[104-10225-10006.pdf — page 122]
CONFIDENTIALNOTE: Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed.# FITNESS REPORT## SECTION A GENERAL INFORMATION1. EMPLOYEE NUMBER 2. NAME (lost, first, middle)036130 Flores, Daniel3. DATE OF BIRTH 4. SEX 5. GRADE 6. SO08/04/35 M GS-13 DOG7. OFFICIAL POSITION TITLE 8. OFF/DIV/BR OF ASSIGNMENT 9. CURRENT STATIONOps Officer DDO/LA/COG Hqs10. TYPE OF APPOINTMENT 11. TYPE OF REPORT| X CAREER | CAREER PROVISIONAL | RESERVE   | ANNUAL   || -------- | ------------------ | --------- | -------- || CONTRACT | SPECIAL            | TEMPORARY | 1 Dec 76 |21-MONTH 30-MONTH REASSIGNMENT SPECIAL12. REPORTING PERIOD (From-to-) 13. DATE REPORT DUE IN O.P.30 Sep 77 31 OCTOBER 77## 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 RATINGLETTERSupervise the LA/COG/EA and Canada section which includes two operations officers, one intelligence analyst, and a secretary. SSPECIFIC DUTY NO. 2 RATINGLETTERAs section chief, provide operational guidance and support to the field stations' efforts to develop and recruit Cubans in that area. SSPECIFIC DUTY NO. 3 RATINGLETTERAssume direct case officer responsibility for sensitive on-island reporting sources, including TDY travel for debriefing purposes when the assets are available; developing leads for potential recruitment efforts against new targets. SSPECIFIC DUTY NO. 4 RATINGLETTERCoordinate with other area division desks and components to provide maximum support to Cuban operational activities in their respective field stations. SSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences ha effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal tram 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.RATINGLETTERSCONFIDENTIAL.