[104-10224-10006.pdf — page 129]
# SECRET## FITNESS REPORT (Part II) POTENTIAL**INSTRUCTIONS**FOR 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 AT LEAST 90 DAYS. If less than 90 days, hold and complete after the 90 days has elapsed. If this is the INITIAL REPORT on the employee, however, it MUST be completed and forwarded to the (4) no later than 30 days after the due date indicated in item 8 of Section E below.## SECTION E. GENERAL1. NAMEMcCord, James W. Jr.5. OFFICE/DIVISION/BRANCH OF ASSIGNMENTO/Security Research Staff7. GRADEO3-1310. TYPE OF REPORT2. DATE OF BIRTH26 January 19246. OFFICIAL POSITION TITLEInvestigator8. DATE REPORT DUE IN OP22 August 1956.3. SEXmale4. SERVICE DESIGNATIONSP-SS9. PERIOD COVERED OF THIS REPORT (Inclusive dates)22 August 1955 - 21 August 1956SPECIAL (Specify)## SECTION F. CERTIFICATIONI CERTIFY THAT THIS REPORT REPRESENTS MY BEST JUDGMENT OF THE INDIVIDUAL BEING RATED.27 August 1956 Harlan A. Wostroll Harlan A. Wostroll Chief, CI/Sec. Research StaffI HAVE REVIEWED THIS REPORT AND NOTED ANY DIFFERENCE OF OPINION IN ATTACHED MEMO.27 August 1956 Paul Gaynor Chief, Security Research Staff## SECTION G. ESTIMATE OF POTENTIAL1. POTENTIAL TO ASSUME GREATER RESPONSIBILITIESDIRECTIONS: Considering others of his grade 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 RESPONSIBILITIES6DATERATINGNUMBER2. SUPERVISORY POTENTIALDIRECTIONS: Answer this question: does this person have the ability to be a supervisor? Yes No If 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.0 HAVE NO OPINION ON HIS SUPERVISORY POTENTIAL IN THIS SITUATION1 BELIEVE INDIVIDUAL COULD BE A WEAK SUPERVISOR IN THIS KIND OF SITUATION2 BELIEVE INDIVIDUAL COULD BE AN AVERAGE SUPERVISOR IN THIS KIND OF SITUATION3 BELIEVE INDIVIDUAL COULD BE A STRONG SUPERVISOR IN THIS KIND OF SITUATION| DESCRIPTIVE RATING NUMBER | ACTUAL | POTENTIAL | DESCRIPTIVE SITUATION                                                                                                                                        || ------------------------- | :----: | :-------: | ------------------------------------------------------------------------------------------------------------------------------------------------------------ || 3                         |        |           | A GROUP DOING THE BASIC JOB (truck drivers, stenographers, technicians or professional specialists of various kinds) UNDER CONTACT WITH IMMEDIATE SUPERVISOR || 3                         |        |           | A GROUP OF SUPERVISORS = A BASIC (Second line supervisors)                                                                                                   || 3                         |        |     3     | A GROUP, ANY SIZE, OF SUPERVISORS WHO ARE RESPONSIBLE FOR MAJOR PLANS, ORGANIZATION AND POLICY (Executive level)                                             || 3                         |        |           | UNDER CONTACT WITH IMMEDIATE SUBORDINATES IS NOT PRODUCTIVE                                                                                                  || 3                         |        |           | UNDER SUBORDINATES' ACTIVITIES ARE SUBJECT TO VERY CAREFUL EXAMINATION                                                                                       |SECRETPotential