[104-10222-10002.pdf — page 102]
# SECRET## RATINGS ON PERFORMANCE OF SPECIFIC DUTIES**INSTRUCTIONS:**a. State in the spaces below up to six of the more important SPECIFIC duties performing this rating period. Place the most important first. Do not include minute or unimportant duties.b. Rate performance on each specific duty considering DAILY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise will always be rated as a duty (do not rate as supervisors those who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with persons performing the same duty at a similar level of responsibility.e. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.f. Be specific. Example of the kind of duties that might be rated are:ORAL BRIEFINGWAS AND USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAg. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator.1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3. PERFORMS THIS DUTY ACCEPTABLY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTYDESCRIPTIVERATINGNUMBERSPECIFIC DUTY NO. 1Administration as Deputy ChiefRATINGNUMBER6SPECIFIC DUTY NO. 4Coordinates with other officesRATINGNUMBER5SPECIFIC DUTY NO. 2Plans technical programsRATINGNUMBER5SPECIFIC DUTY NO. 5Conducts external liaisonRATINGNUMBER6SPECIFIC DUTY NO. 3Prepares Summary reports on programsRATINGNUMBER6SPECIFIC DUTY NO. 6Correlates technical proposals with requirementsRATINGNUMBER53. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which effect development on present job.Mr. Christ's greatest strength is his conscientious and wholehearted approach to any problem whether it be of major proportions or involves time consuming details. A minor weakness would be that he can be carried away by his enthusiasm. By experience and training, he is ideally suited for technical, administrative duties.SECTION D.SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual...productivity, conduct in the job, pertinent personal characteristics of habits, special defects of talents...and how he fits in with your team. Compare him with others doing similar work of about the same level.1. DEFINITELY UNSUITABLE...HE SHOULD BE SEPARATED.2. OF DOUBTFUL SUITABILITY...WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3. A BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5. A FINE EMPLOYEE...HAS SOME OUTSTANDING STRENGTHS6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7. EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATIONRATINGNUMBER6IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?[X] NO. IF YES, EXPLAIN FULLY:SECRET