[104-10291-10000.pdf — page 115]
# SECRET(When Filled in)FITNESS REPORTEMPLOYEE SERIAL NUMBER017974SECTION AGENERAL1. NAME (Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   Fox Jeromo 9 Oct 28 M GS-13 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/OR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer DDP/FE/PMI Manila, P.I.9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   X CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISOR   CAREER-PROVISIONAL (See Instructions - Section C) X ANNUAL REASSIGNMENT EMPLOYEE   SPECIAL (Specify) SPECIAL (Specify)11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - to)30 November 1971-30 November 1972SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the actioncould range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action takenor 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 actionstaken 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 similarwork or 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 themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATING LETTERServe as the Station referent for MHABYSS matters. SSPECIFIC DUTY NO. 2 RATING LETTERServe as the Station-referent for Communist matters. SSPECIFIC DUTY NO. 3 RATING LETTERSpot, develop, assess and recruit penetration agents in the PPhilippine liaison services.SPECIFIC DUTY NO. 4 RATING LETTERSpot, develop, assess and recruit agents to obtain intelligence Pfrom the decision-making levels of the Communist parties (particu-larly the Maoists) and their main front organizations.SPECIFIC DUTY NO. 5 RATING LETTERHandle on-going cases: tighten operational security, increase Pproduction, strengthen agent motivations, handle ad hoc opera-tional cases.SPECIFIC DUTY NO. 6 RATING LETTERPrepare reports, correspondence and other management/ Padministrative requirements.OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per-formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, andparticular 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.RATINGLETTERPFORM 45 SECRET