FITNESS REPORT - CARANCI, JOHN C.

• Document Type: FOIA
• Keywords: CARANCI JOHN C
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001496498
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: December 31, 2008
• Case Number: F-2007-00327
• Publication Date: October 4, 1963

-EMPLOYEE SERIAL NUMBER
FITNESS REPORT
N A GENERAL
1. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE
S. SD
CARANCI John C.
7 Feb 1922
M
I
GS-11
6. OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT 6. CURRENT STATION
R&D TECH
DDP/ TSD Headquarters
9. CHECK (X1 TYPE OF APPOINTMENT
10. CHECK (XI TYPE OF REPORT
CAREER RESERVE- TEMPORARY
INITIAL
. REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions - Section C)
X
ANNUAL
X
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SPECIAL (Specify):
II. DATE REPORT DUE IN O.P.
IL.-REPORTING PERIOD (From- to-)
31 October 1963
September 1962 September 1963
SECTION B PERFORMANCE 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).
SPE
RATING
LETTER
S
SPE
RATING
LETTER
A
SPECI
RATING
LETTER
P
SPECIFIC DUTY NO. 4
RATING
Designs techniques for special items and develops unusual equipment
LETTER
from oral instructions
p
SPECIFIC DUTY NO. 5
RATING
LETTER
APPROVED FOR RELEASE^DATE:
2-Nov-2008
SPECIFIC DUTY NO. 6
RATING
LETTER
OVERALL PERFORMANCE IN CURRENT POSITION
RATING
Take into account everything about the employee which influences his effectiveness in his current position such as per- LETTER
formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
or
particular I imitati s talents. Based on your knowledge of employee's overall performance during the rating period,
P
place the letter in a r
ating box corresponding to the statement which most accurately reflects his level of performance.
2 8 O CT 1963
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