FITNESS REPORT

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000700020041-2
• Release Decision: RIFPUB
• Original Classification: S
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: September 10, 1998
• Sequence Number: 41
• Content Type: FORM

Approved or a ease
NE REPORT
The Fitness Report is an important factor In agency personnel management. It seeks to provide:
I. The agency selection board with information of value when considering the application of
an individual for membership in the career service; and
2. A periodic record of job performance as an aid to the effective utilization of personnel.
INSTRUCTIONS
TO THE ADMINISTRATIVE OR PERSONNEL OFFICER: Consult current administrative instructions regarding the initiation
and transmittal of this report.
TO THE SUPERVISOR: Read the entire form before attempting to complete any item. As the supervisor who assigns
,
directs and reviews the work of the individual, you haveprimary responsibility for evaluating his strengths
weak-
,
nesses, and on-the-job effectiveness as revealed by his day-to-day activities. If this individual has been under
your supervision for less than 30 days, you will collaborate with his previous supervisors to make sure the report
is accurate and complete. Primary responsibility rests with the current supervisor. It is assumed that, through-
out the period this individual has been under your supervision, you have discharged your supervisory responsibili-
ties by frequent discussions of his work, so that in a general way he knows where he stands,
IT IS OPTIONAL WHETHER OR NOT THIS FI77VESS REPORT IS SHOWN 70 THE PERSON BEING RATED
SECTION I (To be filled in by Administrative Officer)
I. NAME (Last) (First) (Middle) 2. DATE OF BIRTH SEX 4? CAREEf~ DESIGNATION
5. DATE OF ENTRANCE ON DUTY 6. OFFICE ASSIGNED TO 7. DIVISION 8. BRANCH
9. NATURE OF ASSIGNMENT 10. IF FIELD. SPECIFY STATION: i1. GRADE
DEPARTMENTAL = FIELD
12. DATE THAT THIS REPORT IS DUE 13. PERIOD COVERED BY THIS REPORT (Inclusive dates)
SECTION I I To be filled in by Supervisor)
ION
I. CURRENT POSITION 2. DATE ASSUMED RESPONSIBILITY FOR POSS I TION
3? WHAT SPECIFIC ASSIGNMENTS OR TASKS ARE TYPICAL OF THOSE GIVEN TO HIM DURING THE PAST THREE TO SIX MONTHS (List
i
n order of frequency):
p~V K~.( 3.i.
G
1W I
READ THE ENTIRE FORM BEFORE ATTEMPTING TO COMPLETE ANY ITEM
SECTION III
I certify that, during the latter half of the period covered by this report, I have discussed with the rated indi-
vidual the manner in which he has performed his job and provided suggestions and criticisms wherever needed
I be-
.
lieve that his understanding of my evaluation of his performance is consistent with my evaluation of him as evi-
denced by this fitness report and I have informed him of his strengths, weaknesses, and on-the-job effectiveness
.
If performance during the report period has been unsatisfactory, there is attached a copy of the memorandum noti-
fying him of unsatisfactory performance.
This report = has has not been shown to the individual rated.
THIS DATE NAME AND SIGNATURE OF RATER (Employee'8 immediate supervisor)
I HAVE REVIEWED THIS REPORT (Comments, if any, are reflected by attached memorandum)
THIS DATE
NAME AND SIGNATURE OF REVIEWING OFFICIAL (Official next higher n line of authority)
Qued
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 Approved For Re ease 20
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This section is provided as an aid in describing
the individual. Your description is not favorable or unfavorab
le
in itself but acquires its meaning in relation to
a particular job or assignment. The descriptive words are to
be
interpreted literally.
On the left hand side of the page below
are a series of statements that apply
in some
degree
to most people. On
the right hand side of the page are four
majo
r categories of descriptions. The
scale
within
each category is di-
vided into three small blocks; this is to
allo
w you to make
finer distinctions if
you
so
desire.
Look at
the state-
ment on the left - then check
the
category on
the right which best tells how much
the
statement
applies
to the per-
son you are rating. Placing an -X" in the
"Not Observed"
column means you h
ave no opinion
h
on whether
d
fi
ite
th
a phrase
inion
applies to an individual. Placing an " X" in
the "Does Not Ap
ply" column means
ave
that you
e
e
n
op
that the description is not at all
suited to
the individual.
