[104-10291-10001.pdf — page 147]
# SECRET(Bren Filled In)# FITNESS REPORTSECTION A1. NAME Smith, Joseph G. GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD   16 June 1921 M GS-14 D6. OFFICIAL POSITION TITLE   Operations Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP WHD 2 Buenos Aires9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTX CAREER RESERVE INITIAL REASSIGNMENT SUPERVISORCAREER PROVISIONAL (See Instructions Section C) REASSIGNMENT EMPLOYEESPECIAL (Specify):X ANNUALSPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - to)    31 May 1964 1 April 1963-31 March 1964SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires 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 C.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence..P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by exceptional proficiency.O - Outstanding Performance 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).Maintains contact with the Chief and other key officers of the Psychological Action Department of the principal Argentine intelligence service and is case officer for an important and large CA project run in conjunction with the local service.RATINGLETTEROCase officer for four unilateral CA projects in the following fields: propaganda (tilms), economic action and reporting, student/youth, and political action. Three of these have significant FI overtones.RATINGLETTERSSupervisor for one American Staff Agent in the CA field who is case officer of one formal project and is engaged in important developmental work.RATINGLETTERSAssists the Station CA officer in over-all and tactical planning.RATINGLETTERPServes as coordinator of the Station's activities in the student/youth field.RATINGLETTERPOVERALL PERFORMANCE IN CURRENT POSITIONTake 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.RATINGLETTERS25 JUN 1964FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET