SECTION A Tra CG q CON] [ahesh GENERAL INFORMATION i an “emepovag NUMBER [| 8. NAME (last, fired, middio) == - fe. oat OF GintH la. Bax ‘eo GRanE|s. eo _ Randall, Frederick C. _. M__[. GS-14 a, orr/oiv/ea or P ASS Grumaeny 6. CURRENT STATION 18. _©o08 fel enw) 12170, FP. GPFICIAL POSITION Tithe - Ops Officer od DO/SS/PIC 1 November 1974 = 30 October 1975. SECTION B He QUALIFICATIONS “UPDATE FORM TYPE OF APPOINTHENT a8. “lorie fips.) 14, BATE REPORT BUE 1M 3.8, . Noverber. 1975 QUALIFICATIONS UPDATE 1$ BEING SUBMITIEO WITH CHANGES, Ate 1$ ATTACHED TO PutS REPORT, PLACE THE WORD “VE$" IM THE BOX TO THE RIGHT, ff NO ‘CHANGES ARE REQUIRED, PLacs Mead worp “No” im THE 8Ox Al @GHT. SECTION. Cc u- Unsetistoctory Par M« ae ginal P-Peliclnt $— Sivong Or Quistondiag seer nines PERFORMANCE | EVALUATION a Parlormance fs unacceptable. A rating In thls cotegory requives simediote ond positive remadeal action, The nature of the ection | tould range fram counseling, to further training, te placing ‘sa patetioe, te reenigament o» te weparotlon, Describe ection tohen e ‘propeted ln Sectlen 0. Performance In dofictent In same aspects. the reasons for ascignag this syting shovid be wtetud in Sectlon D and remedial potions taken of recommended shovid ber desribed. - Performance ts satisfactory. Dasired resulta ora belng produced de the mona espatted. — Performance |s cheracterlied by exceptional profllency. a Porformonce fs 1¢-exceptional in relation ta requirements of the work acd in compariean te the performance ‘of others doing sieniter work ot te werrant special cocogaition, __ SPECIFIC DUTIES. Liat up ta ala of the most important apecific dutles performed during the rating perled. lavet retling letter which host dasevibes the monnes in whkh omployce performs EACH specific duty. Consider ONLY offectivenass in pertarmance of ihot duty. AY exyioyens wih sypernary rasponuibilities MUST be rated on thele ability te supervite Uindicate number af employees supervited). - . Take Inte artaust everyhieg abavt the emaloves @hkh Mflreceas Wa ei esisomagea ta fee Ga teed Gewems eth on parbecwimae of emetic dur ae ptadyetrery, cuedect ean ich, cecpershwteon perteaaat pesporel ait, a: Sekih, cee porwee atc! af arplaves’s oreret gartarwonty they the rutrdg Berod, plcce thy fgiter oa the coin js eorreeposte g fy the wtatersen! wank Hort esse gratuty coltgrts hey Lowel of pertorainen. ‘ ay * aad . ey RAR aad arGciPie DUTY NO. t ° ~ —_ RATING ‘ . . Lerrer Chief, Privacy and Infonnation Coordination Staff (U0/PIC) : 9) SPaciric OUTY NO. a a a ~ _— RATING Larrea areciria DUTY NO. 3 eee ee ee ee ee em — RATING . . boone LaTTar wove pemeeeen etwas renee erent tne etn ene ee nnn neat eee negate ete mg eng femme GPECIFIC DUTY NO. 4 RATING : | LETTER GEMOIPIS BUTE MO Been I I, CY A TE LaTiaA ° | - : i ct Name a RR eee EEE OE SE OO ES HOTS CG A mm 5 Re EG OES PRN eG MOT an it edt ses ape Sethade whet og Ty an hanehte nanan SAS RAS wpm es EW fn te SPAciFIG DUTY MO. @ . : RATING LEvvGR OVERALL PERFORMANCE IN CUSKENT POSITION ar tametetenns ee talente Bure? cm rde0t becaletge Some emer ee meme mmeem me em mmm eres ee seein ares . a. | Serres I. i i Sig pe TE apd ck be OA ed ear arson ratetine coil be
14-00000 GORE WAL , CLASSIC ATION SECTION DO NARRATIVE COMMENTS indicate tigaifienst Atrengtha oe wechneuee comand uted in current summer ieeping be proper persperilve thelr retationidip to overall perfermance. State teggertions sede for tmprevement of work performance. Olve rereemerdsngns for taining. Comment on foreign language competence, H required for turreat position, Amplity or ecntain rehage given in Section © te presto best buss fur determining future personnel action Manner of performance of monngerial of supervisory tunes oad cust conuloviness in the wus of perwarel, specs, Gqbipment_ond funds, myst be commented on, # oppliable. if extre space is needed te complete Section D, oftech  veporate sheet ot pase. f ‘ Mr. Randall supervises fhe unit responsible for developing the DDO answer to Freedom of Information Act. and Privicy Act requésts, both at the initial request level and, increasingly, at the appeal and litigation levels. His organization is still less thin one year old but has gone through several growth surges as the public reacted to the past year's publicity about CIA, demanding great amounts of information. Last March, Randall and etn eh plaved the role, then the T/O went from to its current level of In this period, initial requests