A. ABLE TO SEE ANOTHER'S
POINT OF VIEW.
When Filled In)
l
0
El
Q
I
Q
LA
1I. CALM.
12. CAN GET ALONG WITH PEOPLE.
13. MEMORY FOR FACTS.
14. GETS THINGS DONE.
15. KEEPS ORIENTED TOWARD LONG
TERM GOALS.
APPLIES TO AN APPLIES TO AN
ABOVE AVERAGE OUTSTANDING
DEGREE DEGREE
LA
Q
Q
21. ACCEPTS RESPONSIBILITIES.
22. ADMITS HIS ERRORS.
23. RESPONDS WELL TO SUPERVISION.
24. EVEN DISPOSITION.
[[~~pUJ F
5? ABLE TO OSA DD-~f15rJgy~41'THUQr R
STRONG SUPPORT.
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 Approved Forplease
2r, . CAN THINK ON HIS FEET.
27, COMES UP WITH SOLUTIONS TO
PROBLEMS.
28. STIMULATING TO ASSOCIATES: A
SPARK PLUG
29. TOUGH MINDED..
30. OBSERVANT.
31. CAPABLE.
I32. CLEAR THINKING.
33. COMPLETES ASSIGNMENTS WITHIN
ALLOWABLE TIME LIMITS.
34. EVALUATES SELF REALISTICALLY.
35? WELL INFORMED ABOUT CURRENT
PF
N
36? DELIBERATE.
37. EFFECTIVE IN DISCUSSIONS WITH
ASSOCIATES.
38. IMPLEMENTS DECISIONS REGARD-
LESS OF OWN FEELINGS.
39. THOUGHTFUL OF OTHERS.
140? WORKS WELL UNDER PRESSURE.
41 DISPLAYS JUDGEMENT.
42, GIVES CREDIT WHERE CREDIT IS,
DUE.
43? HAS DRIVE.
44. IS SECURITY CONSCIOUS.
46? HIS CRITICISM IS CONSTRUCTIVE.
47. ABLE TO INFLUENCE OTHERS.
49. DOES NOT REQUIRE STRONG AND
CONTINUOUS SUPERVISION.
50. A GOOD SUPERVISOR.
FACILITATES SMOOTH OPERATION
OF HIS OFFICE.
E HIS OUTSTANDING STRENGTHS?
A. AR
B. WHAT ARE HIS ND WEAKNESSES?
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mi.tled
SECTION V
Approved For Release 2000/08/16 : CIA-RDP82-
200 1-
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 (When Filled In)
INDICATE T A A T N F 4 O??k 00020041-2
C
D . DO YOU FEEL THAT HE REQUIRES CLOSE SUPERVISION? I I N o Y IF YES. WHY?
E. WHAT TRAINING DO YOU RECOMMEND FOR THIS INDIVIDUAL?
F. OTHER COMMENTS (Indicate here general traits, specific habits or characteristics not covered elsewhere in the
report but which have a bearing on effective utilization of this person):
SECTION
-
Read all descriptions before rating. Place " X " in the most appropriate box under subsections A,B,C,&D
A. DIRECTIONS: Consider only the skill with which the
C. DIRECTIONS: Based upon whathe has said, his actions,
erson has performed the duties of his job and rate
and any other indications, give your opinion of this
p
person's attitude toward the agency.
him accordingly.
DOES NOT PERFORM DUTIES ADEQUATELYs HE IS
1
1. HAS AN ANTAGONISTIC ATTITUDE TOWARD THE AGENCY
.
..WILL DEFINITELY LEAVE THE AGENCY AT THE FIRST
INCOMPETENT.
O 2. BARELY ADEQUATE IN PERFORMANCE' ALTHOUGH HE
OPPORTUNITY.
HAS STRONG NEGATIVE ATTITUDE TOWARD AGENCY...
--
HAS HAD SPECIFIC GUIDANCE OR TRAINING. HE:
I 2.
IRKED BY RESTRICTIONS...REGARD5 AGENCY AS A
OFTEN FAILS TO CARRY OUT RESPONSIBILITIES
TEMPORARY STOP UNTIL HE CAN GET SOMETHING
COMPETENTLY.
