FITNESS REPORT - CHARLES P. COLLINS xxxxxxx

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: COLLINS CHARLES
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001426131
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 3
• Document Creation Date: June 22, 2015
• Document Release Date: March 20, 2008
• Case Number: F-2007-01041
• Publication Date: March 23, 1963

23 March 1963
MEMORANDUM FOR: Director of Personnel
SUBJECT: Fitness Report - Charles P. Collins
POSITION: GS-16, Intelligence Officer - General
DDI/OCI/Chief
PERIOD: 1 April 1962 - 31 March 1963
Mr. Collins has served another year as Chief
(b) (2)
(b) (3)
(b) (6)
I I (now totaling six years) ana auring -t:.ui5 ymr:uu. u=a
been charged w undertaking additional responsibilities in the field
of 0 He continues to discharge his complex responsibilities in a
su eriox manner; he maintains a constructive approach to problems and
displays considerable energy in seeking solutions. On rather rare
occasions, examples of less than fully completed staff work may emerge,
but this is understandable in the light of the nature of his responsi-
bilities and the pressure of deadlines.
RATING OFFICIAL:
Huntington D. -Sheldon
Assistant Deputy Director (Intelligence)
I Certify that I Have Read the Above Fitness
Y ne 5 MAR 1863
e)
Deputy Dire ntelligenc
APPROVED FOR RELEASE
DATE: DEC 2007
 SECR
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
I. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE
S. SD
COLLINS Charles P
1916
M
GS-16
6. OFFICIAL POSITION TITLE
7. OFF/DIY/BR OF ASSIGNMENT 8. CURRENT S
IO-GENERAL-CH
OCI HDO
9. CHECK (X) TYPE OF APPOINTMENT
10. CHECK (X) TYPE OF REPORT
X
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
CAREER-PROVISIONAL (See instructions -Section C)
X
ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
SPECIAL (Specify):
11. DATE REPORT DUE IN O.P.
2 APR 196
12. REPORTING PERIOD (From- to-)
4/1/62-3/31/63
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 of 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 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
RATING
LETTER
SPECIFIC DUTY NO. 2
RATING
LETTER
SPECIFIC DUTY NO. 3
RATING
LETTER
SPECIFIC DUTY NO. 4
RATING
LETTER
SPECIFIC DUTY NO. 5
RATING
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 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,
place the letter in a rating box corresponding to the statement which most accurately reflects his level, of performance.
1963
45
4-052 M OB PREVIOUS EDITIONS. SE ET
 SECTION C NARR IVE COMMENTS
Indicate significant strengths or weaknesses demonstrated in current position keeping in proper persp air relationship to
overall performance. State suggestions made for improvement of work performance. jpiv.e recommendations 8f&faining. Comment
on foreign language competence, if required for current position. Amplify or explaiW44 i given in Section B to provide best
basis for determining future personnel action. Manner of performance of managerial or s rvi*y duties must be described
if
,
applicable. 6
0,4
SECTION D CERTIFICATION AND COMMENTS
~? BY EMPLOYEE
I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE
SIGNATURE OF EMPLOYEE
2. BY SUPERVISOR
MONTHS EMPLOYEE HAS BEEN
UNDER My SUPERVISION
IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION
DATE
OFFICIAL TITLE OF SUPERVISOR
TYPED OR PRINTED NAME AND SIGNATURE
3. BY REVIEWING OFFICIAL
COMMENTS OF REVIEWING OFFICIAL
J !.
DATE
OFFICIAL TITLE OF REVIEWING OFFICIAL
TYPED OR PRINTED NAME'ANP SIGNATURE
SECRET
SECRET