[104-10193-10069.pdf — page 29]
# SECRET## RATINGS ON PERFORMANCE OF SPECIFIC DUTIES**DIRECTIONS:**a. State in the spaces below up to six of the more important SPECIFIC DUTIES for 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 (do not rate as supervisor those who supervise a secretary only).c. For supervisors, ability to supervise will always be rated as a specific dutyd. Compare in your mind, when possible, the individual being rated to an individual being rated to the same level of responsibility.e. Two individuals with the same 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 BRIEFINGHAS AND USES AREA KNOWLEDGEMAIL ROOMCONDUCTS INTERROGATIONSGIVING LECTURESDEVFLOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEVINARSANALYZES INDUSTRIAL REPORTSTRANSLATES. GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONBRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAg. 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 DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3. PERFORMS THIS DUTY ACCEPTABLY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER   FOUND IN VERY FER INDIVIDUALS HOLDING SIMI- LAR JOBS7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTYDESCRIPTIVERATINGNUMBERSPECIFIC DUTY NO. 1Management of domestic field officeRATINGNUMBER6SPECIFIC DUTY NO. 4Obtaining the effective support of non-governmental sources and contacts in his areaSPECIFIC DUTY NO. 2Analysis of assigned area for intelligence potentialRATINGNUMBER6SPECIFIC DUTY NO. 5Liaison with Federal and local agencies and officials in his areaSPECIFIC DUTY NO. 3The planning and carrying out of effective intelligence collectionRATINGNUMBER6SPECIFIC DUTY NO. 6Support of other elements of CIA in his areaRATINGNUMBER6RATINGNUMBER4RATINGNUMBER33. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE**DIRECTIONS:** Stress strengths and weaknesses, particularly those which affect development on present job.Subject possesses complete integrity and thorough knowledge of his area. He has the ability to assess the potential of sources and to obtain their full cooperation. He is inclined toward à legalistic approach which renders him somewhat less than receptive to new ideas and methods, particularly where understanding support of the clandestine services is required. This conservatizm is to a degree an asset in the area and the duties to which he is assigned but could be undesirable in some other assignments.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, Compare him with others doing similar work of about the same level.1. DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED2. OF DOUBTFUL SUITABILITY...WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN THAT I KNOW NON3. A BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5. A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7. EXCELLED BY ONLY A FER IN SUITABILITY FOR WORK THE ORGANIZATIONRATINGNUMBER6IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?[X] YES.EXPLAIN FULLY:SECRET