[104-10195-10002.pdf — page 132]
# SECRETFAINESS REPORT (Part II) POTENCIALINSTRUCTIONSFOR THE ADMINISTRATIVE OFFICER. Consult current instructions for completing this report.FOR THE SUPERVISOR This report is a privileged communication to your supervisor, and to appropriate, career manage-ment and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to therated employee. It is recommended that you read the entire report before completing any question. This report isto 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 becompleted and forwarded to the of no later than 30 days after the due date indicated in item of Section "Z" below.SECTION E.1. NAME   RICHARDSON JACQUES2. DATE OF BIRTH   20 Jan 19243. SEX   M4. SERVICE DESIGNATION   DE5. OFFICE/DIVISION BRANCH OF ASSIGNMENT   FR, TOKYO, JAPAN6. OFFICIAL POSITION TITLE   Area Ops Officer7. GRADE   06-148. DATE REPORT DUE IN OP9. PERIOD COVERED BY THIS REPORT (Inclusive dates)   1 October 1957 - 9 April 195810. TYPE OF REPORT    (Check one)SECTION F.SPECIAL (Specify)X Promotion1. FOR THE RATER: I CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATEDA. THIS DATE27 May 1958B. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISOR C. SUPERVISOR'S OFFICIAL TITLEWilliam E. Nelson2. FOR THE REVIEWING OFFICIAL I HAVE REVIEWED THIS REPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.A. THIS DATE27 May 1958B. TYPED OR PRINTED NAME, AND SIGNATURE OF REVIEWING C. OFFICIAL TITLE OF REVIEWING OFFICIALJohn E. Balor.SECTION G.ESTIMATE OF POTENTIAL1. 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 DE EXPECTED3 - MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES5 - READY FOR TRAINING IN ASTUMING GREATER RESPONSIGILITIES4 - WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAININGRATINGNUMBER5 - ALREADY. ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL6 - AN EXCEPTIONAL PERSON WHO IS ONE OF THE FED WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER LEVEL RESPONSIBILITIES2. SUPERVISORY POTENTIALDIRECTIONS: Answer this question: Has this person the ability to be a supervisor? Yes No. If your answer in 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 reting in the "actual" column. If based on opinion of his potential, note the reting in the "potential" column.0 - HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION1 - BELIEVE INDIVIDUAL WOULD BE A WEAR SUPERVISOR IN THIS KIND OF SITUATION2 - DELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION3 - DELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION| ACTUAL | POTENTIAL | DESCRIPTIVE SITUATION                                                                                                                                                                             || ------ | --------- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- || 3      |           | A GROUP DOING THE BASIC JOB (truck drivers, stenographers, technicians or professional spe-cialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINAT IS FREQUENT (First line supervisor) ||        | 3         | A GROUP OF SUPERVISORS WHO DIRECT THE Basic Job (Second line supervisors)                                                                                                                         || 3      | 3         | A GROUP, WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE FOR MAJOR PLANS. ORGANIZATION AND POLICY (Executive level)                                                                       ||        | 2         | BARE CONTACT WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT                                                                                                                                          || 3      |           | WHEN IMMEDIATE SUBORDINATES' ACTIVITIES ARE DIVERSE AND NEED CAREFUL COORDINATION                                                                                                                 || 3      |           | WHEN IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX                                                                                                                                   ||        |           | OTHER (ily)                                                                                                                                                                                       |FORM NO. 45 (Part 11)REPLACES PREVIOUS EDITIONS OF FORMS 45 AND 45A WHICH ARE OBSOLETE.SECRETPotential