CHANGES TO THE FITNESS REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP80-01826R000700090008-2
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 14, 2016
• Document Release Date: October 21, 2002
• Sequence Number: 8
• Content Type: FORM

Approved For Release 2003/01/27 : CIA-RDP80-01U22 R000700090008-2
VOW r r r^ f1 PT_
ATTACHMENT 2
CHANGES TO THE FITNESS REPORT
Change 1 Front of (Part I) Performance
Instructions FOR THE SUPERVISOR have been revised, as directed by
the Career Council. In the sample attached, that which is crossed
out in red has been revised; other text is unchanged. The full
text is as follows:
"This report is designed to help you express your evaluation
of your subordinate and to transmit this evaluation to your
supervisor and senior officials. Organization policy requires
that you inform the subordinate where he stands with you. Com-
pletion of this report can help you prepare for a discussion with
him of his strengths and weaknesses. It is also Organization
policy that you show Part I of this report to the employee except
under conditions specified in Regulation 0 It is recommended
that you read the entire form before completing any question. If
this report is the INITIAL REPORT on the employee, it MUST be com-
pleted and forwarded to the Office of Personnel no later than 30
days after the due date indicated in item 8 of Section A below."
Change 2 Back of (Part I) Performance
~.A new Section E, to go at the bottom of the back of (Part I)
Performance, as follows:
"SECTION B. NEED FOR CURRENT JOB IN ORGANIZATION
Has the need for the job which this employee has been performing
changed during the period under review?
Need remains Need has
Need has lessened [...~ the same increased
Subsequent Sections will be re-lettered)
Change 3 Back of (Part II) Potential
The following instruction has been added to item 3 of Section G,
ESTIMATE OF POTENTIAL:
"Indicate the approximate number of months the rated employee
has been under your supervision
25X1
Approved For Release 2003/0 DP80-01826R000700090008-2
SUBJECT: Addition to the New Fitness Report
 raPacP.
For
!
FA-___DP80-018 68000700090008-2
FITNESS REPORT (Part I) PERFORMANCE
INSTRUCTIONS
F OR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE SUPERVISOR: This report is designed to help you express your evaluation of your subordinate and to'transmit
r
this evaluation to your supervisor and ' I ai.fig 6n_ persen.ef effieiaS, Completion of the
h report can help prepare you for a discussion with your a of his strengths and weaknesses
.
that you inform the subordinate where he stands with you. Tars-n ~' 1 harper a f h' by h i ,,.,4l a re?-
"
Pert
~r`-by"-e-t#eer-mens, It is recommended that you read the entire form before completing any question. If this
report is the INITIAL REPORT on the employee,it MUST be completed and forwarded to the Office of Personnel no later
than 30 days after the due date indicated in item 8 of Section A below.
SECTION A. GEN
ERAL
I. NAME (Last) (First) (Middle)
2, DATE OF BIRTH
3. SEX
4. SERVICE DESIGNATION
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT
6. OFFICIAL POSITION TITLE
7. GRADE
8. DATE REPORT DUE IN OP
9. PERIOD COVERED BY THIS REPORT (Inclusive dates)
10. TYPE OF REPORT INITIAL REASSIGNMENT- SUPERVISOR SPECIAL (Specify)
(Check one) ANNUAL REASSIGNMENT- EMPLOYEE
SECTION B. CERTIFICATION
1. FOR THE RATER: THIS REPORT= HAS Q HAS NOT BEEN SHOWN TO THE INDIVIDUAL RATED. IF NOT SHOWN
EXPLAIN WHY
,
NOT:
A. CHECK (X) APPROPRIATE STATEMENTS:
THIS REPORT REFLECTS MY OWN OPINIONS OF THIS INOI -
IF INDIVIDUAL IS RATED "1"IN Cl OR D. A WARNING LET-
VI DU AL.
TER WAS SENT TO HIM &A COPY ATTACHED TO THIS REPORT.
THIS REPORT REFLECTS THE COMBINED OPINIONS OF MYSELF
I CANNOT CERTIFY THAT THE RATED INDIVIDUAL KNOWS HOW
AND PREVIOUS SUPERVISORS.
