[104-10195-10002.pdf — page 111]
# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER006102SECTION A1. NAME(Last)CASASIH(First)Thomas(Middle)B.2. DATE OF BIRTH 3. SEX   20 Jan. 1924   M4. GRADE 5. SD   15   D6. OFFICIAL POSITION TITLE:   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT & CURRENT STATION   DDP/WE/French   Paris9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructione - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.10. CHECK (X) TYPE OF REPORTINITIALANNUALREASSIGNMENT SUPERVISORXREASSIGNMENT EMPLOYEESPECIAL (Specity):12. REPORTING PERIOD (From - To)    1 April 1964 - 2 June 1965SECTION BPERFORMANCE EVALUATIONW - 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 or to separation. Describe action taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized 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 requlcements of the work and in comporisan to the performance of others doing similar work as to warrant spécial recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which bost 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 hiscover.0SPECIFIC DUTY NO. 2 Spotting and assessment of potential operational assets to be RATINGused against the targets specified under Specific Duty No. 1. LETTER8SPECIFIC DUTY NO. 3 Execution of operational assignments as directed by Hqs and field RATINGstations concerned, whether of A KUTURE, KULE or KULDESK 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. 6RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his offectiveness in his current position such as per-formance of specific duties, productivity, conduct on job, comperativeness, pertinent personal waits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the caring period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of porformanco.FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRETRATINGLETTER0