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# CONFIDENTIALCLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION**SECTION A**1. EMPLOYEE NUMBER0100322. NAME (Last, first, middle)WOODS, James S.3. DATE OF BIRTH 4. SEX02/20/28 M7. OFFICIAL POSITION TITLERECORDS ADMIN OFF CH8. OFF. DIV/BR OF ASSIGNMENT 9. CURRENT STATIONDDO/CCS/REG HQS5. GRADE 6. SD12 D10. CODE (C.I.)X HQS DF11. TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCONTRACT SPECIAL OTHER12. TYPE OF REPORTINITIAL X ANNUAL X REASSIGNMENT SPECIAL13. REPORTING PERIOD (FROM-TO)01 July 76 - 08 July 7714. DA REPORT DUE IN O.P.31 July 1977**SECTION B**## QUALIFICATIONS UPDATEIF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THE WORD "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-UnsatisfactoryPerformance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section D.M-MarginalPerformance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D 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 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. 1Chief of CCS Registry--Supervises employees in setting up and maintaining Staff files and necessary card indices; receiving, distributing and dispatching correspondence to and from the Staff; and processing requests for file traces and other information.RATINGLETTER0SPECIFIC DUTY NO. 2CCS Records Management Officer--Responsible for overall management of CCS records management program. Monitors developments in DDO records management policies and procedures; maintains liaison with ISS and DDO Records Management Officers; seeks improvement in CCS records organization and discipline.RATINGLETTER0SPECIFIC DUTY NO. 3Works with personnel responsible for developing and launching the CCS computerized records system (CENCO) to ensure proper integration of Registry Information.RATINGLETTERSSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6## OVERALL PERFORMANCE IN CURRENT POSITIONRATINGLETTERTake 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 or 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.RATINGLETTER0CONFIDENTIAL E2, IMPDET CL BY 061088