[104-10194-10017.pdf — page 45]
# SECRET![document cover]# FITNESS REPORT## GENERAL**SECTION A**1.  NAME:    *   (Last) VITALE    *   (First) Guy2.  DATE OF BIRTH: 16 Oct 173.  SEX: M4.  GRADE: GS-085.  SD: D6.  OFFICIAL POSITION TITLE: Intell Asst7.  OFF. DIV. OR OF ASSIGNMENT: DDP/WH/COG8.  CURRENT STATION: Washlugton9.  CHECK (X) TYPE OF APPOINTMENT    *   CAREER    *   RESERVE    *   TEMPORARY    *   CAREER-PROVISIONAL (See instructions - Section C)    *   SPECIAL (Specify):10. CHECK (X) TYPE OF REPORT    *   INITIAL    *   ANNUAL    *   SPECIAL (Specify):    *   REASSIGNMENT S/UPERVISON    *   REASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From-to): 1 July 1966 - 30 June 1967**SECTION B PERFORMANCE EVALUATION**W - WeakPerformance 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 of to separation. Describe action taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance 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 DUTIES**List 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. 1Maintains project and agent 201 files for the Branch's paramilitary program.| RATING LETTER || ------------- || S             |SPECIFIC DUTY NO. 2Locates and maintains material for use in briefings and in the conduct of liaison with other government agencies.| RATING LETTER || ------------- || A             |SPECIFIC DUTY NO. 3Aids in conducting name traces and in processing operational clearances.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 4As Branch Records Officer, insures compliance with CS records directives, including authorization for destruction of CS documents.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 5Assists in conduct of input to Cuban I.S. Machine Records Program.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 6![date]**OVERALL PERFORMANCE IN CURRENT POSITION**Take into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or 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.| RATING LETTER || ------------- || P             |FORM 45 USE PREVIOUS EDITIONSSECRET