[104-10193-10079.pdf — page 104]
# SECRETFITNESS REPORT## GENERAL**EMPLOYEE SERIAL NUMBER**057303**SECTION A**1.  **NAME**    GOODPASTURE ANN L.2.  **DATE OF BIRTH** 11/28/183.  **SEX** F4.  **GRADE** 135.  **SO** D6.  **OFFICIAL POSITION TITLE**    Ops Officer7.  **OFF/DIV/BR. OF ASSIGNMENT** DDP/CI/OPS8.  **CURRENT STATION** Washington, D.C.9.  **CHECK (X) TYPE OF APPOINTMENT**X CAREERTEMPORARY RESERVECAREER-PROVISIONALSPECIAL10. **CHECK (X) TYPE OF REPORT**X ANNUALINITIALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL11. **DATE REPORT DUE IN O.P.** 30 November 197112. **REPORTING PERIOD** 18 October 1970 - 31 October 1971**SECTION B. PERFORMANCE EVALUATION**U-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and 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.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.S-Strong Performance is characterized by exceptional proficiency.O-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.**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 supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1 Monitors all operational correspondence from the Far East Division Stations for counterintelligence leads and evidence of hostile espionage operations.SPECIFIC DUTY NO. 2 Reviews field project outlines for evidence of penetrations, provocations, or foreign intelligence relationships. Advises Headquarters officers in preparation of security reviews. Represents CI Staff at DDP project review meetings when the Alternate Headquarters case officer to the Chief, CIOPS/FE for sensitive Prescribed and Limited Distribution counterintelligence projects handled by CI Staff.SPECIFIC DUTY NO. 4 Coordinates cables and dispatches from FE Division Headquarters to field stations on CI cases and agent clearances.SPECIFIC DUTY NO. 5 Maintains background files for use in consultation with FE Division officers on CI problems.SPECIFIC DUTY NO. 6 Prepares for Chief, CI, summaries of counterintelligence incidents which suddenly develop such as arrests, defections, and newspaper exposures.**OVERALL PERFORMANCE IN CURRENT POSITION**Take into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.SECRETReviewed by OP/SPD/PPB