[104-10195-10002.pdf — page 53]
# CONFIDENTIALOFAT-1110 219 Feb 74NOTE Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed.# FITNESS REPORT## GENERAL INFORMATION**SECTION A.**1. EMPLOYEE NUMBER1286097. OFFICIAL POSITION TITLECareer Associate10. TYPE OF APPOINTMENT2. NAME (last, First, middle)CASASIN, Thomas B.8. OFF DIV/BR OF ASSIGNMENT   DDO/EUR11. TYPE OF REPORT3. DATE OF BIRTH 4. SEX 5. GRADE & SO20 Jan 24 M GS-13 D9. CURRENT STATIONParis| CAREER |          || :----: | -------- ||   X    | CONTRACT || CAREER PROVISIONAL || :----------------: ||      SPECIAL       ||  RESERVE  || :-------: || TEMPORARY ||              ANNUAL               || :-------------------------------: || X 12. REPORTING PERIOD (From-to-) ||        1 Jan 73-31 Dec 73         || 21-MONTH || :------: || SPECIAL  ||          30-MONTH          || :------------------------: || 13. DATE REPORT DUE IN OP. ||      28 February 1974      |# PERFORMANCE EVALUATION**SECTION B**U-UnsatisfactoryM-MarginalP-ProficientS-StrongPerformance is unacceptable. A rating in this category requires immediate and 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.Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.Performance is satisfactory. Desired results are being produced in the manner expected.Performance is character-zed by exceptional proficience.Performance is 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. 1Maintenance of effective NOC status and functioning as a WOMACE officer in this situation.RATING LETTER0SPECIFIC DUTY NO. 2Exploits his natural access to Soviet personnel for operational needs.RATING LETTERPSPECIFIC DUTY NO. 3Exploits his wide range of contacts inside and outside his cover organization for operational purposes.RATING LETTERPSPECIFIC DUTY NO. 4Makes imaginative use of cover position to meet Chinese officials at international conferences.RATING LETTERSSPECIFIC DUTY NO. 5Operational reporting.RATING LETTERSSPECIFIC DUTY NO. 6RATING LETTER## OVERALL 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 abilities, 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 LETTERPFORM 3-73 45NCONFIDENTIALE-2. IMPDET CL. 37 007622(4)