ADDITION TO THE NEW FITNESS REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP78-04718A001700230003-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: June 5, 2001
• Sequence Number: 3
• Publication Date: January 1, 1955
• Content Type: MISC

Approved For Release 2001/
Approved For Release 2001/08
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FITNESS REPORT (Part I) PERFORMANCE
INSTRUCTIONS
FOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE SUPERVISOR: This report is designed to help you express your evaluation of your subordinate andto'transmit
this evaluation to your supervisor and te--apprcpri~*~ iageuwrat-&?d--pe--5^o-.ne4-o-f ic- Wis. Completion of the
report can help prepare you for a discussion with your-subordinate of his strengths and weaknesses. I-t^-maadatery
g
-th-e-rg
that you inform the subordinate where he stands with you. -t-is -optional- roah-ether- -yol~-in-form hi-m by show
part-or-by--other- e.-r,. It is recommended that you read the entire form before completing any question. If this
report is the INITIAL REPORT on the employee, it MUST be completed and forwarded to the Office of Personnel no later
than 30 days after the due date indicated in item 8 of Section A below.
SECTION A. GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. SERVICE DESIGNATION
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT
6. OFFICIAL POSITION TITLE
7. GRADE
8. DATE REPORT DUE IN OP
9. PERIOD COVERED BY THIS REPORT (Inclusive dates)
10. TYPE OF REPORT INITIAL REASSIGNMENT?SUPERVISOR SPECIAL (Specify)
(Check one) ANNUAL REASSI GNMENT? EMPLOYEE
SECTION B. CERTIFICATION
1. FOR THE RATER: THIS REPORT = HAS HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN, EXPLAIN WHY
NOT:
A. CHECK (X) APPROPRIATE STATEMENTS:
T H I S R E P O R T R E F L E C T S M Y OWN O P I N I O N S O F T H I S I N UI?
I F INDIVIDUAL I S RATED "I II I N CI OR D. A WARNING LET-
VIDUAL .
TER WAS SENT TO HIM &A COPY ATTACHED TO THIS REPORT.
THIS REPORT REFLECTS THE COMBINED OPINIONS OF MYSELF
I CANNOT CERTIFY THAT THE RATED INDIVIDUAL KNOWS HOW
AND PREVIOUS SUPERVISORS.
I EVALUATE HIS JOB PERFORMANCE BECAUSE (Specify):
I HAVE DISCUSSED WITH THIS EMPLOYEE HIS STRENGTHS
AND WEAKNESSES SO THAT HE KNOWS WHERE HE STANDS.
B. THIS DATE
C. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISOR
D. SUPERVISOR'S OFFICIAL TITLE
2. FOR THE REVIEWING OFFICIAL: RECORD ANY SUBSTANTIAL DIFFERENCE OF OPINION WITH THE SUPERVISOR. OR ANY OTHER IN-
FORMATION. WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT.
CONTINUED ON ATTACHED SHEET
I certify that any substantial difference of opinion with the supervisor is reflected in the above section.
A. THIS DATE
B. TYPED OR PRINTED NAME AND SIGNATURE OF REVIEWING
C. OFFICIAL TITLE OF REVIEWING OFFICIAL
OFFICIAL
SECTION C. JOB PERFORMANCE EVALUATION
I. RATING ON GENERAL PERFORMANCE OF DUTIES
DIRECTIONS: Consider ONLY the productivity and effectiveness with which the individual being rated has performed
his duties during the rating period. Compare him ONLY with others doing similar work at a similar level of respon-
sibility. Factors other than productivity will be taken into account later in Section D.
I . DOES NOT PERFORM DUTIES ADEQUATELY: HE IS INCOMPETENT.
2 - BARELY ADEQUATE IN PERFORMANCE: ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING, HE OFTEN FAILS TO
CARRY OUT RESPONSIBILITIES.
3 - PERFORMS MOST OF HIS DUTIES ACCEPTABLY; OCCASIONALLY REVEALS SOME AREA OF WEAKNESS.
4 PERFORMS DUTIES IN A COMPETENT, EFFECTIVE MANNER.
INSERT
5 ? A FINE PERFORMANCE: CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY WELL.
