[104-10194-10012.pdf — page 233]
# SECRETOFFICE OF PERSONNELDIRECTIONSa. State in the spaces below up to six of the more important SPECIFIC duties performed during this rating period.Place the most important first. Do not include minor or unimportant duties.b. Rate performance on each specific duties ONLY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise a secretary be rated as a specific duty (do not rate as supervisors those who supervise a secretary)d. Compare in your mind, when possible, the individual being rated with others performing the same duty at a similar level of responsibility.e. Two individuals with the same duties 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 BRIEFINGHAS AND USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATA8. 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.| DESCRIPTIVE RATING NUMBER |                                                      || ------------------------- | ---------------------------------------------------- || 1                         | INCOMPETENT IN THE PERFORMANCE OF THIS DUTY          || 2                         | BARELY ADEQUATE 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             || 6                         | PERFORMS THIS DUTY IN AN OUTSTANDING MANNER          || 7                         | EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY |Supervising and managing a Resident Agency.| RATING NUMBER | SPECIFIC DUTY NO. 4 Cultivation of contact to develop trust and confidence in both the Agency and the C/S himself. || ------------- | ------------------------------------------------------------------------------------------------------------------ || 6             |                                                                                                                    |Exploitation of sources' complete intelligence potential by debriefing thoroughly.| RATING NUMBER | SPECIFIC DUTY NO. 5 Keeps informed on foreign situations & intelligence requirements in order to better orient and-exploit-sources. || ------------- | ----------------------------------------------------------------------------------------------------------------------------------- || 6             |                                                                                                                                     |Writing reports clearly and concisely without coloring.| RATING NUMBER | SPECIFIC DUTY NO.6 Searches for and develops new sources. || ------------- | --------------------------------------------------------- || 7             |                                                           |3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.An exceptional employee who has demonstrated his ability to perform all duties of a Resident Agent in an outstanding and exceptional manner. His many years of varied experiences in intelligence work has made him a well-rounded officer, extremely well qualified for his present work.SECTION D.SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: 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.| RATING NUMBER |                                                                                                                      || ------------- | -------------------------------------------------------------------------------------------------------------------- || 1             | DEFINITELY UNSUITABLE HE SHOULD BE SEPARATED                                                                         || 2             | OF DOUBTFUL SUITABILITY. SHOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW                                 || 3             | A BARELY ACCEPTABLE EMPLOYEE BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO BARRASS 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                                                   || 6             |                                                                                                                      |IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?SECRET