[104-10222-10002.pdf — page 81]
# SECRETFITNESS REPORT|                        |        || ---------------------- | ------ || EMPLOYEE SERIAL NUMBER | 059090 |## SECTION A GENERAL|                                  |                              |                    |          |     || -------------------------------- | ---------------------------- | ------------------ | -------- | --- || 1. NAME                          | (Last)                       | (First)            | (Middle) |     || **Grist**                        | **David**                    | **L.**             |          |     || 2. DATE OF BIRTH                 | 3. SEX                       | 4. GRADE           | 5. SO    |     || 01/20/18                         | M                            | GS-16              | R        |     || 6. OFFICIAL POSITION TITLE       | 7. OFF/DIV/OR OF ASSIGNMENT  | 8. CURRENT STATION |          |     || Rys Scien Res Ch                 | DD/SET/ORD                   | Hqs                |          |     || 9. CHECK (X) TYPE OF APPOINTMENT | 10. CHECK (X) TYPE OF REPORT |                    |          |     || X CAREER                         | INITIAL X                    |                    |          |     || RESERVE                          | REASSIGNMENT SUPERVISOR      |                    |          |     || TEMPORARY                        | REASSIGNMENT EMPLOYEE        |                    |          |     || CAREER PROVISIONAL               | ANNUAL                       |                    |          |     || SPECIAL                          | SPECIAL                      |                    |          |     || 11. DATE REPORT DUE IN O.P.      | 12. REPORTING PERIOD         |                    |          |     || 30 April 1967                    | 1 April 1966 – 31 March 1967 |                    |          |     |## SECTION B PERFORMANCE EVALUATIONW- WeakPerformance 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 - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance is so 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. 1Initiates and develops complex intelligence program areas.| RATING LETTER || ------------- || S             |SPECIFIC DUTY NO. 2Acquires, develops, and integrates scientific and technical personnel into an effective Division.| RATING LETTER || ------------- || O             |SPECIFIC DUTY NO. 3Provides advanced planning, programming and budgetary reports.| RATING LETTER || ------------- || S             |SPECIFIC DUTY NO. 4Prepares and gives technical program briefings and presentations.| RATING LETTER || ------------- || S             |SPECIFIC DUTY NO. 5Conducts senior level internal and external liaison.| RATING LETTER || ------------- || S             |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             |