[104-10291-10000.pdf — page 140]
SECRET# FITNESS REPORT|                            |                                                         || -------------------------- | ------------------------------------------------------- || SECTION A                  | GENERAL                                                 || 1. NAME                    | 4. DATE OF BIRTH: 9 Oct 1928                            || Fox, Jerome                | 5. SEX: M                                               || 6. OFFICIAL POSITION TITLE | 8. GRADE: GS-13                                         || Operations Officer         | 9. OFF/DIV BR OF ASSIGNMENT: DDP/FE/PMI/P               ||                            | 10. CURRENT STATION: Headquarters                       ||                            | 10. CHECK (X) TYPE OF REPORT: Annual                    ||                            | 11. DATE REPORT DUE IN O.P.: 31 January 1969            ||                            | 12. REPORTING PERIOD: 1 January 1968 - 31 December 1968 |SECTION 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 instruction, 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).SPECIFIC DUTY NO. 1Hqs desk officer for a variety of Manila Station CA & FI operations.RATING LETTERSSPECIFIC DUTY NO. 2Contact of liaison and potential unilateral assets in connection with operations.RATING LETTERSSPECIFIC DUTY NO. 3Preparation and coordination of correspondence, studies, etc. in connection with Desk Activities.RATING LETTERPOVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations of 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.RATING LETTERSFORM 4-66 45 USE PREVIOUS EDITIONSSECRET