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# SECRET# FITNESS REPORTSECTION A1.  NAMECASASIN Thomas B.2.  DATE OF BIRTH 3. SEX20 Jan 1924 M3.  GRADE 5. SD03-154.  OFFICIAL POSITION TITLEOps. Officer5.  OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WE/France Paris6.  CHECK (X) TYPE OF APPOINTMENTCAREERRESERVEX TEMPORARY7.  CHECK (X) TYPE OF REPORTINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructione-Section C)X ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specity):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.31 May 196412. REPORTING PERIOD (From to-)1 April 1963 - 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 excellance.P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is clracterized by exceptional proficiency.O - Qutstanding Portorowice is so exceptionul in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant spécial recognition.## SPECIFIC DUTIESList up to six of the most important specific duties porformed during the rating period. Insort rating lattar which bost describes the manner in which employee perforras EACH spacific 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. IFinding, cultivating unwittingly and assessing new target personalities among Soviet scientists, engineers and other technical specialists.RATINGLETTERSSPECIFIC DUTY NO. 2Continuing the assessment and unwitting development of established targets in the same category.RATINGLETTERSSPECIFIC OUTY NO.3Development of similar leads on target personalities from other denied areas; making recruitments outside base country.RATINGLETTERSSPFIIFIC DUTY NO 4Development and assessment of technical personalities of interest to Station's internal (domestic) programs.RATINGLETTER3SPECIFIC OUTY NO. SManaging and directing cover company's foreign bureau and its assets to strengthen own cover and diversify access for KUTUBE, KUWOLF and KUDESI purposes.RATINGLETTER0SPECIFIC DUTY NO..Researching, writing and editing own and others' material published by cover company to strengthen cover and diversify access for KUDOVE operationai purposes.RATINGLETTER0## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per- formance of specific duties, productivity, conduct on job, cooperativeness, cooperativenes pertinent personal traits or habits, and particular limitations or talents. Based or your our knowledge of omployee'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.RATINGLETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.