B. EVALUATION OF PERFORMANCE

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000600160003-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 6
• Document Creation Date: December 12, 2016
• Document Release Date: August 15, 2001
• Sequence Number: 3
• Content Type: FORM

bUUUJ-U
Rate the officer on each of the following aspects of his performance. Each aspect is represented by a continuous scale. Record your rating by plac-
ing on (X) at the position on each scale which most accurately indicates the officer's performance during the rating period. Each rating must be
fol lowed by an explanatory statement which relates it to the job function and requirements as stated in A. Give supporting examples.
I. WORK PERFORMANCE
F -I
T
-
Failed to meet some Met all important Outstanding in most
basic requirements. requirements. requirements.
2. PERSONAL QUALITIES
Failed to meet some Met all important Outstanding in most
basic requirements. requirements. requirements.
to Dept. declassification & release instructions on file
Approved or Release 2002/06/14: CIA-RDP82-0 5 000600160003-0
 Ao?rovedEor1Refease 3002/0~6E1 : CIA-
DEPARTMENT 0 TATE U.S. INFORMATION A NC
OFFICER EVALUATION REPORT, Part I
FOREIGN SERVICE OFFICERS
FOREIGN SERVICE INFORMATION OFFICERS
FOREIGN SERVICE RESERVE OFFICERS
FOREIGN SERVICE STAFF OFFICERS, FSS 1-6
I have read and received a copy of
Part I of this report. I understand
that I may submit a statement for
the record if I so desire.
GENERAL INSTRUCTIONS
Prepare in QUADRUPLICATE: original and one copy for the personnel office of the agency concerned, a copy for the post or office file,
and a copy for the rated officer. Part II is to be prepared at the sane time, but in TRIPLICATE only.
A. OFFICER'S POSITION
Where does the position fit in the staffing pattern? What were the major duties of the job during the rating period? State the number and type of per-
sonnel supervised by the officer. What are the professional skills and personal qualities required for the best possible performance in the job? De-
scribe your official relationship with the officer.
Approved For Release 2002/06/14: CIA-RDP82-00357R000600160003-0
CHECK ONE BOX
REGULAR PROBATIONARY
REPORT REPORT
INTERIM REPORT
DEPARTURE OF RATED OFFICER
DEPARTURE OF RATING OFFICER
CHANGE OF DUTY
FORM WHEN COMPLETED ON FOREIGN SERVICE PERSONNEL, THIS IS AN EFFICIENCY REPORT WHICH SHALL BE SUBJECT TO
2 - 69 JF- Al (Formerly Form FS-315) INSPECTION ONLY BY THOSE PERSONS AUTHORIZED BY SEC. 612 OF THE FOREIGN SERVICE ACT OF 1946, AS AMENDED.
 DEPARTMENT CAppaovecERaCS f26O2 /44 : CIA
RDP82-00357 Q6001 Oaj0
OFFICER EVALUATION REPORT, Part II
REGULAR a PROBATIONARY
REPORT REPORT
FOREIGN SERVICE OFFICERS
INTERIM REPORT
FOREIGN SERVICE INFORMATION OFFICERS
DEPARTURE OF RATED OFFICER
FOREIGN SERVICE RESERVE OFFICERS
DEPARTURE OF RATING OFFICER
FOREIGN SERVICE STAFF OFFICERS, FSS 1-6
[]CHANGE OF DUTY
NAME OF OFFICER BEING RATED
CLASS
FUNCTIONAL TITLE
POST OR ORGANIZATION
DATE OF REPORT
PERIOD COVERED
RATING OFFICER
REVIEWING OFFICER
SIGNATURE
SIGNATURE
TYPED NAME
TYPED NAME
TYPED CLASS AND TITLE
TYPED CLASS AND TITLE
GENERAL INSTRUCTIONS
Prepare in TRIPLICATE: original and one copy for the personnel office of the
agency concerned and a copy for the post or office file. Part SIT will be written
and reviewed by the same officers who prepared Part I, and will be attached to and
submitted with it.
