CAREER SELECTION REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000500190001-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: August 16, 2000
• Sequence Number: 1
• Content Type: FORM

Apprqved For . a ease 7W71019712: _ . .. - 0 -0
CAREER SELECTION REPORT
THE CAREER SELECTION REPORT IS AN IMPORTANT FACTOR IN THE SELECTION OF CAREER EMPLOYEES. IT SEEKS TO PROVIDE THE
CIA S
B
ELECTION
OARD WITH INFORMATION OF VALUE WHEN CONSIDERING AN INDIVIDUALS ACCEPTANCE AS A MEMBER OF THE CAREER
STAFF.
INSTRUCTIONS
TO THE ADMINISTRATIVE OR PERSONNEL OFFICER: CONSULT CURRENT ADMINISTRATIVE INSTRUCTIONS REGARDING THE INITIATION AND
TRANSMITTAL OF THIS REPORT.
TO THE SUPERVISOR: READ THE ENTIRE FORM BEFORE ATTEMPTING TO COMPLETE ANY ITEM. AS THE SUPERVISOR WHO ASSIGNS, DIR-
ECTS AND REVIEWS THE WORK OF THE INDIVIDUAL, YOU HAVE PRIMARY. RESPONSIBILITY FOR EVALUATING HIS CAPACITY, APTITUDES,
KNOWLEDGE AND SKILLS AS REVEALED BY HIS DAY-BY-DAY ACTIVITIES. IF THIS INDIVIDUAL HAS BEEN UNDER YOUR SUPERVISION
FOR LESS THAN 30 DAYS, YOU WILL COLLABORATE WITH HIS PREVIOUS SUPERVISORS TO MAKE SURE THE REPORT IS ACCURATE AND
COMPLETE. PRIMARY RESPONSIBILITY RESTS WITH THE CURRENT SUPERVISOR.
THIS PROVISIONAL RATING REPORT WILL NOT BE SHOWN TO THE INDIVIDUAL BEING RATED. IT IS ASSUMED THAT THROUGHOUT THE
PERIOD THIS INDIVIDUAL HAS BEEN EMPLOYED, SUPERVISORS HAVE DISCHARGED THEIR RESPONSIBILITIES BY FREQUENT DISCUSSIONS
OF HIS WORK, SO THAT IN A GENERAL WAY HE KNOWS WHERE HE STANDS.
SECTION I
NAME (LAST) (FIRST) (MIDDLE)
AGE
SEX
MARITAL STATUS
DATE OF ENTRANCE ON DUTY
OFFICE ASSIGNED To
DIVISION
BRANCH
NATURE OF ASSIGNMENT:
IF FIELD, SPECIFY STATION:
II DEPARTMENTAL
FIELD
DATE THAT THIS REPORT IS DUE
PERIOD COVERED BY THIS REPORT (INCLUSIVE DATES)
SECTION II
CURRENT POSITION TITLE
GRADE
DATE ASSUMED RESPONSIBILITY FOR POSITION
W,SPECIFIC ASSIGNMENTS OR TASKS HAVE BEEN GIVEN HIM DURING THE PAST THREE MONTHS (LIST IN ORDER OF FREQUENCY):
?
Approved For Release 2000/09/12 CIA-RDP80-01826R000500190001-0
READ THE ENTIRE FORM BEFORE ATTEMPTING TO COMPLETE ANY ITEM
 28. CAN THINK OAI~iIS ?ETfor Rel
29. COMES UP WITH SOLUTIONS TO
PROBLEMS.
30, STIMULATING TO ASSOCIATES:
A "SPARK PLUG".
31. TOUGH-MINDED.
32. VERY OBSERVANT.
33. CAPABLE.
34. CLEAR-THINKING.
- 1 2 0 0 0 1-?
11IL 111L
41. THOUGHTFUL OF OTHERS.
43. DISPLAYS JUDGEMENT.
45. HAS DRIVE.
46. IS SECURITY CONSCIOUS.
47. VERSATILE.
48.. FAULT FINDING.
49. HARD TO CHANGE HIS IDEAS.
TION OF HIS OFFICE.
SUPERVISION.
