SECRET (When Filled ta} EMPLOYEE SCRIAL HUMOR TNESS REPOR FITNESS REPORT 006 198 SECTION av ; GENERAL tN awe en {iaet) €Firet) (AP ectahde} 12. DATE OF Bia The i? SEX 4. DRADE a. 80 WIGREN Lee HH. 1 bec 1923 5 ON GS-13 | D 8. OF Fictal PoSsIPioe TYRE 7. OFr-OIw om OF SSSIGNMENT IAL CURRENT STATION instr intel HyR/ SIC Has, . fO, CHECK UX! Tre OF REPORT S. CMECR INI TY PR OF APPOINTMENT xx icageer Tresenve - i vewpomany - fineveen REASSIGNAR AT SUK VISOR . RX | ANRUAR ed AREER PROVISIONAL (See invtructiona » Sect C) [RE ASTIGNME MT EMUPLOVEE ($ecran {Specity}: , | SPRL CSpeciivd: — rr ne eter Serena pee 't, DATE REPORT DUE IM O.P.: 18. REPORTING PERIOD (From to) = 231. January 196 i __|_sanvary 1966 = 31 Docember 1966 SECTION 8. mane PERFORMANCE EVALUATION Ws Weak Performance ranges fram wholly inodequote to slightly less than sutisfoctory. A reting in this category requires “+, positive remedial action. The nature of the action could range from counseling, to further taining, ro placing on probation, to reassignment ov to seporation, Describe action taken or Proposed in Section C. 10.18 entivoly satiafactory and ts characterized nelther by deficiency nor A« Adequate ‘ Performance moata all eequirementa, excellence. : P+ Proficient | Performance fs mora than satisfactory. Denicad results are being produced In a proficient manner, .$- Strang ue ‘Performence Vs charoctorlied by exceptional pealiclency, O- Qutitending Porformance is sa exceptional in relation to requirements of the woek and In comparison to the petlormance of - * others doing steilor work as to warrant special recagaition. - a List up to siz of the most Importent specific duties serfarmed during the rating period. insert rating letter which best describes the manner in which employoo porforme EACH specific duty, Consider ONLY effectiveness in perlormance of that duty. All employees [with supervisory responsibilities MUST be rared an thole ability to supervise (indicate number of emplovees asupertiasoil), SPECIFIC CUTY NO, ft “ Instructe in Introcuction to Cocsmmian, USSR Survey, and CT courses, - SPECIFIC OUTY NO. 2 RATING . GETTER Conducts covert tutorial tralning progrems for foreign nationals, 8 SPECIFIC DUTY NO. S ” _— RATING . : LETTER Participates aa guest in progrem of other U.S. government agencies. SPECi#WIC Buty NO. 4 — SPECS QuYY NO. 8 - 7 , RATING LETTER SPECIFIC OUTY NO. @ , RATING . LETTEH OVERALL PERFORMANCE IN CURRENT POSITION Toke Inte account pretything about the employes which influences his effectiveness In his current position such a4 per- we formance of specific ties, productivity, conduct on job, cooperativensss,. pertinent personal waite of habits, and porticular limitations er talents. Bosed on your hrowledje of employee's averall sevtormance during the rating parioad, place the lerrer in tho roting box carcaapanding ta the waremenr which moat accurately raflects his lovel of performance. aes F Prothane Sen cmon | coe 45 u0e paevious eoirioms ) SECRET Jeers
SECRET (Phen Pilfed Fa} SECTION C MARRATIVE COMMENTS Indicote signifleans Strangths of weuknesses demenstroted in current podition keeping In proper perspective thelr relationship to overall performance. State Bugyeations made far imyrovemant of wore performance, Give recommendations far fealning. Comment on forelyn language competence, If required for current position, Aripiify of axplain rovings givon in Section fi to provide beep boste for determining future persennol action, Wouuer of peclormance of mans. nulel of supereisor duties und cast consciousness : Veoble. 