[104-10291-10000.pdf — page 185]
# SECRET2. RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed during the rating period.b. Place the most important first. Do not include minor or unimportant duties.c. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.d. For supervisors, ability to supervise will always be rated as a specific duty (not as supervisors chose who supervise a secretary only).e. Compare in your mind, when possible, the individual being rated with others performing duties at a similar level of responsibility.f. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGEMAIL ROOMGIVING LECTURESDEVELOPS NEW PROGRAMSCONDUCTS INTERROGATIONSCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSPREPARES SUMMARIESWRITING TECHNICAL REPORTSMANAGES FILESTRANSLATES GERMANCONDUCTING EXTERNAL LIAISONOPERATES RADIODEBRIEFING SOURCESTYPINGCOORDINATES WITH OTHER OFFICESKEEPS BOOKSTAKING DICTATIONWRITES REGULATIONSDRIVES TRUCKSUPERVISINGMAINTAINS AIR CONDITIONINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAFor 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.DESCRIPTIVE RATING1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER FOUND IN VERY FEW INDIVIDUALS HOLDING SIMILAR JOBS3. PERFORMS THIS DUTY ACCEPTABLY7. EXCELS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOBSPECIFIC DUTY NO. 1RATING NUMBERSPECIFIC DUTY NO. 4RATING NUMBEROrganizes raw data into analytic file5Directs field exploitation4SPECIFIC DUTY NO. 2RATING NUMBERSPECIFIC DUTY NO. 5RATING NUMBERDerives significant intelligence from data5Supervises Junior analysts4SPECIFIC DUTY NO. 3RATING NUMBERSPECIFIC DUTY NO. 6RATING NUMBERPrepares reports on conclusions33. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Mr. Fox is a steely, conscientious, cooperative worker. He is very thorough in his approach to research assignments and has displayed initiative in these assignments. He does not require close supervision. His main weakness is in organizing and presenting the results of his research.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... HE SHOULD BE SEPARATED2. OF DOUBTFUL SUITABILITY... WOULD 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 ORGANIZATIONRATING NUMBER4IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION?[ ] YESEXPLAIN FULLY.SECRET