SECRET (Bhope Febfedt fags . EMPLOYER SERIAL MUMEE IF FITNESS REPORT 006198 SECTION A . GE ae nn 5 9 te a A enn nn A NN ner tern Hr <n ar ra enna ereeetingeeAenrasee Gan ees engage fF ipets 4 tMihidsle) oD APE CF Ee Poe OB. GE j4. URADE {3 30 T. eA. fhm ees ape . B. OF FICIAL POSITION TITLE -_ maz DPPoIMY AE OF ASSMAN A calntns StATION Ups Officer LJipp/ci/eia | Washington, 0.¢. G. CHER UN TYPE OF APP Ole T ME rT . P30, CHC K CH) Teme Ge REPO eee Pcamreane PRR AER yw } 1 TKMnOR AMY [reattian TEAS BIGNI HY SUPE RYISOR Breet NA H ° as ee tne ee anna ees - Ae CANE BORISOV AL (Fee fetructione » Bacthear OF 3 y Areeoua . [AE ADDIGPE ae og T Reel Ok r —— oe BRR CAL UNpecityl: Lome cian (Spmeilyss nt ete nt me nt ete eer are { UG. PRR Oresee hears Or Me itats CP eens tue} ft, DATR We PT Our iy ar. . . January 1969 — oo A July 19686731 nec. 1969 SECTION 8 “_.__CPERFORMANCE EVALUATION - Perlormance ranges from wholly inadequute ta elightly less than sotishaceary, A rating in this coteyusy requiros positive remedial action. The nature of the action could range from counseling, to further training, to plocing on. Probation, 0 eedssignment of fo separation, Describe oction taken or proposed in Section C. Forfoemance meets all vequiramanta. It le entirely satisfactory and Is choracterized neither by deficiency nor Ws Weak A> Adequote ercollonce. . P > Proficiant Parformonce }s more than saristactory. Desired results are being produced ina profictond mannose, Performance ts choracterizod by oxceptional proficiency, Perlormance is so exceptional in relation to requirements of the work end in ethers doing similar work a6 to warrunt special racognition. . 5 + Strong © + Qutstending sampatiion to the perlormunca of List up to sian of tho most importont spacific duties parformad during the rating pesiad, Insare rating letter which best describes the manner in which employee dorlarms EACH spacific duty, Consider ONLY offactivencae inparlurmance of thot duty. Alt omployees with suparvisary tosponsibilitios PMAUST bo roted on their ability te eupervine Cndicete number af amployeos styperviead). srecipic outy MO! “Analyzes sensitive counterintelligence cases as ‘pei directed by the C/CI/RGA. These analyses range from operations of primarily historical significance to current and pressing matters. aA Paty be P TER s.- freA Tihs “LETTER 5 sreciric Duty NO? Analyzes and synthesizes materials dealing with the _ growth and development of the Soviet intelligence and security . services. and with the counterintellisonce operations directed by- _them.against the non-Communist_services...o opecume BONES? Conducts substantial reviews of summary reports on overt publications dealing with the past and present of Sovict :intelligence. This assignment docs not consist merely of editing AeA T bodes LEV Tho qrecimic oury YS Lectures and conducts briefings in OT courses and in “the training programs of other U.S, Government agencies. The main :topics covered are the Sovict intelligence and security services, “political_Jdovelopmonts—ina_theUSSR,—and-Communist—subversion—_—__ : . ray ~ 4 if Lao SPECIFIC DUTY NO. 6 RAring LETTER OVERALL PERFORMANCE IN CURRENT POSITION Take into account everything about the employee which Influences his effectiveness in his current position such as per formance of specific duties, peeductivity, conduct on fee. cooperativenass, partinant pereonal traita of habits, and particular limitations oF talents. Based on your knowledge of employee's overall performance during the rating poriad, place the lester in the rating box corresponding to the statement which moat occutataly saflaces his level of pertormance, : FORM 4-88 4§ use eaavious gDITIONS SECRET
SECREL CBRen Ribbed Pad NARRATIVE COMMENTS SECTION © bedoette. significant strengths or wauenesser demonatruted In current porition keaaping in proper perspective diets ralationship to ‘ovacatl parlormance, State Sugg@ atiane made foe Luprovement of work performance, Give eacoamandotions tor trainiag. Commene on foresan Innguage competence, ef raquicod for current position, Amplify or explain ratings given in Section Bote provide beat basis §4r dotermining future persensel setion, Manree of performonce af managerial ue supervleory Wytios and-cus? conselousness in tee vss uf personnel, spoce, equipnen?} ond funds, must be commented en, il dpplicable. Hestd space i+ needed to comple | Section ©, attach o bepurcte sheas of paper, ES — \ " i Mr. Wigren joined CI/PZA on 14 July 1968, so that. this fitness report is his first in his present assiynment, Consequently a significant part of his time hag been used, during the period of this report, in familiarizing himself with his job and its potential. His performance, nonetheless, has been consistently strong. : : He brings to-his assignment an excellent backpround, both academically and in terms of Agency experience. Ho shows consistently sound judge- ment and equanimity, an ability to sort out facts and to reach decisions on a factual basis. He seeks and welcomes guidance but ds also fully capable of acting independently within his limits of responsibility. a Mr. Wigren has an excellent potential in the area of research and analysis. He has no present supervisory responsibilities. We is con- sistently aware of the Significance of the cost factor. H } i ‘ SECTION D CERTIFICATION AND COMMENTS = BY EMPLOYEE ‘, woe ~ ~~ CERTIFY THAT | HAVE SEEN SECTIONS A, f, AND C OF THIS REPORT GATE aa Seda TUMt OF EMPLOYER | : Gi” fre 4 bin Wt arrin 2. BY SUPERYISOR Met Toe, ROO LOTEE HAS BREN UreLEw& ar TIPE RVISION 1 Year are CPOIGIAL TITLE OF SUPERVISOR 31 auc 1969 | chief, CI/REA BY REVIEWING OF FICIAL 3. COMMA NTS OF REVIEWING OF PICIAL (IES wrap iT) poppet l tnybigin boa bos nape © he Ky Aawemick Yk suo Me unknane OE bet co oF AEDNSD , eettlorfateciel, | Jrrwe Ae ares gee Ti bake Gf prepir. aly 5 meets ree TYPEO GR PRIN} PO AN aay as “ Raymond G. Roces LOPRRIIAL TITLE OF REVIEWING OF FICIAL CaO SIGNATURE ' oe | De uty Chief 'C Pater Intelligence Staff SECRET - ; od = Le GAVE