[104-10194-10026.pdf — page 176]
# SECRETRATINGS ON PERFORMANCE OF SPECIFIC DUTIES**DIRECTIONS:**a. State in the spaces below up to six of the more important SPECIFIC duties performed by the individual. Place the most important first.b. Rate performance on each specific duty as to 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.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 job 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 BRIEFINGWAS AND USES AREA KNOWLEDGEGIVING LECTURESDEVELOPS NEW PROGRAMSCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSWRITING TECHNICAL REPORTSMANAGES FILESCONDUCTING EXTERNAL LIAISONOPERATES RADIOTYPINGCOORDINATES WITH OTHER OFFICESTAKING DICTATIONDRIVES TRUCKSUPERVISINGWRITES REGULATIONSTRANSLATES GERMANMAINTAINS AIR CONDITIONINGPREPARES CORRESPONDENCEBRIEFING SOURCESEVALUATES SIGNIFICANCE OF DATAKEEPS BOOKSFor 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 DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3. PERFORMS THIS DUTY ACCEPTABLY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOB6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY| SPECIFIC DUTY NO. 1          | RATING NUMBER | SPECIFIC DUTY NO. 4         | RATING NUMBER || ---------------------------- | ------------- | --------------------------- | ------------- || Supervises KUCAGE projects   | 4             | Supervises staff agents     | 4             || SPECIFIC DUTY NO. 2          | RATING NUMBER | SPECIFIC DUTY NO. 5         | RATING NUMBER || Develops new KUCAGE programs | 4             | Spots and develops contacts | 4             || SPECIFIC DUTY NO. 3          | RATING NUMBER | SPECIFIC DUTY NO. 6         | RATING NUMBER || Has and uses Area Knowledge  | 5             | Prepares progress reports   | 4             |3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCE**DIRECTIONS:** Stress strengths and weaknesses, particularly those which affect development on present job.This officer has ability, talent, area knowledge, understanding of the people and experience in his field. In the initial six months covered by this report he has adjusted remarkably well to a difficult cover situation with a minimum of station support and guidance.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 SEPARATED2. OF DOUBTFUL SUITABILITY - WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3. A BARELY ACCEPTABLE EMPLOYEE. BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5. A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7. EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION| RATING NUMBER | 6   || ------------- | --- |IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION? YES NO IF YES, EXPLAIN FULLYSECRET