PERFORMANCE APPRAISAL

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP88B00553R000100180006-3
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 9
• Document Creation Date: December 20, 2016
• Document Release Date: May 16, 2006
• Sequence Number: 6
• Publication Date: September 14, 1999
• Content Type: MF

ADMINISTRATIVE - INTERNAL UI UINL1
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
ORD-2650-73
30 April 1973
MEMORANDUM FOR: All ORD Personnel
SUBJECT Performance Appraisal
REFERENCE ORD General Notice No. 62
1. Among the many personnel-related tasks a manager
must perform, one of the more responsible is assessing the
performance of those working for him,
2. The Fitness Report plays a key role in this evaluation.
This report serves several purposes but all have
the common objective of evaluating the employee's performance
in a given job situation. The employee, the supervisor, and
the Agency benefit from this action: the employee from a com-
plete, objective evaluation; the supervisor from a structured
assessment of the position and the incumbent; and the Agency
from a periodically updated appraisal of the employee that can
be used to fulfill a variety of personnel management requirements.
3. Through a review of past Fitness Reports, the Office
of Research and Development has determined that the evaluations
have been unrealistic and have failed to produce maximum
benefits at any level. Effective with reports prepared on or
after 30 April 1973, this Office shall use the full scale of
letter ratings provided by the system.
4.' P or Proficient will become the norm for the assessment
of the performance o an individual who is doing a good job in
the right position. This is the defined intent of the usage
of Proficient. There are two levels above this; namely, Sor
? Stron and c5-or Outstandin . Similarly there are two levels
13elow:? M or Marginal and or Unsatisfactory. Any level will
be used as appropriate. It is further notecdthat the Rating
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 AnMMTNTSTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
SUBJECT: Performance Appraisal
Letter for Overall P'er'formance in Current Position includes
considerations other than those o the Duty Rating Letters
and is therefore not some apparent average of these.
5. In upgrading this Office's use of the Fitness Report
cycle, the ORD Career Service Panel and its Special Panel have
prepared Guidelines for the Raters of the Professional, Clerical,
and Secretarial Staffs to achieve a higher degree of uniformity
in carrying out the process. Specifically, conscious attention
will be paid to describing specific duties in terms of the Grade
Level of the incumbent, to the use of a fairly consistent set of
basic duties, to addressing in constructive fashion those personal
characteristics which may influence an individual's job perform-
ance or capacity for future professional growth. Guidelines for
these Staffs are attached. Since non-technical officers within
ORD generally belong to other Career Services and are competitively
rated in their own milieu, their Fitness Reports will be responsive
to the standards of the appropriate Career Service, though the
rating levels will be consistent with those used elsewhere in ORD.
Appropriate notification of this latter fact will be provided
their Career Services.
6. This Office recognizes the preparation of complete and
objective Fitness Reports to be a major responsibility of its
supervisors. The discharge of this duty is a consideration to
be assessed in the preparation of their own Fitness Reports.
7. It is recognized that this new Office policy governing
Fitness Reports will result in the typical evaluation dropping
from an S to a P. For this reason and to avoid any misinter-
pretation or amniquity resulting from this policy change, a
copy of this memorandum will be placed in the Official Personnel
File of each employee. In addition, the Fitness Reports will
carry a statement citing this policy change and reference this
memorandum.
Sayre Stevens
Director of Research and Development
2 Attachments
As stated
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
ADMINISTRATIVE - INTERNAL USE ONLY
CLERICAL & SECRETARIAL GUIDELINES CRITERIA
CLERK TYPIST (GS-04 and GS-05)
JOB PERFORMANCE
OVERALL CLERICAL DUTIES:
Knowledge of correspondence formats and preparation
of the same, preparation of forms, document flow
and control, telephone and receptionist techniques,
ability to determine work priorities, job attitude,
utilization of time, initiative, resourcefulness,
overall work accomplishments, security consciousness,
willingness and ability to understudy and act for
higher level secretaries, neat and orderly office
area.
TYPING:
Ti-fe ability to quickly, accurately and neatly type
reports, project actions, memoranda, travel advances
and vouchers, clearance actions, etc. in the
prescribed format.
TECHNICAL ABILITY:
Theknowledge of and adherence to document control
procedures, Agency regulations, DD/S&T and ORD
instructions, correspondence formats and completion
of proper forms; filing systems, use of reference
aids, records disposition, and knowledge of grammar
and punctuation.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 AT)MTNT.4TRATTiTr - TMrnrn -ITAY TT LIT, ^T.TT Nr
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
CLERICAL & SECRETARIAL GUIDELINES CRITERIA
CLERK STENO & SECRETARY STENO (GS-04 GS-06)
JOB PERFORMANCE
SECRETARIAL DUTIES:
Knowle ge o correspondence formats and preparation
of the same, document control and flow, filing
systems; ability to determine work priorities,
telephone and receptionist techniques, job attitude,
utilization of time, initiative, resourcefulness,
overall work accomplishments, security consciousness,
willingness and ability to understudy and act for
higher level secretaries, neat and orderly office
area.
SHORTHAND:
TFie a ility to take shorthand and transcribe notes
into an accurate draft or finished product.
TYPING:
e a ility to quickly, accurately, and neatly type
reports, project actions, memoranda, travel advances
and vouchers, clearance actions, etc. in the
prescribed format.
TECHNICAL ABILITY:
The nowle ge o and adherence to document control
procedures, Agency regulations, DD/SFTT and ORD
instructions, correspondence formats and completion
of proper forms; filing systems, use of reference
aids, records disposition, and knowledge of grammar
and punctuation.
