FITNESS REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000600130010-5
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: August 14, 2000
• Sequence Number: 10
• Content Type: FORM

Apprn IPri Fnr_P Iep a 20O0!0d?12 Fi ti1 'F Dr80.01i 826-RI5166866 1300 1 Or-5
FITNESS REPORT
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. Asatthe heting his supervisor whossigak-
directs and reviews the work of the individual, you haveprimary responsibility for strengths. nesses, and on-the-job effectiveness as revealed by his day-to-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. It is assumed that, through.
out the period this individual has been under your supervision, you have discharged your supervisory responsibili.
ties by frequent discussions of his work, so that in a general way he knows where he stands.
IT IS OPTIONAL WHETHER OR NOT THIS FITNESS REPORT IS SHOWN T17 THE PERSON BEING RATED
SECTION I (To be filled in by Administrative Officer)
NAME (Last) (First) (Middle) 12. DATE OF BIRTH 3. SEX 4. CAREER DESIGNATION
5. DATE OF ENTRANCE ON DUTY 6. OFFICE ASSIGNED TO 7? DIVISION S. BRANCH
9. NATURE OF ASSIGNMENT 10. IF FIELD. SPECIFY STATION: 11. GRADE
f-7 DE PAR TMFN TAL F I E LIE _ _ _ -
12. DATE THAT THIS REPORT IS DUE 13. PERIOD COVERED BY THIS REPORT (Inclusive dates)
WHAT SPECIFIC ASSIGNMENTS OR TASKS ARE TYPICAL OF THOSE GIVEN TO HIM DURING THE PAST THREE TO SIX MONTHS (List
in order of frequency):
DOCUMENT AD.
NO CHANGE IN CLASS
^ DECLA+SSIfIED
CH NGED TO: TS 3 D
NEXT REVIEW DATE;
AUTH; HR I" ~~-
DATE REVIEW'EA; VMS
READ THE ENTIRE FORM BLFORF ATTEMPTING TO COMPLFTI ANY ITAJ4
The Fitness Report is an important factorin agency personnel management. It seeks to provide:
1. The agency selection board with information of value when considering the application of
an individual for membership in the career service; and
2. A periodic record of job performance as an aid to the effective utilization of personnel.
SECTION III
--
I certify that, during the latter half of the period covered by this report, I have discussed with the rated indi-
vidual the manner in which he has performed his job and provided suggestions and criticisms wherever needed. I be-
lieve that his understanding of my evaluation of his performance is consistent with my evaluation of him as evi-
denced by this fitness report and I have informed him of his strengths, weaknesses, and on-the-job effectiveness.
If performance during the report period has been unsatisfactory, there is attached a copy of the memorandum noti-
fying him of unsatisfactory performance.
has C] has not been shown to the individual rated.
SIGNATURE or RATER (Employee's immediate supervisor)
I HAVE REVIEWED THIS REPORT (Comments. if any, are reflected by attached memorandum)
THIS DATE ISIGHATURE OF REVIEWING OFFICIAL (Ctfictal next higher in line of authority)
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 Orf'D T
(When F711-il 3117
? pp..~~j~~~~~ G
OU THINK THA A I qffF ?4=091 At( d A I~~ 00600T30010
D. DO YOU FEEL THAT HE REQUIRES CLOSE SUPERVISION?
E. WHAT TRAINING DO YOU RECOMMEND FOR THIS INDIVIDUAL?
characteristics
OTHER COMMENTS (Indicate here general traits, specific habits or not covered elsewhere in the
report but which have a bearing on effective utilization of this person):
SECTION VI _
--------- appropriate box under subsections A.B.C.&D
Read all descriptions before rating. Place ?X"in the most app
DIRECTIONS: Consider only the skill with which the C. DIRECTIONS: Based upon what he has said, his actions,
person has performed the duties of his job and rate and any other indications, give your opinion of this
person's attitude toward the agency.
him accordingly. _ __ r,.r ..-_rurv
1. 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.
COMPETENTLY.
