FITNESS REPORT - COLLINS, CHARLES P.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: COLLINS CHARLES
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001426134
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: March 20, 2008
• Case Number: F-2007-01041
• Publication Date: March 31, 1960

SE ET
(When i11ed In)
- '- EMP R
(b) (a)
FITNESS REPORT
(b) (3)
(b) (6)
SECTION A GENERAL
1. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX 4
I
. GRADE
NT
as- 6
5. SERVICE DESIGNATION 6. OFFICIAL POSITION TITLE 7. OFF/DIV/BR OF ASSIGNMENT
I
TC
T - 0. (aenpral) c1T4 _QCJL~~~~
8. CAREER STAFF STATUS 9. TYPE OF R
NOT ELIGIBLE
X
MEMBER
DEFERRED
INITIAL
REASSIGNMENT/SUPERVISOR
F41
PENDING
DECLINED
DENIED
X
ANNUAL
REASSIGNMENT/EMPLOYEE
10, DATE REPORT DUE IN O.P.
Ii. REPORTING PERIOD
To
SPECIAL (Specify)
1./i+/60
IZa 59 - 3/31/60
SECTION B EVALUATION OF PERFORM
ANCE OF SPECIFIC DUTIES
List up to six of the most important specific duties performed during the rating period. Insert rating. number 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).
I - Unsatisfactory 2 - Barely adequate 3 -Acceptable
4 - Competent 5 - Excellent 6 - Superior 7 - Outstanding
SPECIFIC DUTY NO. 1
RATING
SPECIFIC DUTY NO. 4 R
ATING
NO
As Cb.teP supports in
NO.
.
matters of policy and planning
5
SPECIFIC DUTY NO. 2
RATING
SPECIFIC DUTY NO. 5 R
ATING.
N O
Coordination and consultation with
O.
NO.
.
agencies and other offices of
6
CIA
SPECIFIC DUTY NO.3
RATING
SPECIFIC DUTY NO. 6 DATE: DEC 2007 ALIL'k~UVLD R
ATING
SECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITION
Take into account everything about the employee which influences his effectiveness in his current position - performance of specific
duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based on
your knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to the
statement which most accurately reflects his level of performance.
1 - Performance in many important respects fails to meet requirements.
RATING
2 - Performance meets most requirements but is deficient in one or more important respects.
NO.
3 - Performance clearly meets basic requirements.
4 - Performance clearly exceeds basic requirements.
5
5 - Performance in every important respect is superior.
6 - Performance in every respect is outstanding.
SECTION D DESCRIPTION OF THE EMPLOYEE
In the rating boxes below, check (X) the degree to which each characteristic applies to the employee
1 - Least possible degree 2 - Limited degree 3 - Normal degree 4 - Above average degree 5 - Outstanding degree
NOT
NOT
RATING
CHARACTERISTICS
APP.LI-
CABLE
OB-
SERVED
1
2
3
4
5
GETS THINGS DONE
X
RESOURCEFUL
x
ACCEPTS RESPONSIBILITIES
CAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES
x
DOES HIS JOB WITHOUT STRONG SUPPORT
X
FACILITATES SMOOTH OPERATION OF HIS OFFICE
X
WRITES EFFECTIVELY
$
SECURITY CONSCIOUS
X
THINKS CLEARLY
X
DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS
X
OTHER (Specify):
SEE SECTION 'E' ON REVERSE SIDE
FORM S
8-58 4S OBSOLETE PREVIOUS EDITIONS.
SE ET
 "- ''- SEC OT OFF 'CE filled In) !CE OF peq SECTION E NARRATIVE DESCRIPTION 0 MANNER OF JOB PERFORMANCE
Stress strengths and weaknesses demonstrated in current position. Indicate suggestions mode to em lay a for improvement of his
work. Give recommendations for his training. Describe, if appropriate, his potential for developmepl tier a uming greater re-
sponsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide t est as c4i jje?tining
future personnel actions. ~l
Agreeable, able, sincere and imaginative, Mr. Collins keeps the entT . %
i trheal 7 i aerwe T-V4 4-i.< < --a -- _ .. '- - . . - - - - - ~ rmo. of
He readily receives and generates new ideas.^ If at times he seems
on a argent,
he is nonetheless tenacious in holding to basic principles which should govern the
Agency and the Intelligence Cm ty. He is unselfishly eager to contribute more
than his quota to the Agencyta development. There is enough here to challenge him
ONTHS EMPLOYEE HAS BEEN
NDER MY SUPERVISION
CERTIFICATION AND COMMENTS
BY EMPLOYEE
I certify that I have seen Sections A, B, C, D and E of this Report.
_~ PY SUPERVISOR
IF THIS REPOR4. s NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
1 WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.
IWOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.
1I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.
F CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.
)MMENTS OF REVIEWING OFFICIAL