FITNESS REPORT - BARNARD, EDWARD T.

• Document Type: FOIA
• Keywords: PERSONNEL FILES
• Keywords: BARNARD EDWARD T
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001459635
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: April 17, 2008
• Case Number: F-2007-01040
• Publication Date: April 10, 1968

(b) (1)
^~~T' (b) (3)
S ~>~K (S )
EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SECTION A GENERAL
I? NAME (Last) (First) (Middle)
2. DATE OF BIRTH 3. SEX 4. GRADE i S. SD
Barnard, IIdward 1'.
#) ZO 10 ~ I M l~+ ~ I~
6. OFFICIAL POSITION TITLE I
7. OFF~DIV~BR OF ASSIGNMENT 8? C:JRRENTST ATION
IO Contact
ACS New York Office ~
9
CHECK lX) TYPE OF APPOINTMENT
I~? CHECK (X) TYPE OF REPORT
.
X
CAREER RESERVE TEMPORARY
IN (TIAL
REASSIGN MEN,T SUPERV ISOR
CAREER-PROVISIONAL (See instrucffans - Secfion C)
X ~ ANNUAL
REASSIGNMENT EMPLOYEE
SPECIAL (Specify):
i
I SPECIAL (Specify):
11. GATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
1 8
1Ar6 - 1Mar68
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 #raining, 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 saris#actory and is characterized neither by deficiency nor
excellence.
P -Proficient Performance is more than satisfactory. Desired results ore being praduced 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 speci#ic duty. Consider ONLY effectiveness in performance of that duty. A11 employees
with supervisory responsibilities MUST be rated on their ability 10 Supervise (indicate number of employees supervised).
SPECIFIC DUTY NO. I
RATING
LETTER
-
I
S
SPECIFIC DUTY NO. 2
RATING
LETTER
LQCates and develops the potential of domestic organizations and
individuals as sources of foreign intelligence. ~
SPECIFIC DUTY NO. 3 - .. .. -
RATING
- -
LETTER
Collects intelligence informatimn; briers and. debriefs.. i
SPECIFIC DUTY NO. 4 I
RATING
LETTER
Initiates leads and. furnishes operational. support to other elements
of the Agency.
S
SPECIFIC DUTY NO. S ~
-
RATING
LETTER
Prepares reports, msmorancla and other cor~u`xiications .
SPECIFIC DUTY NO. 8 -
RATING
LETTER
?
OVERALL PERFORMANCE IN CURRENT P'OSITI'ON
RATING
Take into accoun a erything about the employee which influences his effectiveness in his currant position such as per-
LETTER
formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
l
li
l
'
particu
ar
mitations or ta
ents. 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 mos4 accurately reflects his level of-performance.
FORM 45
4-65
S T
Eadud.d Mam autemadc
darnpradinq and
d.do,.dk,don
APPROVED FOR RELEASE
DATE: FEB 2008
 SECTION C NARRATIVE COMMENTS
Indicate significant strengths or weaknesses demonstroted in current position keepj~~-~r~,proper perspective their relotionship to
overall performance. $Mte suggestions made for improvement of work performance. Give r~co~i~t.ions for training. Comment
'r
P=
on foreign language competence, if required for current position. Amplify or explain ratings given in`Secrfd~5',B to provide best
basis for determining future personnel action. Manner of performance of manageri I or supervisory duties and cost consciousness
in the use of personnel s ace, equipment and funds, must be commented on, if If extra space is needed to comp{ate
Section C, attach a separate sheet of paper. ~ t
~~
Imo. Barnard ?s.an experienced intelligence officer, an excellent. writer, and a good
contact- man. -He expeditiously undertakes anything asked' azad displays
p`
imagination and. considerable enthusiasm for his duties. He
i~.des excellent
support to representatives of the Clandestine Services at~3 other ageacy components.
Fie is both security and cost conscious.
The only concern which I have previously had was for the relative volume of A4r.
Bernard's work. While he was willing to undertake anything we asked of him, we
were x~ot-asking enough. His Case load by >tF0 standards was comparatively low,
acid times; .his- report totals were- low.- ..'his ,situation was changed; -.however, when
the transfer of aucther office meYUber in late 1967 made it necessary tc~ reassign
a large corporate account. Irh~. Barnard ?ffered dust the combination of experience
and personality desired for. the account. Ian spite of the distance involved he
cheerf~sl.ly accepted the new ass~:gninent .aid. has done a fine preliminary fob in
beeaoning acquainted with it. Bath his Case and report totals have begun to rise
and he is ably filling what would otherwise have been a severe gap in office
.._.... __
cove-rage .
SECTION D CERTIFfCAT10N AND COlv1MENTS
1. BY EMPLOYEE
1 CERTfFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT
DATE ~ SIGNATURE E~MP YEE
I F i
~i
2, BY SUPERVISOR
MONTHS EMPLOYEE HAS BEEN
UNDER MY SUPERVISION
IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION -
1rj
DATE OFFICIAL TITLE OF~SUPERVISOR TORE
9 April 1968 Chief, Kew York Office
3. BY REVIEWING OFFiCIA
COMMENTS OF REVIEWING OFFICIAL
DATE OFFICIAL TITLE OF REVIEWWG OFFICIAL E -
17 April 1968 director, DCS