received by the Agency reached nearly 10,0007 appeals number about 300, and there are currently 31 cases in litigation, the DM) being involved in 27. Much overtime is the norm, in a backlogged, firef. ighting environment. This has been uncharted sailing. Years ef conditioning in sources and methods pro- tection made analysis of DDO materials for release agonizing. The Watergate and _ Congressional investigation experience produced over-react ion tendencies in the Agency. As the individual responsible for releasing or denying DDO materials in the oral depositigns, T not only attest to the excellence of Mr. Randall's analysis and recommendations, but gratefully thank those who brought him to the job in the first instance. Frustrating and often demoralizing as his job is, he dees it with real . ~ . 1 t SECTION E CERTIFICATION AND COMMENTS - ee ee — V. BY SUPERVISOR MONTHS EMPLOYER HAG GEEN ’] 1 Tete REPORT HAS NOT GEEN BHOWN TO EMPLOYER, GIVE EXPLANATION UNGER MY BUPEAVISION — : - uae —  [GFFIGIAL TITLE OF GuPEavIGOa [fNaED Gn wezEn MAME AuD_SIG 12 12 Feb 76 Chief, Services Staff 2 BY EMMLOYEE _ — ee — ere of BisPMA TUS OF £ MPLOYE . STATEMENT CONCAANING TRUE EVALUATION are, renale oF EMPLOY Va x y WT MY P yf tot “a f . ir __ PMY ‘ aN vied fed ” med fOHtds teh “ Teh LK ge" | HAVE ATTACH ER te mA, MOE ATTACHED: 3,_8Y REVIEWING OFFICIAL _ __ COMMENTS OF REVIEWING OFFICIAL E concur in the overall rating of “Outstanding”. Mr. Randall is the right man ia the right jod at the right time. Not many would want his job, but if is an extremely important one to CIA at this period, Hig performance could not reasonably be improved upon. . ’ Oo GaNatCAS ee PDE RIS TAL TITUB OF REVIEW IND OFFICIAL: para 23 Fe ; i irecter ° wmae + tere Associate Peputy Directer - —_ a re for Operations i Thsvid fl. pice” = a sree cn cence oe tet nn en ne ag are . en cent ¢ are YP wo SERTFY TRATY * Feed BTS t a “ . cers; cS WAVE FETS Find Bo tRTS iy 2? Figo Po  neadie Ah BET HIOHS OF 15410 Famaar a, WASHER ATO if sRe rare f i Pei cea bab X rt “first instance, and subsequently defending DDO decisions in affidavits and adversarial
feta anes _ 4 ee Dee eye oy Wowbid aie wi ck Dea he FITNESS REPORT - Frederick C. Randall Section D - Nurrative Comments (Cont ’d) professionalism and seems to have been made for it. As I said in, a “memo last October which resulted in a QS1 for him, in spite of the ambiguity of the guidelines, constant pressure of short deadlines, very large volume of work and cultural tratena generated by the Acts,. his performance has been Outstanding. Earlior fitness reports, in a different context, stated or implied some reservation about his energy or initiative or independent action, 1 can't imagine that we're talking about the same man. Close to 95% of the mass of Agency FOIA receipts have involved the DDO. I know all of the persons involved in other directoratés and said, only 6 months into this year, that Fred was head and shoulders above the others, comyining professionalism, tact, persuasiveness, analytic — skills, tough-mindedness and pragmatism in sources and methods protection. lle suggested policy, strongly influenced implementation, and debated, usually successfully, with the lawyers, with 060 branch, division and staff chiefs, with other Agency contacts and others above his current grade level--all with a sustaining sense of humor. As to management of his unit: he has consistently resisted empire- building oppurtunities, trying to keep Ts staff small. When growth was inevitable, he concentrated on quality in personnel selected for this atypical DDO work rather than accepting the short fix to the statistical backlog problem ‘because routine or “passable” effort is not good enough in litigation. The best reflection of his managerial ability can be seen in an unsolicited testimony from his staff which [ have attached to this report to make it a part of the official record; it is the firse of its kind to come to my attention in my 23 plus years in the Agency. (If some jaded cynics in these days of non-credibility doubt the spontaneity and true feeling of Mr. farmdall’s staff in this action, and one or two of my staff have, I can only feel sad for them. This is a breath of fresh air ta me.) . . Randall has made a sinvularly ispressive shift in direction, has changed career category and, in av Judyment, has unqualifiedly demonstrated his command of the position he holds. 1 have recommended recognition of that fact.
