SETOET (Who Frtled In) SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOD PERFORMANCE ice ‘Stroes strengthe and wenbnesene domonatiated in curtand position, indicote “pugae sions made to employae tor ie de Bent 0 of his auth, Give (stan vendations for his training, Deacrihe, i appropriate, his potential dor development ond for ayeuming gred fohr econsib lites. Armplily ot avploin, if oppreprinte, ratings given in SECTIONS 8, C, and D to prowida jhe best basic for letermint ng future garsennel aetions, . iA 9 7 crs, * . a As Chief. of SR's Research Section on Soviet Intelligence, Mr. Wigren' s performance has continued. to be superior in the same manner os gascribed in Section E.of last year's report. In addition to thia he has worked, closely with OTR’ on the revomping of the CI Operations Course. He has Leen particularly effective in organizing and leading briefings on the RIS given‘to chiefa and operations officera of foreign intelligence ‘gervices during their vinite to Washington, and in leading a eeminer ‘degisnedt to aasist SR personnel in basmdling liaison briefings. - Ets. succena io carrying out o planned approach to S5R's CI research _problena, using- personnel who have relatively little substantive «Smbertence, I haa. ‘been especially gratifying. . . ans mh CERTIFICATION AND COMMENTS BY EMPLOYEE et ___leertify that I have seen Sections A, “B,C, D and E of this nis Report. ee SIGNATURE be Rad LOVEE BY SUPERVISOR awn fe ee ee 2. tP Tes ARPORT HAG ‘MOT BEAM SHOWN TO K EMPLOYER, GI ey rs ay PLANATION. wee T HG PUP LER HAE BREN Wald & Me SUPER FSi _ oo $ | . ee REPORT 15 MOT AGING MADE AT THIS Time, GIVE ABASOW, —— — imeePL ur Ze tote a mY SUPHAVInION LESS THAN 05 LAYS [ REPORT TT MADE wi Thee Smit Hin LAST 80 | $0 OAYS ip rmem (Apscity): ea wai SUPERVISOR pax OQFricran’ TTL OF SUPER VIER ~OATE "28 Pepruary 1961 c /en/RIsB __BY REVIEWING OFFICIAL 3. “18 sour’ Liletied SIVEN THIS EMPLOYEE AROUT THE SAME EVALUATION. . a tt TR ~ ty OGULE HAVE GIVEM THIS EMPLOYEE A wawen EVALUATION, — [8 CAmmoT GUEOGE THESE EVALUATIONS, FAM NOT SUPPICIEMTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE. COMMENTS GF REVIE PING OF FICIAL ‘ Z iS Gave OPPICIAL VITL# OF REVIEWING OFFICIAL TYPEO OR PRINTED NAME AND SIGNATURE SECRET
| | , SECRET a 4 {Wren Pillied In} EMPLOYEE SERIAL NUMOER re FITNESS REPORT ie = / 106198 ESATA GENERAL, 1. NAME Nita ~  €Fheet} Ficet) {Middle} a GATE OC Cat SET pe 8. $Gx 4. GRAVE WIGREN Les Lie) - 23 | M GS-12 8. SERVICE DESIGNATION] @ OFFICIAL POSITION TITLE, 7, OF F/DIV/GR OF ASSIGNMENT D Ors Officer DUF/SR/CE ho” REE A STAPF STAFF STATUS ® TYPE OF REPORT — rast euIeiOLe See ORF ERAED Tiertean RE ASSIGNMENTs SUPERVISOR : _ PENDING { CECLINEO _ DENIED Yo panna fe ASSIGNMENT/EMPLOY ER . 10, DATE REPORT OUE ING, [Lt REPORTING PERIOD SPECIAL [Spoctly) rer 25 Jan 1900 7 May 59-31 Dec 59 SECTION 8 EVALUATION OF PERFORMANCE OF SPECIFIC DUTIES. _ _— List up to siz of the most impoctant specific dutios porlormed during the rating period. Insert rating number which best describes the manner.in which employes performs EACH spacilte duty. Consider ONLY eHectiveness in performance of that duty. All emaloyess with supervisory responsibilities MUST be cated on thele ability to supervise (entivate mander of employees euporvieed), 2+ Barely adequate 3. Acceptable — 4. Competent 15+ Excollent [6+ Superior | 7. Outatending SPECIFIC BUTY NOt Supervises & reviews RATING speciric DUTY NG. 4 Gives lectures and RATING work of Section-including 8 research {briefings to Agency and foreign analysts and 2 clerks, St jofficials as required, bs) MATING [SPECIFIC DUTY NO. 9 Effects coordination RATING with CE Stall, OS and others on CI , research matters. 6. ---- apacivic ouTY No.2. Plans aud implements divisional research prograni on. Sovict Intelligence. . 6 srecimic curv no.3 Directs dissemination | 4tine|sreciere curr so. 6 Establishes divisional RATING _Of CI studies and reports on RIS to criteria for records and methods of appropriate U.S. and foreign con- information processing required for _ 5+ “sgumers, Cl research. } SECTION C __EVALUATION OF OVERALL PE PERFORMANCE IN CURRENT POSITION - Take into account everything about the omployse ‘which influences his elfectiveness.in his curront position - performonce of specific duties, productivity, conduct on job, cooperatlveness, pertinent personal traits or hobles, particular Umitations of talents, Based on your knowledge of employee's ovarall partorntance during the eating: period, place the cating number in the box corroaponding te the stofement which most oceurately reflects, hie level of per ormance, 1 ~ Performance in many Important respects foile te mest requirements, 2 + Performance masts mout roquiremonts but is daficlent tn one of more important reapecta, _3 > Performance cloarly meets basle roquirements, 4s Performance clearly- excaods basic requirementa, 5+ Perfoamange In every Important respect Is tuperior, . : 1 6. Performance in avery respect is outstanding. “ NOT CHARACTERISTICS onecs SER DEO ly lats3 ri = ie SECTION D OO DESCRIPTION OF THE EMPLOYEE ee : in the roting houea betow, chock (X} the he degres to which each charectoristic applies to the employes . i> Least possible degree [2 - Limited degree [3-N i: Normal degron ; 4+ Above oyarage eee 5+ + Outstanding nding degree ~ . . : . RATING GETS THINGS DONE RESOURCEFUL ACCEPTS RESPONSIBILITIES ! ° = CAN MAKE DECISIONS ON RiS O8N WHEN NEEO ARISES f DOES HI9 JOB WITHOUT STRONG SUPPORT - oo i — PACILITATES SMOOTH OPERATION OF HIS OFFICE fF WRITES EFFECTIVELY mG . SECURITY CONSCIOUS 5 : THINKS CLEARLY : DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS OTHER (Spocify): SEE SECTION °E® ON REVEASE SIDE pone lous; SECRET . . w a-38 45 OSSOLATE PREVIOUS EDITIONS;