FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459634
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: April 17, 2008
• Case Number: F-2007-01040
• Publication Date: April 10, 1969

.. ~ ~ ~ - ~ EMPLOYEE SERIAL NUMBER
FITNESS REPflFtT
SECTION A GENERAL
1. NAME (Last) (First) (Middle)
2. DATE OF 81RTH
3. SEX
4. GRADE
5. SD
Parnard Edward T.
10 10 lfl
y?
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IT
6. OFFICIAL POSITION TITLE ~
7. OFF/DIY/6R OF ASSIGNMENT
8. CURRENT STATION
ntact
ew a
9? CHECK (X) TYPE OF APPOINTMENT
10. CHECK lX) TYPE OF REPORT
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions -Section C) ~
~
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SP cCIAL (Specify):
11. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
SECTION B PERFORMANCE EVALUATION
w -weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires
positive remedial action. The nature o~the action could range from counseling, 'to further training, to placing on
probation, to reassignment or to separation. Describe action taken or proposed in Section C..
A -Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor
excellence.
P -Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.
S ? Strong Performance is characterized by exceptional proficiency.
0 -Outstanding Performance is sa exceptional in relation to requirements of the work and in comparison to the performance of
others doing similar work as to warrant special recognition.
SPECIFIC DUTIES
List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the
manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees
with supervisory responsibilities MUST be rated On their ability to supervise (indicate number of employees supervised).
SPECIFIC DVTY NO. 1
RATING
LETTER
S
SPECIFIC DUTY NO. 2 ~,~
RATING
Locates and develops the potential oi' domestic organizations ,and
LETTER
individuals as sources-of foreign intelligence..
p
SPECIFIC DUTY. N.O.. 3 .. - ~ - - - -
\
RATING
Collects intelligence lnfOrmatl0n, br~.efs
and debriefs.
LETTER
P
SPECIFIC DUTY N.0.4 -. - - _
.RATING
-
Initiates .leads. and furnishes operational suppor-.t to other elements
LETTER
of the Agency.
S
SPECIFIC DUTY NO. 3 _. _ -
RATING
Prepares reports, memoranda, and Ogler COmmuTl3Cat10nS.
LETTER
SPECIFIC DUTY NO. 6
. .._ _ .. ~
RATING
,
LETTER
OVERALL PERFORMANCE IN CURRENT POSITION
RATING
Take into account everything about the employee which influences his effectiveness in his current position such as per-
.LETTER
formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period,
~
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.
GROUP 7
FORM ,1[ USE PREVIOUS EDITIONS
a-as iJ
Excluded from auiomartc
do.mereding and
dedauiflmebn
APPROVED FOR RELEASE
DATE: FEB 2008
 ET
en Filled In)
SECTION C NARRATIVE COMMENTS
Indicate significant strengths or weaknesses demonstrated in current position,keeping In proper perspective their reiation~hip to
overall performonce. Stote suggestions mode for improvement of woik ~~~+xrri~ane~: ~~ive''`re+cvmmendotions for troining. Comment
on foreign language competence, if required for current position. Amplify or exploin ratings given in Section B to provide best
bosis for determining future personnel action. Manner of performance of mano4erial ar supervisory duties-and cost consciousness
in the use of ersonnel s ace a ui ment and funds must be commented on if a icob{e. t~,f extra space is needed to compete
Section C, attach a separate sheet of paper. s ,I ~~
~
l
~
Mr. Barnard, during the period, has Offici~l~`~max
d
a~
"ne removal of his office
to new quarters and effectively reorganized it in accordance with new DCS
procedures, d~.spo;sir3g of over two-i'ifths Of the e,~.ss, "fed ;holdings of the office .
g
tie has done a good job on the new organizational a:ssz
ent thrust on him in late
1857 by the transfer of another member of the office. Char relationships with
the organization remain cordial and cooperative and while our "take" has
diminished, the.-las,s is due ta-change s.;i.n. the organization, cuts in its travel "
budget, and to Mr. Barnard's inability to spend as much time there as his
predecessor.
tie .. time_.required. by the. activities . u- 1-in?:d above hay -u~derstandab.~y hampered
l~s'. Barnard's exploitation of his territory. During the coming year
however, T expect him to concentra e is e arts on a. new approach to this territory.
It is becoming increasingly important as a potential source of intelligence as mare
and-more ha. h ualit Indust relocates. there.. :i~ithirZ the near future, far example,
will move into the area. Mr.
s assigns ass o ss now up o gee average and I anticipate a
cag~nensurate. increase- in his inteLti.gence production.
Nir. Barnard's response to assigned activity continues to be thorough and
expeditious. Fie is both security and cast conscious..
SECTION D CERTIFICATION AND COMMENTS
~, BY EMPLOYEE
1 CERTIFY THAT HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE
SIGNATUR ~ FEMPLOYEE
n
2. BY SUPERVISOR
MONTHS EMPLOYEE HAS BEEN
UNDER MY SUPERVISION
IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
~ _
2
DATE OFFICIAL TITLE OF SUPERVISOR ~ IGNATURE
A ril 1 Chief New York Office
3, BY REVIEWING OFFICIAL
COMMENTSOF REVIEWING OFFICIAL
DATE
OFFICIAL TITLE OF REVIEWING OFFICIAL
E
l~+ A ril 1 6
Director DCS
SE