3. PERFORMS MOST OF HIS DUTIES ACCEPTABLY: OCCA?
BETTER. ATTITUDE TOWARD
TENDS TO HAVE AN UNFAVORABLE
SIONALLY REVEALS SOME AREA OF WEAKNESS.
-
3.
BOTHERED BY MINOR FRUSTRATIONS..
THE AGENCY
r
~
4. PERFORMS DUTIES IN A TYPICALLY COMPETENT.
.,.
WILL QUIT IF THESE CONTINUE.
EFFECTIVE MANNER.
A FINE PERFORMANCE, CARRIES OUT MANY OF HIS
I
4. HIS ATTITUDE TOWARD THE AGENCY IS INDIFFERENT
LD LEAVE IF
WO
~ 5.
U
. HAS " WAIT AND SEE" ATTITUDE..
RESPONSIBILITIES EXCEPTIONALLY WELL.
SOMEONE OFFERED HIM SOMETHING BETTER.
6. PERFORMS HIS DUTIES IN SUCH AN OUTSTANDING
Y
TOWARD
TENDS FAVORABLE
5
G
NC
MANNER THAT HE IS EQUALLED BY FEW OTHER PER-
?
Y
DOA
E
UDEO
SONS KNOWN TO THE RATER.
WORKING FOR AGENCY..THINKS IN TERMS OF A CA-
IS THIS INDIVIDUAL BETTER QUALIFIED FOR WORK IN SOME
REER IN THE AGENCY.
OTHER AREA? 0 NO J YES. IF YES. WHAT?
DEFINITELY HAS FAVORABLE ATTITUDE TOWARD THE
6.
AGENCY.. BARRING AN UNEXPECTED OUTSIDE OPPOR-
TUNITY. WILL PROBABLY ENDEAVOR TO MAKE A
CAREER IN THE AGENCY.
7. HAS AN ENTHUSIASTIC ATTITUDE TOWARD THE AGENCY
..WILL PROBABLY NEVER CONSIDER WORKING ANY
PLACE BUT IN THE AGENCY.
B. DIRECTIONS: Considering others of this person's grade
O. DIRECTIONS: Consider everything you know about this
and type of assignment, how would you rate him on
person im making your rating.. skill in job duties,
potentiality for assumption of greater responsibili-
conduct on the job, personal characteristics or
ties normally indicated by promotion.
habits, and special defects or talents.
1. HAS REACHED THE HIGHEST GRADE LEVEL AT WHICH
I. DEFINITELY UNSUITABLE HE SHOULD BE SEPARATED.
SATISFACTORY PERFORMANCE CAN BE EXPECTED.
GRE BUT NEEDS MORE TIME IN
P
OF DOUBTFUL SUITABILITY.. WOULD NOT HAVE AC-
RO
2. IS MAKING
PRESENT GRADE BEFORE PROMOTION TO A HIGHER
CEP TED HIM IF I HAD=KNOWN WHAT I KNOW NOW.
GRADE CAN BE RECOMMENDED.
3. A BARELY ACCEPTABLE EMPLOYEE..DEFINITELY BELOW
3. IS READY TO TAKE ON RESPONSIBILITIES OF THE
AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY
NEXT HIGHER GRADE. BUT MAY NEED TRAINING IN
OUTSTANDING TO WARRANT HIS SEPARATION.
4. A TYPICAL EMPLOYEE._.HE DISPLAYS THE SAME SUITA?
SOME AREAS.
4. WILL PROBABLY ADJUST QUICKLY TO THE MORE
L- J
BILITY AS MOST OF THE PEOPLE I KNOW IN THE
RESPONSIBLE DUTIES OF THE NEXT HIGHER GRADE.
E LEVEL OF THE NEXT
T
AGENCY.
5. A FINE EMPLOYEE - HAS SOME OUTSTANDING
H
C 5. IS ALREADY PERFORMING AT
STRENGTHS
HIGHER GRADE.
EPTIONAL PERSON WHO IS ONE OF THE FEW
.
6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE
Q 6. AN EXC
REQUIREMENTS OF THE" AGENCY.
WHO SHOULD BE CONSIDERED FOR RAPID ADVANCE-
EXCELLED BY ONLY A-FEW IN SUITABILITY FOR WORK
MENT.
J 7.
I
__
IN THE AGENCY.
Approved For Release
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SECRET