[104-10291-10004.pdf — page 190]
# SECRETOFFICE OF PERSODNELRATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed during this rating period.b. Place the most important first. Do not include minor or unimportant duties.c. For supervisors, ability to supervise will always be rated as a specific duty (do not include a secretary only).d. Compare, when possible, the individual being rated with others performing duties at a similar level of responsibility.e. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AVA USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOP'S NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYSES INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAg. For some jobs, duties may be broken down even further at supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator.1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER7. FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS3. PERFORMS THIS DUTY ACCEPTABLY8. EXCEEDS ANYONE I KNOW IN THE PERFORMANCE OF   THIS DUTY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOBSPECIFIC DUTY NO. 1RATINGNUMBERInstalling new RI Filing System5SPECIFIC DUTY NO. 4RATINGNUMBERDevelops new Programs5SPECIFIC DUTY NO. 2RATINGNUMBERSurveying Station Files5SPECIFIC DUTY NO. 5RATINGNUMBERManages Files5SPECIFIC DUTY NO. 3RATINGNUMBEROral Briefing53. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present jobSTRENGTHS: Ability to see another's viewpoint and to work out satisfactory compromises between the RI system and operational requirements of the Melbourne Station.WEAKNESSES: None observed.SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual...productivity, conduct on 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. DOUBTFUL SUITABILITY...SHOULD NOT LAST ACCEPTABLY3. BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE EMPLOYED 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 WORK IN THE ORGANIZATIONIS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?EXPLAIN FULLY:SECRET