[104-10222-10005.pdf — page 160]
# FITNESS REPORTCONFIDENTIALNOTE: Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed.## GENERAL INFORMATION**SECTION A.**1. EMPLOYEE NUMBER0260902. NAME (last, first, middle)Keenan, Thomas J.3. DATE OF BIRTH 4. SEX 5. GRADE & SO29 Jun 30 M CS-14 D7. OFFICIAL POSITION. TITLEOps Officer, DCOS8. OFF/DIV/BR OF ASSIGNMENTDDO/WH/39. CURRENT STATIONLima, Peru10. TYPE OF APPOINTMENT| CAREER   | PROVISIONAL | RESERVE   | ANNUAL | 21-MONTH | 30-MONTH | REASSIGNMENT | SPECIAL || -------- | ----------- | --------- | ------ | -------- | -------- | ------------ | ------- || CONTRACT | SPECIAL     | TEMPORARY |        |          | XX       |              |         |12. REPORTING PERIOD: (From-To)1 Nov 1972 - 14 Sept 7311. TYPE OF REPORT13. DATE REPORT DUE IN O.P.**SECTION B****PERFORMANCE EVALUATION**U-UnsatisfactoryPerformance 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 seperation. Describe action taken or proposed in Section C.M-MarginalPerformance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial action or recommended should be described.P-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.S-StrongPerformance is characterized by exceptional proficiency.O-OutstandingPerformance 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. 1         | RATING LETTER || --------------------------- | ------------- || DCOS                        | S             || SPECIFIC DUTY NO. 2         | RATING LETTER || ACOS                        | S             || SPECIFIC DUTY NO. 3         | RATING LETTER || Senior Station Case Officer | O             || SPECIFIC DUTY NO. 4         | RATING LETTER ||                             |               || SPECIFIC DUTY NO. 5         | RATING LETTER ||                             |               || SPECIFIC DUTY NO. 6         | RATING 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 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             |FORM 45NCONFIDENTIAL