RELATION OF NEW FITNESS REPORT FORM TO COMPETITIVE EVALUATION PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000400080005-9
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 3
• Document Creation Date: December 9, 2016
• Document Release Date: June 16, 1998
• Sequence Number: 5
• Publication Date: November 4, 1958
• Content Type: REGULATION

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NOW,
4 November 1958
OS NOTICE NO. 5.8-9
FOR: All Office of Security Supervisors
SUBJECT: Relation of New Fitness Report Form to Competitive
Evaluation Program
1. Institution of the new Fitness Report Form on 3 November 1958
makes it necessary to point out the need for specific comment by super-
visors on the employees' Productivity, Quality of Work, Personal
Characteristics, and.Value to the Agency.
2. The Competitive Evaluation Program provides for rating
employees on several factors such as education, years of experience, time
in grade, training, etc. , the values of which are derived directly from the
record without much element of judgment or appraisal being called for by
the Evaluation Panels. On the other hand, the factors of Productivity,
Quality of Work, Personal Characteristics, and Value to the Agency require
an assessment of the record and an evaluation. of the employee by the Panel
in order to arrive at a considered judgment and a fair rating for each of
these factors.
3. Supervisors preparing the new Fitness Report will consider
Productivity, Quality, and Personal Characteristics in rating the employee
in Section C, and of course the ratings in. Sections B, C, and D will give
indications of the employee's Productivity, Quality of Work, Value to the
Agency and to some extent his .Personal Characteristics. However, the
.Fitness Report does not provide for specific ratings of each of these elements
as such. Therefore, it is of the utmost importance that supervisors make
particular mention.of these items in the narrative description, Section E, of
the. Fitness Report.
4. Productivity and Quality should each be described so that each
characteristic may be evpluated and rated on the basis of whether it is
Average. or Above or Below, or whether it is Outstanding or Superior, or
Barely Adequate or ,Inadequate:
5. Personal Characteristics may run the gamut from Excellent to
Objectionable, with intermediate qualities of Very Good, Average or Less
than Average acceptibility. The supervisor's description of the employee's
Personal Characteristics should be such as to permit an accurate evaluation
and rating of this important factor in. the competitive evaluation process.
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6. The. element-of Value to the Agency or Potential is difficult -to
assess and evaluate... ..A clear description.of the employee's potential with
particular reference to his versatility or flexibility, .as demonstrated by
past capable services in various. assignments, or to his expertness. as a
specialist in a.very important line of work. which would be most difficult to
replace, will afford some. indication. of his value. In the case of younger
employees, an. analysis of their growth potential by the supervisor will be
an important factor to aid the. Competitive Evaluation. Panels in determining
.the value of the employee. .to .the Agency..
7. In. summary, it is again emphasized that supervisors should
always make reference to, describe, and give their opinions on the Productivity,
Quality of Work, Personal Characteristics, and Value to the Agency of each
employee in.narrative. form each time a. Fitness Report is prepared.
8. With respect to. what are average ratings in the new Fitness
Report, it is agreed that the.following grades. and descriptions reflect "average":
.Section.$. 4 "Competent"
Section C 3/4 .."Performance a little more
than 'clearly meets basic.
requirements'"
9.. With. respect to the question "How is average' determined?" 11 the following is observed:
The- criteria for performance. are established by supervisors
for the work under their jurisdiction. _ Employees should
therefore be graded. on the basis: of their. meeting the criteria
in. the performance of their jobs and not on the basis of their
performance. in relation to each other. In other words,
after performance criteria have been established for a. job,
the person. or group. of people performing that job may be
.average, or above, or below average in varying degrees.
They might conceivably all be average or all outstanding or
all mediocre. Therefore, to give an example, if a group of
five perslons comprising. a unit were all performing a job in
an excellent manner, they would. all be rated excellent. It
would not be proper to divide them into average, above
average, and below average categories with relation to
comparative performances among themselves.. -
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Ad03
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10. It is expected that each. supervisor will be completely objective
in rating personnel under his supervision. The manner in which a supervisor
accepts his responsibilities in this regard is a factor that will be considered
.when he, in turn, is rated.
25X1A9a
Direckct'' of Security
Distribution:
All OS Supervisors
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