7 pace is nes ‘Yo comp _ Inthe use of personnel, spuce, suvipment ond fy furs, ys} be commeniad on, it apo - entre space is needled io complete Section C, attach 9 separate sheat of poper, Mr. Wigron hae made o eienificeant contribution to BIC’a progren during thin reporting-pertod «= bic firct essplete onc with thie staff, I belleva that my coment of last Jerunry that-he "has excellent potential for furthor develoyiwent an a senior instructer" has been validated. He has greatly broadencd his scope, hac particizated actively in external programs, and, - @lthough he hac not been ansigne? any to cute, in ready to acaume course cupervisory responsibility, I ctronely recomend this hia request for an extension of his tour in O[9 be eccepted, CERTIFICATION AND COMMENTS : GY EMPLOYEE 1 CERTIFY THAT | Mave SEEM SECTIONS A, 8, AND C OF THIS REPORT SIGNATYRE OF herr wi OR . SECTION D _ i. OATE . BY SUPERVISOR : VY BEEN tHownN TO EMPLOYER, Give EXPLANA TIO 2. MONTHS EMPLOYER «86 BE Eps tP THIS REP GAT mas see UNDER MY SUPER ¥ ISIC . reer enter mene ct OPPICIAL TIVE OF tuPEeviBoR Chlef, £20/0TR BY SE VIE MAG OF FICIAL COMMENTS OF RE VIE GING OFFICIAL + Ho appropriate reviewing of ficlal, j7YPEO OR PRINTED NAME AND SIGHATURE OP PICIAL TITLE CF RE ViEw@ItG OFPrICIAL SECRET
SECRET (Bhen Frifed In) EMPLOYER SRREAL trum e fe FITNESS REPORT 006198 SECTION A ene ee eee ee GENERAL SUMAME het EF ieoe? (Mitdie} 2. vate or ointh |). 5eK [vonsoe Crt re ene WIGREN, OO hee HM, Dee 1923. Moo fGS-43 fp wee “B. OFFICIAL POSITION TITLE Je OFFCDIV/ 5m OF ASSIGNMENE (8. CUBMENT STATION - a tastr intelh oo OTR/SIC 10. CHICK GO TPR OF RE POF CMTCN UN) TYPE OF A wy ng ised Peau TEMPONRAnRY tat, (Rpectly): 14. REPORTING PERIOD (eames to} at 3B May 1965 - jl December 1965 _..PERFORMANCE EVALUATION _ 11. DATE,REPORT DUE IN O.F. ac | January 1968- SECTION Bo __ Ws Weak - Porformance tangas from whaily inadequate to elightly less than satisfactory. A rating in thls cotogory requires positive remedial acilon. The nature of the action could range fram counseling, to fusthor training, to plocing on “probation, to reaselgnmont or to separation, Descelbe action tehan or proposed in Section C. ft te entizoly aotlafactary and ls characterized nelther by deficiency nor A> Adequate Paorformance moots ali requirements. excellance, P+ Proficient Performance is more than satisfactory. Desired results are belng producad tna proficient manner. 3 + Strong O + Qutatanding Performance is 80 exceptional in ralntion to requirements of the work and in others doing similar work os to wurront apectal recognition. Porflormance 18 churacterlaad by oxcepttonal proficlency, comparison to the performonce of pipe Lise up to six of the moat Important? specific duttes porformod during the rating pariod. Inaart cating loner which beat doscribos the mannet in which amployee performs EACH specific duty. Considor ONLY offoctivenesa in porformanece of that duty. Alf omployeos with supervisory renponsibilitios MUST be rated on thelr obilley to supervise (indicate number of amplaynee auposviaod). SPECIFIC DUTY NO. F CaaS Instructs in Introduction to Communiom, USSR Basic | : Country Survey, and Cl courses. uo g ee eee ttn ree am area ran gerenetnare esate te nten «fot te # cmeneet Fh tite ar ae SPECIFIC DUTY NO. 2 Conducts covert tutorial training programs. ne RATING Lerten SPECIFIC DUTY NO. 3 | a rer ee ee en enn amen ete cnet nunc ee eee apnea tranny ene fe we coe mene ; i TOT a ATine : j RET TER SPECIFIC OUTY NO. 4 SPECUIC OUTY NO. & . . . : RATING : : ; LETTER en a enn are ema re tent ie on ne - WATE LETTER SPECIFIC DUTT NO. @ RATING LETTE OVERALL PERFORMANCE IN CURRENT POSITION ogee g about the employee which Influances hia effectiveness in hie current poasitian suchas par- job, cooperativeness, partinent personal ‘traits or habits, and doe of employee's overall performance during the rating period, 8 fement which most accurately raflocta his level of porfermance. Take into account everythia formance of specific duties, productivity, conduct an porticular limitationsor talents. Based on your knowle ploce the letter in the\tating’ box corresponding to the ata 27 JAN IS6&) 223" 45 oesovara PREVIOUS ZOITIONS, SECRET 4-62