14-00000 TON Race simon emnenee IRE Decent RENE more Meindim tt kt ~ “CONFIDENTIAL ~ 4 February 1976. MEMORANDUM FOR: Chief, Services Staff SUBJECT: ~ Fred Randall, C/DDO/PIC 4. This memorandum. is intended to state what we, the staff of DDO/PIC, think of our Chief, Mr. Fred Randall. Mr. Randall is not aware of this memorandum. . 2. We believe he is outstanding as a manager and fellow worker! His sensitive understanding of human relationships is balanced by a no-nonsense firmness to get the job done. Using extraordinary patience, brains, - tact, and diplomacy, along with long hours and weekend tine, he has set an example for his entire staff. Mr. “Randall's deep knowledge of operations, his grasp of the implications of past operations on current activity, his determination to protect the Agency and the DDO from the devastating impact of unwarranted and unauthorized release of information, and his Judgement of the fine line. between what should and should not be released under appropriate law and policy, have fermed a major line of protection for the USG and the Agency 3. He has not hesitated to make decisions, nor to disagree when he felt disagreement warra anted, A strong aversion to pyramid building has underlined his cost. consciousness to get the most done with the least amount of expenditures. Yet, his determination and firmness are based upen an open, objective mind, willing to listen to different views, and to change his position if he is convinced of the need for change. : 4. His strong desire to aid ennioyees in career development in re-inforced by concrete actions, positive suggestions, defined tasks. and frequent checks to assess the. quality gad quantity ef work. product, .  CONFIGENTIAL
14-00000 So Sea meee ee eA ee meme Se weal sands arn eeenens wee AE CONFIDENTIAL ~ 7 Bes. 5. The nature of the task assigned to DDO/PIC includes the word by word review of thousands of pages of documents. The impact on the Agency, and the USG, of unauthorized disclosure of secrets, adds to the weight of constant decision making, and to the strain and tension of defending a crucial perimeter. And this perimeter is. . under an almost daily attack of erupting crises. Mr. Randall’s dedication and superior ability in handling an onerous, difficult, and complex job, filled with frustra- tions that would dismay and discourage others, has been . truly outstanding. . 6. Mr. Randall has had his finger in the dike for an incredibly long time. He has been operating in a hazardous, high pressure environment, fraught with penalties if he does not make the right decisions, and little recognized when he does. Yet, his common sense decisions have been accepted, and have become policy-- policy that ordinarily is made by very senior super-grade- officers of thé Agency. An assignment in DDO/PIC can burn out rapidly many competent individuals. Fred Randall is still going strong, and continuing to do an outstanding job!
14-00000 CONFIDENTIAL , \ CLASSIC ATION 1 . FITNESS REPORT “SECTION A GENERAL INFORMATION ar a:) , oeE a 16. GRADE @. 6D Bare of Biatula. 7. EMPLOYER NUMBER a. NAME (Losi, fires, middie) i 22170) Ronda LL redone aaa or aa Si Sa BF aaaraaer M_Los-141 ' 31 _ 00s # ene! F. OFFICIAL POSITION THTLg - s Officer Chiefs ss SSPIC | Weadquartes LAD 1 '& or APPOINTMENT . ia. ae PERIOD irem=to-) 3 February 1975 to 10 October 1975 tf? QUALIFICATIONS UPDATE FORM [% BEING SUBMITTED WII CHANGES, AND 1S ATTACHED TO THIS @fPORT, PLACE THE WORD “YES” IN THE 89% 10 THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD “MO” fn. IME BOX AT RIGHT. SECTION Co PERFORM . U—-Gasatitactory Parformonce is unaccapteble. A tating ia this category | requires “bamediate and portion sometial action. The nature of the ection toutd range from counseling, to further training, to plocing on probation, to reawsigamant er to separation. Describe action taken or proposed la Sectlon 9. . Performance | deficient in some ospects The reosons for sisigaing this rating should be stated be Section O and remedial actions t— Margival taken or recommended: should be described. . 1 P~Profighent Performance Is jotifactory. Desired results are being produced: in the manner expected. ‘ $~Serong Pertormante Is thorocterized by aaceptional proficiency, © O~Outtanding Perlormarce Is 10 oxceptional in relation ty cequiresrenn cf the work ond in comporison to the performame of others doing siilor work a2 to warrant special recognition. : . ____ SPECIFIC DUTIES Tae up te sx of the most tuportant ipecific duttes performed during the rating period. inser? rating letter which beet descrtes the manner In which employes “|pertorms EACH specifre duty. Consider ONLY effectiveness in performance of the? duty. All employees with sepervsory renpowsbiities MUST be rated ‘on thelr abidity fo supervise liedicate number of amployees supervised). SPECIFIC DUTY MO. £ a RATING - : Larrca > o SEE ATTACHED MEMORANDUM IN LIEU OF FITNESS REPORT SPECIFIC DUTY NO. & . ee ~t RATING | . . : . LETTER SPECIFIC DUTY NO. 8 RATING . LETTER es e pa carernlamrr pene ee rtcnemencnci ne seamen enn se penance te atntieetite eet een pn eenenennnenerreentee tt ae 2 SPECIFIC DUTY RO. 4 * RATING Py - ' LETTER Se fa ' ‘ a ag : es raceme tiie tem Se tee he Ser ak et nes Gunite ET aecPeannutatreannn ttn Sete tndnrt yn att ee onda ana |. nen coe eee Gracies OUTY NO. BS T RATING { LETTER — ett ete cnet ee nec eet tmane RP Teniernte eset He Ne elie et Peer entering eaten cert nn entee arneremin entettee ete BSHLGiFiS TUTY MG. @ 1 RATING + garrag i ‘ : j i i ee “SVERAIE PERFORMANCE IN CURRENT POSITION To er cmemamnneetmnaiene ie 9 ae cerns WATE Yehe pee emraiat ecpertiicg wbags the espe peu iad lotuornes Rea eRecr remo oe by gycteet paehon eyck wa gevtermeny GigeT duties, | LATTER frets togety eeeger os gat. Lager atweses: pertepal gerateal bute eo bees ged guetteckor Fentyticny a9 Anesth Lore ma vaue bo oetedge * af carer es Cane a? rekwmecse derag the rolleg pared. place De Mew = he saneg bas cernepeedag te the voremes wrath man one | il ets waFiveta bea tacel oS gas arene i Q cs = stccmreg ntti enna — 2 Z ec : ' — _ soca N SION CUA HEL ATI . 8 BOR? vores CLAP DENT LAL Pac a 7 en ve «ee
