[104-10194-10001.pdf — page 98]
SECRETFITNESS REPORT (Part II) POTENTIALINSTRUCTIONSFOR THE AIMINISTRATIVE OFFICER: Consult current instructions for completing this report.FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career management and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the rated employee. It is recommended that you read the entire report before completing any question. This report is to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 90 days, hold and complete after the 90 days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be completed and forwarded to the no later than 30 days after the due date indicated in item 8 of Section “E” below.SECTION E.1. NAME(Last)TARASOFF(First)Boris(Middle)D.2. DATE OF BIRTH2 Nov 19083. SEXM4. SERVICE DESIGNATIONSD-OD5. OFFICE DIVISION/BRANCH OF ASSIGNMENT00/FDD/USSR Branch6. OFFICIAL POSITION TITLEForeign Documents Officer7. GRADEGS-78. DATE REPORT DUE IN OP11 Dec 19569. PERIOD COVERED BY THIS REPORT (Inclusive dates)June 1956 - 20 Nov 5610. TYPE OF REPORT    (Check one)INITIALSECTION F.1. FOR THE RATERA. THIS DATE4 Dec 562. FOR THE REVIEWING OFFICIAL:A. THIS DATE10 Dec 1956CERTIFICATIONI CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATEDB. TYPED OR PRINTED NAME BY SIGNATURE OF SUPERVISOR C. SUPERVISOR'S OFFICIAL TITLERosamund E. Deutsch Rosamund E. Deutsch Chief, Industrial Section, USSR BranchI HAVE REVIEWED THIS REPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMORANDUMA. TYPED OR PRINTED NAME AND SIGNATURE OF REVIEWING OFFICIAL B. OFFICIAL TITLE OF REVIEWING OFFICIALTalbot Bielefeldt Talbot Bielefeldt Chief, USSR BranchSECTION G.1. POTENTIAL TO ASSUME GREATER RESPONSIBILITIESDIRECTIONS: Considering others of his grade and type of assignment, rate the employee's potential to assume greater responsibilities. Think in terms of the kind of responsibility encountered at the various levels in his kind of work.1. ALREADY ABOVE THE LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED2. HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED3. MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES4. READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES5. WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING6. ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL7. AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER LEVEL RESPONSIBILITIESRating Number32. SUPERVISORY POTENTIALDIRECTIONS: Answer this question: Has this person the ability to be a supervisor? Yes NoIf your answer is YES, indicate below your opinion or guess of the level of supervisory ability this person will reach AFTER SUITABLE TRAINING. Indicate your opinion by placing the number of the descriptive rating below which comes closest to expressing your opinion in the appropriate column. If your rating is based on observing him supervise, note your rating in the “actual” column. If based on opinion of his potential, note the rating in the “potential” column.0. HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION1. BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION2. BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION3. BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION| ACTUAL | POTENTIAL |                                                                                       DESCRIPTIVE SITUATION                                                                                        || :----: | :-------: | :------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------: ||   0    |     0     | A GROUP DOING THE BASIC JOB (track drivers, stenographers, technicians or professional specialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line supervisor) ||   0    |     0     |                                                             A GROUP OF SUPERVISORS WHO DIRECT THE BASIC JOB (Second line supervisors)                                                              ||   0    |     0     |                                    A GROUP. WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE FOR MAJOR PLANS, ORGANIZATION AND POLICY (Executive level)                                     ||   0    |     0     |                                                                      WHEN CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT                                                                      ||   0    |     0     |                                                         WHEN IMMEDIATE SUBORDINATES’ ACTIVITIES ARE DIVERSE AND NEED CAREFUL COORDINATION                                                          ||   0    |     0     |                                                                  WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX                                                                   |For the reasons stated on the Performance Report, I feel it is not possible to make a fair estimate of his supervisory potential at this time.FORM NO. 45 (Part II) REPLACES PREVIOUS EDITIONS OF FORMS 45 AND 45A WHICH ARE OBSOLETE. SECRET Potential