FITNESS REPORT - COLLINS, CHARLES P.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: COLLINS CHARLES
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001426125
• 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 24, 1971

(b) (2)
(b) (3)
(b) (6)
-, '
,EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE
5. S
D
COLLINS, Charles P.
12/28/16
M
GS-16
6. OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT
8? CURRENT STA
10-GENERAL
DDS&T/DCS/Dev 'Comp
Hqs
9. CHECK (X) TYPE OF APPOINTMENT
10. ,CHECK IX) TYPE OF REPORT _ : -
X
CAREER RESERVE TEMPORARY
INITIAL -
REA=SSIGNMENT SUPERVISOR
C ARE ER-P ROVISION AL (See instrucfione Section C)
ANNUAL
_
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SPECIAL (Specify):
I I. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
30 April 1971
1 Jut 19?0 - 31 March 1971
SECTION B PERFORMANCE EVALUATION
U-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action
could range from counseling, to further training, to placing on probation, to reassignment onto separation. Describe action taken
or proposed in Section C.'
M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions
taken or recommended should be described.
P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.
S-Strong Performance is characterized by exceptional proficiency.
O-Outstanding Performance is so 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 DUTY NO. I
Finish special project for USIB (see narrative).
RATING
LETTER
u 4
SPECIFIC DUTY NO. 2
RATING
LETTER
Perform special technical investigative tasks for
C/Ops/OCS as requested;
S
SPECIFIC DUTY NO. 3
RATING
LETTER
.
SPECIFIC DUTY NO.4
DATE: DEC 200.7
RATING
LETTER
SPECIFIC DUTY NO. S - - -
RATING
LETTER
SPECIFIC DUTY NO. 6
- - - AR 1971
M
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 ob, cooperativeness, pertinent personal traits or habits, and
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period
S
,
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.
u,,Iod.d f , <
o 1i
FO
RM 45 OBSOLETE PREVIOUS EDITIONS
SEET
do..ngr.dingo.d dxb++ifica+ion
 SECTION C NARRATIVE CO MENTS
Indicate significant strengths or weaknesses demon st .4ediin c~rfer t posifi!oh'dkeeping in proper perspective their relationship to
overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment
on foreign language competence, if required for current position. ' Amplify or explain ratings given in Section B to provide best
basis for determining future personnel action. Manner. of erformance of managerial or supervisory duties and cost consciousness
in the use of personnel, space, equipment and funds com ' *ad 11 icable. If extra space is needed to complete
?P
Section C, attach a separate sheet of paper. L. IJ W VV } I
Mr.-Collins will retire in May-June 1971. His primary
job has been to finish a spepial?_,p'oj ect for USIB to develop
and test a new tamper proof pouch for classified mail. He
has been the design engineer and project officer on this
project for the past three years. The project appears to
progress successfully. Mr. Collins is a very senior and
responsible employee who is capable of independent research.
Since he is retiring and since this work is independent
of my supervision, I have not attempted an evaluation.
Also, on the performance of the tasks which I have
given Mr. Collins, a rating is somewhat meaningless considering
the detailed technical level of these tasks which are generally
performed by a middle grade technician. Most of these tasks
rbsulted in the surfacing of some inferior performance by
a technician, and Mr. Collins smoothly overcame the chagrin
and,sometimes irritability of the technician and his supervisor
and produced workable solutions.
Thus, I have had a pleasant and profitable association
with Mr. Collins, and I wish him well on his retirement.
SECTION D CERTIFICATION AND COMMENTS
I. BY EMPLOYEE
I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE
SIGNATURE OF EMPLOY
2. Y U ISOR
MONTHS EMPLOYEE HAS BEEN
UNDER MY SUPERVISION
IF THIS REPORT HAS OT SH TO EMPLOYEE, GIVE EXPLANATION
6 months
DATE
OFFICIAL TITLE OF SUPERVISOR
TYP
ED OR PRINTED NAME AND SIG ATURE
Chief,
(al`
Operations Division/OCS
L
BY REVIEWING OFFICIAL
3
.
COMMENTS OF REVIEWING OFFICIAL
Mr. Collins' assignment to OCS was somewhat in the nature of a sabbatical
in recognition of long and distinguished service with the Agency. He used the
time to finish a project with which he had a 'unique identification and, later
to
,
assist the Chief of the Operations Division, OCS, with problems that required
tact and good judgment. The rater's evaluation is reasonable.
DATE
OFFICIAL TITLE OF REVIEWING OFFICIAL
Z4 March 1971
Deputy Director OCS
SE ET