7400000 SECRET . . £RPb oo Fadfedd En seCTIONC HAE EATIVE COMMENTS ¢ Gil GE PSRARNY EL mnt nnn ssh et eet EE ie in propee perspective thalr ralationship to alficant strangths of waahneseos damonst) sted in cusrant position keepin Indicate af ovaroll parbuemance. § State $u999stians mada for imgrveauant of work patlormance, tive recommendations for Heining: Comment on furwign language competonas, if raquirad for currard gvsition, Amplify on eapluin sey eer $action rovvide beat basin for determining future personnal action, Monae ef parfarmance of monngarial ar 4 tay Pe? shop yee AEG BGs yet tthed, i¢ applicable. me v Mr. Wigren han Leen a member of ZIC staff for eight mon te He brought to us a knowledge in depth of the Soviet intelligence services He BEUAE methods of clandestine: activities: which have Leen a distinct asset, and which have pro- -yided moot ‘use ful. judgments and- inaighte. i oo Mr, Wigren appears to have A acund, disciplined, acholarly attitude toward Le my : substantive problens, and a searching, imaginative approach to pedagogical © teen ae _problema. “He has. developed as & teem member easily and effectively, and has ’ been willing to take on increasing:- responcibility. I feel that Mr. Wigren has excellent potential for further deve Lopment ac @ senior instructor. Me. Wieren has not--at this time--Leen assigned any supervisory responsibilities, BY EMPLOYEE SECTION D CERTIFICLTION AnD COmEN TS i CERTIFY TH THAT i HAVE SEeM SECTIONS A, A, B,: AHO Cc OF THIS S REPORT SIGH A TURE OF EMPL rT? . : ey cuPER vison “MONTHS EMPLOYEE Ad DEEN [Wp THIS REPORT HAS 67 BEEN SHOW: TO EMPLOYER, GIVE AXPLANATION UNDER Me Ueki 310ON . . ; CLOTR . ee "BY REVIEWING OF FICIAL COMMENTS Gi GP FORE VIEWING OFFICIAL I en No appropriate reviewing official. : GFFICIAL TITLE OF HE VIE SING OF FICIAL [vyveEo OR PRINTED NAME AND SIGNATURE SECRET
14-0000 7” ae SECRET . . / . CWhen Filter Trt. EMPLOYER SERIAL PURE E oe FITNESS REPORT 006198 SECTION A __GENERAL poet (a “(Flee) (Mtiidte} * Teas a [« arabe 18.50 1 NAME (haa) _..IGREN, Lee __H. . i L=25 MM OS-13 D a 8. OFFICIAL POSITION TITLE. “ ; “59 OF ASSIGNMENT 8. CURRENT STATION Ops_Officer | DDPSEYCE | _ tgs ~ ee REASSIGNMENT SUP ERVIGO® aeaininenstidihdi . - | 10, Cmts C0 TYPE OF REPORT se tree ie een Eereeteinenhoneitioadh one, nfs cr ee : [awscave Lteveonany iA ASHIGNMENT EMPLOVEE ROVISIONAL (See instructions » Section C) ert ent etree tienen a : AG (Specitty): S PERIOD OR tnt eee V2. REMOTING PERIOD (From> fos} ‘ft. OATE REPORT DOUEING. PF, 3b Jahuary 1964 ". . }o2. dU January 1963 to 31 December 19463 SECTION 8 _. ee PERFORMANCE EVALUATION. . : a eee ena . ne eee eet er eee v 7 me nmrnaaaaaaaiaaieeteerrercnnaeatdt tamer Ws Wook  -Peeflormance ranges from wholly inadequate to slightly Jess than satisfactory, A rating in this CGtegory requires “" poaleive remedial action.. The nature of the action could rege trom counseling, to further training, to placing on fo reassignment of to separation, Be scribe ora token of proposed tn Section C, l requicements. 4 ts enttraty sotisiostery and ba chorocterlzed nsither by doficiency nor probotian, A» Adsayato Performance meets ol excellence, . ; . . : P+ Proficient Performance 1s more than satistoctory, Dosirod results-ove keing produced ‘in a proficient manner, “$+ Strong -.  -Parformonce is chorocterized by oxceptional ‘proficiency, O- Qutstonding Porformance ts 30 exceptional in relation to séquirements atthe work and In comparison te the performance of : “ othars doing similar work os to warrant apecial recognition. | . a ee ere List up to six of the mos? importont specifle duties parformed during the raving period. Insert rotlng letter which best describes the manner In which employee performs EACH specific duty. Consider ONLY ehectiveness in performance of phat duty. AU employees with Supervisory responsibilities MUST be rated on thelr ability to Supervise iindicate number of employooa supervised), SPECIFIC DUTY NO. i " - ° Supervises and directs the work of a Breach of 8 people, and coordinates and guides