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# SECRET(Ben Filled in)# FITNESS REPORTEMPLOYEE SERIAL NUMBER056361## SECTION A1. NAME(Last) HICKS (First) CALVIN (Middle) W2. DATE OF BIRTH 3 NOV 19243. SEX M4. GRADE GS-135. SD D6. OFFICIAL POSITION TITLE   WATCH OFFICER7. OFF/DIV/BR OF ASSIGNMENT DDP/FI/INT/IW8. CURRENT STATION HEADQUARTERS9. CHECK [X] TYPE OF APPOINTMENT   X CAREER RESERVE TEMPORARY   CAREER PROVISIONAL (See Instructions - Section C)   SPECIAL (Specify)10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    X ANNUAL REASSIGNMENT EMPLOYEE    SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 31 JANUARY 197012. REPORTING PERIOD (From-To) 13 AUGUST - 31 DECEMBER 1969## SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the actioncould 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 actionstaken 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 similarwork as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).NOTE: THERE IS NOTHING IN THE CHECK LIST OF FUNCTIONS (CSI-20-24) LETTERWHICH ADEQUATELY COVERS MR. HICKS. THE CLOSEST IS REPORTS OFFICER ACTIVITIES(DD10). HIS SPECIFIC DUTIES ARE:SPEC. DUTY NO.1--PREPARES TD DISSEMINATIONS FROM CABLED FIELD INFORMATION REPORTSAND RELEASES THEM TO U.S. INTELLIGENCE COMMUNITY, EXPEDITING THEIRDELIVERY BY ELECTRICAL TRANSMISSION WHEN APPROPRIATE.RATINGLETTERSSPEC. DUTY. No.2--RELEASES JBHURRIED CABLES AS DISSEMINATIONS TO INTEL. COMMUNITY,INTERPRETING BROAD FI/D INSTRUCTIONS ON VARIOUS CATEGORIES OF CABLES DISSEMINATED.RATINGLETTERPSPECIFIC DUTY NO. 3--CONSULTS WITH AREA DIVISION OFFICERS DURING OFF-DUTY HOURS, ASNECESSARY, TO INSURE ADEQUATE PROTECTION OF SOURCES AND METHODS WITH MINIMUMIMPAIRMENT TO THE VALUE OF THE INFORMATION REACHING POLICY LEVELS.RATINGLETTERSSPECIFIC DUTY NO. 4--ADVISES AND ASSISTS AREA DIVISION OFFICERS DURING OFF-DUTY HOURSIN THE PREPARATION OF TD DISSEMINATIONS BASED ON INFORMATION OTHER THAN THAT CON-TAINED IN INCOMING CABLED FIELD INFORMATION REPORTS.RATINGLETTERPSPECIFIC DUTY NO. 5--SEEKS AND RESPONDS TO GUIDANCE CONCERNING THE MOST EFFECTIVESERVICING OF THE INTEL. COMMUNITY, INCLUDING THE WHITE HOUSE SITUATION ROOM, WITHCLANDESTINE SERVICE-ACQUIRED INFORMATION AND PROVIDES AFTER-HOURS ADVICE ON DIS-SEMINATION POLICY AND PROCEDURES TO THE CS/DO ON REQUEST.RATINGLETTERSSPECIFIC DUTY NO. 6--FACILITATES AND MAINTAINS GOOD WORKING RELATIONS WITH CABLESECRETARIAT AND SIGNAL CENTER AT ALL LEVELS TO EXPEDITE DISSEMINATION OF SIGNI-FICANT REPORTS.RATINGLETTERS28 JAN 1975OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per-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,place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERSFORM 45 -OBSOLETE PREVIOUS EDITIONSSECRET