[104-10224-10012.pdf — page 122]
SECRET# FITNESS REPORTEMPLOYEE SERIAL NUMBER006198## SECTION A GENERAL1. NAME 2. DATE OF BIRTH 3. SEX 4. GRADE   WIGREN, Lee II. 12/01/23 M 13 D5. OFFICIAL TITLE 7. OFF/DIV/RP OF ASSIGNMENT CURRENT STATION   OPS Officer DDP/CI/R&A Washington, D.C.9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK TYPE OF REPORTX CAREER TEMPORARY INITIAL REASSIGNMENT SUPERVISORRESERVE X ANNUAL REASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See Instructions - Section (6) SPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From- To)    30 November 1971 1 January 1971 - 31 October 1971## SECTION B PERFORMANCE EVALUATIONU-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).SPECIFIC DUTY NO. 1 Analyzes and synthesizes materials dealing with both the his- RATING LETTERtory and current status of the Soviet intelligence and security services and Owith the operations directed by them against their major counter- (cont.)SPECIFIC DUTY NO. 2 As a corollary of the above, serves as CI/R&A's principal RATING LETTERpoint of contact with SE Division (except for ADP matters). SSPECIFIC DUTY NO. 3 Organizes and maintains basic counterintelligence data on the RATING LETTERRIS, such as strength figures, case histories, counteraction (e.g., the re- Ssults of the AESMITE defection), etc.SPECIFIC DUTY NO. 4 Engages from time to time in counterintelligence interroga- RATING LETTERtions/debriefings at the direction of the DC/CI. Records data thus obtained Sand prepares detailed reports.SPECIFIC DUTY NO. 5 Lectures and conducts briefings in various training courses RATING LETTERboth within CIA and in other governmental programs. The main topics dealt Owith are the Soviet intelligence and security services, political devel- (cont.)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 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.FORM 45 OBSOLETE PREVIOUS EDITIONSSECRETRATING LETTERS