Purpose
Part II is a written evaluation of the officer's capacity for growth, his leader-
ship qualities, his ability to assume higher level responsibilities, and any fac-
tors which might limit or enhance his advancement. It is not an evaluation of the
officer's performance in any particular job during a particular rating period,
although the appraisal must necessarily be based in part on an observation of the
officer's performance and must bear a close relationship to the evaluation of that
performance in Part I.
Discussion and Disclosure
This section of the report will not be shown to the rated officer at the time it
is prepared. He will subsequently be authorized to see it in Washington after
either he or the rating officer has been transferred from the post where it was
prepared. Additionally he will be authorized to see it or, if in the field,
receive a summary of it if a Selection Board has ranked him in the low 3 percent
-of his class.
The restriction on disclosure is not intended to discourage discussion between
supervisor and subordinate of matters covered in this report, particularly when
such discussion and guidance could assist the subordinate in self-improvement
efforts. On the contrary, supervisors are obliged to counsel persons under their
responsibility. Occasionally, however, some factors, traits, or limitations,
though they form a necessary part of appraisal of an officer's potential, may
be beyond his power to alter or control; in such cases a discussion of them with
him might serve no useful end, and may even be counter-productive. In summary
you are obliged to report your appraisal of the officer's potential fully and
candidly; you are also obliged to counsel him on all matters which lend them-
selves to such discussion.
Approved For Release 2002/06/14: CIA-RDP82-00357R000600160003-0
2-69 JF-41, Part II (Formerly Form FS-315A) LIMITED OFFICIAL USE (When Completed)
 Comment on any fact5}~ QrYi~j ~a0~d 3 t itbL~df ~~~d 4 bf~fi~g5Tt6~, UtR'eo0f c'eNOPRAPi IMPss19reatef responsibility,
with particular attention to assignability at the next higher grade. Indicate in specific terms what assignments and further training would con-
tribute to realization of the officer's growth potential over the next 5 years.
B. PROMOTION
Probationary Officers Other Officers
(Check one box for each question) Yes No (Check one box)
F-1 Recommended for promotion by current
rr El
No recommendation at this time.
(Explain Recommendations)
C. REVIEWING OFFICER'S STATEMENT
State vihether you corIcur in the rq~ipg off' er's ap i i er' to r iate. Indicate
7111rflVSq Lor_ ele ~d1~P69. ~PA-~13~P - ' ~ 6'1 db0 0~'
LIMITED OFFICIi.L i SE (When Completed)
 3. EFFECTIVENESS OF COMove F ease52682
Approved o7b97U': ~~,~PKEPAOWA3`
Failed to.meet some
basic requirements.
a. Relations with Americans
I
Met all important
requirements.
Outstanding in most
requirements.
Failed to meet some Met all important Outstanding in most
equ 'rements. requirements. requirements.
Approved For Release 2002/06/14: CIA-RDP82-00357R000600160003-0
 5. EXECUTIVE ABILI pproved or Release 2002/06/14: I - - -
Failed to meet some Met all important Outstanding in most
basic requirements. requirements. requirements.
6. SUMMARY COMMENTS
Assess the officer's overall performance during the rating period, bringing out both his major strengths and areas where improvement is needed.
Do not merely repeat the points made in Sections 1-5. The assessment should provide a picture of the whole officer in the setting of his present
job.
C. DISCUSSION WITH RATED OFFICER
State the frequency and content of discussions you have had with the officer during the rating period in which you explained what you expected
from him, in general and specific terms, and reviewed his performance pointing out, in particular, areas where improvement was needed or
possible. Describe the specific steps you have taken to help him improve his performance. How did the officer react to these discussions at
the time, and how effective were they in terms of his subsequent performance?
D. REVIEWING OFFICER'S STATEMENT
State whether you consider that the rating officer's report provides a full, fair evaluation of the officer's performance. In doing so state how
closely you observed the officer's work and comment both on the adequacy of the supervision provided by the rating officer and on the general
working' relationship Il~f4nlmtheQO~`eI~ag~Qr4a3i 1~~JIO~~dd~~ a position to do so,
thereby adding a new dimension to the rat d contributing to a rounded picture of the offices manse.
time 4,0.,