[104-10224-10012.pdf — page 118]
# SECRET# FITNESS REPORT## GENERAL**SECTION A**1. NAME: WIGREN, Lee II.6. OFFICIAL POSITION TITLE: Ops Officer9. CHECK (X) TYPE OF APPOINTMENT:X CAREER RESERVE TEMPORARYCAREER-PROVISIONALSPECIAL (Specify):11. DATE REPORT DUE IN O.P.: November 19722. DATE OF BIRTH: 12/01/233. SEX: M4. GRADE: 135. SO: D7. OFF/DIV/BR OF ASSIGNMENT: DDP/CI/B&A8. CURRENT STATION: Washington, D.C.10. CHECK (X) TYPE OF REPORTINITIALX ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From-To): 1 November 1971 - 31 October 1972**SECTION B PERFORMANCE EVALUATION**U-Unsatisfactory: Performance is unacceptable. A' rating in this category requires immediate and 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.M-Marginal: Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-Proficient: Performance is satisfactory. Desired results are being produced in the manner expected.S-Strong: Performance is characterized by exceptional proficiency.O-Outstanding: 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).Analyzes and synthesizes materials dealing with both the history and current status of the Soviet intelligence and security services and with the operations directed by them against their major counter- (cont.)As a corollary of the above, serves as CI/R&A's principal point of contact with SB Division (except for ADP matters).Organizes and maintains basic CI data on the RIS, such as strength figures at home and abroad, changes in structure and functions, case histories, and other categories of facts. This information is (cont.)Conducts occasional, detailed counterintelligence debriefings of knowledgeable sources selected by the DC/CI. Records and reports the resultant information.Lectures and conducts briefings in various training courses both within CIA and in other governmental programs. The main topics dealt with are the Soviet intelligence and security services, political devel- (cont.)| RATING LETTER || :-----------: ||       O       || RATING LETTER ||       S       || RATING LETTER ||       S       || RATING LETTER ||       S       || RATING LETTER ||       O       |## 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       |FORM 45 OBSOLETE PREVIOUS EDITIONSSECRET