FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459641
• 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: September 14, 1962

(b) (1)
(b) (3)
(S) 8961
Filled In)
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
1. NAME (Last.) (First) (Middle)
2. DATE OF BIRTH
3. SEX 4,
GRADE
Barnard Edward T.
1910
M
Gs-14
5. SERVICE DESIGNATION
6, OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT
0C
I.0. (Contact)
00 cD New York
8. CAREER STAFF STATUS
9. TYPE OF REPORT
N"OT ELIGIBLE
X
MEMBER
DEFERRED
INITIAL
REASSIGNMENT/SUPERVISOR
PENDING
DECLINED
DENIED
X
ANNUAL
REASSIGNMENT/EMPLOYEE
10. DATE REPORT DUE IN O.P.
11. REPORTING PERIOD
To
SPECIAL (Specify)
31 ma 62
From
1Ar 61 - 3i
mar 62
-
SECTION 8 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).
1 - Unsatisfactory 2 - Barely adequate 3 - Acceptable
4 - Competent 5 - Excellent 6 - Superior 7 - Outstanding
SPECIFIC DUTY NO. 1 ATING
SPECIFIC DUTY NO. 4 Prepares intelligence R
ATING
NO
NO.
information reports, memoranda, and
.
Represents th e ij~ e
6
communications supporting his
6
Aerations.
DUTY NO. 2 Establishes and maintai
,SR ATING
Takes
SPECIFIC DUTY NO. 5 Takes action on cases R
ATING
1omestic contact with non-governmental
NO.
requiring intelligence or operational
NO.
x nizations and individuals to c o l l e c
t
support for other elements of the
n
?
era~
i
r
?
i ence a
' n e
6
1"n
d
n
a
1
support
ll
o
6
gene
SPECIFIC DUTY NO.3 Briefs, debriefs, and
RATING
SPECIFIC DUTY NO. 8 R
ATING
NO
generally exploits for information
NO.
.
US domestic sources in response to
5
specific requests or spontaneously.
.
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.
I ? 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
APPLI-
CABLE
08-
SERVED
1
2
3
4
5
GETS THINGS DONE
X
RESOURCEFUL
ACCEPTS RESPONSIBILITIES
X
CAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES
1
.
DOES HIS JOB WITHOUT STRONG SUPPORT
X
FACILITATES SMOOTH OPERATION OF HIS OFFICE
X
WRITES EFFECTI, ELY
-) I ?y
X
SECURITY CONSCIOUS
-.~
-
'
THINKS CLEARLY
DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS
x
OTHER (Specify):
SEE SECTION 'E' ON REVERSE SIDE
FORM APPROVED FOR RELEASE
8-58 45 OBSOLETE PREVIOUS EDITIONS. SE
DATE: FEB 2008
(IC+ P 1 wtl
I~C..i:uuyl lba. ~JCl
 SE
SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE
Stress strengths and weaknesses demonstrated in current position. Indicate suggesti I1t~*heOE p ee 'improvement of his
work. Give recommendations for his training. Describe, if appropriate, his potentialror development and for assuming greater re-
sponsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining
future personnel actions.
This individual continues his job performance at a hi 1
,e ~~xnd
U
excellence. He has had long experience in the damestid'co
ection and support
program and is highly competent epresenting the Agency and this
office in his area. He performs is cuzes with en usiasm oWtl l &cation, and
continues to demonstrate his skill as a well-rounded contact intelligence officer.
No observable weaknesses.
The interests of this individual as well as his capabilities continue to lie in the
direction of activities and responsibilities directly connected with operations,
which tends to diminish his interest in administration. However, he has the
potential for directing the operations activities of others and should be given
consideration for a position of such responsibility. For the next 3-4 years he
would prefer to remain in his present area of assignment, unless an urgent need arose
for his services elsewhere.
Operational training is recommended..
SECTION F :CERTIFICATION AND-COMMENTS
1. BY EMPLOYEE...,
--certify that d.-have seen Sections A,,,.B, C, D d E of,,this,Report -
DATE
SIGNATURE -O-F- EMPLOYEE
BY SUPERVISOR
MONTHS EMPLOYEE HAS BEEN
IF THIS REPORT?HASNOT BEEN SHOWN TO EMPLOYEE, .GIVE EXPLANATION,
UNDER MY SUPERVISION
- - - --'?^ -
^60
IF REPORT IS..NOT BEING MADE AT THIS TIME, GIVE. REASON:
EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN. LAST 90 DAYS
OTHER (Specify): - -
DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED N
l4- September 1962. CHIEF, NEW YORK OFFICE
3. BY REVIEWING OFFICIAL
X
I WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME-EVALUATION.
I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.
I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.
I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.
COMMENTS OF REVIEWING OFFICIAL
DATE OFFICIAL TITLE OF REVIEWING OFFICI E
18 September 1962 Chief, Contact Division
SF T