[104-10194-10019.pdf — page 123]
# SECRET(When Filled In)## 7. RATINGS ON PERFORMANCE OF SPECIFIC DUTIES**DIRECTIONS:**a. State in the spaces below up to six of the more important SPECIFIC duties.Place the most important first: In not include minor or unimportant duties.**OFFICE OF PERSONNEL**, rating period.b. Rate performance on rach specific duty considering ONLY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise will always be rated as a specific duty (do not rate as supervisors those who supervise a secretary only).**JAN 3 11:13 AM 57**d. Compare in your mind, when possible, the individual being rated with others doing similar work of the same duty at a similer 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. Fxamples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA. KNOWLEDGRMAIL ROOMGIVING LECTURESDEVELOPS NET PROGRAMSCONDUCTING - INTERROGATIONSPREPARES SIWARIESTRANSLATES GERVAVCONDUCTING SEMINARSAVALYZES INDUSTRIAL REFORTSDERRIEFING SPACESWRITING TECHNICAL REPORTSMANAGES FILESKEEFS HOUSCONDUCTING EXTERNAL LIAISONOPERATES RADIODRIVES TRUCKTYPINGCOORDINATES SITH OTHER OFFICESMAINTAINS AIR CONDITIONINGTAKING DICTATIONWRITES REGULATIONSEVALUATES SIGNIFICANCE OF DATASUPERVISINGPREPARES CORRESPONDENCEg. 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 DUTY6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER2. BAHELY ADEQUATE IN THE PERFORMANCE OF THIS   FOUND IN VERY FEW INDIVIDUALS HOLDING SIMI-   OLSCRIPTIVE   DUTY   LAR JOBS   RATING3. PERFORMS THIS DUTY ACCEPTABLY7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF   NUMBER4. PERFORMS THIS DUTY IN A COMPETENT MANNER   THIS DUTY5. PERFORMS THIS DUTY IN SUCH A FINE MANNER   THAT HE IS A DISTINCT ASSET ON HIS J108SPECIFIC DUTY NO. 1RATINGSPECIFIC DUTY NO. 4RATINGNUMBER5SupervisingNUMBERDeputy to Branch ChiefSPECIFIC DUTY NO. 2RATINGSPECIFIC DUTY NO. 5RATINGNUMBER6Prepares correspondence ani reportsNUMBERConducts Foreign Liaison.SPECIFIC DUTY NO. 3RATINGSPECIFIC DUTY NO. 6RATINGNUMBER4Handles admin routineNUMBERPrepares and manages projects## 3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE**DIRECTIONS:** Stress strengths and weaknesses, particularly those which affect development on present job.Subject has really superb natural equipment for work in this Organization in terms of mental capacity, psychological bent and affinity for the things. and people he comes against. ile tops this off with industry and language ability among other natural aptituies. On the debit side and measured against the best, he is a bit shy of huner and persenal understanding in some situations. qualities which mitigate more against acceptability than job competence.## 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 delesis or talente....and how he fits in with your team. Compore him with others doing similar work of about the same level.1. DEFINITELY UNSUITABLE HE SHOULD BE SEPARATED2. OF DOUBTFUL SUITABILITY...MOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW3. A BARELY. ACCEPTABLE EMPLOYEE... BELON AVERAGE BUT ITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO BARRANT HIS SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I ANSE IN THE ORGANIZATION5. A FINE EMPLOYEE HAS SOME OUTSTANDING STRENGTHS6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION   RATING   77. EXCELLED BY ONLY A FEW IN SUITABILITY FOR DORS IN THE ORGANIZATION   NUMBERIS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION!YESNOIF YES.EXPLAIN FULLY:Subject is an all around performer capable of a primary, in place of his present secondary, responsibility.SECRET