RATING
6 PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER THAT HE IS EQUALLED BY FEW OTHER PERSONS KNOWN TO
NUMBER
THE SUPERVISOR.
cX MMENTS:
Approved For Release 2001/08/01 01700230003-7
FORM NO. 45 (Part I )
1 Allr 55
SECRET Performance /6(0X4)
`
 Place the most important first. Do not Include minor o. o..=-r- -- -
b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.
c. For supervisors, ability to supervise will always be rated as a specific duty (do not rate as supervisors those
who supervise a secretary only).
d. Compare in your mind, when possible, the individual being rated with others performing the same duty at a
similar level of responsibility.
e. Two individuals with the some job title may be performing different duties. If so, rate them on different
duties.
f. Be specific. RALmBlIs ofNG the kind of duties that AREA rated
KNOWLEDGE CONDUCTS INTERROGATIONS
ORAL PREPARES SUMMARIES
GIVING LECTURES DEVELOPS NEW PROGRAMS
V L
CONDUCTING SEMINARS ANALYZES INDUSTRIAL REPORTS TRANSLATES GERMAN
WRITING TECHNICAL REPORTS MANAGES FILES DEBRIEFING SOURCES
CONDUCTING EXTERNAL LIAISON OPERATES RADIO KEEPS BOOKS
TYPING COORDINATES WITH OTHER OFFICES DRIVES TRUCK
ULATIONS MAINTAINS AIR CONDITIONING
E
G
TAKING DICTATION WRITES R
SUPERVISING PREPARES CORRESPONDENCE EVALUATES SIGNIFICANCE OF DATA
g. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key
INCOMPETENT IN THE rENtUNMH1N- - 11 -- -
BARELY ADEQUATE IN THE PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING SIMI-
LAR JOBS
DUTY
PERFORMS THIS DUTY ACCEPTABLY 7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OF
PERFORMS THIS DUTY IN A COMPETENT MANNER THIS DUTY
PERFORMS THIS DUTY IN SUCH A FINE MANNER
RATING
NUMBER
RATING
NUMBER
RATING
NUMBER
SPECIFIC DUTY NO. 4
SPECIFIC DUTY NO. 5
SPECIFIC DUTY NO. 6
3. NARRATIVE DESCRIPTION OF M~NNCn ?+o -- Y--
DIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.
SUITABILITY FOR CURRENT JOB IN ORGANIZATION
RATING
NUMBER
RATING
NUMBER
DIRECTIONS: Take into account here everything you know about the individual.... productivity, conduct in the job,
pertinent personal characteristics or habits, special defects or talents.... and how he fits in with your team. Com-
pare him with others doing similar work of about the same level.
BE SEPARATED
I - DEFINITELY UNSUITABLE - HE SHOULD
Z OF DOUBTFUL SUITABILITY... WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW
3 - A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WAR-
RANT HIS SEPARATION
4 . OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION
5 - A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS
6 - AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION
IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION
SEC ET
 FITNESS REPORT (Part II) POTENTIAL
INSTRUCTIONS
FOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career manage-
ment and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the
rated employee. It is recommended that you read the entire report before completing any question. This report is
to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 90 days,
hold and complete after the 90 days has elapsed. If this is the INITIAL REPORT on. the employee, however, it MUST be
completed and forwarded to the OP no later than 30 days after the due date indicated in item 8 of Section E below.
SECTION E. GEN
ERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3- SEX
4. SERVICE DESIGNATION
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT
6. OFFICIAL POSITION TITLE
7. GRADE
8. DATE REPORT DUE IN OP
9. PERIOD COVERED BY THIS REPORT (Inclusive dates)
10. TYPE OF REPORT INITIAL REASSIGNMENT-SUPERVISOR SPECIAL (Specify)
(Check One) ANNUAL REASSIGNMENT-EMPLOYEE
SECTION F. CERTIFICATION
1. FOR THE RATER: I CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATED
A. THIS DATE
B. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISOR
C? SUPERVISOR'S OFFICIAL TITLE
2. FOR THE REVIEWING OFFICIAL: I HAVE REVIEWED THIS REPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.
A. THIS DATE B. TYPED OR PRINTED NAME AND SIGNATURE OF REVIEWING
C. OFFICIAL TITLE OF REVIEWING OFFICIAL
OFFICIAL
SECTION G. ESTIMATE OF POTENTIAL
1. POTENTIAL TO ASSUME GREATER RESPONSIBILITIES
DIRECTIONS: Considering others of his grade and type of assignment, rate the employee's potential to assume greater
responsibilities. Think in terms of the kind of responsibility encountered at the various levels in his kind of
work.
1 ? ALREADY ABOVE TH.E LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
2 HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
3 MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES
4 - READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES
5 WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING
6 ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL
RATING
7 - AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER
NUMBER
LEVEL RESPONSIBILITIES
2. SUPERVISORY POTENTIAL
DIRECTIONS: Answer this question: Has this person the ability to be a supervisor? yes Q no. If your
answer is yes, indicate below your opinion or guess of the level of supervisory ability this person will reach AFTER
SUITABLE TRAINING. Indicate your opinion by placing the number of the descriptive rating below which comes closest
to expressing your opinion in the appropriate column. If your rating is based on observing him supervise, note your
rating in the "actual" column. If based on opinion of his potential, note the rating in the "potential" column.