the research work of other Branches of this Group. “ Py Ale PB Soe en > rence ~ RATING SPECIFIC OUTY NO. a ; LETTER Plans the research program of SR/CI ft a sl Pp SPECIFic DUTY NOS - oo : ° RATING : LETTER Gives lectures and briefings to Agency azd foreign officials. Pretreatment trnern enna ep rerrerwpunegne en me SPECIFIC DUTY NO. 4 . Manages personnel, ee are RATING SPECIFIC DUTY NO. 8 ; . . pD! |: LETTER Edits the research production of SR/C1 & SPECIFIC OUTY NO. 6 ° ° ~~ _ RATING LETTER Personally prepared a long and complicated report on a highly tmportant. matter under pressure of Supervision and extremely s igh ead. ines OVERALL PERFORMANCE IN CURRENT POSITION RATING LETTER Take Into accauni ever thing obout the employee which influences his effectiveress in his current position such as per- formance of spacitic Juries, productivity, conduct an job, cooperetivensas, -mrrinent personal teuits of hobits, and particular limitations of tolenta. Boned on your hnowledge of omployoo's ovarai merformance during the rating period, Pp place the letter in the tating box corresponding to the statement which most areurctaly reflects his level of performance. en ; me an aes” 45) opsovera PREVIOUS EGITIONS.. SECRET _Nroteteciee
‘foverall por SECRET . (Bren Pitted Fn) Uy ety ‘ SECTION C ' NARRATIVE COMMENTS OFF) or egy Nes ing in proper parapective thh& relutionship to Indicate significant strengths or weaknesses demonstrated in current position keepi formance. State suggestions made fur improvement af work parformunce, Give recommendatians far training. Comment on foreign longuayge competence, ifraquired tor current position, Amolily of eaploin eptings yiven in Section B to provide best basis for determining future personnel action. Manner of pecformance ¢ ocd eLawip ge seyy TPP IE must f° a described, if Spplicoble, : \ Mr. Wigren is a conscientious and capable rescarch officer with a good grasp of his material and is able VAllpiuosent it effectively to audiences of widely varicd sophistication. Since ' his last report, j the basic orientation of SR/CI has changed, and is _now directed ‘almost wholly to the creation and exploitation of opera~ tions. The organization thus needs more urgently than ever the digested operational experience which it is Mr. Wigren's job to produce. This has made it. necessary. to apply strict priorities based on operational need and relevancy, which has becn difficult for Mr. Wigren, who has no direct operational experience. He haS not been able to get the most out of his people, nor give them the sort of close -and consistent guidance which ‘some of them require in the face of changing or sudden requirements. He has a tendency to be over- -concerned with’organizational and bureaucratic exercise to the expense of substantive production. Nonetheless, his real: qualities came to the fore recently when he produced well and used ‘his staff effectively on an important and complicated project. He is a distinct asset in his responsible and demanding Job. Mr. Wigzen performs his duties with maximum economy. SECTION BD CERTIFICATION AND COMMENTS 1. —_ BY EMPLOYEE ; _. = LCERTIFY THAT | HAVE SEEN SECTIONS A, 8, ANO C OF THIS REPORT OATEe j - . SIGMATURE OF EMPLOYEE as . f . (Ge pe Oh OS. “Ken 2. ‘ : ay: ‘SUPERVISOR MONTHS EMPLOYEE HAS BEEN iF THIS REPORT HAS NOT SEEN SHOWN TO EMPLOYEE, alive EXPLANATION UNDER MY SUPER VISION . 26 | po 14 oe DATE OFFICIAL TITLE OF SUPERVISOR | PV Pijmunaaasiacmaitn ka anam naan chia = 22 Jan. 1964 . Chief, SR/CI 3. BY REVIEWING OFFICIAL COMMENTS oF REVIEWING OF FICIAL Concur, ont a DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPE ORI PRINTED | NAME AND MOMATURE 27 January 1964 |Chicf, SR Division Lh nd hen ot an SECRET . oo, 7) a y, ~ ER
14-00000 ae ot SECRET a ~ . ; (hen Fitted §n) ah _ FITNESS REPORT SECTION A _ GENERAL . Ao Tr rr eee Paceline 1. Nant (Leary (Fteat) (Midclea} [* DATE OF BIRTH [* SEX WIGREN LEE H. 12-1-23 M at ae rene ee tet a cet te een cee eee ee = a preheater. &. OFFICIAL POSITION TITLE . . {y. OFF/DiY/ oR or ASSIGNMENT é CURE ey STATION Ops Officer | YDP/SR/Cops/cr Has. ern enn oe reer PROINT MENT Of ELE en ee eer ee, er tre rec “OF APPOINTMENT tO. CHECK (x) TYPE oF REPORT . 8. CHECK (x) Tre Te eee np ee ie i ee re ane re ee. } fen ] [nesenve 1 TEwWPORARY IMI TOAR ! x REAQSIGNMENT SUB BAVISOR ae a ——. A eee, ao tne on ee er CAME ER OROVISION AL {See instnactiona ~ Section ©} aNNUAL S0iGnoman Ty Rulrlovae ~ rr ree | SPacraw (Specity): ~ . SPacaL (Speetiy}: ORT UE IN OO Wl. Re bon - ttreen : | 12. REPORTING PERIOD (Prom> to} . Le rwery Te REFORT DUE IN OP, . + zi January 1963 September 1961 . 3) December 1960 "SECTION B : a ate oe AL aan . Ws Wook * .Patformonce Fonges from wholly inadequate to slightly lees than satisfactory, A fating im this category cequires . 7 us positive comedial action. The nature of the Getion could range from counseling, te further Seaining, to plocing on probation, te raassignment of to separation, Describes action taken or proposed in Section C. A+ Adegy Porfor:nanee meets all requirements. it is entirely Satisfactory ond te characterized nelthes by deficioney nog ” i : ’ : excellence, P- rofletent Performance le more than ‘satisfactory, Desired rosults are being produced ing proficient manner, 5 "Strong. ae Performance-1s choractorized by exceptional proficiency, ; O- Qutstanding Performance Is so deceptional in telotion ta requirements of the work ond In comparison fo the gerlormanes of others doing similer work @3 to warrant special recegnition, : SPECIFIC DUTIES Liat up to ata of the most Important specific duties performed during-the rating perlod. ‘Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY offectivenoss in pacformance of thar duty. A employees with Suporvisory responsibilities MUST be cated,on their ability to supervise (indicate number of 8mPloyess superviaed). . SPECIFIC DUTY NOTI — _ ~~ ~~ Supervises and reviews. work of a section ineluding 11 research analysts and three clerks. ; . yi ~) PECIFIC DUTY NO. A ec theese ee ee, SPECtric DuTy NO, @ my . RATING LETTER intelligence. oan ~, f P so : \) C / vA Dp ( 2 ; u SPECIFIC OUTY IND: Sots dissemination of CI studies ‘and reports on RIS to appropriate | cerren U.S. and foreten consumers. 3 SPECiFic DUTY NO. 4 fortes Gives lectures and briefings to Agency and foreign officials as required. , sc 3 SPECIF‘C DUTY NO, 5 ~ > ~~ RATING E¥tects coordination with cr Staf?, OS, OTR and others on CI LETTER information processing required for Cy research. YeSsearch matters. 3 SPECIFIC OuTy_ Ko. 4 } RATING Establishes divisional criteria for records and methods of oo | VEYTER | OVERALL PERFORMANCE IN CURRENT POSITION pe Othe oct ERENT POSITION i RATING Take into cecount aver thing about the employes which influences his offectivenoas in his current position such os per- ] KeTrEeR formance of specific duties, productivity, conduct an job, COOperativensss, pertinent Personal traica or habirs, end i s-¢ particular limitations o- talents. Bosed on your knowledse of employee's overall par formance during the rating period,: ploce the letter in the rating box Corresponding to the Statement which most occurately reflects his level of perlormance, | 1084 FORM 4-82 45. SBsoLera Pheviocs EOrTIoms, . . SECRET
SECRET Ete Pelee dt Eng SECTION C NARRATIVE COMMENTS indicate Bigrificunt strengths of weaknesses demonsteated in cwrert pasition heaping in proper recszective thelr relationship te overall pevtorsence, Stute suggestions made fcr improvement of wach Ferformunca, Give recommencericns bor training. Commant on foreign lang ange competence, if required Jor current positicn, Acptily of ouplain ratings given o> Section B fo peaviss baat basis for detersining tutus personnel action, Manner of gerloerance of monuysriol or supervisory 4 applicable. simuat be de scribed, 16 SEB ATTACHED SHEET SECTION O : CERTIFICATION AND COMMENTS | L . . rane» OY EMPLOYEE a . a § CERTIFY FHAT 1 HAVE SEEN SECTIONS A, 8, ANO C OF THIS REPORT SIGNATURE OF EmPLOYEeg fac Ai “ya oon 2, BY SUPERVISOR . i fe a wt men mec en nen net nga oan ene pa MONTHS EMPLOYEE nAS BEEN Wf THIS REPORT HAS NOY SEEN SRORN TO EMPLOYER, GIVE EXPLANATION UNDER MY SUPER YtZIOR 4h Date ) «[OPFIGIAN TITLE OF SUPEW VISOR | V¥ Ped OW PAINTED Nawe AND Wend Gh c/sR/CI 3. BY REVIEWING OF FICIAL COMMENTS OF REVIEWING OFF Rant fe are yes tears sa a a te nee a OPPICIAL TICLE OF MEVIEGING OF Pita, i Lee AN F i Sieqs i | | SR/COP — . SECRET wet . ~ OarEe oa ede