52. RESISTS NEW IDEAS OR
A. WHAT ARE HIS OUTSTANDING STRENGTHS ?
B. WHAT ARE HIS OUTSTANDING WEAKNESSES ?
Approved For Release 2000/09/12 : CIA-RDP80-01826R000500190001-0
 .C. INDICATE IA0NI+.a'Vg F&TRMlehg@LLUUUNb/1LR CH-I`CUpW6M6' 126h bdb og 6b4 A6IONS:
E. OTHER COMMENTS (INDICATE HERE GENERAL TRAITS, SPECIFIC HABITS OR CHARACTERISTICS WHICH HAVE A BEARING ON
WHETHER THIS PERSON SHOULD ACQUIRE CAREER STATUS):
DIRECTIONS: CONSIDERING ONLY THE SKILL WITH WHICH THE
PERSON HAS PERFORMED THE DUTIES OF HIS JOB, RATE HIM
BY PLACING AN NX" IN THE BOX OPPOSITE THE MOST APPROPRI-
ATE DESCRIPTION. READ ALL THE DESCRIPTIONS BEFORE YOU
MAKE YOUR RATING.
F-1 1. DOES NOT PERFORM DUTIES ADEQUATELY; HE IS
IJ INCOMPETENT.
EJ 2. BARELY ADEQUATE IN PERFORMANCE; ALTHOUGH
HE HAS HAD SPECIFIC GUIDANCE OR TRAINING,
HE OFTEN FAILS TO CARRY OUT RESPONSIBILITIES
COMPETENTLY.
D 3. PERFORMS MOST OF HIS DUTIES ACCEPTABLY; OCCASION-
ALLY REVEALS SOME AREA OF WEAKNESS.
D 4. PERFORMS DUTIES IN A TYPICALLY COMPETENT, EFFECT-
IVE MANNER.
^ 5. A FINE PERFORMANCE; CARRIES OUT MANY OF HIS RES-
PONSIBILITIES EXCEPTIONALLY WELL.
D 6. PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER
THAT HE IS EQUALED BY ONLY A FEW OTHER PERSONS
KNOWN TO THE RATER.
IS THIS INDIVIDUAL BETTER QUALIFIED FOR WORK IN SOME
OTHER AREA ? YES NO. IF 80, WHAT ?
DIRECTIONS: CONSIDERING OTHERS OF THIS PERSONIS GRADE
AND TYPE OF ASSIGNMENT, HOW WOULD YOU RATE HIM ON POTEN-
TIALITY FOR ASSUMPTION OF GREATER RESPONSIBILITIES, NOR-
MALLY INDICATED BY PROMOTION.
^ 1. HAS REACHED THE HIGHEST GRADE LEVEL AT WHICH SATIS1
FACTORY PERFORMANCE CAN BE EXPECTED.
D 2. IS MAKING PROGRESS, BUT NEEDS MORE TIME IN PRESENT
GRADE BEFORE PROMOTION TO A HIGHER GRADE CAN BE
RECOMMENDED.
D 3. IS READY TO TAKE ON RESPONSIBILITIES OF THE NEXT
HIGHER GRADE, BUT MAY NEED TRAINING IN SOME AREAS.
D 4. WILL PROBABLY ADJUST QUICKLY TO THE MORE RESPON-
SIBLE DUTIES OF THE NEXT HIGHER GRADE.
D 5. IS ALREADY PERFORMING AT THE LEVEL OF THE NEXT
HIGHER GRADE.
^ 6. AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO
SHOULD BE CONSIDERED FOR RAPID ADVANCEMENT.
DIRECTIONS: BASED UPON WHAT HE HAS SAID, HIS ACTIONS, AND
ANY OTHER INDICATIONS, GIVE YOUR OPINION OF THIS PERSONIS
ATTITUDE TOWARD THE AGENCY.
^ 1. HAS AN ANTAGONISTIC ATTITUDE TOWARD THE AGENCY --
WILL DEFINITELY LEAVE THE AGENCY AT THE FIRST
OPPORTUNITY.
^ 2. HAS A STRONG NEGATIVE ATTITUDE TOWARD THE AGENCY --
IRKED BY RESTRICTIONS -- REGARDS THE AGENCY AS A
TEMPORARY STOP UNTIL HE CAN GET SOMETHING BETTER.
D TENDS TO HAVE AN UNFAVORABLE ATTITUDE TOWARD THE
AGENCY -- BOTHERED BY MINOR FRUSTRATIONS -- WILL
QUIT IF THESE CONTINUE.
~4. HIS ATTITUDE TOWARD THE AGENCY IS INDIFFERENT --
HAS A "WAIT AND SEE" ATTITUDE -- WOULD LEAVE IF
SOMEBODY OFFERED HIM SOMETHING BETTER.
D 5. TENDS TO HAVE A FAVORABLE ATTITUDE TOWARDS THE
AGENCY -- MAKES ALLOWANCES FOR RESTRICTIONS IMPOSED
BY WORKING FOR THE AGENCY -- THINKS IN TERMS OF A
CAREER IN THE AGENCY.
