[104-10291-10004.pdf — page 144]
SKCRETCLASSIFICATIONFITNESS REPORT# SECTION A## GENERAL INFORMATION1. EMPLOYEE NUMBER 2. NAME (Lost, first, middle)   010032 WOODS, JAMES S.3. DATE OF BIRTH 4. SEX 5. GRADE 9.00   02/20/28 N GS-11 D7. OFFICIAL POBITION TITLE 8. OFF/DIV/BR OF ASSIGNMENT 9. CURRENT STATION 10. CODE (ch one)   RECORDS ADMIN 07 - CH DDO/CCS/REGISTRY HEADQUARTERS XHOS DF11. TYPE OF APPOINTMENT 12. TYPE OF REPORT    CAREER RESERVE CONTRACT OTHER (Spec.) TEMPORARY ANNUAL REASSION MENT SPECIAL    X X13. REPORTING PERIOD (/rom-10-) 14. DATE REPORT DUE IN O.P.    1 June 1973 - 31 May 1974 30 June 1974# SECTION BQUALIFICATIONS UPDATEIF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THEWORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIGHT.NO# SECTION C## PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positiive remedial action. The nature of the actioncould range from counseling, to further training, to placing on probation, to reassignment or to separation, Describe action takenor proposed in Boction D.M-Marginal Porformance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D and remedial actionstoken of recommended should be described.P-Proficient Performance is satisfactory. Deslied results are being produced li the manner expected.Strong Performance is characterized by exceptional-proficiency.O-Outstanding. Performance is so exceptional in folation to requirements of the work and in comparison to the performance of others doing similarwork as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important sperite duties performed during the rating period. Insert rating letter which best describes the manner la which employee;performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated ontheir ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. IChief of Registry Section - supervises seven employees.RATINGLETTERSSPECIFIC DUTY NO. &Records Management Officer - responsible for the overall CCS. records management program, ensuring that it is in conformity with DDO and Agency records manage- ment policy and procedures.RATINGLETTER0SPECIFIC DUTY NO. 3CCS Security Officer - Briefs all new and departing CCS employees on Agency and CCS security procedures. Also responsible for duty rosters and related security instructions, and maintains liaison with the Office of Security.RATINGLETTERSSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTENSPECIFIC DUTY NO. 6RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything chove the seployce which influences his effectiveness in his current position such as performance of specific daries,productivity, condust on job, muceroneness, pertinent personal traits or hatun, and partcular imitations or talears Acied on youw Anawirdgaof aployee's overall performance drag the roting period, place the letter in the rating has corresponding to the statement what ατνrately reflects his level of porice maces.RATINGLETTENSCLASSIFICATIONSECRET12. IMPOST CL BY003317