I EVALUATE HIS JOB PERFORMANCE BECAUSE (Specify):
I HAVE DISCUSSED WITH THIS EMPLOYEE HIS STRENGTHS
AND WEAKNESSES SO THAT HE KNOWS WHERE HE STANDS.
B. THIS DATE
C. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISOR
D. SUPERVISOR'S OFFICIAL TITLE
2. FOR THE REVIEWING OFFICIAL: RECORD ANY SUBSTANTIAL DIFFERENCE OF OPINION WITH THE SUPERVISOR, OR ANY OTHER IN-
FORMATION, WHICH WILL LEAD TO A BETTER UNDERSTANDING OF THIS REPORT.
CONTINUED ON ATTACHED SHEET
I certify that any substantial difference of opinion with the supervisor is reflected in the above section.
A. THIS DATE
B. TYPED OR PRINTED NAME AND SIGNATURE OF REVIEWING
C. OFFICIAL TITLE OF REVIEWING OFFICIAL
OFFICIAL
SECTION C. JOB PERFORMANCE EVALUATION
1. RATING ON GENERAL. PERFORMANCE OF DUTIES
DIRECTIONS: Consider ONLY the productivity and effectiveness with which the individual being rated has performed
his duties during the rating period. Compare him ONLY with others doing similar work at a similar level of re
spon-
sibility. Factors other than productivity will be taken into account later in Section D.
1 - DOES NOT PERFORM DUTIES ADEQUATELY; HE IS INCOMPETENT.
2 - BARELY ADEQUATE IN PERFORMANCE; ALTHOUGH HE HAS HAD SPECIFIC GUIDANCE OR TRAINING, HE OFTEN FAILS TO
CARRY OUT RESPONSIBILITIES.
3 PERFORMS MOST OF HIS DUTIES ACCEPTABLY: OCCASIONALLY REVEALS SOME AREA OF WEAKNESS.
INSERT 4 PERFORMS DUTIES IN A COMPETENT. EFFECTIVE MANNER.
RATING 5 AFINE PERFORMANCE: CARRIES OUT MANY OF HIS RESPONSIBILITIES EXCEPTIONALLY WELL.
NUMBER 6 - PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING MANNER THAT HE IS EQUALLED BY FEW OTHER PERSONS KNOWN TO
THE SUPERVISOR.
ODMMENTS:
Approved For Release 2003/01/27: CIA-RDP80-01826R000700090008
FORM
I N5O 45 (Part I )
R
7 C1.
f10
~? 9
11~ Performance)
 6EURET IN 14i
2. RATINGS ON PERFORM 4E OF SP FIC TIES
CIA RDP80 01826ROMM00900OR-2
/0
1/27
--- 2003
0
:
DIRECTIONS:
a. State in the spaces below up to six of the more important SPECIFIC duties performed during this rating period.
Place the most important first. Do not include minor or unimportant duties.
b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.
c. For supervisors, ability to supervise will always be rated as a specific duty(do not rate as supervisors those
who supervise a secretary only).
d. Compare in your mind, when possible, the individual being rated with others performing the some duty at a
similar level of responsibility.
e. Two individuals with the some job title may be performing different duties. If so, rate them on different
duties.
f. Be specific. Examples of the kind of duties that might be rated are:
ORAL BRIEFING HAS AND USES AREA KNOWLEDGE CONDUCTS INTERROGATIONS
GIVING LECTURES DEVELOPS NEW PROGRAMS PREPARES SUMMARIES
CONDUCTING SEMINARS ANALYZES INDUSTRIAL REPORTS TRANSLATES GERMAN
WRITING TECHNICAL REPORTS MANAGES FILES DEBRIEFING SOURCES
CONDUCTING EXTERNAL LIAISON OPERATES RADIO KEEPS BOOKS
TYPING COORDINATES WITH OTHER OFFICES DRIVES TRUCK
TAKING DICTATION WRITES REGULATIONS MAINTAINS AIR CONDITIONING
SUPERVISING PREPARES CORRESPONDENCE EVALUATES SIGNIFICANCE OF DATA
g. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key
and phone operation, in the case of a radio operator,.
1 INCOMPETENT IN THE PERFORMANCE OF THIS DUTY 6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER
2 - BARELY ADEQUATE IN THE PERFORMANCE OF THIS FOUND IN VERY FEW INDIVIDUALS HOLDING SIMI-
DESCRIPTIVE DUTY LAR JOBS
RATING 3 . PERFORMS THIS DUTY ACCEPTABLY 7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OF
NUMBER 4 ? PERFORMS THIS DUTY IN A COMPETENT MANNER THIS DUTY
5 - PERFORMS THIS DUTY IN SUCH A FINE MANNER
THAT HE IS A DISTINCT ASSET ON HIS JOB
SPECIFIC DUTY NO. I
RATING
SPECIFIC DUTY NO. 4
RATING
NUMBER
NUMBER
SPECIFIC DUTY NO. 2
RATING
SPECIFIC DUTY N0. 5
RATING
NUMBER
NUMBER
SPECIFIC DUTY No. 3
RATING
SPECIFIC DUTY NO. 6
RATING
NUMBER
NUMBER
3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE
DIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.
SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATION
DIRECTIONS: Take into account here everything you know about the individual.... productivity, conduct in the job,
pertinent personal characteristics or habits, special defects or talents... .and how he fits in with your team. Com-
pare him with others doing similar work of about the same level.
I - DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED
2 - OF DOUBTFUL SUITABILITY. ..WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW
3 A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WAR-
RANT HIS SEPARATION
4 OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION
RATING 5 - A FINE EMPLOYEE ? HAS SOME OUTSTANDING STRENGTHS
NUMBER 6 . AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION
7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION
IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION? YES No. IF YES.
EXPLAIN FULLY:
SGGy._!Q h ..._
Ann -seed For
-SECRET
 FIT ESS REPORT (Part II) POTS TIAL
iii woman
11 n
FOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.
FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career manage-
ment and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the
rated employee. It is recommended that you read the entire report before completing any question. This report is
to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 90 days,
hold and complete after the g0 days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be
completed and forwarded to, the OP no later than 30 days after the due date indicated in item 8 of Section E below.
SECTION E.
1? NAME (Last) (First) (Middle)
5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT
7. GRADE 8. DATE REPORT DUE IN OP
ENERAL
FICATION
2. DATE OF BIRTH
3. SEX 4? SERVICE DESIGNATION
6. OFFICIAL POSITION
TITLE
C COVERED BY THIS REPORT
(Inclusive dates)
NMENT-SUPERVISOR
SPECIAL (Specify)
NMENT?EMPLOYEE
MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATED
NATURE OF SUPERVISOR C.
SUPERVISOR'S OFFICIAL TITLE
ORT
AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.
ATURE OF REVIEWING C.
N
OFFICIAL TITLE OF REVIEWING OFFICIAL
1? FOR THE RATER: I CERTIFY THAT THIS REPORT REPRESENTS
A. THIS DATE B. TYPED OR PRINTED NAME AND SIG
2. FOR THE REVIEWING OFFICIAL: I HAVE REVIEWED THIS REP
THIS DATE I B. TYPED OR PRINTED NAME AND SIG
OFFICIAL
ESTIMATE OF POTENTIAL
1. POTENTIAL TO ASSUME GREATER RESPONSIBILITIES
DIRECTIONS: Considering others of his grade and type of assignment, rate the employee's
responsibilities. Think in terms of the kind of responsibility encountered at thevarioustlevels ins his kind of
work.
1 - ALREADY ABOVE TH.E LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
2 ? HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED
3 MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES
4 READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES
5 WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING
RATING
6 ? ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL
NUMBER
7 - AN 'EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER
LEVEL RESPONSIBILITIES
Y s no. If your
answer is yes, indicate below your opinion orlguessyof theelevellof supervisoryeabilit' this e
SUITABLE TRAINING. Indicate your opinion by number Y person will reach AFTER
to expressing your opinion in the appropriatepco
clsest
acing e lumn.tIf youratinghisdbasedponvobservingbhimwsupervise, note your
rating in the factual" column. If based on opinion of his potential, note the rating in the "potential" column.
