[104-10225-10003.pdf — page 282]
SECRETOFFICE OF PERSONNEL7. RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONSa. State in the spaces below up to six of the more important SPECIFIC duties performed during this period. Place the most important first. Do not include minor or unimportant duties.b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise will always be rated as a specific duty (Nov-20-'17 19 AM-57) at a higher level of responsability.d. Compare in your mind, when possible, the individual being rated with others performing those duties. If so, rate them on different duties.e. Two individuals with the same job title may be performing different duties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGEMAIL ROOMGIVING LECTURESDEVELOPS NEW PROGRAMSCONDUCTS INTERROGATIONSCONDUCTING SEMINARSANALYZES ANNUAL REPORTSPREPARES SUMMARIESWRITING TECHNICAL REPORTSMANAGES FILESTRANSLATES GERMANCONDUCTING EXTERNAL LIAISONCOORDINATES WITH OTHER OFFICESDEBRIEFING SOURCESTYPINGOPERATES RADIOSKEEPS BOOKSTAKING DICTATIONWRITES REGULATIONSDRIVES TRUCKSUPERVISINGPREPARES CORRESPONDENCEMAINTAINS AIR CONDITIONINGEVALUATES SIGNIFICANCE OF DATAg. 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 RATINGNUMBER1 - INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2 - BARELY ADEQUATE IN THE PERFORMANCE OF THISDUTY3 - PERFORMS THIS DUTY ACCEPTABLY4 - PERFORMS THIS DUTY IN A COMPETENT MANNER5 - PERFORMS THIS DUTY IN SUCH A FINE MANNER6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNERFOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OFTHIS DUTYSPECIFIC DUTY NO. 1 RATINGNUMBER SPECIFIC DUTY NO. 4 RATINGNUMBERConducting name checks to render case disposition. 4SPECIFIC DUTY NO. 2 RATINGNUMBER SPECIFIC DUTY NO. 5 RATINGNUMBERAlphabetizing and filing index cards. 4SPECIFIC DUTY NO. 3 RATINGNUMBER SPECIFIC DUTY NO. 6 RATINGNUMBER3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Subject performed his duties effectively and competently.He gets along well with his fellow employees.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.1 - DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED2 - OF DOUBTFUL SUITABILITY...WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3 - A BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4 - OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5 - A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS6 - AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR THIS ORGANIZATIONRATINGNUMBER5IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?EXPLAIN FULLY.SECRET