[104-10224-10007.pdf — page 245]
# SECRETFITNESS REPORT## SECTION A|                                  || -------------------------------- || 1. NAME                          || (Last)                           || MILER                            || 6. OFFICIAL POSITION TITLE       || Chief of Station                 || 9. CHECK (K) TYPE OF APPOINTMENT || CAREER                           || 11. DATE REPORT DUE IN O.P.      || 30 May 1964                      |## SECTION BW - WeakA - AdequateP - ProficientS - StrongO - Outstanding|         || ------- || (First) || NEWTON  ||                             || --------------------------- || 7. OPP/DIV/BN OF ASSIGNMENT || DDP/AF/BR II                || ANNUAL                      |## GENERAL|                    || ------------------ || (Middle)           || SCOTT              || 8. CURRENT STATION || Addis Ababa        ||                              || ---------------------------- || 2. DATE OF BIRTH             || 1 Mar 1926                   || 10. CHECK (X) TYPE OF REPORT || X                            ||                        || ---------------------- || 4. GRADE IS. SO        || GS-15 D                || EMPLOYEE SERIAL NUMBER || 012773                 |## PERFORMANCE EVALUATION12. REPORTING PERIOD (From to-)    1 April 1963 - 31 March 1964Performance 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 of proposed in Section C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.Performance is more than satisfactory. Desired results are being produced in a proficient manner.Performance is characterized by exceptional proficiency."Performance 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.1Performs all functions of a Chief of Station; supervising four staff officers, three intelligence assistants, and two communicators.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 2Provides overall direction and guidance for unilateral and liaison operations.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 3Maintains liaison with the Ambassador.| RATING LETTER || ------------- || A             |SPECIFIC DUTY NO. 4Provides operational support for other stations and agency components, including policy coordination functions for agency communications personnel at a large communications base in Ethiopia.| RATING LETTER || ------------- || P             |SPECIFIC DUTY NO. 5| RATING LETTER || ------------- ||               |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 & habits, and particular limitations or talents. Based on your appraisal 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.|       || ----- || 9 JUL || 1964  || RATING LETTER || ------------- || P             |