FOIA
FITNESS REPORT - BARNARD, EDWARD T.
Document Type:
Keywords:
Collection:
Document Number (FOIA) /ESDN (CREST):
0001459633
Release Decision:
RIPPUB
Original Classification:
U
Document Page Count:
2
Document Creation Date:
June 22, 2015
Document Release Date:
April 17, 2008
Sequence Number:
Case Number:
F-2007-01040
Publication Date:
April 16, 1970
File:
| Attachment | Size |
|---|---|
 DOC_0001459633.pdf | 130.81 KB |
Body:
T
en Filled In)
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
1. NAME (Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX
14. GRADE 5. SD
Barnard, Edward T. 10/10/10 M
14 IT
6. OFFICIAL POSITION TITLE 7. OFF/DIY/BROF ASSIGNMENT 8. CURRENT STATION
10 Contact IDCS New York Office
9. CHECK (X) TYPE OF APPOINTMENT 114? CHECK (X) TYPE OF REPORT
1S 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. 12. REPORTING PERIOD (From- to-)
May 1970 1 Apr 69 - 31 Mar 70
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 or to 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 ore 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
RATING
LETTER
S
SPECIFIC DUTY NO. 2
RATING
LETTER
Locates and develops the potential of domestic organizations and
individuals as sources of foreign intelligence.
P
SPECIFIC DUTY NO. 3
RATING
LETTER
Collects intelligence information, briefs and debriefs.
S
SPECIFIC DUTY NO. 4
RATING
LETTER
Initiates leads and furnishes operational support to other elements
of the Agency.
S
SPECIFIC DUTY NO. 5
RATING
LETTER
Prepares reports, memoranda and.other communications.
S
SPECIFIC DUTY NO. 6
RATING
LETTER
MAY 197
S
OVERALL PERFORMANCE IN CURRENT POSITION
17
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 job, cooperativeness, pertinent personal traits or habits, and
S
particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period,
place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.
FORM
7.es 45 OBSOLETE PREVIOUS EDITIONS
I U.,I .d from a~ c
{ downgrading and ,i
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