Document Type: 
Document Number (FOIA) /ESDN (CREST): 
Release Decision: 
Original Classification: 
Document Page Count: 
Document Creation Date: 
June 22, 2015
Document Release Date: 
December 31, 2008
Sequence Number: 
Case Number: 
Publication Date: 
October 4, 1963
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-EMPLOYEE SERIAL NUMBER FITNESS REPORT N A GENERAL 1. NAME (Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX 4. GRADE S. SD CARANCI John C. 7 Feb 1922 M I GS-11 6. OFFICIAL POSITION TITLE 7. OFF/DIV/BR OF ASSIGNMENT 6. CURRENT STATION R&D TECH DDP/ TSD Headquarters 9. CHECK (X1 TYPE OF APPOINTMENT 10. CHECK (XI TYPE OF REPORT CAREER RESERVE- TEMPORARY INITIAL . REASSIGNMENT SUPERVISOR CAREER-PROVISIONAL (See instructions - Section C) X ANNUAL X REASSIGNMENT EMPLOYEE SPECIAL (Specify): SPECIAL (Specify): II. DATE REPORT DUE IN O.P. IL.-REPORTING PERIOD (From- to-) 31 October 1963 September 1962 September 1963 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 SPE RATING LETTER A SPECI RATING LETTER P SPECIFIC DUTY NO. 4 RATING Designs techniques for special items and develops unusual equipment LETTER from oral instructions p SPECIFIC DUTY NO. 5 RATING LETTER APPROVED FOR RELEASE^DATE: 2-Nov-2008 SPECIFIC DUTY NO. 6 RATING LETTER OVERALL PERFORMANCE IN CURRENT POSITION 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 or particular I imitati s talents. Based on your knowledge of employee's overall performance during the rating period, P place the letter in a r ating box corresponding to the statement which most accurately reflects his level of performance. 2 8 O CT 1963 INOUP 7 Exd.d~d hmm aulomaN< FORM 45 tr.~?+r~ d...~a.adme~~d 4-62 0 BS TE PREVIOUS EDITIONS. - ~~~..~ ? d