[104-10224-10012.pdf — page 162]
# SECRET2. RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed during the rating period.b. Place the most important first. Do not include minor or unimportant duties.c. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty (do not rate as a supervisor those who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with others performing duties 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. Examples of the kind of duties that might be rated are:ORAL BRIEFINGMAIL RAMIFICATIONSGIVING LECTURESCONDUCES RESEARCHCONDUCTING SEMINARSPREPARES SUMMARIESWRITING TECHNICAL REPORTSTRANSLATES GERMANCONDUCTING EXTERNAL LIAISONDEEPIEPING SOURCESTYPINGKEEPS BOOKSOPERATES RADIODRIVES TRUCKCOORDINATES WITH OTHER OFFICESMAINTAINS AIR CONDITIONINGWRITES REGULATIONSEVALUATES SIGNIFICANCE OF DATAPREPARES CORRESPONDENCEg. For some jobs, duties may be broken down even further the 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. DANELY 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. THAT HE IS A DISTINCT ASSET ON HIS JOB7. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER8. FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS9. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTYSPECIFIC DUTY NO. 1RATING NUMBERWrites Hqs and field Communications5SPECIFIC DUTY NO. 4RATING NUMBERAnalyses operations and proposen action.5SPECIFIC DUTY, NO. 2RATING NUMBERCoordinates with other area desks and staffs.3SPECIFIC DUTY NO. 5RATING NUMBERBriefs superiors on his activities4SPECIFIC DUTY NO. 3RATING NUMBERPrepares intelligence reports43. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Most notable among this officer's strong qualities are his intelligence, inquisitiveness, emotional stability and good judgement. Ho comprehends and analyzes situations and problems readily and in the latter seems very able at finding logical solutions. Ho expresses himself woll orally and in writing. He is neat in both personal and work habits. Such weaknesses as Mr. Migren seems to have lie in the areas of social relationship and motivation. He is calm and introspective, not gregarious nor easy to know. Though he is always polite and even tempored he seems at the roots, perhaps, unduly consitive to criticism. In his attitude, towards and the performance of his job he seems to do what he likes woll, but to let the lessagreeable things slide.SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know shout the individunt....productivity, conduct in the job, pertinent personal characteristics or hahita, special defects or 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 AL SEPARATED2. OF DOUBTFUL SUITABILITY...WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3. A HAMELY ACCEPTABLE EMPLOYEE...BELOR AVERAGE BUT WITH NO DI ARNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SIPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION   RATING5. A FINE IMPLOYEE HAS SOME OUTSTANDING STRENGTHS   NUMBER6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7. EXCELLED HY ONLY A FEW IN SUITABILITY FOR MORE IS THE ORGANIZATIONIS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME DIMER POSITION IN THE ORGANIZATION? ![A check mark in the NO checkbox]EXPLAIN FULLY:SECRET