FITNESS REPORT - CARANCI, JOHN C.

• Document Type: FOIA
• Keywords: CARANCI JOHN C
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0001496497
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 22, 2015
• Document Release Date: December 31, 2008
• Case Number: F-2007-00327
• Publication Date: November 20, 1964

APPROVED FOR
RELEASE^DATE:
12-Nov-2008
5EERET-
(When Filled In)
(b) (1)
(b) (2)
(b) (3)
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EMPLOYEE SERIAL NUMBER
FITNESS REPORT
SEC
TION A GEN
ERAL
I. NAME (Lest) (First) (Middle)
2. DATE OF BIRTH
3. SEX
4. GRADE 5. SD
CARANCI, John C.
7 Feb. '22
M
GS-11
6. OFFICIAL POSITION TITLE
7. OFF/DIV/BR OF ASSIGNMENT S.
D&E Tech.
I):Z?.P/,TS:7~
9. CHECK lXI TYPE OF APPOINTMENT
10. CHECK (X) TY- E OF REPORT
X
CAREER RESERVE ..T_EMPOR ARY -
-
INITIAL -
REASSIGNMEIJT SUPERVISOR
CAREER-PROVISIONAL (Sae Instructions eSection C)
X
ANNUAL.
REASSIGNMENT EMPLOYEE
:SPECIAL (Specify):... ---
- =
SPECIAL (Specify):-
t t. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- to-)
30 November 1964
39 Sept 63 - 30 Sept 1964
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).
SPE
RATING
LETTER
S
SP
RATING
LETTER
S
5PE
RATING
LbTTER
SPECIFIC DUTY NO.4
RATING
Assists in operational and quasi-operational matters.
LETTER
P
SPECIFIC
RATING
LETTER
S
SPECIFIC DUTY NO. 6
RATING
Acts as manager for outside production of items. needed in .quanti
LET~ER
y..
7.Assumes charge of section in the absence of the supervisor,
p
OVERALL PERFORMANCE IN CURRENT POSITION
RATING
Take into account everything about the employee which influences his effectiveness in his current
osition such as
er-
LETTER
p
p
formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
particular Iimito ' ns or talents. Based on your knowledge of employee's overall performance during .the rating period,
s
place the letter rating box corresponding to the statement which most accurately reflects his level of. performance.
DEC 196
GROUP 4
FORM 45 eG ET
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