FITNESS REPORT - CARANCI, JOHN C.

• Document Type: FOIA
• Keywords: CARANCI JOHN C
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001496499
• 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 19, 1962

APPROVED FOR
RELEASE DATE:
12-Nov-2008
SEf-RET-
(When Filled In)
(b131
(b121
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SEC ON A GEN
ERAL
I. NAME (Last) (First) (Middle)
Z. DATE OF BIRTH
3. SEX
4. GRADE
5. SD
CARANCI, John C.
7 Feb 1922
M
GS-11
6. OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT
8. CURRENT S
DDP/ TSD
J
Headquarters
S. CHECK (X) TYPE OF APPOINTMENT
1U. CHECK (X) - I
-
X
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions - Section C)
X
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SPECIAL (Specify):
Ii. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
31 October 1962
31 October 1960 - 30 September 1962
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).
SPECIFI
RATING
LETTER
P
SPECIFIC
DUTY NO. 2
RATING
LETTER
A
SPECIFIC DUTY NO. 3
RATING
LETTER
P
SPECIFIC DUTY NO. 4
RATING
LETTER
Designs techniques for special items and develops unusual equipment
from oral instructions
p
SPECIFIC DUTY NO. 5
RATING
LETTER
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 ob, cooperativeness, pertinent personal traits or habits, and
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period,
P
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.
GROUP I
cdud.d from .utemelie
45R
FOM OBSOLETE PREVIOUS EDITIONS. d.-9,.d o..d
4-62 d.l.utfimtien
 with a minimum
SECTION C NARRATIVE COMMENTS
Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to
overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment
on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best
basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if
applicable.
Nr. Caranci is versatile and productive in the performance of
his duties. He is capable of performing all types of
and carrying his job through to completion.
He has shown an interest in learning new trades and has taught
himself the technique of
!SECTION D
of instruction. He has shown further interest by requesting instruc-
CERTIFICATION AND COMMENTS
eGCR T
(When Filled In)
Z
2.
MONTHS EMPLOYEE HAS BEEN
UNDER MY SUPERVISION
52 months
OFFICIAL TITLE OF SUPERVISOR
Shop Supervisor
The supervisor's judgment and comments are accurate. The individual
is competent,, .e can probably best be evaluated by a general state-
ment that there is a tendency for Mr. Caranci to try and over-sell
himself.
DATE OFFICIAL TITLE OF REVIEWING OFFICIAL
Operations Manager