14-00000 “" fitness report of a year ago noted his o _performance tn relation to that of other officera in this branch and outside £ a a NARRATIVE COMMENTS Mr. dleren is extremely profictent in handling nis section from both the | personnel and managerial standpoints. In addition, he is an exnert on Soviet Intellivence in his own right and lectures on the toric to officials of this and other governments. He isa particularly capable at training new researchers. In reviewing his fille today, I note that the Reviewing Official for his pinion that my ratings of Mr. Wigren at that time were too high. ‘That opinion was not discugaed with me or with Mr. Wigren. Perhaps the ratings were indeed too hign, but I must say that _ considering the Fitness’ Report form and criteria in use at that time and his it, T would give him the same: ratings teday for that period. + 1 The ratings in thio current report will appear elightly lower than those of the last report. This ia not entirely due to tre different report form. Mr. Wigren'a problems increased in both intensity acd complexity during this period, and I do/not feel that he met the increased surden with ag much of an increase in performance as was necessary. This shovulé not at all detract. froz my rating of his overall performance, which is still ezceptional and only alightly lesa than outstanding. coe eC MS pret Cea.
——— * SECRET atts / , (When Filled tn) . - ‘ : : - EMPLOVER JCRIAL MUMAER : q \° FITNESS REPORT . ; eee : ee SECTION A ne vagy ERE RAL a t. MAME “¢heet) (Pitar) . (Atichdlap 2. DATE OF mit req \* SER 4, GRADE WIGREN Ine ie : 1241-23 book Ghee 9. SERVICE DEStON ATION] 6, OFPPICIAL POSITION TITLE ™ ee “TFT GrRsOiv/an OF ASSIONUENT 7s - D Le Officer | one 8. CAREER STAPF Brarue TURE OF REPGAE MOT RLIGIGLE x MEMBER a i DuPEeREO ~~ INITIAL cons eee EAR ; . PSNDing ‘DECLINED ee DENIED xv aNNUAL _ [means SNMENT/ EMPLOYER ; 10, OAVE REPORT DUE IN OP) pre PORTING PERIOD | SPECIAR (Spectty) ~ renee i . * . . i-Jau.'GL Goptetolp oo. ; ; a it re ep te SECTIONB EVALUATION OF PERFORMANCE OF SPECIFIC DUTIES — erformed during the rating period. tneert rating number which beat dascribes the uvy, Consider ONLY offectiveneas in perfarmance of shut duty, All employees thelr ability to supervise (indicate mimber of emploveos supervised), List up to ale of the mast Important pectic duties munner in which employee parfarms EACH apocilic® with euperelsary cesponsibilitias MUST be-ruted on ett ene cate arteanrers gi ae ter YA tg een a a eee et sn ereenceeccree ad e V- Unsctiefactory I 2: Beroly odequate - [3 . Acceptable _ 4 - Compotent {s . Excellent [6 - Superior 7 = Outstanding sPecivic-ouTy No. t Supervises & reviews | RaviNa SPECIFIC DUTY NO. & Gives lectures and RATING work of Section including 9 rescarch * dorlefings to ‘Agency ane foreign analysts and 4 clerks, ) ALAA 7 joffielals-ae-requireds 7 ae Ss SPECIFIC OUTY NO. 8 Plans and implements RATING [aruciPiC DUTY No. § Et Cocts-coorndi nation divisional research program on pupae) |S cY Stare, 0S, OTR and others on Fe 6f |CI research matters, eee er Sovict Intelligence. De se ecm OS Sur prepral peerimereepeeese ee | ~-ec@le Guryno.s Dirdcts dlasemtnatton MATING [SPECIFIC OUTY MO. 6 Entablishes divisional ‘ 7 aan criteria for records: antl methods of of CI studies and reports on RIS to informmtion processing required for - appropriate U.S. and Poreien mil consumers. an (CI vescarch. : ; 4 LG SECTION EV LUATION OF OVERALL PERFORMANCE IN CURRENT POSITION —_—__. : “ Toke into account everything obout the employee which influences his offactivenoes in hte currant position » perlormonce of specific duties, productivity, conduct on job, cospermtivenaas, pertinent personal tratta or hobles, particular limitations oz talents. Besed on ‘Jyour knowlodge of emplayee’s overt! parlormunce during the rating period, place the enting number in the box Corresponding to the statement which mast accurately roflects his lovel of performance, creer iin etary secure ett es renter een ere eye care ep _ P+ Parlormance in many important rospects fails to meat requieemonts, RATING 2 Performance meets moet tequiraments but is deficient in one of more important respecte, NO. TL 3. Pestarmance clearly meats bogie requit@menga, . . 4+ Perloemance clearly excaeds basic tequirements,. 5f 3+ Perloemance In ovary Important rospect 1s superior, -—~ _ 6 - Performances in every respect is outstanding, ex : . : a SECTION D : DESCRIPTION OF THE EMPLOYEES | An ae rere aaeeneetnnnrenaineiennien eee VIN UP Tat EMP! ae . .. a _ In the rating boxas balow, check X) the degreo ta which ach choractefl stl€ Ser tig, to the employee ~ § - Least possible dogroe 2- Limited degree “T3 - Normal degree BLE Above average dagree crew) standing dagrae : E} : appa See “sina CHARACTERISTIC _ | S88tE | se88e0 TT a 2 =e GETS THINGS DONE RESOURCEFUL ACTEPYS RESPONSIBILITIES CAN MAKE DECISIONS ON HIS OWN wHErs NEED HOt HIS JOB WITHOUT STRONG SUPPORT 2 errr ttt ener teerenraeengntefnniee yates PACILITATES SMOOTH OPERATION OF IS OF FICE ent etree natarantntentt nn cpempseneran erent ere seer ameter WRITES EPPECTIVELY _ SECURITY CONSCIOUS : —_ : THINKS CLEARLY DISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS et tr SEE SECTION *E* ON REVERSE SIDE OTHER (Specify): ae 45 cosovere PREVIOUS EOITions, SECRET 4 ra : ta)
74-00000 - SECRET (When Filled tes SECTIONE “WAPHATIVE DES CRIPTION OF MANNE® GF JOB PERFORMANCE Steoee strengihe and wanenesses Semensinated in current nositlor. NyAdéagen™ eo qe atices mode to employee for Inprowament of hig work, Give recommendations tue his training, Descrite, if opproprints, his yvtestial for development and lor assuming graster ras sponsibilitios, Amplify of exstzin, if oppeoprigta, ratinga given in SECTIONS &, €, and D to provide the beat baais for determining future personnal aetione. (Ke. Wligrenté performances sep “ Py. ch? type er has been outetavitne gua 6 in ‘every importons respect. Despite prea Measure teh Prequently difficult aceluniments he has directed hin section in a calm and mature Madeor wich hag enabled it to mect deadlines on HIS research despite the relgpeve agexperience of Lon personel. Nig potential for aevelapacnt in exocllent and cponslbilltices of hie rection fk iy ¥ Bm ore being expaclel to enable it to produce even more of lta hiph-quality preduct.. v SECTION F . ‘ CERTIFICATION AND COwwEN TS. Lp nT PFs en __BY EMPLOYE YEE. . _.. ne oe _ Feartify thot [hove szen Sections A, B,C, D ond E of this Report, a :  poare PGMAT ORE OF EuHLG TEE ~~ ee ee ; 7 oe Seem _ ~ ay SUpERVEOR “os se" PuOnTHS EMPLOYER HAS ORR (0 THIS HEFCHT HAS NOT BEM NOON TO FePLOVER, GIVE EXPLANATION. ~ UNDER MY SUPER YISIOp | TF REPORT IR moe? BENG MADE AT Teas Tiwe, Givy& REASON, EMPLOVER UNGAN My SUPER SIS LESS Tov ace QiHaA (SpecitysSSSSCS*~<C~“<s<‘<;7;3 SR —~ 7 ; DATE. TOPICIAL TITLE GF BUPERYISOR TF i : "13 September 1961 | “fen fer : ot 3. be ee __ BY REVIEWING 5 OFFICIAL f WOULD HAVE Gi¥EN Vout 2" LOTER ABOUT THt SAME EVALUWATIG#S.. 1 WOULD HAVE GiVMis Ter 2UP LOVEE 4 HIGHER EVALUATION, Z|) WOULD HAVE GIVE Toit ZUPLOTER A LGSER EVALUATION. : . ; pnceneeneihenneneinaeiie ain _. eee eee CANNOT JUOGE THESE EVALUATIONS, I An MOT SUFFICIENTLY PaseiLsa® with THE EMPLOYEE'S PER POR MANE, COMMENTS OF REVIEWING GF RICEAL — = ; While I quite agree tcat Mr. re Wigren- -has done a very fine job, I consider that tne : ratings in Section =-are ~overly eezerous. I base t&is on the fact that I know of aso ‘ other highly-competen’ officer who has received 7 ravings on two-thirds of his specific _ duties; “and I do not telieve that Wigren's performence ia better than any other officer? om i § know. There 1s no question ln my mind that Wigren's performance 1a this job has been ss wee me SUNY CETUS: LEM ERODESt REVIEWING OFFICIAL TS pe ow PRINTED NAME AND SIGHA TURE Ht sep 1% 1 |
