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Document Creation Date: 
June 22, 2015
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March 20, 2008
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Publication Date: 
November 4, 1957
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ST~ (When Fill ET FITNESS REPORT (Part I) PERFORMANCE ; INSTRUCTIONS FOR TIE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report. FOR ME SUPERVISOR: This report is designed to help you express your evaluation of your subordinate and to transmit this evaluation to your supervisor end senior officials. Organization policy requires that you inform the subordi- nate where he stands with you. Completion of the report can help you prepare for a discussion with him of his strengths and weaknesses. It is also organization policy that you show Part Iof this report to the employee except under conditions specified in Regulation It is recommended that you read the entire form before completing If this is the initial repor on the employee, it must be completed and forwarded to the Office of question an . y Personnel no later than 30 days after the date indicated in item 8, of section A 11 below. SECTION A. GENERAL 1. NAME (Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX 4. SERVICE DESIGNATION COLLINS, CHARLES P. 28 Dec. 1916 M SD 5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT 6. OFFICIAL POSITION TITLE Oci Intell. Officer (CH) 7. GRADE B. IN OP 9. PERIOD COVERED BY THIS REPORT (Inclusive dates) GS-15 27 Sept. 1957 15 Sept. 1956 - 1.I. Sept. 1957 10. TYPE OF REPORT INITIAL REASSIGNMENT-SUPERVISOR SPECIAL (Specify) (Check one) .xx ANNUAL REASSIGNMENT-EMPLOYEE SECTION 8. CERTIFICATION I. FOR THE RATER: THIS REPORT ? HAS O HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN, EXPLAIN WHY NOT: A. CHECK (X) APPROPRIATE STATEMENTS: THIS REPORT REFLECTS MY OWN OPINIONS OF THIS INDI- IF INDIVIDUAL I S RATED "1 IN Cl 0R D. A WARNING LET- VIDUAL. T ER WAS SENT TO HIM &A COPY ATTACHED TO THIS REPORT. T H I S R E P 0 R T R E F L E C T S T H E C O M B I N E D O P I N I O N S O F M Y S E L F I CANNOT C E R T I F Y T H A T T H E R A T E D INDIVIDUAL K N O W S H O W ECA SE if : S X ( pec y) U AND PREVIOUS SUPERVISORS. I EVALUATE HIS JOB PERFORMANCE B X I HAVE DISCUSSED WITH THIS EMPLOYEE HIS STRENGTHS AND WEAKNESSES SO THAT HE KNO WHERE HE STANDS. I B. THIS DATE C. TYPE RVISOR D. SUPERVISOR'S OFFICIAL TITLE ~; 16 Oct 57 2. FOR THE REVIEWING OFFICIAL: -R ANY SUBSTANTIAL DIFFERENCE OF OPINION WITH THE SUPERVISOR, OR ANY OTHER IN FORMATION, WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT. BY ,QIE 3NOV l C ,. a .. -m t 7 FGS . { r' os CONTINUED ON. ATTACHED SHEET I certify that any substantial differ cted in the above section. S DATE B. TYPED OR PRINTED NAME NO SIGNATURE OF REVIEWING C. OFFICIAL TITLE OF REVIEWING OFFICIAL A. q , OFFICIAL SECTION C. JOB PERFORMANCE EVALUATION 1. RATING ON GENERAL PERFORMANCE OF DUTIES DIRECTIONS: Consider ONLY the productivity and effectiveness with which the individual being rated has performed his duties during the rating period. Compare him ONLY with others doing similar work at a similar level of respon- sibility. Factors other than productivity will be taken into account later in Section D. I - DOES NOT PERFORM DUTIES ADEQUATELY; HE IS INCOMPETENT. 2 - BARELY ADEQUATE IN PERFORMANCE: ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING. HE OFTEN FAILS TO 5 CARRY OUT RESPONSIBILITIES. 3 . PERFORMS MOST OF HIS DUTIES ACCEPTABLY: OCCASIONALLY REVEALS SOME AREA OF WEAKNESS. 