FITNESS REPORT (PART I) PERFORMANCE - DEBELIUS, JOHN WILLIAM

• Document Type: FOIA
• Keywords: DEBELIUS JOHN WILLIAM
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001444452
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: November 14, 2008
• Case Number: F-2007-01251
• Publication Date: May 9, 1957

S CRET
(When lied In)
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 and to transmit
this evaluation to your supervisor and senior officials. Organization policy requires that you inform the subordi-
nate where he stands with you. Completion of the report can help you prepare for a discussion with him of his
strengths and weaknesses. It is also organization policy that you show Part Iof this report to the employee except
under conditions specified in Regulation It is recommended that you read the entire form before completing
any question. If this is the initial report on the employee, it must be completed and forwarded to the Office of
'/
ID
below.
A
Personnel no later than 30 days after the date indicated in item 8, of Section
SECTION A. GEN
ERAL
1. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. SERVICE DESIGNATION
DEBELIUS John W., Jr.
3 April 1926
male
SDD
S. OFFICE/DIVISION/BRANC
A
6. OFFICIAL POSITION TI
TLE
OS Sec. Sup* Div.
Investigator
7. GRADE
8. DATE REPORT DUE IN OP
9. PERIOD COVERED BY THIS REPORT (Inclusive dates)
GS-12
As soon as ossible
19 se-tember 1956 - 8 April 1957
10. TYPE OF REPORT
INITIAL
R E A S SI GNM EN T- SUPERVISOR
SP E CI AL (Specify)
(Check one)
ANNUAL
X
REASS I GNMENT? EMPLOYEE
SECTION B. A CERTIFICATION
HAS ? HAS NOT BEEN= SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN,' EXPLAIN WHY
1. FOR THE RATER: THIS REPORT
.1...
NOT: l ee 4ransi1Aerred?
A. CHECK (X) APPROPRIATE STATEMENTS:
THIS REPORT REFLECTS MY OWN OPINIONS OF TH IS INDI?
IF INDIVIDUAL 15 RATED "I IN Cl OR 0, A WARNING LET-
X
VI DUAL.
TER WAS SENT TO HIM & A COPY ATTACHED TO THIS REPORT.
THI S REPORT REFLECTS THE COMBINED OPINIONS OF MYSELF
1 CANNOT CERTIFY THAT THE RATED tNDI VI DUAL KNOWS HOW
AND PREVIOUS SUPERVISORS.
I EVALUATE HIS JOB PERFORMANCE BECAUSE (Specify):
I HAVE DISCUSSED WITH THIS EMPLOYEE HIS STRENGTHS
y
a
AND WEAKNESSES SO THAT HE KNOWS WHERE HE STANDS.
B. THIS DATE C. TYPED OR PRINTED NAME D: SUPERVISOR'S OFFICIAL TITLE
9 MMY 1957 hief
2. FOR THE REVIEWING OFFICIAL: RECORD ANY SUBS IAL ERENCE OF WITH THE SUPERVISOR. OR ANY OTHER IN-
FORMATION, WHICH WILL LEAD TO A BETTER UNDER DIN THIS REPOR
APPROVED FOR
DATE
BY
RELEASE^DATE:
21;"9 '
03-Sep-2008
posted PCs- c
Review r w -
CONTINUED ON ATTACHED SHEET
I certify that any substantial difference of opinion with the supervisor is reflected in the above section.
A. THISDATE B. TYPED OR PRINTED NAME AND SIGNA IAL TITLE OF V W G OFFICIAL
OFFICIA
SECTION C. JOB PERFO 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.
INSERT 4 PERFORMS DUTIES IN A COMPETENT. EFFECTIVE MANNER.
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.
COMMENTS:
FORM N0. REPLACES PREVIOUS EDITIONS ~r
45 (Part I ) OF FORMS 45 AND 45A WHICH 1.7E ET Performance (4)
I NOV 55
ARE OBSOLETE.
 2. RATINGS ON PERFORMANCE OF SPECIFIC DUTIES
DIRECTIONS: r .i;t.l P l ;I
e t "~triin
this ratin
e
iod
C`~iit
`s
t
t SPEC
i
f
h
i
l
b
g
g p
.
ie
p
r
e more
mpor
an
I
ow up to s
x o
t
a. State in the spaces
e
Place the most important first. Do not include minor or unimportant duties.
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). c~yy ?I I M !'f
d. Compare in your mind, when possible, the individual being t~dd ulith t s~ r ming the some duty at a
similar level of responsibility.
e. Two individuals with the same job title may be performing different duties. If so, rate them on different
duties.
f. Be specific. Examples of the kind of duties that might be rated are:MA1t ROOM
ORAL BRIEFING HAS AND USES AREA KNOWLEDGE CONDUCTS INTERROGATIONS
GIVING LECTURES DEVELOPS NEW PROGRAMS PREPARES SUMMARIES
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
TAKING DICTATION WRITES REGULATIONS MAINTAINS AIR CONDITIONING
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
and phone operation, in the case of a rgdio operator.
I . INCOMPETENT IN THE PERFORMANCE OF THIS DUTY 6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER
2 - BARELY ADEQUATE IN THE PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING S.IMI-
DESCRIPTIVE DUTY LAR JOBS
RATING 3 . PERFORMS THIS DUTY ACCEPTABLY 7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OF
NUMBER 4 ? PERFORMS THIS DUTY IN A COMPETENT MANNER THIS DUTY
5 - PERFORMS THIS DUTY IN SUCH A FINE MANNER
THAT HE IS A DISTINCT ASSET ON HIS JOB
SPECIFIC DUTY NO. I
RATING
SPECIFIC DUTY NO. 4
RATING
NUMBER
NUMBER
Case and
Anal. ses and Evaluates Data
6
SPECIFIC DUTY NO. 2
RATING
SPECIFIC DUTY NO. 5
RATING
NUMBER
NUMBER
Internal coordination
5
Prepares correspondence and summaries.
6
SPECIFIC DUTY No. 3
RATING
SPECIFIC DUTY NO. 6
RATING
- - - -
NUMBER
NUMBER
External liaison
5
er4ers security guidance and advice
6
3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE
DIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.
Employee is a steady thorough individual, who has demonstrated above
average ability in the. performance of his assigned tasks. He is ambitious
and enthusiastic in his approach toward work and possesses the ability
to resolve complex -problems. His responsiveness toward supervision, and
his ability to get things done have contributed to the smooth operation
of the office.
Employee possesses no apparent weaknesses. that cannot be remedied by
the job training and experience*
SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATION
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~trhe same level.
I - DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED
2 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-
5
RANT HIS SEPARATION
4 - OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION
RATING 1. 5 - A FINE EMPLOYEE "- HAS SOME OUTSTANDING STRENGTHS
NUMBER 6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION
7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION
IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION? YES NO. IF YES,
EXPLAIN FULLY:
Employee presently assigned to
FSS/Security Office,
SE ET
(When Ni ed In)