. TLASSAICATION a SECTION D a NARRATIVE COMMENTS badecete tigaifaant ttremgths oe weaknesses: demyestcoted in current pretee beeping In proper perspertion thelr relqtionthip to overall performunce State bupgeriions made for improromeat of work porlosmunce. Gree recommendations fige training. Comment on forciga language competence, # toquired for gvsrent position Amplty: ee eaptoin tafinys given bn Section C to proente best bupis for determining future personnel action danne: of perlormance of : monogerial or tupersivory duties and east ¢¢ coautowsness in the uve oS necunmel, spare, favipment ond funds, must be commented on, if opplxable, if - . eatra spate ls needed te complote Section 0, O, attach @ saporate sheet of pager a re core) 7 i i ‘3 | " r 1 ; i . . —_. “4 a i + : ‘ . ‘ “ . . : e 2 i ~ - i i ‘ . e i t 2 SECTION E HA UID WY : : MONTHS EMPLOYEE MAS DEEN [IF THID REPORT HAG NOT BRIN SHOWN TO EMPLOVER. G1VE EXPLANATION . . 4 UNDER MY GUPERVIBION } i es Sa ne : i. OPPICIAL TITLE OF SUPERVISOR TYPES ON PRINTED NAME ANO GIGNATURE . t H ve ¢ i : 2. 8Y EMPLOYEE . i een _ —- [SATE on BG APOE OF EMPLOVER : : : BYATERMERT CONCERAING THIS BYALUATION DATE SIGNATURE OF EMPLOYEE 3 OF MY FERPORMANCE . 4 MATE ATTACHED eave OF AT Ag mao « ‘ ; 3._BY REVIEWING OFFICIAL j Cite MENTS AF REVIEWING OFFICIAL ° i é : , t There is no reviewing official for this report. : .é ae TT Geeiciak TITLE GF AEVIEWING GOFITIAL [TYPED GH PAINTEG NAM@ AND BIGNATUPR — f . i ° a SY PMC . weer “Eggo PEERY Viena td HAVE GEIN "yee Ox visas arg poate Taran aracee BP LMI Ag : . i doe BEL TIONSA OF Tred ham AY H | CLASSE CATION |
14-00000 é ' Valet 10 October 1975 wee ee etm 8 emt nee MEMORANDUM IN LIEU OF FITNESS REPORT ‘SUBJECT: Mr. Frederick C. Randall, GS-14/7 ween lk 1. This report is submitted as part of a package suggesting that Mr. Randall be awarded a QSI for his performance since becoming the DDO Freedom of Information Officer in February of this year. In this context, it is not appropriate that he see and sign this memorandum, since I want this to be a surprise. Nor, it seems, is it necessary to have a Reviewing Official for this interim report; the DDO has’ poo suggested, ‘in commenting on my out-of-cycle recommendation of 8 August. 75 me - ">. fox MET Randall *s Proriotion, that a memor: andun be submitted recommending a QSI at this time. . . . ; . ; 2. I consider Mr. Randall's perform ince as DDO/FIO (now DNO/PIC, for Privacy Act and FOIA Coordinator) to be Cutstunding. As [ have said elsewhere, he is, in my view, the most impressive Of all the Agency FIO's combining DDO professionalism, tact, persuasiveness, analytic skills and an informed, tough-minded approach toward sources and methods protection. I have received considerable laudatory comment about his work from OGC, OLC, O/DBA and within the pO. ; 3. From a one-man operation with secretary, the FOIA activity expanded in four months to an approved 1/0 of vith a pending request for 5 more; and the possibility of further increases depending on public reaction to the Privacy Aét and the amount of litigation that develops. Fred has done an . _ excellent job of selecting his staff for what is an often frantic, frustrating and long: -houred environment; he also manaeés them well, with hinor and compassion and with high analysis and output standards, He is conscious of cost, particularly in human effort, in this exercise and of the need for balance in the application of secrecy criteria in teday's environment. I - am, obviously, impressed and pleased with his assistance, and feel me ' comfortably supported by his group! s efforts in avoiding or preparing for ;} litigation actions in FOIA and Privacy Act cases. TERT ee ps meg + : MERE