4 - PERFORMS DUTIES IN A COMPETENT, EFFECTIVE MANNER. INSERT 5 A FINE PERFORMANCE: CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY WELL. RATING 6 PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER THAT HE IS EQUALLED BY FEW OTHER PERSONS KNOWN TO NUMBER THE SUPERVISOR. APPROVED FOR RELEASE COMMENTS: DATE: DEC 2007 FORM NO. C REPLACES PREVIOUS EDITIONS 1 NOV 55 45 (Part I ) OF FORMS 45 AND 45A WHICH SE T Performance 141 ARE OBSOLETE. c SE . 2. RATINGS ON PERFORMANCE OF SPECIFIC DUTIES DIRECTIONS: a. State in the spaces below up to six of the more important SPECIFIC duties OCrkjbfrmi?'c 4t`>?r;i his rating period. Place the most important first. Do not include minor or unimportant duties. b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty. c. For supervisors, ability to supervise will always be rated as a specific duty(do not rate as supervisors those who supervise a secretary only). Ei d. Compare in your mind, when possible, the individual being rated N1 o7her[~p c ot?5 /che same duty at a similar level of responsibility. e. Two individuals with the same job title may be.performing different duties. If so, rate them on different duties. f. Be specific. Examples of the kind of duties that might be rated are: ORAL BRIEFING HAS AND USES AREA KNOWLEDGE Cb mtr?TS INTERROGATIONS GIVING LECTURES DEVELOPS NEW PROGRAMS PREPARES SUMMARIES CONDUCTING SEMINARS ANALYZES INDUSTRIAL REPORTS TRANSLATES GERMAN WRITING TECHNICAL REPORTS MANAGES FILES DEBRIEFING SOURCES CONDUCTING EXTERNAL LIAISON OPERATES RADIO KEEPS BOOKS TYPING COORDINATES WITH OTHER OFFICES DRIVES TRUCK TAKING DICTATION WRITES REGULATIONS MAINTAINS AIR CONDITIONING SUPERVISING PREPARES CORRESPONDENCE EVALUATES SIGNIFICANCE OF DATA g. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator. I INCOMPETENT IN THE PERFORMANCE OF THIS DUTY 6 ? PERFORMS THIS DUTY IN AN OUTSTANDING MANNER 2 BARELY ADEQUATE IN THE PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING S.IMI- DESCRIPTIVE DUTY LAR JOBS RATING 3 - PERFORMS THIS DUTY ACCEPTABLY 7 . EXCELS ANYONE I KNOW IN THE PERFORMANCE OF NUMBER 4 ? PERFORMS THIS DUTY IN A COMPETENT MANNER THIS DUTY 5 ? PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOB SPECIFIC DUTY NO. 1 RATING SPECIFIC DUTY NO. 4 RATING NUMBER NUMBER Policy and Planning 5 Prepares. staff studies 5 SPECIFIC DUTY NO. 2 RATING SPECIFIC DUTY No. 5 RATING NUMBER NUMBER Conducting external liaison 5 Prepares briefing papers on certain 5 SPECIFIC DUTY NO. 3 RATING SPECIFIC DUTY NO. 6 RATING NUMBER NUMBER Coordinates with other offices 5 3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE DIRECTIONS: Stress strengths and weak esses, particularly those which affect development on present job, n Of an agreeable, intelligenma, and sincere nature, Mr. Collins could excell in many types of liaison and staff functions. In his resent assignment he has the additional advantage of dealing with problems in which he has had long experience. Very receptive to new ideas, as imagination and is flexible. 