ADMINISTRATIVE - INTERNAT. TT.qP nT,TT V
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
ADMINISTRATIVE - INTERNAL USE ONLY
CLERICAL & SECRETARIAL GUIDELINES CRITERIA
SECRETARY STENO (GS-07 and Above)
JOB PERFORMANCE
SECRETARIAL & ADMINISTRATIVE DUTIES:
Prove e administrative irec ion and leadership
to secretarial and clerical personnel, responsible
for developing and training subordinates, office
management, document flow and control, maintain
administrative records, correspondence review,
ability to determine office work priorities,
telephone and receptionist techniques, human
relations effectiveness, decision logic, job
attitude, utilization of time, initiative,
resourcefulness, overall work accomplishments,
security consciousness, neat and orderly office
area.
SHORTHAND:
'I'7e a ility to take shorthand and transcribe
notes into an accurate draft or finished product.
TYPING:
The a ility to quickly, accurately, and neatly
type reports, project actions, memoranda, travel
advances and vouchers, clearance actions, etc. in
the prescribed format.
TECHNICAL ABILITY:
The knowledge o and adherence to document control
procedures, Agency regulations, DD/S4T and ORD
instructions, correspondence formats and completion
of proper forms; filing systems, use of reference
aids, records disposition, and knowledge of grammar
and punctuation.
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 AnMTNTSTPATTVF. - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
PERSONAL QUALIFICATIONS
&--CONSIDERATIONS
PERSONALITY:
The ability to get along with others -
subordinates, contemporaries, and
supervisors - to have honesty, integrity
and tact; to be pleasant, dependable
and regular in attendance; to be able
to communicate well; to have acceptable
attitudes and work habits.
APPEARANCE:
Grooming, appropriateness of dress,
poise, etc.
POTENTIAL:
The demonstrated performance motivation
and potential to advance to a senior
clerical position.
ADAPTABILITY:
Ability to accept new ideas and adjust
to changing situations and environment.
ASSIGNABILITY:
The willingness and/or capability to
accept assignments at the same or next
grade level in the same position title
job within ORD. (This category not to
be confused with potential.)
THIS SHEET IS APPLICABLE FOR THE FOLLOWING:
1. Clerk Typist (GS-04 and GS-05)..
2. Clerk Steno and Secretary Steno (GS-04 - GS-06).
3. Secretary Steno (GS-07 and Above).
ADMINISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
PROFESSIONAL GUIDELINES CRITERIA
a. Technical Capacity
GS-11 - Capable of undertaking an assigned problem
with day to day guidance.
GS-12 - Assigned. or self-conceived problems with
weekly review.
GS-13 - Assigned or self-conceived problems or tasks
with program guidance and review.
GS-14 - As 13 but more versatility with inter-
disciplinary capability permitting systems
involvement.
GS--15 - National authority. Recognized by, and known
to, the appropriate scientific/technical
fraternity for _bj.L accomplishments thereby
justifying senior status. Program guidance
only.
b. Judgment
GS-11 - Represents bj.._Office at working group levels
limited. to information exchanges.
GS-12 - 11 plus.
GS-13 - Relates work to objective goals of a broad
character, participating as an Office
representative on technical committees.
GS-14 - Represents his.-Office as a technical authority
on interagency committees.
GS-15 - Represents his Agency in technical matters
involving policies, missions and actions of
National significance.
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
PROFESSIONAL GUIDELINES CRITERIA CCont'"d)
c.
Management
GS-11 -
Generally
advisory
handling
operates as a Junior Scientist with
rather than action authority in
fiscal and human resources.
GS-12
May carry some supervisory duties and direct
responsibility for the utilization of allocated
fiscal resources.
GS-13 - Assigns human and fiscal resources to various
aspects of a complex problem or field.
GS-14 - Obtains and allocates resources and supervises
staff toward the accomplishment of major,
approved projects.
GS-15 - Establishes projects; obtains and allocates
human and fiscal resources to a multi-
plicity of activities being governed by
program guidance and ceiling limitations.
d. Self-Sufficiency
GS-11 Limited knowledge of prior art, industrial
potential, government activities, and in-
house support function.
GS-12 - 11 plus.
GS-13 - Experience and maturity provides a basis for
significant, independent action.
GS-14 - Knows prior art, key personages in industry,
academic and government areas and available
in-house support. Is highly self-sufficient
needing consultative help rather than guidance.
GS-15 - As 14, but a greater depth of knowledge and
more appreciation for the proper utilization
of all resources including delegation of all
duties possible along with the :necessary
authority for action.
AT1fi1T*TTCTDATTATI; TATTrDT\TAT TTQTa. (YMTY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
 Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3
AUM1N1JIKA11VL - 1N1.t1tNHL UZ)L U.NL1
PROFESSIONAL GUIDELINES CRITERIA (Cont'd)
e. Communications Skills
GS-11 - Capable of good. written and oral expression
within context of assigned tasks clearly
emphasizing points of major significance.
GS-12 - Consistently provides advanced quality in
him writing and in professional discussions.
GS-13 - Provides clarity and good style in oral and
written work which is accepted as authori-
tative treatment and which incorporates
proper organizational and program
perspectives.
GS-14 - Adept at concisely and clearly expressing
himself on all matters of significance to
hi-s- job performance and in giving well-
organized major briefings and technical
presentations.
GS-1S - Experienced in planning and executing major
program briefings at highest levels, in
independently writing major authoritative
papers relating to hi professional
specialties, and correctly reflecting in
both pertinent organizational policies.
AfMTNISTRATIVE - INTERNAL USE ONLY
Approved For Release 2007/10/23: CIA-RDP88B00553R000100180006-3