DESCRIPTIVE 0 HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION
RATING I ? BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION
NUMBER 2 . BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION
3 BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION
ACTUAL
POTENTIAL
A GROUP DOING THE BASIC Joe (truck drivers, stenographers, technicians or professional Spe-
cialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line
supervisor)
A GROUP OF SUPERVISORS WHO DIRECT THE BASIC JOB (Second line supervisors)
A GROUP. WHO MAY OR MAY NOT BE SUPERVISORS. WHICH IS RESPONSIBLE FOR MAJOR PLANS, ORGANIZATION
AND POLICY (Executive level)
WHEN CONTACT WITH IMMEDI ATE SUBORDINATES IS NOT FREQUENT
WHEN IMMEDIATE SUBORDINATES' ACTIVITIES ARE DIVERSE AND NEED CAREFUL COORDINATION
WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX
?Ti l3p(r YVedYF3or Release 2003/01/27 : CIA-RDP80-01826R000700090008-2
9. PERIOD
10AUGN . 45 (Part I I ) -LIEUREt " ,55 Potential
 3. COMMENTS CONCERNING POApWOved For Release 2003/01/27 : CIA-RDP80-01826R000700090008-2
?C/ f/ d H
SECTION H.
FUTURE PLANS
1. TRAINING OR OTHER DEVELOPMENTAL EXPERIENCE PLA
NNED FOR THE INDIVIDUAL
2. NOTE OTHER FACTORS, INCLUDING PERSONAL CIRCUMSTANCES. TO BE TAKEN INTO ACCOUNT IN INDIVIDUAL'S FUTURE ASSIGNMENTS
SECTION I. DESCRIPTION OF INDIVIDUAL
DIRECTIONS: This section is provided as an aid
to describing the individual
as you see him on the job. Interpret
the words literally. On the page below are a
series of statements that apply in some degree to most people. To
the left of each statement is a box under the heading "category." Read each statement and insert in the box the
category number which best tells how much the statement applies to the person covered by this report.
X - HAVE NOT OBSERVED THISI HENCE CAN GIVE NO OPINION AS T
O HOW THE DESCRIPTION APPLIES TO THE
INDIVIDUAL
1 APPLIES TO THE INDIVIDUAL
TO THE LEAST POSSIBLE DEGREE
CATEGORY NUMBER 2 ? APPLIES TO INDIVIDUAL TO
A LIMITED DEGREE
3 ? APPLIES TO INDIVIDUAL TO
AN AVERAGE DEGREE
4 - APPLIES TO INDIVIDUAL TO
AN ABOVE AVERAGE DEGREE
5 ? APPLIES TO INDIVIDUAL TO
AN OUTSTANDING DEGREE
CATEGORY
STATEMENT
CATEGORY
STATEMENT
CATEGORY
STATEMENT
ABLE TO SEE ANOTHER'S
11. HAS HIGH STANDARDS OF
21. 15 EFFECTIVE IN DISCUS-
POINT O F VIEW
ACCOMPLISHMENT
SIONS WITH ASSOCIATES
2. CAN MAKE DECISIONS ON HIS
22. IMPLEMENTS DECISIONS RE-
12. SHOWS ORIGINALITY
GARDLESS OF OWN FEELINGS
OWN WHEN NEED ARISES
13. ACCEPTS RESPON SI BILI-
23. IS THOUGHTFUL OF OTHERS
3. HAS INITIATIVE
TIES
4. IS ANALYTIC IN HIS THINK?
14. ADMITS HIS ERRORS
24. WORKS WELL UNDER PRESSURE
1 N G
5. STRIVES CONSTANTLY FOR
15. RESPONDS WELL TO SUPER-
25. DISPLAYS JUDGEMENT
NEW KNOWLEDGE AND IDEAS
VISION
6. KNOWS WHEN TO SEEK
16. DOES HIS JOB WITHOUT
26. IS SECURITY CONSCIOUS
ASSISTANCE
STRONG SUPPORT
17. COMES UP WITH SOLUTIONS
27, IS VERSATILE
7. CAN GET ALONG WITH PEOPLE
TO PROBLEMS
28. HIS CRITICISM IS CON-
8. HAS MEMORY FOR FACTS
18. IS OBSERVANT
STRUCTIVE
29. FACILITATES SMOOTH OPERA-
9. GETS THINGS DONE
19. THINKS CLEARLY
TION OF HIS OFFICE
20. COMPLETES ASSIGNMENTS
30. DOES NOT REQUIRE STRONG
10. CAN COPE WITH EM ERGENGI ES
WITHIN ALLOWABLE TIME
AND CONTINUOUS SUPERVI-
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