1 SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATION DIRECTIONS: Take into account here everything you know about the individ.ual'....productivity, conduct in the job, pertinent personal characteristics or habits, special defects or talents... .and how he fits in with your team. Com- pare him with others--doing similar work of aboutthe same level. I 'DEFINITELY UNSUITABLE ? HE SHOULD BE SEPARATED 2 . OF DOUBTFUL SUITABILITY.,, WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW 3 A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WAR- RANT HIS SEPARATION 4 ? OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION RATING 5 . A FINE EMPLOYEE ? HAS SOME OUTSTANDING STRENGTHS NUMBER 6 ? AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION 7 ? EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME* ATHER POSITION IN THE ORGANIZATION? YES No. IF YES, EXPLAIN FULLY: FITNESS REPORT (Part II) POTENTIAL INSTRUCTIONS FOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report. FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career manage- ment and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the rated employee. It is recommended that you read the entire report before completing any question. This report is to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 9o days, hold and complete after the 90 days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be completed and forwarded to the OP no later than 30 days after the due date indicated in item 8 of Section "H" below. SECTION E. GENERAL 1. NAME (La.. ~ (First) (6iiddle) 2. DATE OF BIRTH 3. SEX 4? SERVICE DESIGNATION COLLINS, CHARLES P. 28 Dec. 1916 M 5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT 6. OFFICIAL POSITION TITLE OCI Intell. Officer (CH) 7. GRADE 8. DATE REPORT DUE IN OP 9.;'PERIOD COVERED BY THIS REPORT (Inclusive dates) GS-15 27 Sept. 1957 15 Sept. 1956 - 14 Sept. 1957 10. TYPE OF REPORT INITIAL REASSIGNMENT-SUPERVISOR SPECIAL (Specify) (Check one) X ANNUAL REASSIGNMENT-EMPLOYEE SECTION F. CERTIFICATION 1. FOR THE RATER: I CERTIFY THA FIT RFPRF:qFNTq MY REST MENT OF THE INDIVIDUAL BEING RATED A. THIS GATE B. TYPE RVISOR C? SUPERVISOR'S OFFICIAL TITLE 16 October 1957 2. FOR THE REVIEWING OFFICIAL: I H NCE OF OPINION IN ATTACHED MEMO. A. THIS DATE B. TYPED OR FFICIAL TITLE OF REVIEWING OFFICIAL __ [ i ,, ,, 1, 1 / OFFICIAL SECTION G. I. POTENTIAL TO ASSUME GREATER RESPONSIBILITIES DIRECTIONS: Considering others of his grade and type of assignment, rate the employee's potential to assume greater responsibilities. Think in terms of the kind of responsibility encountered at the various levels in his kind of work. I ? ALREADY ABOVE THE LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED 2 HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED 3 - MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES 5 4 ? READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES 5 - WILL PROBABLY ADJUST OU ICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING 6 ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL RATING 7 ? AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER NUMBER LEVEL RESPONSIBILITIES 2. SUPERVISORY POTENTIAL DIRECTIONS: Answer this question: Has this person the ability to be a supervisor? Yes Q No if your answer is YES, indicate below your opinion or guess of the level of supervisory ability this person will reach AFTER SUITABLE TRAINING. Indicate your opinion by placing the number of the descriptive rating below which comes closest to expressing your opinion in the appropriate column.. If your rating is based on observing him supervise, note your rating in the "actual" column. If based on opinion of his potential, note the rating in the "potential" column. 0 HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION DESCRIPTIVE I - BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION RATING 2 - BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION NUMBER 3 - BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION ACTUAL POTENTIAL DESCRIPTIVE SITUATION A GROUP DOING THE BASIC JOB (truck drivers, stenographers, technicians or professional spe- 2 cialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line supervisor) O A GROUP OF SUPERVISORS WHO DIRECT T E BASIC JOB '' O'E llne supervisors) ..'