HR- FITNESS REPORT -ELIZABETH SUDMEIER

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 06943664
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: July 23, 2025
• Document Release Date: July 31, 2025
• Publication Date: April 16, 1963

Approved for Release: 2025/05/19 C06943664
SECRET
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EMPLOYEE SERIAL NUMBER,'
FITNESS REPORT
SECTION A GENERAL
_
1. NAME (Last) (First) (middle)
SUDMEIER, ELIZABETH
2. DATE OF EIIRTH
12 May 1912
3. SEX
f
4. GRADE
GS 12
5. SD
D
-
6. OFFICIAL POSITION TITLE
Ups Off
-
7. OFF/DIV/BR OF ASSIGNMENT
IL CURRENT STATION
DDP E
HORS.
9. CHECK (X) TYPE OF APPOINTMENT
10. CHECK (X) TYPE OF REPORT
-
X
CAREER RESERVE TEMPORARY
INITIAL
REASSIGNMENT SUPERVISOR
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CAREER-PROVISIONAL (See instructions -Section C)
X
ANNUAL
REASSIGNMENT EMPLOYEE
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SPECIAL (Specify):
SPECIAL (Specify):
-
11. DATE REPORT DUE IN O.P.
12. REPORTING PERIOD (From- fa')
1 Jun 62 - 31 Dec 62
SECTION B PERFORMANCE EVALUATION
_
W - Weak Performance ranges from wholly inadequate to s ightly 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.
5 - 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.
1
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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 5 peryi se (indicate number of entployeee supervised).
-SPECIFIC DUTY NO. 1
RATING
Reviews, analyzes and interprets
..LIAL, lligence material on selected
LETTER
areas, relates it to other information for inclusion in intelligence briefs
and studies.
S
.
SPECIFIC DUTY NO. 2
RATING
---t
Monitors the division's operations
and
(b)(1)
activities, reviews intelligence production from them and prepares
(b)(3)
critiques and recommendations for improvement.
SPECIFIC DUTY NO. 3
RATING
Reviews project outlines and analyzes objectives
LETTER
in relation to intelligence needs, and submits comments and recommendations
thereon. .
S
-SPECIFIC DUTY NO. 4
RATING
LETTER
Performs
assignments related to the division's intelligence
collection activities.
S
_
SPECIFIC DUTY ND. 5
RATING
LETTER
-SPECIFIC DUTY NO. 6
.9 tiii tit, on -
RATING
LETTER
0 Vtiall. 14612/Qtydr,414c.IE IN CURRENT POSITION
wry acj
Take into account everything about the employee which influences his effectiveness in his current position such as per-
formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and
RATING
LETTER
particular lim
place the lett
1 9 APR
ants. Base& arrtypuftknowledge of employee's overall performance during the rating period,
g box corresponding I.& Att. statement which most accurately reflects his level of performance.
rrc
S
0.
!Waded item