FITNESS REPORT - COLLINS, CHARLES P.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: COLLINS CHARLES
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001426135
• 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: August 19, 1959

(1si) (2)
p,IJG
I95 (b) (3)
(b) (6 )
SE ET
(Wh-t Fi d In)
EMPLOYEE SERIAL N
FITNESS REPORT
SECTION A GENERAL
1. NAME (Last) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE
COLLINS Charles - ,
1916
M
-l6
5. SERVICE DESIGNATION 6. OFFICIAL POSITION TITLE 7. OFF/DIV/BR OF ASSIGNMENT
ntelli }?ence Officer General CH ocil
8. CAREER STAFF STATUS 9. TYPE OF REPORT
NOT ELIGIBLE
MEMBER
DEFERRED
INITIAL
REASSIGNMENT/SUPERVISOR
PENDING
DECLINED
DENIED
ANNUAL
REASSIGNMENT/EMPLOYEE
10. DATE REPORT DUE IN O.P.
11. REPORTING PERIOD
SPECIAL (Specify)
From To
Z
1" - 3/31/9
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).
1 - Unsatisfactory 2 - Barely adequate 3 - Acceptable
4 - Competent 5 - Excellent 6 - Superior 7 - Outstanding
SPECIFIC DUTY NO I
RATING
SPECIFIC DUTY NO.4 R
ATING
As Chief, supports in
NO.
NO.
matters of policy and planning
5
SPECIFIC DUTY NO. 2
RATING
SPECIFIC DUTY NO. 5 R
ATING
Coordination and consultation kv-itn
NO.
NO.
USIB agencies and other offices of
6
CIA
SPECIFIC DUTY NO. 3
J
RATING
SPECIFIC DUTY NO. 6 APPROVED FOR RELEASE R
ATING
NO.
DATE: DEC 2007
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 res
ects
NO.
p
.
3 - Performance clearly meets basic requirements.
5
4 - Performance clearly exceeds basic requirements.
5 - Performance in every important respect is superior.
6
P
f
-
er
ormance 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
CHARACTER
S
CS
NOT
APP
-
NOT
-
RATING
I
TI
LI
CABLE
OB
SERVED
1
2
3
4
5
GETS THINGS DONE
X
RESOURCEFUL
tl
ACCEPTS RESPONSIBILITIES
.L
CAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES
DOES HIS JOB WITHOUT STRONG SUPPORT
',
_
FACILITATES SMOOTH OPERATION OF HIS OFFICE
-
li
WRITES EFFECTIVELY
SECURITY CONSCIOUS
~S
THINKS CLEARLY
X
DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RE.CORDS
X
OTHER (Specify):
SEE SECTION . ' ON REVERSE SIDE
FORM
B-58 45 OBSOLETE PREVIOUS EDITIONS. SE(XET (4)
 SECR
(When Fille L
SECTION E NARRATIVE DESCRIPTION OF MANN R OF JOB PERFORMANCE
Stress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his
work. Give recommendations for his training. Describe, if appropriate, his potential for 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.
Agreeable, able, sincere and imaginative, _:Mr. Collins keeps the entire spectrum of
intelligence within view as he pursues his particular duties in
He readily receives and generates new ideas.. If at times he seers on a tangent,
he is nonetheless tenacious in holding to basic principles which should govern the
Agency and the Intelligence Community. He is unselfishly eager to contribute more
than his quota to the Agency's development. Mere is enough here to challenge him
for some time to come, after which he would like
SECTION F CERTIFICATION AND COMMENTS x-~ F:
1. BY EMPLOYEE
I certify that I have seen Sections A, B, C, D and E of this Report. , _ - r*+
DATE
SIGNATURE OF EMP
i !f G
w 0b
2.
ERV
MONTHS EMPLOYEE 60AS BEEN
UNDER MY SUPERVISTON
IF THIS REPORT HAS NO SHOWN TO EMPLOYEE, GIVE EXPLANATION
12
.:
Px
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
r
/
OFFICIAL TITLE OF SUPERVISOR
TURE
c
l~
Deputy Asst Director
3. BY REVIEWING OFFI
A
CI
L
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 OFFICIAL
r
Assistant Directo ::l
SECRET