_'.. A GROUP. WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE JON PLANS p~yyOGAN I-'ATION 'T y 2 AND POLICY (Executive level) t., ' 1)'I 95 2 WHEN CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT 1 f 2 W H E N I M M E D I A T E S U B O R D I N A T E S ' A C T I V I T I E S A R E D I V E R S E A N D NE D CAREFUL COORDINATION 3 WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX OTHER (Specify) (When Fille-N~) FORM N0. C REPLACES PREVIOUS EDITIONS I NOV 55 45 (Part I I) OF FORMS 45 AND 45A WHICH SE ET Potential (4) ARE OBSOLETE. 3. INDICATE THE APPROXIMATE NUMBER OF MONTHS THE RATED EMPLOYEE HAS BEEN UNDER YOUR SUPERVISION 12 ;j c ^ r PE R~ I a 4? COMMENTS CONCERNING POTENTIAL Difficult to judge. Has seemed to lack certain qualities of firmness and persistence in calm analysis, possibly due to his obviously sensitiv n sympathetic nature. t3 . e ad ii2g?ve duties. Tends to jerkiness which may limit his capability for br MAIL ROOM SECTION H. FUTURE PLANS 1. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLANNED FOR THE INDIVIDUAL None at moment. Would enjoy alternating assignments in policy and substantive intelligence. 2. NOTE OTHER FACTORS, INCLUDING PERSONAL CIRCUMSTANCES, TO BE TAKEN INTO ACCOUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTS SECTION I. DESCRIPTION OF INDIVIDUAL DIRECTIONS: This section is provided as an aid to describing the individual as you see him on the job. Interpret the words literally. On the page below are a series of statements that apply in some degree to most people. To the left of each statement is a box under the heading "category." Read each statement and insert in the box the category number which best tells how much the statement applies to the person covered by this report. X - HAVE NOT OBSERVED THISS HENCE CAN GIVE NO OPINION AS TO HOW THE DESCRIPTION APPLIES TO THE INDIVIDUAL 1 APPLIES TO THE INDIVIDUAL TO THE LEAST POSSIBLE DEGREE CATEGORY NUMBER 2 APPLIES TO INDIVIDUAL TO A LIMITED DEGREE 3 - APPLIES TO INDIVIDUAL TO AN AVERAGE DEGREE 4 - APPLIES TO INDIVIDUAL TO AN ABOVE AVERAGE DEGREE 5 APPLIES TO INDIVIDUAL TO AN OUTSTANDING DEGREE CATEGORY STATEMENT CATEGORY STATEMENT CATEGORY STATEMENT I. ABLE TO SEE ANDTHER'S 11. HAS HIGH STANDARDS OF 21. IS EFFECTIVE IN DISCUS- 5 POINT OF VIEW 4 ACCOMPLISHMENT 3 SIONS WITH ASSOCIATES 2. CAN MAKE DECISIONS ON HIS SHOWS ORIGINALITY 12 22. IMPLEMENTS DECISIONS RE- I. OWN WHEN NEED ARISES I. . `. GARDLESS OF OWN FEELINGS 3. HAS IN*I TI ATI VE 13. ACCEPTS RESPONDI BILI? 23. IS THOUGHTFUL OF OTHERS 5 5 T I E S 4._ IS ANAL,YT)C IN H I S THINK- 14. ADMITS HIS ERRORS 4. 4 24. WORKS WELL UNDER PRESSURE 3 ING 5 5. STRIVES .CONSTANTLY FOR 15. RESPONDS WELL TO' SUPER- 2 5. D I SPLAY S JUDGEMENT }~ T NEW KNOWLEDGE AND IDEAS 5 VISION 6. KNOWS WHEN TO SEEK 16. DO ES H IS JOB WITHOUT 26. IS SECURITY CONSCIOUS }, 4 ASSISTANCE } T STRONG SUPPORT 5 7. CAN GET ALONG WI TN PEOPLE `, 17. COMES UP WITH SOLUTIONS TO PROBLEMS 27. IS VERSATILE 5 A} $. H I S C R I T I C I S M I S CON, 11, 3 B. HAS MEMORY FOR FACTS 5 18. IS OBSERVANT ]I 't STRUCTI VE 9. FACILITATES SMOOTH OPERA- 2 9. GETS THINGS DONE j, ~} 19. THINKS CLEARLY t jl, T I O N 0 F H I S O F F I C E 20. COMPLETES ASSIGNMENTS 30. DOES NOT REQUIRE STRONG t {' 1 0 . C A N C O P E WITH E M E R G E N C I E S I. "MH I N A L L O W A B L E T I M E 4 ANDN CONTINUOUS S.UP ERVI