[104-10224-10006.pdf — page 128]
# SECRET1. RATINGS IN PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed during rating period.b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.c. Place the most important first. Do not include minor or unimportant duties.d. For supervisors, ability to supervise will always be rated as a specific duty as supervisors those who supervise a secretary only).e. Compare in your mind, when possible, the individual being rated with others performing similar level of responsibility.f. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.g. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGEMAIL ROOM INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAh. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator.| DESCRIPTIVE RATING NUMBER | 1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY                                     | 5. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER          || ------------------------- | ---------------------------------------------------------------------------------- | ------------------------------------------------------- ||                           | 2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY                                 | 6. FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS   ||                           | 3. PERFORMS THIS DUTY ACCEPTABLY                                                   | 7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY ||                           | 4. PERFORMS THIS DUTY IN A COMPETENT MANNER                                        |                                                         ||                           | 5. PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOB |                                                         |Receives, evaluates and develops information of a counterintelligence nature.Plans operations necessary to resolve counter-intelligence matters.Coordinates SO resources in implementation of CI operations.Evaluates results of counter-intelligence operations.Maintains liaison with various other sensitive government agencies as well as other components of CIA in connection with CI operations.Conducts such personal investigation, interrogations and interviews as deemed necessary in certain cases.3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Mr. McCord's greatest strength is his ability to follow tenuous counter-intelligence leads without becoming enmeshed in extraneous material. He organizes his work well, then proceeds to follow through to completion. He has ability to do vast quantities of work, shows initiative and imagination and gets along well with all classes of people.SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual... productivity, conduct in the job, pertinent personal characteristics or habits, special defects or talents... and how he fits in with your team. Compare him with others doing similar work of about the same level.| RATING NUMBER | 1. DEFINITELY UNSUITABLE – HE SHOULD BE SEPARATED                                                                          || ------------- | -------------------------------------------------------------------------------------------------------------------------- ||               | 2. OF DOUBTFUL SUITABILITY... COULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW                                   ||               | 3. A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION || 7             | 4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION                                                       ||               | 5. A FINE EMPLOYEE – HAS SOME OUTSTANDING STRENGTHS                                                                        ||               | 6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION                                             ||               | 7. EXCELLED BY ONLY A FEW IN SUITABILITY FOR ROLE IN THE ORGANIZATION                                                      |IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?EXPLAIN FULLYSECRET