[104-10291-10001.pdf — page 144]
# SECRETFITNESS REPORTSECTION A**1. NAME**SmithGENERAL**2. DATE OF BIRTH** 16 June 21**3. SEX** M**4. GRADE** GS-14**5. SD** D**6. OFFICIAL POSITION TITLE**Ops. Officer**7. OFF/DIV/BR OF ASSIGNMENT** DDP/WH/4**8. CURRENT STATION** Buenos Aires**9. CHECK (X) TYPE OF APPOINTMENT****X** CAREER RESERVE TEMPORARYCAREER-PROVISIONAL**10. CHECK (X) TYPE OF REPORT**INITIAL**X** ANNUAL REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE**11. DATE REPORT DUE IN O.P.** 31 May 1965**12. REPORTING PERIOD** 1 April 1964 - 31 March 1965SECTION B PERFORMANCE EVALUATION**W - Weak** Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires 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.**A - Adequate** Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.**P - Proficient** Performance is more than satisfactory. Desired results are being produced in a proficient manner.**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).Maintains contact with the Chief and other key officers of the Psychological Action Department of the principal Argentine intelligence service and is case officer for an important and large CA project run in conjunction with the local serviceRATINGLETTERSCase officer for four unilateral CA projects in the following fields: one propaganda (films), two student/youth, and one political action. These projects have significant FI overtones.RATINGLETTERSCase officer of a new project essentially FI in nature.RATINGLETTERSSupervisor for one American Staff Agent in the CA field who is case officer of one formal project and is engaged in important developmental work.RATINGLETTERSAssists the Station CA officer in over-all and tactical planning.RATINGLETTERSServes as coordinator of the Station's activities in the student/youth field.RATINGLETTERPOVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance at 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.RATINGLETTERS24 JUN 1965