[104-10291-10004.pdf — page 192]
# SECRET(When Filled in)1.  RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a.  State in the spaces below up to six of the more important SPECIFIC duties this rating period. Place the most important first. Do not include minor of 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 duty do not rate as supervisors those who supervise a secretary only.d.  Compare in your mind, when possible, the individual being rated with others doing the same duty 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 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 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 DUTY3 - PERFORMS THIS DUTY ACCEPTABLY4 - PERFORMS THIS DUTY IN A COMPETENT MANNER5 - PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT 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. 1RATING NUMBER 5SPECIFIC DUTY NO. 4Supervises 2 Records Mgm. AnalystsRATINGNUMBER 6Processes files in accordance with Specific Records SystemSPECIFIC DUTY NO. 2SPECIFIC DUTY NO. 5Devises Records Systems to suit Station needs.SPECIFIC DUTY NO. 3RATINGNUMBER 5SPECIFIC DUTY NO. 6Trains Station personnel in Records maintenance.3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Strengths: Works hard and fast. Able to analyze problems and organize work of Records Management Team in methodical sequence.Weakness: No notable weaknesses.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 team. Compare him with others doing similar work of about the same level.1 - DEFINITELY UNSUITABLE - WE SHOULD BE SEPARATED2 - OF DOUBTFUL SUITABILITY...COULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3 - A BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4 - 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 THE ORGANIZATIONRATINGNUMBER 6IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?EXPLAIN FULLY:SECRET