[104-10224-10012.pdf — page 159]
# SECRETFITNESS REPORT (Part II) POTENTIALINSTRUCTIONSFOR THE ADMINISTRATIVE OFFICER: Consult current instructions for completing this report.FOR THE SUPERVISOR: This report is a privileged communication to your supervisor, and to appropriate career management and personnel officials concerning the potential of the employee being rated. It is NOT to be shown to the rated employee. It is recommended that you read the entire report before completing any question. This report is to be completed only after the employee has been under your supervision FOR AT LEAST 90 DAYS. If less than 90 days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be completed and forwarded to the no later than 30 days after the due date indicated in item 8 of Section "F" below.SECTION E.1. NAME   Wigren, Jee H.2. DATE OF BIRTH   1 December 19233. SEX   M4. SERVICE DESIGNATION   DI5. OFFICE/DIVISION/BRANCH OF ASSIGNMENT   DDP/WE/Scandinavian Branch6. OFFICIAL POSITION TITLE   Area Ops Office.7. GRADE   GS-118. DATE REPORT DUE IN OP   ASAP9. PERIOD COVERED BY THIS REPORT (Inclusive dates)   19 March 1957-23 September 195710. TYPE OF REPORT    ANNUALSECTION F.CERTIFICATION1. FOR THE RATER: I CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGEMENT OF THE INDIVIDUAL BEING RATEDA. THIS DATE25 Oct. 1957B. TYPED OR PRINTED NAME AND SIGNATURE OF SUPERVISORRobert C. YoreC. SUPERVISOR'S OFFICIAL TITLEAC/WE-1/Sweden2. FOR THE REVIEWING OFFICIAL: I HAVE REVIEWED THIS REPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.A. THIS DATE25 Oct. 1957B. TYPED OR PRINTED NAME AND SIGNATURE OF REVIEWING OFFICIALJon Edward RyanC. OFFICIAL TITLE OF REVIEWING OFFICIALC/WE-1SECTION G.ESTIMATE OF POTENTIAL1. POTENTIAL TO ASSUME GREATER RESPONSIBILITIESDIRECTIONS: Considering others of his kind and type of assignment, rate the employee's potential to assume greater responsibilities. Think in terms of the kind of responsibility encountered at the various levels in his kind of work.1 - ALREADY ABOVE THE LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED2 - HAS REACHED THE HIGHEST LEVEL AT WHICH SATISFACTORY PERFORMANCE CAN BE EXPECTED3 - MAKING PROGRESS, BUT NEEDS MORE TIME BEFORE HE CAN BE TRAINED TO ASSUME GREATER RESPONSIBILITIES4 - READY FOR TRAINING IN ASSUMING GREATER RESPONSIBILITIES5 - WILL PROBABLY ADJUST QUICKLY TO MORE RESPONSIBLE DUTIES WITHOUT FURTHER TRAINING6 - ALREADY ASSUMING MORE RESPONSIBILITIES THAN EXPECTED AT HIS PRESENT LEVEL7 - AN EXCEPTIONAL PERSON WHO IS ONE OF THE FEW WHO SHOULD BE CONSIDERED FOR EARLY ASSUMPTION OF HIGHER LEVEL RESPONSIBILITIESRATING3NUMBER32. SUPERVISORY POTENTIALDIRECTIONS: Answer this question: Has this person the ability to be a supervisor? NoIf your answer is YES, indicate below your opinion or guess of the level of supervisory ability this person will reach AFTER SUITABLE TRAINING. Indicate your opinion by placing the number of the descriptive rating below which comes closest to expressing your opinion in the appropriate column. If your rating is based on observing him supervise, note your rating in the "actual" column. If based on opinion of his potential, note, the rating in the "potential" column.| DESCRIPTIVE RATING NUMBER | ACTUAL | POTENTIAL | DESCRIPTIVE SITUATION                                                       || ------------------------- | ------ | --------- | --------------------------------------------------------------------------- || 0                         |        |           | HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION              || 1                         |        |           | BELIEVE INDIVIDUAL WOULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION     || 2                         |        |           | BELIEVE INDIVIDUAL WOULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION || 3                         |        |           | BELIEVE INDIVIDUAL WOULD BE A STRONG SUPERVISOR IN THIS SITUATION           ||     |     |     |                                                                                                                                                                                                    || :-: | :-: | :-: | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- ||  2  |     |     | A GROUP DOING THE BASIC JOB (truck drivers, stenographers, technicians or professional specialists of various kinds) WHERE CONTACT WITH IMMEDIATE SUBORDINATES IS FREQUENT (First line supervisor) ||  0  |     |     | A GROUP OF SUPERVISORS WHO DIRECT THE BASIC JOB (Second line supervisors)                                                                                                                          ||  1  |     |     | A GROUP, WHO MAY OR MAY NOT BE SUPERVISORS, WHICH IS RESPONSIBLE FOR MAJOR PLANS AND POLICY (Executive level)                                                                                      ||  2  |     |     | WITH IMMEDIATE SUBORDINATES IS NOT FREQUENT                                                                                                                                                        ||  1  |     |     | IMMEDIATE, SUBORDINATES ACTIVITIES ARE DIVERSE AND NEED CAREFUL COORDINATION                                                                                                                       ||  0  |     |     | IMMEDIATE SUBORDINATES INCLUDE MEMBERS OF THE OPPOSITE SEX                                                                                                                                         |In absence of actual experience of individual in supervisory job, ratings are very arbitraryFORM NO. 45 (Part 11) OF FORMS 45 AND 45A WHICH ARE OBSOLETESECRETPotential.