[104-10193-10077.pdf — page 94]
SECRETFITNESS REPORTSECTION A1. NAME   HICKS CALVIN W.2. DATE OF BIRTH 3. SEX 4. GRADE   S NOV 24 M GS-136. OFFICIAL POSITION TITLE 7. OFF: DIV/BR OF ASSIGNMENT 8. CURRENT STATION   WATCH OFFICER DDP/FL/INT/IW HQS9. CHECK (X) TYPE OF APPOINTMENT 1,10. CHECK (X) TYPE OF REPORT   CAREER TEMPORARY INITIAL REASSIGNMENT SUPERVISOR   ANNUAL REASSIGNMENT EMPLOYEE   CAREER-PROVISIONAL   SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 14. REPORTING PERIOD (From - to)    30 NOV 1971 1 JAN - 31 OCT 1971SECTION B PERFORMANCE EVALUATIONU-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 token 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 DUTIESList 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 offectiveness in performance of that duty. All employees with supervisory responsibilities MUST bepred on their ability to supervise (indicate number of employees supervised).xxxxxxxxxxxxxx' /NOTE;-D010 IS THE CLOSEST QUALIFICATION CODE TO DESCRIBE THE WORK OF A WATCH OFFICER/1: PREPARE'S TD DISSEMS FROM INTEL CABLES AND RELEASES THEM TO THE U.S. INTEL COMMUNITY FOR THE CS EXPEDITING THEIR DELIVERY BY ELECTRICAL TRANSMISSION WHEN APPROPRIATE. ALSO DISSEMS CERTAIN FI/D. CABLES2: CONSULTS WITH AREA DIVISION OFFICERS, AS NECESSARY IN HIS JUDGMENT; REGARDING DISSEMINABILITY OF THE INFO AND TO INSURE ADEQUATE PROTECTION OF SOURCES AND METHODS WITH MINIMUM IMPAIRMENT TO INFO REACHING POLICY LEVELS.REVIEWS SUPDATA AND AUTHENTICATION STATEMENT IN INTEL CABLES AND DELETES ANY SENSITIVE OPERATIONAL DATA BEFORE ANY DISTRIBUTION IS MADE. EFFECTS DISTRIBUTION OF THE DELETED PORTION WITHIN THE DDP ON A STRICT NEED TO KNOW BASIS.KEEPS CURRENT ON THE GENERAL AND SPECIAL REQUIREMENTS OF CUSTOMER AGENCIES INCLUDING THE WHITE HOUSE FOR CABLED INFO, I.E., INFO ON NARCOTICS, HIJACKING, PROTECTION OF U.S. AND FOREIGN DIGNITARIES, ETC.AFTER HOURS, GRANTS CLEARANCES (IN CONSULTATION WITH RESPONSIBLE AREA DIVISION) FOR THE USE OF DISSEMED CS INFORMATION IN FINISHED INTEL PÚBLICA-TIONS IN A MANNER DENIED BY DISSEMINATION CONTROLS.MAINTAINS GOOD WORKING RELATIONS NOT ONLY WITH DDP AREA DIVISIONS AND STAFF, BUT WITH SIGNAL CENTER AND CABLE SECRETARIAT AT ALL LEVELS TO EXPEDITE THE DISSÉM OF SIGNIFICANT REPORTS; WORKS CLOSELY WITH CSDOS AND SDOS TO KEEP ONE ANOTHER ALERT TO SIGNIFICANT EVENTSOVERALL PERFORMANCE IN CURRENT POSITIONTake 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.RATING LETTERRATING LETTERRATING LETTERRATING LETTERRATING LETTERRATING LETTERFORM 45 OBSOLETE PREVIOUS EDITIONSECRET