0 - HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION
DESCRIPTIVE
1 BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION
RATING
2 ? BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION
NUMBER 3 - BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION
ACTUAL
POTENTIAL
DESCRIPTIVE SITUATION
A GROUP DOING THE BASIC JOB (truck drivers, stenographers, technicians or professional spe-
cialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line
supervisor
A GROUP OF SUPERVISORS WHO DIRECT THE BASIC JOB (Second line supervisors)
A GROUP, WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE FOR MAJOR PLANS, ORGANIZATION
ANQ POLICY (Executive level)
WHEN CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT
WHEN IMMEDIATE SUBORDINATES' ACTIVITIES ARE DIVERSE AND NEED CAREFUL COORDINATION
WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX
L
Approv
d,FEQr(R4g, ;g 2001/08 RDP78-04718A001700230003-7
&ibi ON
FORM NO. 45 Part 1 SE l'4 f /4,1,,,. Potential (4)
 3. COMMENTS C0 CERNoved For 'elease 2001/08107: CIA-RDP78-04718AO01700230003-7
O iv
SECTION H.
FUTURE PLANS
1. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLANNED FOR THE INDIVIDUAL
2. NOTE OTHER FACTORS, INCLUDING PERSONAL CIRCUMSTANCES. TO BE TAKEN INTO ACCOUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTS
SECTION I. DESCRIPTION OF INDIVIDUAL
DIRECTIONS: This section is provided as an aid
to describing the individual as you s
ee
him on the jo'b. Interpret
the words literally. On the page below are a
series of statements that apply in so
me
degree to most people. To
the left of each statement is a box under the
heading "category." Read each stateme
nt
and insert in the box the
category number which best tells how much the st
atement applies to the person covered
by
this report.
X ? HAVE NOT OBSERVED THISi H
ENCE CAN GIVE NO OPINION AS TO HOW THE
DESCRIPTION APPLIES TO THE
INDIVIDUAL
I ? APPLIES TO THE INDIVIDUAL
TO THE LEAST POSSIBLE DEGREE
CATEGORY NUMBER 2 - APPLIES TO INDIVIDUAL TO
A LIMITED DEGREE
3 ? APPLIES TO INDIVIDUAL TO
AN AVERAGE DEGREE'
4 ? APPLIES TO INDIVIDUAL TO
AN ABOVE AVERAGE DEGREE
5 ? APPLIES TO INDIVIDUAL TO
AN OUTSTANDING DEGREE
CATEGORY
STATEMENT
CATEGORY
STATEMENT
CATEGORY
STATEMENT
1. ABLE TO SEE ANOTHER'S
11. HAS HIGH STANDARDS OF
21?
IS EFFECTIVE IN DISCUS'
POINT OF VIEW
ACCOMPLISHMENT
SIONS WITH ASSOCIATES
2. CAN MAKE DECISIONS ON HIS
22.
IMPLEMENTS DECI BI OHS RE-
OWN WHEN NEED ARISES
SHOWS ORIGINALITY
12.
GARDLESS OF OWN FEELINGS
13. ACCEPTS RESPON SIBILI?
3. HAS INITIATIVE
23.
IS THOUGHTFUL OF OTHERS
TIES
4. IS ANALYTIC IN HIS THINK-
14. ADMITS H18 ERRORS
24.
WORKS WELL UNDER PRESSURE
I N G
5. STRIVES CONSTANTLY FOR
15. RESPONDS WELL TO SUPER-
NEW KNOWLEDGE AND IDEAS
VISION
25.
DISPLAYS JUDGEMENT
6. KNOWS WHEN TO SEEK
16. DOES HIS JOB WITHOUT
26.
IS SECURITY CONSCIOUS
ASSISTANCE
STRONG SUPPORT
17. COMES UP WITH SOLUTIONS
7. CAN GET ALONG WITH PEOPLE
27.
IS VERSATILE
TO P RO BL EM S
28?
HIS CRITICISM IS CON-
8. HAS MEMORY FOR FACTS
18. IS OBSERVANT
STRUCTIVE
29.
?
F A C I L I T A T E S SMOOTH
OPERA-
G E T S T H I N G S D O N E
9.
19. T H I N K S C L E A R L Y
O N O F H I S O F F I C E
T I O N
20. COMPLETES ASSIGNMENTS
30.
DOES NOT REQUIRE STRONG
1 0 . CLAN C O P E W I T H E M E R G E N C I E S
W I T H I N A L L O W A B L E T I M E
AND C O N T I N U O U S S U P E R V I-
?
L I M I T S
S I O N
(When Filled In).
SECRET