PERFORMS MOST OF HIS DUTIES ACCEPTABLY, OCCA-
SIONALLY REVEALS SOME AREA OF WEAKNESS.
PERFORMS DUTIES IN A TYPICALLY COMPETENT.
EFFECTIVE MANNER.
A FINE PERFORMANCE, CARRIES OUT MANY OF HIS
RESPONSIBILITIES EXCEPTIONALLY WELL.
PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING
MANNER THAT HE IS EQUALLED BY FEW OTHER PER-
SONS KNOWN TO THE RATER.
5-
6.
IS THIS INDIVIDUAL BETTER QUALIFIED FOR WORK IN SOME
OTHER AREA? E No L__ ]YFS. IF YES. WHAT?
(j. DIRECTIONS: Considering others of this persona grade
and type of assignment, how would you rate him on
potentiality for assumption of greater responsibili-
ties normally indicated by promotion.
HAS REACHED THE HIGHEST GRADE LEVEL AT WHICH
SATISFACTORY PERFORMANCE CAN BE EXPECTED.
(= 2. IS MAKING PROGRESS, BUT NEEDS MORE TIME IN
PROMOTION TO A HIGHER
ORE
PRESENT GRADE BEF
GRADE CAN BE RECOMMENDED.
3. IS READY TO TAKE ON RESPONSIBILITIES OF THE
NEXT HIGHER GRADE. BUT MAY NEED TRAINING IN
SOME AREAS.
WILL PROBABLY ADJUST QUICKLY TO THE MORE
RESPONSIBLE DUTIES CF THE NEXT HIGHER GRADE.
IS ALREADY PERFORMING AT THE LEVEL OF TILE NEXT
HIGHER GRADE.
AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW
WHO SHOULD BE CONSIDERED FOR RAPID ADVANCE-
MENT.
2. OF DOUBTFUL SUITABILITY.. WOULD NOT HAVE AC-
W NOW
.
CEPTED HIM IF I HAD KNOWN WHAT I KNO
A BARELY ACCEPTABLE EMPLOYEE.. DEFINI TELY BELOW
AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY
OUTSTANDING TO WARRANT HIS SEPARATION.
ITA?
A TYPICAL EMPLOYEE..HE DISPLAYS THE SAME SU
BILITY AS MOST OF THE PEOPLE I KNOW IN THE
AGENCY.
A FINE EMPLOYEE - HAS SOME OUTSTANDING
STRENGTHS.
AN UNUSUALLY STRONG PERSON IN TERMS OF THE
REQUIREMENTS OF THE AGENCY.
EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK
IN THE AGENCY.
$26R00060013nn~
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..WILL DEFINITELY LEAVE THE AGENCY Al in, 1,^-.1
OPPORTUNITY.
HAS STRONG NEGATIVE ATTITUDE TOWARD AGENCY...
IRKED BY RESTRICTIONS... REGARDS AGENCY AS A
TEMPORARY STOP UNTIL HE CAN GET SOMETHING
BETTER.
TENDS TO HAVE AN UNFAVORABLE ATTITUDE TOWARD
THE AGENCY.. BOTHERED BY MINOR FRUSTRATIONS..
WILL QUIT IF THESE CONTINUE.
HIS ATTITUDE TOWARD THE AGENCY IS INDIFFERENT
LD LEAVE IF
O
U
... HAS "WAIT AND SEE" ATTITUDE..W
SOMEONE OFFERED HIM SOMETHING BETTER.
TENDS TO ALLOWANCES R FORE RESTRICTIONS W IMPOSED N BY HAVE
ATTITUDE WORKING FOR AGENCY..THINKS IN TERMS OF A CA-
REER IN THE AGENCY.
FAVORABLE ATTITUDE
DEFINITELY HAS AGENCY..BARRING AN UNEXPECTED OUTSIDER OPPORE
TUNITY. WILL PROBABLY ENDEAVOR TO MAKE A
CAREER IN THE AGENCY.
HAS AN ENTHUSIASTIC ATTITUDE TOWARD THE AGENCY
..WILL PROBABLY NEVER CONSIDER WORKING ANY
PLACE BUT IN THE AGENCY.
