[104-10291-10001.pdf — page 258]
CONFIDENTIAL# FITNESS REPORTNOTE: Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed.## SECTION A GENERAL INFORMATION| 1. EMPLOYEE NUMBER         | 2. NAME (last, first, middle) | 3. DATE OF BIRTH   | 4. SEX | 5. GRADE | 6. SD || -------------------------- | ----------------------------- | ------------------ | ------ | -------- | ----- || 007894                     | Smith, Joseph B.              | 16 Jun 21          | M      | GS-14    | D     || 7. OFFICIAL POSITION TITLE | 8. OFF/DIV/BR OF ASSIGNMENT   | 9. CURRENT STATION |        |          |       || Ops Officer                | DDO/WH/1                      | Mexico City        |        |          |       || 10. TYPE OF APPOINTMENT | 11. TYPE OF REPORT              |                                 |                             || ----------------------- | ------------------------------- | ------------------------------- | --------------------------- || X CAREER                | ANNUAL                          | REASSIGNMENT                    |                             || CAREER PROVISIONAL      | 21-MONTH                        |                                 |                             || CONTRACT SPECIAL        | 30-MONTH                        | 12. REPORTING PERIOD (From-to-) | 13. DATE REPORT DUE IN O.P. ||                         | TEMPORARY 1 Nov 72 - 30 June 73 | Retirement                      |                             |## SECTION B PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action sould range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.M-MarginalPerformance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.S-StrongPerformance is characterized by exceptional proficiency.O-OutstandingPerformance is to exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work os la warrant special recognition..## SPECIFIC DUTIESList up to siنه كر sest important specific duties performed during the ruting parlad, Insert rating letter which best describes the manner in which employee performs EACH scirete duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to fagerrine (indicate number of employees supervised).| SPECIFIC DUTY NO. 1                                                                                                          | RATING LETTER || ---------------------------------------------------------------------------------------------------------------------------- | ------------- || Responsible for CA and Political activities.                                                                                 | S             || SPECIFIC DUTY NO. 2                                                                                                          | RATING LETTER || Collects intelligence on selected targets in the Mexican government and political arena.                                     | S             || SPECIFIC DUTY NO. 3                                                                                                          | RATING LETTER || Develops new contacts and operations to improve the output of Station third country targeted propaganda.                     | S             || SPECIFIC DUTY NO. 4                                                                                                          | RATING LETTER || Develops new contacts for producing intelligence on significant targets in the Mexican political and intellectual community. | S             || SPECIFIC DUTY NO. 5                                                                                                          | RATING LETTER || SPECIFIC DUTY NO. 6                                                                                                          | RATING LETTER |## OVERALL PERFORMANCE IN CURRENT POSITIONTake inta acrosat everything about the employee which influences his effectiveness in his current position such as performance of specific dutisa, productivity, code on pes, cooperativeness, pertinent personal weit, or habih, and particuiar limitations or Naients. Based on your knowledge ان employee's cores performance during the ruting period, place the ismer in the rating boa corresponding to the statement which mast octe rarely reflects his inmal of cortorments.|     | RATING LETTER || --- | ------------- ||     | S             |45NCONFIDENTIAL