EMPLOYEE SERIAL NUMBER
FITNESS RERORT
SECTION A GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
S. SEX
4. GRADE
5-SD
CARANCI John C.
7 Feb. 22
M
1
GS-11
6. OFFICIAL POSITION TITLE
7. OFF/DIV/ R OF ASSIGNMENT
S. C
URRENT STATION
D&E Tech
9. CHECK (X) TYPE OF APPOINTMENT
10. CHECK (X) TYPE OF REPORT
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions - Section C)
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL(Specify):
SPECIAL (Specify):
11. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
30 November 1967-'
30 July 1967- - 30 November-1967
SECTION B PERFORMANC
E EVALUATION
W - Weak Performance ranges from wholly inadequate 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 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).
SPECIFI
RATING
LETTER
S
SPECIFIC
DUTY
RATING
LETTER
E
S
SPECIFIC DUTY N. 9
RATING
LETTER
5-
SPECIFIC
RATING
LETTER
0
SPECIFIC DUTY NO. S
RATING
LETTER
Assumes supervision of the during the
absence of the ?sizperv.isor including recor seeping and the
P
-writing of -cablesdispatches and reports.
SPECIFIC DUTY NO. 6
RATING
LETTER
S
OVERALL PERFORMANCE -IN CURRENT POSITION
RATING
Take into acc everything about the employee which influences his effectiveness in his current position such as per
formance of specific duties, productivity, conduct on ob, cooperativeness, pertinent personal traits ,or habits, and
- LETTER
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating perio
d, S
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance
.
o,OUp I
FORM 45 OBSOLETE PREVIOUS EDITIONS.
4-62
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