[104-10195-10002.pdf — page 100]
# FITNESS REPORT## GENERAL**SECTION A:**1. NAME(Last) (First) (Middle)2. DATE OF BIRTH 3. SEX20 Jan 1924 M4. GRADE 5. SSGS-15 D6. OFFICIAL POSITION TITLE7. OFF/DIV/DR OF ASSIGNMENT. CURRENT STATIONParis9. CHECK (X) TYPE OF APPOINTMENT[X] CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT EMPLOYEE[X] ANNUAL REASSIGNMENT SUPERVISORSPECIAL (Specify):12. REPORTING PERIOD (From to)1 April 1969 - 31 March 1970## PERFORMANCE EVALUATION**SECTION B**| Rating           | Description                                                                                                                                                                                                                                                                               || ---------------- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- || U-Unsatisfactory | Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the other could range from counseling, to further training, to placing on probation, to reassignment or to separation. Detanse action bie or proposed in Section C. || M-Marginal       | 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.                                                                                                              || P-Proficient     | Performance is satisfactory Desired results are being produced in the manner expected.                                                                                                                                                                                                    || S-Strong         | Performance is character proficiency.                                                                                                                                                                                                                                                     || O-Outstanding    | Performance is so exceptional in relation to requirements of the work and in comparison to the performance of exac sans ms 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. Ai employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees sup).SPECIFIC DUTY NO. 1Established and maintains a legitimate S&T publishing representation for the purpose of developing natural access to Station targets.|               || ------------- || RATING LETTER || S             |SPECIFIC DUTY NO. 2Uses his cover to develop leads on eventual access or support type: assets to be used by the Station against the local MEHARSII target..|               || ------------- || RATING LETTER || S             |SPECIFIC DUTY NO. 3Responds to various Station requirements including investigative work.|               || ------------- || RATING LETTER || S             |SPECIFIC DUTY NO. 4Initiates contact with selected local HARSH targets and undertakes to develop sufficient rapport with them to provide operational assessments.SPECIFIC DUTY NO. 5|               || ------------- || RATING LETTER || S             |SPECIFIC DUTY NO. 6## 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 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 LETTER || S             |45 OASOL PLEV.CUS EDITIONSSECRET