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# SECRETCLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION**SECTION A**1. EMPLOYEE NUMBER 2. NAME (Last, first, middle)194737 Flores, Daniel3. DATE OF BIRTH 4. SEX 5. GRADE 6. SD4 Aug 35 M GS-12 D7. OFFICIAL POSITION TITLE 8. OFF/DIV/DR OF ASSIGNMENT 9. CURRENT STATION 10. CODE (ck one)Operations Officer DDO/LA/COG Headquarters X HOD11. TYPE OF APPOINTMENT 12. TYPE OF REPORTXX CAREER RESERVE CONTRACT OTHER (Spec) TEMPORARY XX ANNUAL REASSIGNMENT SPECIAL13. REPORTING PERIOD (from-to-) 14. DATE REPORT DUE IN O.P.01 July 1975 - 30 June 1976 31 July 1976**SECTION B QUALIFICATIONS UPDATE**IF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THE WORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIGHT.**SECTION C 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 D.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D 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 RATINGLETTERHandle a sensitive and productive on-island agent in Cuban operations via TDY Otravel to meet, debrief, and prepare operational/intelligence reports.RATINGLETTERSPECIFIC DUTY NO. 2 RATINGLETTERReview incoming operational correspondence from Latin America on Cuban matters Sand ensure that prompt response and helpful guidance is provided.RATINGLETTERSPECIFIC DUTY NO. 3 RATINGLETTERMaintain a thorough familiarity with all Cuban activities in Latin America and Sour operations against them; carry out coordination with other components whereappropriate. RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERDevelop leads against the Cuban target by locating, clearing, and ultimatelyinterviewing relatives, friends, etc., of Cuban officials to obtain assessment 0data_on_the_targets_as_well_as_use_the_leads in approaches to Cuban officials. RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERWork closely with the IA's of the section to ensure that they answer all Srequired correspondence and to stimulate them to be creative and productive. RATINGLETTERSPECIFIC DUTY NO. 6## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee what influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, participation in training and personal traits or habits 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.RATINGLETTERSCLASSIFICATIONSECRET