^ ~. DEFINITELY HAS A FAVORABLE ATTITUDE TOWARD THE
AGENCY -- BARRING AN UNEXPECTED OUTSIDE OPPORTUNITY
WILL PROBABLY ENDEAVOR TO MAKE A CAREER IN THE
AGENCY.
^ 7. HAS AN ENTHUSIASTIC ATTITUDE TOWARD THE AGENCY --
WILL PROBABLY NEVER CONSIDER WORKING ANY PLACE BUT
IN THE AGENCY.
DIRECTIONS: CONSIDER EVERYTHING YOU KNOW ABOUT THIS PER-
SON IN MAKING YOUR RATING -- SKILL IN JOB DUTIES, CONDUCT
ON THE JOB, PERSONAL CHARACTERISTICS OR HABITS, AND SPEC-
IAL DEFECTS OR TALENTS.
D 1. DEFINITELY UNSUITABLE -- HE SHOULD BE SEPARATED.
D 2. OF DOUBTFUL SUITABILITY -- WOULD NOT HAVE ACCEPTED
HIM IF I HAD KNOWN WHAT I KNOW NOW.
D 3. A BARELY ACCEPTABLE EMPLOYEE--- DEFINITELY BELOW
AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUT-
STANDING TO WARRANT HIS SEPARATION.
D 4. A TYPICAL EMPLOYEE -- HE DISPLAYS THE SAME SUITA-
BILITY AS MOST OF THE PEOPLE YOU KNOW IN THE AGENCY
D 5. A FINE EMPLOYEE -- HAS SOME OUTSTANDING STRENGTHS.
^ 6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIRE-
MENTS OF THE CIA.
D 7. EXCELLED BY ONLY A VERY FEW IN SUITABILITY FOR
WORK IN THE CIA.
Approved For Release 2000/09/12 : CIAIRDP80-01826R00050011990001-0
 SECTION I I I
ON THE LEFT HAAMM ., H P 0 - el~efQ~1tE0T0 ALMOST EVERYONE. ON
THE RIGHT HAND SIDE OF THE PAGE ARE FIVE MAJOR CATEGORIES OF DESCRIPTIONS.
THE SCALE WITHIN EACH CATEGORY IS DIVIDED INTO FIVE SMALL BLOCKS; THIS IS TO ALLOW YOU TO MAKE FINER DISTINCTIONS,
IF YOU SO DESIRE.
LOOK AT THE STATEMENT ON THE LEFT. THEN CHECK THE CATEGORY ON THE RIGHT WHICH BEST TELLS HOW MUCH THE STATEMENT
APPLIES TO THE PERSON YOU ARE RATING.
STATEMENTS CATEGORIES
'APPLIES TO A APPLIES TO A APPLIES TO A
SLIGHT DEGREE LIMITED REASONABLE
OR NOT AT ALL DEGREE DEGREE
APPLIES TO AN
ABOVE AVERAGE
DEGREE
APPLIES TO AN
OUTSTANDING
DEGREE
1. APPEARANCE AND ACTIONS
ATTRACT ATTENTION.
2. ODD IN APPEARANCE AND
MANNER.
3. A GOOD REPORTER OF EVENTS.
4. CAN MAKE DECISIONS ON HIS
WN WHEN NEED ARISES
.
O
5. CAUTIOUS IN ACTION.
6. HAS INITIATIVE.
7. UNEMOTIONAL.
8. ANALYTIC,IN HIS THINKING,
9. CONSTANTLY STRIVING FOR
EDGE AND IDEAS
W
.
NEW KNO
L
10. GETS ALONG WITH PEOPLE AT
ELS
.
ALL SOCIAL LEV
11. HAS A SENSE OF HUMOR
12, KNOWS WHEN TO SEEK ASSISTANCE.
13. CALM,
14. CAN GET ALONG WITH PEOPLE.
15. EXCELLENT MEMORY FOR FACTS,
16. GETS THINGS DONE.
17. KEEPS ORIENTED TOWARD LONG
TERM GOALS.
18, CAN COPE WITH EMERGENCIES.
19. HAS HIGH STANDARDS OF
ACCOMPLISHMENTS.
20. HAS STAMINA; CAN KEEP
NG TIME
.
GOING A LO
21. HAS WIDE RANGE OF INFORMATION,
22. SHOWS ORIGINALITY.
23. DODGES RESPONSIBILITIES.
24. DOESN'T ADMIT HIS ERROR$.
25. DOES NOT RESPOND WELL TO
ION
U
RVI
PE
S
S
NG,
26. HIGH STR
U
27. REQUIRES AparmuMPCC
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