SECRET Men Filied ai} fot . EMPLOYEE SERIAL NUMDER 1062.98 | 4 ABM \/ FITHESS REPORT te Nanee tlaee) Ne (Pires) (At tddte) 90 SEM 4, GRADE wee NOMEN De He | on a S. SERVICE DESIGNATION 6 OF FICIAL POSITION TITLE [? OF F/DlV/RA OF ASSIONME RT D | Ops Officer DDP/SRYCE ® OC GanREW atAPR STATUS. “YyPe or HEPoRT __t SANDING en ee BEGLINGD nce _ _ DENIED | x. | ANNUAL RE ASSIGNMEN T/EMEL OY aE 10. DRTE REPORT DUN IN U.P, f1, #C PORTING PERIOD SPECIAL (Specify) a EA ae Prien Te 31 Jan 62 1 Jan 60.2 31Dec 60) . SECTIONS CEVALUATION OF PERFORMANCE OF SPECIFIC DUTIES —_—— List.up to sia of the moat impostant epacifie dutles performed during the eating period, Insert roting number which beat describes the manner in which employes partorms EACH spocific duty, Consider ONLY elfactivensas in porformanee of that duty. All employees with ‘supervisory seeponsibilities MUST be sated on thele ability to Bupervies (indicate aunthar of employeos auperrtsad. ? ~ Qutsfonding sPEciFiC DUTY NO! Supervises & reviews RATING ISPeCiFiC DUTY HO, 4 Gives lectures and work of Section dacluding 8 research. vriefings to Agency and foreign - analysts ond 2 clerka. 15+ | officials ac required, : AATING pace, 6 RATING Pe nanee SPKCIPIC OUTY BO. 6 Effects coordination . with CI Staff, 03, OF and others on 6 CI research matters, « SPeciMic OUTYNO.2 Plans and implements divisional research program on Soviet Intelligence. nation jseeciric Oury ne. *Eetablishes: divisional ["4%!? RATING NO. [ereciric oury wo. 9 Directs dissed of CI studies and reports on RIS to | criteria for records and methoda of appropriate U.8. and foreign 6 j information procesuing required for 54 we cunsumers. . | CI research, : : 8 TION € nw  EWALUATION OF OVERALL PERFORMANCE IN CURRENT POSTION Toke into uccount everything about the amployea which Influences hia effectiveness In his currant position ~ perfasmance of specific duties, productivity, conduct on job, cnoparativenaes, pertinent personal tralte or habits, pastleular limitotions or talents. Based on your knowledge of employen’s ovaroll perfarmance during the rating peetod, ‘place the rating number in the box correaponding to the - atotement which most uccurately coflocts hie level of perlormance. . Tremere a Rae ea RA TENG, at eee \ ~ 3. Performance in many Important raspacis faite te moet roquisaments. 2+ Performance meets moat requirements bul_is-deficiont In ane or more imperten? reapects, 3+ Performance clearly meets busic-reduleaments, 5 ~ od 4. Performance clearly-eataads basic requirements, . . § --Parfarmence In every Iniporton? raapect is superior, er  Parbonnance in every raapect ia outstanding. SECTIOND DESCRIPTION OF THE EMPLOYEE In the rating boxes below, chack (X) the degree to which each charcetesietic applies to the omployee El. Lease peseible degroe | 2- Limited degree ‘iB ° Normal degree [4 > Above average dagree [s- Outstanding dogree wy Mo? NOT RATING CHARACTERISTICS : APPLE oa : : : CARLe [SERVED 2 3 pals | nessueerva — , -— tet RESOURCEFUL ACCEPTS RESPONSINILITEES -- ‘ seen see ee entree arene rarer A ere ee CAN MARE DECISIONS ON HID OWN WHEN MEEO ARISES a ee ee es on OE CIs _— a DOES MIS JOR WITHOUT STRONG SUPPORT a WRITES SFFECTIVELY SECURITY CONSCIOUS Trinas CLEARLY OMCIPLINE In ORFG TING, ‘AAINTAINING AMD OLSPOSING OF RECORDS i Cee BP OTRER (Specify): SEI SECTION ®F® OV REVERSE SIDE SECRET ta FORw baa 4§ CBSOLETE PREVIOUS EDITIONS,