DIRECTIONS: Consider everything you know about t is
person im making your rating..skilt in job duties,
conduct on the job, personal characteristics or
habits, and special defects or talents.
 (When Fills n =r.
zR YRDP80-01_826R000soo1300 ..5.____-
This favorable or unfavorable
secfions dd ae nn aid in describing the individual. Your description is not
in itself butiacprquiorvieseits The in relation to a particular job or assignment. e descriptive words are to be
interpreted literally.
a series of statements that apply in some etagere to most people. On
On the left hand side of the page below are
the r i g h t hand side of the page are four major categories o f descriptions. The scale w i t h i n each category i s di-
vided i n t o three small blocks; this i s to allow you t o make finer d i s t i n c t i o n s i f you so desire. Look a t the state-
per-
hnve the statement t opinion applies to
whether ah
column tell 5 how
means you much
ment on t h e left - then check the category tNot right best
son phrrose
you are rating. Placing an "X X" in the e
applies to an individual. Placing an X" in the "Does Not Apply" column means that you have the definite opinion
that the description is not at all suited to the individual.
A. ABLE TO SEE ANOTHER'S
POINT OF VIEW.
NOT
OB-
SERVED
DOES
NOT
APPLY
2. CAN MADE DECISIONS ON HIS OWN
WHEN NEED ARISES.
3. CAUTIOUS IN ACTION.
4. HAS INITIATIVE.
5. UNEMOTIONAL.
6. ANALYTIC IN HIS THINKING.
7. CONSTANTLY STRIVING FOR NEW
KNOWLEDGE AND IDEAS.
B. GETS ALONG WITH PEOPLE AT ALL
SOCIAL LEVELS.
I1. CALM.
12. CAN GET ALONG WITH PEOPLE.
13. MEMORY FOR FACTS.
15. KEEPS ORIENTED TOWARD LONG
TERM GOALS.
17. HAS HIGH STANDARDS OF
ACCOMPLISHMENT.
18. HAS STAMINA; CAN KEEP GOING
A LONG TIME.
21. ACCEPTS RESPONSIBILITIES.
22. ADMITS HIS ERRORS.
23. RESPONDS WELL TO SUPERVISION.
24. EVEN A~pl'd0d For Rel a e:20 0/09/1
25. ABLE TO DO HIS JOB WITHOUT
STRONG SUPPORT.
APPLIE5 TO A
LIMITED
DEGREE
APPLIES TO A
REASONABLE
DEGREE
 ccrnr-r _
Approved For Rele nn/ N
COMES UP WITH SOLUTIONS TO
PROBLEMS.
STIMULATING TO ASSOCIATES: A
SPARK PLUG'.
I - I - I I I C I .1
i I I I I I --1
1 1 I l
32. CLEAR THINKING.
33. COMPLETES ASSIGNMENTS WITHIN
1 1
ALLOWABLE TIME LIMITS. ---_--
34. EVALUATES SELF REALISTICALLY.
35. WELL INFORMED ABOUT CURRENT
f (
EVENTS.
1 1 1 1 I
36. DELIBERATE.
37. EFFECTIVE IN DISCUSSIONS WITH I I_,. _1
ASSOCIATES. -- I(
38. IMPLEMENTS DECISIONS REGARD-
LESS I_ 1_ _j
OF OWN FEELINGS.
39. THOUGHTFUL OF OTHERS. 1 I - 1
40. WORKS WELL UNDER PRESSURE. I
_ - I_ ~ 1 1 I
41 DISPLAYS JUDGEMENT.
42. GIVES CREDIT WHERE CREDIT IS
DUE.
FACILITATES SMOOTH OPERATION
OF HIS OFFICE.
DOES NOT REQUIRE STRONG AND
CONTINUOUS SUPERVISION.
A. WHAT ARE HIS OUTSTANDING STRENGTHS?
WHAT ARE HIS OUTSTANDING WEAKNESSES?
I 1 I-I
I I I I 1
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