CLERICAL EVALUATION Instructions for Completing the Evaluation Form

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP91-00452R000100050004-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 2
• Document Creation Date: November 11, 2016
• Document Release Date: December 29, 1997
• Sequence Number: 4
• Content Type: REGULATION

Approved ForVeleaseT1 9T/U9-/27 IEW-WhP-b4RA000100050004-0
CLERICAL EVALUATION
Instructions for Completing the Evaluation Form
EVALUATION FORM:
Evaluation forms will be distributed annually for completion.
Each supervisor should assign a numerical point value to each portion of
the form. The point value should represent the-supervisor's best
judgment of the individual's performance as the total number of points
will be the basis for determining the comparative evaluation for
promotion and development potential. In completing items I-V the
following information will apply:
Rating
Outstanding
Strong
Proficient
Marginal
Unsatisfactory
Points
superior to peers. (11-13)
Exceptional proficiency. ( 8-10)
Satisfactory/Average. ( 4- 7)
Deficient in one or more
significant areas of
responsibility. ( 1- 3)
Unacceptable. ( 0 )
a. Complete only those portions of the form where you are
familiar with the employee's performance; all items do
not pertain to every individual.
b. Supervisors must have been in direct contact with the
individual's work for at least 90 days and supervisors
will not be eligible to rank any employee they have not
had direct contact with for more than 2 years.
Supervisors should use the point system listed above as well as the
various ranking category indicators in completing this part of the
evaluation form which is dedicated only to development potential--the
degree to which an individual can be expected to assume increased
responsibilities. Supervisors are asked to view the employee in the
context of:
a. Potential within the clerical range.
i.e. Publications Typist moving into a Secretary-Typist
position.
i.e. Secretary-Typist moving into an intelligence
Assistant position.
Approved For Release 1999/09/27 : CIA-RDP91-00452R000100050004-0
ADMINISTRATIVE - INTERNAL USE ONLY
 ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 1999/09/27 : CIA-RDP91-00452R000100050004-0
b. Potential above the clerical range.
i.e. Secretary-Steno moving into an Intelligence Analyst
position.
i.e. Editorial Assistant moving into an Information Officer
position.
The Subpanel will then place employees in comparative ranking
categories using the following benchmarks as well as the employee's
LOI and Fitness Report.
Benchmarks for HP, MC, VC, LP and SS Rankings:
HP - Employee clearly capable of handling positions of greater
responsibility in other S&T or Agency components (per
supervisor's ranking--it will be determined if the
employee's potential lies within or above the clerical
range).
MD - Employee clearly capable of handling other positions of
greater responsibility within his/her office.
VC - Employee capable of handling positions at top of his/her
job category.
LP - Employee whose performance is adequate but with some
deficiencies affecting his/her knowledge or performance
which the employee is capable of overcoming through
recommended training.
SS - Employee whose performance and potential are both substandard
and which require remedial action.
SUBPANEL MEETINGS
Each clerical employee will. be ranked twice per year.
Approved For Release 1999/09/27 : CIA-RDP91-00452R000100050004-0
ADMINISTRATIVE - INTERNAL USE ONLY