[104-10194-10019.pdf — page 80]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER006102SECTION A GENERAL1. NAME Richards2. DATE OF BIRTH 20 Jan 243. SEX M4. GRADE GS-155. SO D6. OFFICIAL POSITION TITLE Ops Off7. OFF/DIV/BR OF ASSIGNMENT DDP/EUR8. CURRENT STATION Paris9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORTCAREER-PROVISIONALSPECIAL (Specify):INITIALX REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEEANNUALSPECIAL (Specify):11. DATE REPORT DUE IN O.P. 31 May 197112. REPORTING PERIO0 1 April 1970 to 31 March 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 taken or proposed in Sechen C.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions token 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 lotter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employee supervised).SPECIFIC DUTY NO. 1Gained full-time employment as a senior executive of a foreign scientific publication for the purpose of further developing access to Station targets and appreciably lowering the overall cost of the operations in which he is involved.RATINGLETTEROSPECIFIC DUTY NO. 2Uses his cover to gain access to MILIARSH personnel and spot leads on eventual access and support-type assets directed against the local MHHARSH and TPFAST targets.RATINGLETTERSSPECIFIC DUTY NO. 3.Develops and assesses MHARSH officials with whom he has made contact as well as access prospects to the local MHHARSH and TPFAST targets.RATINGLETTERPSPECIFIC DUTY NO. 4Responds to various Station requirements including investigative work.HATINGLETTERSSPECIFIC DUTY NO. 5Reports on the above activities.RATINGLETTERPSPECIFIC DUTY NO. 6OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the omployee which influences his offectiveness in his current position such as pér formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations ons or talents. Based on your knowledge of employee's overall performance port during the rating period, place the letter in the rating box correspanding to the statement which most accurately reflects his lovel of performance.RATINGLETTERSFORM 45 OBSOLETE PREVIOUS COTIONSSECRET