[104-10224-10006.pdf — page 117]
# SECRET# FITNESS REPORT## GENERAL**SECTION A**1.  NAME(Last) McCORD,(First) James,(Middle) *K.*2.  DATE OF BIRTH26 January 19243.  SEXmale4.  GRADEGS-145.  SERVICE DESIGNATION 6. OFFICIAL POSITION TITLESD - SS Security Officer7. OFF/CIV/OR OF ASSIGNMENTOS/SRS/Office of the Chief8. CAREER STAFF STATUSNOT ELIGIBLE PENDING DECLINED DEFERRED**X** MEMBER9. TYPE OF REPORTINITIAL REASSIGNMENT/SUPERVISOR**X** ANNUAL REASSIGNMENT/EMPLOYEESPECIAL10. DATE REPORT DUE IN O.P. 11. REPORTING PERIOD30 April 1959 5/22/52 3/31/59**SECTION B EVALUATION OF PERFORMANCE OF SPECIFIC DUTIES**List up to six of the most important specific duties performed during the rating period. Insert rating number 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).1- Unsatisfactory 2- Barely adequate 3- Acceptable 4- Competent 5- Excellent 6- Superior 7- OutstandingSPECIFIC DUTY NO. 1 RATING NO. SPECIFIC DUTY NO. 4 RATING NO.Assists in the development, implementation and coordination of all CI programs 7 Receives, evaluates and develops information of a counter intelligence nature. 6SPECIFIC DUTY NO. 2 RATING NO. SPECIFIC DUTY NO. 5 RATING NO.Assists in the supervision of all aspects of the CI program 6 Analyses and evaluates results of counter intelligence operations. 7SPECIFIC DUTY NO. 3 RATING NO. SPECIFIC DUTY NO. 6 RATING NO.Plans operations necessary to resolve counter intelligence cases 7 Conducts such personnel investigations, interrogations and interviews as deemed necessary in sensitive cases. 7**SECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITION**Take into account everything about the employee which influences his effectiveness in his current position performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to the statement which most accurately reflects his level of performance.1.  Performance in many important respects fails to meet requirements.2.  Performance meets most requirements but is deficient in one or more important respects.3.  Performance clearly meets basic requirements.4.  Performance clearly exceeds basic requirements.5.  Performance in every important respect is superior.6.  Performance in every respect is outstanding.6**SECTION D DESCRIPTION OF THE EMPLOYEE**In the rating boxes below, check (X) the degree to which each characteristic applies to the employee1- Least possible degree 2- Limited degree 3- Normal degree 4- Above average degree 5- Outstanding degreeCHARACTERISTICSNOT APPLICABLE SERVEDNOT OBSERVABLERATING1 2 3 4 5GETS THINGS DONE XRESOURCEFUL XACCEPTS RESPONSIBILITIES XCAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES XDOES HIS JOB WITHOUT STRONG SUPPORT XFACILITATES SMOOTH OPERATION OF HIS OFFICE XDISPLAY INITIATIVE XHELPS IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS XSEE SECTION "E" ON REVERSE SIDE43SECRET