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# SECRET(When Filled In)# FITNESS REPORT**SECTION A GENERAL**1. NAME EMPLOYER SERIAL NUMBER056361(Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SOHICKS CALVIN W. 18 Nov 1924 M GS-13 D6. OFFICIAL POSITION TITLE 7. OFF DIV/BR OF ASSIGNMENT 8. CURRENT STATION   WATCH OFFICER FI/INT/IW Hos.9. CHECK (x) TYPE OP APPOINTMENT 10. CHECK (X) TYPE OF REPORT   X CAREER RESERVE TEMPORARY INITIAL X REASSIGNMENT SUPERVISOR   CAREER-PROVISIONAL (See Instructions Section C) ANNUAL REASSIGNMENT EMPLOYEE   SPECIAL (Specify): SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)31 January 1968 5 JUNE 1967-12 NOVEMBER 1967**SECTION B PERFORMANCE EVALUATION**W - Worse Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires 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.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Superior 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 PREPARES TD DISSEMINATIONS FROM CABLED FIELD INFORMATION REPORTS RATINGAND RELEASES THEM TO THE U.S. INTELLIGENCE COMMUNITY FOR THE CLANDESTINE SERV- LETTERICES, EXPEDITING THEIR DELIVERY BY ELECTRICAL TRANSMISSION WHEN APPROPRIATE. PSPECIFIC DUTY NO. 2 RELEASES JBHURRIED CABLES AS DISSEMINATIONS TO THE INTELLIGENCE RATINGCOMMUNITY, INTERPRETING BROAD INSTRUCTIONS FROM FI/D ON VARIOUS CATEGORIES OF LETTERCABLES DISSEMINATED. PSPECIFIC DUTY NO. 3 CONSULTS WITH AREA DIVISION OFFICERS DURING OFF-DUTY HOURS, AS RATINGNECESSARY, TO INSURE ADEQUATE PROTECTION OF SOURCES AND METHODS WITH MINIMUM LETTERIMPAIRMENT TO THE VALUE OF THE INFORMATION REACHING POLICY LEVELS. PSPECIFIC DUTY NO. 4 ADVISES AND ASSISTS AREA DIVISION OFFICERS DURING OFF-DUTY HOURS RATINGIN THE PREPARATION OF TD DISSEMINATIONS BASED ON INFORMATION OTHER THAN THAT LETTERCONTAINED IN INCOMING CABLED FIELD REPORTS. PSPECIFIC DUTY NO. 5 SEEKS AND RESPONDS TO GUIDANCE CONCERNING THE MOST EFFECTIVE SERV- RATINGICING OF THE INTELLIGENCE COMMUNITY, INCLUDING THE WHITE HOUSE SITUATION ROOM, LETTERWITH CLANDESTINE SERVICES-ACQUIRED INFORMATION AND PROVIDES AFTER-HOURS ADVICEON DISSEMINATION POLICY AND PROCEDURES TO THE CSDO ON REQUEST. PSPECIFIC DUTY NO. 6 FACILITATES AND MAINTAINS GOOD WORKING RELATIONS WITH CABLE SEC- RATINGRETARIAT AT ALL LEVELS TO EXPEDITE DISSEMINATION OF SIGNIFICANT REPORTS. LETTERS28 NOV 1967 OVERALL PERFORMANCE IN CURRENT POSITION RATINGLETTERTake into account everything about the employee which influences his effectiveness in his current position such as par-formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, andparticular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, Pplace the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.FORM 45 USE PREVIOUS EDITIONS6-63SECRETGROUP 1Excluded from automaticdowngrading anddeclassification