[104-10291-10002.pdf — page 167]
# SECRETOFFICE OF PERSONNEL7. RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below in view of the more important SPECIFIC duties performed. SEP 15 '11 52 AM '58Place the most important first. Do not include minor or unimportant duties.b. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise will always be rated as a specific duty (do not rate as supervisors thosewho supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with others performing similar duty at asimilar level of responsibility.e. Two individuals with the same job title may be performing different duties. If so, rate them on differentduties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYZES 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 if supervisor considers it advisable, e.g., combined keyand phone operation, in the case of a radio operator.1 - INCOMPETENT IN THE PERFORMANCE OF THIS DUTYDESCRIPTIVERATINGNUMBER2 - BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3 - PERFORMS THIS DUTY ACCEPTABLY4 - PERFORMS THIS DUTY IN A COMPETENT MANNER5 - PERFORMED THIS DUTY IN SUCH A FINE MANNERTHAT HE IS A DISTINCT ASSET ON HIS JOB6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS7 - EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTYSPECIFIC DUTY NO. 1Coordinates and furnishes guidancefor all FI and CI matters in the FE Div 6RATINGNUMBER6SPECIFIC DUTY NO. 4RATINGNUMBERSPECIFIC DUTY NO. 2Conducts liaison with other components of DDP and the Agency in general.SPECIFIC DUTY NO. 3RATINGNUMBER6RATINGNUMBERSPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 6RATINGNUMBER3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Mr. Wheeler is a sound, well experienced imaginative officer. He isespecially adept in dealing with people at all levels so as to earn their respectand cooperation.SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual...productivity, conduct in the job,pertinent personal characteristics or habits, special defects or talents...and how he fits in with your runs. Compare him with others doing similar work of about the same level.1 - DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED2 - OF DOUBTFUL SUITABILITY...WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3 - BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION6RATINGNUMBER4 - OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW 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 THIS ORGANIZATIONIS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION:[X] NO. IF YES,EXPLAIN FULLY:SECRET