14-00000 “a “SECRET SEC'TION B (Cont.) SPECIFIC DUTIES Lee H, WIGRKREN SPECIFIC DUTY NO. 1 intelligence targets, especially the intelligence services of the non=-Communist world, | . SPECIFIC DUTY NO, 3 provided to other Ayency components, to other U.S, departe. ments and agencies (principally the FGI), and to selected ‘liaison services as appropriate, “ 7 ow SPECIFIC DUTY NO, 5 vpments in the USSR, and Communist subversion, SECRET
SECRET SECTION C - NARRATIVE COMMENTS = (Continucd) Lee H, WIGREN ‘ ‘ - His supervisory responsibility is Mmited to providing guid@ : “ance to one secretary whom he shares with others, I should not | pe healtate, however, to assign other employees to his supervision if ) = our T/O permitted, His past record and his current performance ; : oo (which demonstrates an ability to look ahead, to grasp cusentials, to yet along with others, and to be both fair and firm) show that he can handle a manager's role very well, a , SECRET a
4400000 ms, | SECRET CRpen Bidted Ene , EMPLOYED SEHIAL NUMhE . | FITNESS REPORT . 006198 SECTION A : GENERAL Vl NAME tinal} UF iat) UM iki te? TE GATE GF piptu \3. Sha Te. GRADE | 9. 5A WIGREN, Lee le: 1 12/01/23 : Mo 13 | Dd FOF PSDIVIRG GF PSFIOHMENY (8. CURRENT STATION G. OP PRICEAL POSED tae, ie a 4 ops titer | ppe/CI/ REA | Washington, 0.C, Qa CeCe IX TYRE fp AP Rep IE eT 7 BE _ ° . ‘ 10. Che cKw l4i YL or REPORT: ne ne yc | one pammemnaae ° . x [casera i TRE Bey FB j PTHMPORARY tME TER [AEA SSIG MEE PP SUE Etre S cre . BNI BE, | IMF ASSIGHMENT FUP ee CARER PROVISION aL (See frratsuntiona ¢ Seative C) jsercrar (Specifys BPECIO’ (Spersly): 1h. DATE GEPONT OUF 1% OP, oy 12. REPORTING PERIL (Peon tu} 30 November 1971) 2 [1 January 1971 - 31 October 1971 pant, peer meneame! Na 9 ee SECTION B | PERFORMANCE EVALUATIO?¢ _ U-Unsotisfoctery~ Performance is unocceptoble, A rating in this category requires immediate ard gantice remedial action. The netufe of the actian ee could range from counseling, to further taining, tu placing on probation, fo seamgrment of to separation. Describe action taken “ron proposed in Section C, b-Marginal Peloemance ip deficiant in tame aspects, The reasons fos assigning this rating chovld be stated in Section C and remedial actions we — a gate of recommended should be described. _ - « : P-Proficiend Performance is satisfactory, Desired results are being produced in the manmes eepacted, ; S-Strong Peformance is characterised by exceptional proficiency. . ; O-Ourstanding Performance is so esceptional in relation to sequirements of the work and mm camparincn fo the performance of others doing similar 7 —_ work os fa warrant special recognition, Liat up to six of the most Important specific duties porlormed during the rating garind, insary rating lattor which boat describes the manner in which employee performs EACH apacific duty. Consider ONLY offectivangse in peelormance of that duty. All employess with supeevisory responsibilities AUST be rated on thele ability te supervise (adicets number al amployeed auperviasd), - of : . 8 . AA TINT, sPecific OWIT NGF Analyzes and synthesizes materials dealing with both the his- LerTen tory and current status of the Sovict intelligence and zecurity services and with the operations directed by them against their major counter- (cont, ) © arecimic QUTY ROE An a corollary of the above, serves as Ci/RL A's principal - : point of contact with SB Division (except for ADP matters), ce SPECIFIC OUTY NO 2 Organizes and maintainy basic counterintelligence data on the RIS, auch as strength figures, case histories, counteraction (e.g., the re- sults of the AESMITE defection}, etc. sPecinic GUTY NOs Engages from time to time in counterintelligence interroga-~ tions /debriefings at the direction of the DC/CI, Records data thus obtained and prepares detailed reports. : ; Precieic. OuTY NOS | ectures and conducts briefings in various training courses cerrer both within CIA and in other governmental programs, The main topics dealt with are the Soviet intelligence and security services, political devel- (cont.) o : SPECIFIC UUTY 40. 8 firren OVERALL PERFORMANCE IN CURKEMT POSITION RATING . Taka into cccount everything about the employee which Influences his elfectivensss is hie current position such as per- LETTER formance of specific duties, productivity, éanduct on je cooperativeness, pertinent personal tralrs or hebirs, and particular timlvations of tolents. Based on your knowledge of employee's overall gerlormance during the rating period, place the letter in the rating box corresponding to the storement which most accuwstrely reflects his level of performance. ae Cac eted «om =| vont 45 oosouere PREVIOUS CATIONS SECRET . * “tone, 7-68 anneal yeh