[104-10194-10014.pdf — page 143]
SECRET# RATINGS ON PERFORMANCE OF SPECIFIC DUTIES(When Filled In)**DIRECTIONS:**a. State in the spaces below up to six of the more important SPECIFIC dut OFFICE, docising this rating period.Place the most important first. Do not include minor of unimportant duties.b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.c. For supy. 169 Rated opu.ifir wuiy (do not rate as supervisors thos who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated Dec 12, PH the same duty at a similar 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 BRIEFING*   RAS. AND USES AREA KNOWLEDGE*   MAIL RIOTS INTERROGATIONS*   GIVING LECTURES*   DEVELOPS NEW PROGRAMS*   PREPARES SUNVARIES*   CONDUCTING SEMINARS*   ANALYZES INDUSTRIAL REPORTS*   TRANSLATES GERMAN*   WRITING TECHNICAL REPORTS*   MANAGES FILES*   DERRIEFING SOURCES*   CONDUCTING EXTERNAL LIAISON*   OPERATES RADIO*   KEEPS BOOKS*   TYPING*   COORDINATES WITH OTHER OFFICES*   DRIVES TRUCK*   TAKING DICTATION*   WRITES REGULATIONS*   MAINTAINS AIR CONDITIONING*   SUPERVISING*   PREPARES CORRESPONDENCE*   EVALUATES 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 DUTY                                     | 6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER FOUND IN VERY FER INDIVIDUALS HOLDING SIMI. LAR JOBS || 2 - BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY                                 | 7 - EXCEL'S ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY                                            || 3 - PERFORMS THIS DUTY ACCEPTABLY                                                   |                                                                                                      || 4 - PERFORMS THIS DUTY IN A COMPETENT MANNER                                        |                                                                                                      || 5 - PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOB |                                                                                                      |SPECIFIC DUTY NO. 1RATINGNUMBERSUPERVISING6SPECIFIC DUTY NO. 2RATINGNUMBERCOMPREHENSION OFINVESTIGATIVE PROBLEMS6SPECIFIC DUTY NO. 4RATINGNUMBERCOORDINATES WITHOTHER OFFICES6SPECIFIC DUTY NO. 5RATINGNUMBERDEVELOPS NEW PROGRAMS5SPECIFIC DUTY NO. 3RATINGNUMBEREVALUATES SIGNIFICANCEOF DATA6SPECIFIC DUTY NO. 6RATINGNUMBERPREPARES CORRESPONDENCE63. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE**DIRECTIONS:** Stress strengths and weaknesses, particularly those which affect development on present job.Mr. O'Connell is a versatile, intelligent employee who always promptly accepts and discharges his responsibilities willingly. He is an experienced, able investigator and a capable supervisor. He has no significant weaknesses.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 SEPARATED                                                                         || 2 - OF DOUBTFUL SUITABILITY... COULD NOT HAVE ACCEPTED HIM IF I HAD KNOW WHAT I KNOW NOW                                  || 3 - BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION || 4 - OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION                                                     || 5 - A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS                                                                      || 6 - AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION                                           || 7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION                                                    |RATINGNUMBER6IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?EXPLAIN FULLY:[ ] YES [X] NO. IF YES.SECRET