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# SECRET(When Filled In)# FITNESS REPORTSECTION A1. NAME Richardson, Eugene General2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   20 Jan. 1924 M 15 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/OR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer DDP/WE/French Paris9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   CAREER TEMPORARY INITIAL REASSIGNMENT SUPERVISOR   RESERVE X ANNUAL X REASSIGNMENT EMPLOYEE   CAREER-PROVISIONAL (See instructions - Section C) SPECIAL (Specify):   SPECIAL (Specify): 12. REPORTING PERIOD (From- to-)11. DATE REPORT DUE IN O.P. 1 April 1964 - 2 June 1965SECTION B PERFORMANCE EVALUATIONW- Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires 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 Section C.A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P- Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.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 letter 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 employees supervised).SPECIFIC DUTY NO. 1 Contact, cultivation and assessment of, and collection of bio- RATINGgraphic and operational intelligence on Soviet scientific and technical targets, LETTERand on other Soviets and other nationalities to whom he has access through his 0cover.SPECIFIC DUTY NO. 2 Spotting and assessment of potential operational assets to be RATINGused against the targets specified under Specific Duty No. 1. LETTERSSPECIFIC DUTY NO. 3 Execution of operational assignments as directed by Hqs and field RATINGstations concerned, whether of a KUTUBE, KUWOLF or KUDESK nature. LETTER0SPECIFIC DUTY NO. 4 Preparation or acquisition of cover firm written material as RATINGoperational information to increase his access and flexibility in furtherance of LETTERSpecific Duties Nos. 1 through 3. 0SPECIFIC DUTY NO. 5 Planning, directing and managing overseas bureau of cover firm, RATINGwith emphasis on exploitation of the cover to meet operational requirements. LETTER0SPECIFIC DUTY NO. 6 RATINGLETTERPOSTED ONBK OF-4bJUL 1965OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per-formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, andparticular limitations of talents. Based on your knowledge of employee's overall performance during the rating period,place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.30 JUN 1965FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRETRATINGLETTER0*