[104-10194-10019.pdf — page 102]
# FITNESS REPORTSECRETSECTION A1. NAME Richardson,2. DATE OF BIRTH 20 Jan 19243. SEX M4. GRADE GS-155. SO D6. OFFICIAL POSITION TITLE Ops. Officer7. OFF. DIV. OR OF ASSIGNMENT DCP/E/France8. CURRENT STATION Paris9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARYCAREER PROVISIONAL (See instructions - Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL (Specify):REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P. 31 May 196412. REPORTING PERIOD (From- to-) 1 April 1962 - 31 March 1964SECTION 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. 1Finding, cultivating unwittingly and assessing new target personalities among Soviet scientists, engineers and other technical specialists.RATING LETTERSSPECIFIC DUTY NO. 2Continuing the assessment and unwitting development of established targets in the same category.RATING LETTERSSPECIFIC DUTY NO. 3Development of similar leads on target personalities from other denied areas; making recruitments outside base country.RATING LETTERSSPECIFIC DUTY NO. 4Development and assessment of technical personalities of interest in internal (domestic) programs.RATING LETTER3SPECIFIC DUTY NO. 5Managing and directing cover company's foreign bureau and its assets to strengthen own cover and diversify access for KUTULE, KUWOLF and KUDESK purposes.RATING LETTER0SPECIFIC DUTY NO. 6Researching, writing and editing own and others' material published by cover company to strengthen cover and diversify access for KUDOVE operational purposes.RATING LETTER0OVERALL PERFORMANCE IN CURRENT POSITIONTake 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 LETTERS26 JUN 1964FORM 45 OBSOLETE PREVIOUS EDITIONS.