14-0000 1 ot ek htesmmeranton w+ 5 ne te A nem Teka een ifn , ; 7 CLASSIFICATION ~ \ FITNESS REPORT | SECTION A : GENERAL INFORMATION . 1, BePLOvee UMone fa. MAME floes), fica, middie) —~ — 2S. DATE OF Giarnlg San |S. OrADElé. go M[GS-14 D O12t70 i Randail, Fredorick C. 0 1 jGs %. GPFICIAL. POSITION TITLE - . a. OF F/B1¥/BR oF ASSIGND Ere . tore 19 S008 & one) Ops Officor | __Lppo/rro/tit | Headquarters | “Jie | [oe ta. TIRE OF REPORT TIr . 48. TYPE OF APPOINTMENT . . “yr” a OTHER (Spe) ee ~F P, ee RESZAVE TRAC RMPORARY AMMUAL , REAVGISH. xX | ‘ : x { MENT 18. REPORTING PERIOD (from-to9) lie. DATE REPORT BUG tN OR 973 - 31 October 1974 30 November 1974 _.._. QUALIFICATIONS UPDATE 1? QUALIFICATIONS UPOATE FORM 19 BEND SUBMITIOO WITN CHANGES, ANG tg ATTACHED FO Yes$ afeOer, Place HE wOtD “Yes- ih THE BOR TO THE RIGHT. IF WO CHANGES ARE ReQui—Aeo, PLACE IME WORD “NO iN tHE BOX AT IONE. SECTION Co a “PERFORMANCE EVALUATION foting in thie category raquices immecrate and povitive remedial ection. The nature of the octlon U—Unassestectory Pestormonca fs unacceptable, & ” sould range fram counseling, to further traiaing, fa plocing on probotion, te reanignment at te seperetion, Describe octlen -foben oF propoted Ja Section D. . Performance Is deficient? in some arpacts The reasons for aulgaing this rating should be stated in Section O and remedial octlons M—taeginat fohen ar recommended should be described. 1 November O~Proficions Portormance |p satlfactory, Desired rasulis are belng produced ta the munner enpected. $-Seeng Performance be characterized by exceptional praficlency. - to requirement of the work and In comparison te the pechormane of others delng similar O~ Qurtandiog Porlormance fo se exceptional in eetation wovk an to warrant special recogaittan, ~_ SPECIFIC_ DUTIES tht ep bo da of the most leportont specific duties perlarmed during the rating period. ‘tasent rating letter which bor dusretben eo manner fa which employes portarnes BACH apecitle duty. Consider ONLY effectiveness te perlarmance of that duty, All employees with suporvieory reigenubidtieg MUST be roted on these chduy to twpervise Unduote number of smployves suporvieed). tne se ataee Bo Heh me ® Later mace en eremepetoraneien: = RATING 200 £23 SPECIFIC OUTY HO. & See attached rnernorandum, tm mee ne anne yaar re fr rete alten ttn nt newest teeter be SO Hi nate aerate ingrmene =f nme cae neon . ' RATING SPECIeIC BUTY MO, 2 Larrea . * GPTCIIIG OUTY HO. D . RATING . | LETTER § oak ae neme o comes we mas mma tae tence mops ae gett reattachment Re fe eer mes wanes een ARR, te Aten RGR ih ween SPACES DUT’ wD, 4 AATING . ’ RETTEN i ; pect me nares cide Seeweniee © eure stinea ns Sin niece ames tone pet mn nett te eee Pa gone Rpm Hanes fee, oo eae OPEC Pie Gury eo, 6 PV RATA : 1 LaTTas i : Sr ee eee Sc es of 7 RAPD varcas &FOl Fie BIT AG. & : i CAN Pann MNE the nna Ae ERE ARERR SA Ah IND t ~ cee OVERALL PERFORMANCE IN CURRENT POSTION " ee - F pare TOO MRRT TL Leb eect ee cmtark Bee Hemet bat egeed fogs As Bate aed peach satay antertoney Be Rete S Dae, we evar bo eplod ge % PRE OETET RY Genk Super gaa o wd See 8 Ete Fyetes mere tmstnes hg Oy pawn gigue che “Zites me chp eer g tees prTeepand ag % vated Pay By Qe ad Geek maaee pea ERE CLAS ATION . . $ Fee tame vere? Bearise: gy chenud Hey Om perE NY GbE erfigarenr dy BFFoar At Esr MA Ale dnineed Poe hast 9d oe eke ees a? pee Te eee Ff a , } a é j G2 west va ge Le. . € it . ene ae 2
14-00000 4 CLASSIFICATION SECTION D COMMENT . ledwrote sgailligal strengths or weuhagues demontrated in current position beeping ke pope Fornpective thou seletienthip fo aeerall periarmance Sore twggerren: @ude for improvement of woth performonte. Give rocommandation: far training Comment oa fureiga language competence, if rezuved for terrent poution, Amplty os eaplain ratings given la ferhon C ta graride best baal: fur determining future parronnel ection. Manner of ermeace of manogerat os supervisory dutles and ent consatavensns in the vie of (oom 3 CN SaUL 2 2 and funds, wvet he commented on, if spotauble, if eatre spore is needed to complete Section DO, atioch @ seperate theet of paper. ee : NARRATIVE ; we uM Sema # aeeae remenamseentteete eeamree ONN bt aN Clay ASHE oe on. r e SECTION E CERTIFICATION AND COMMENTS et 1, BY SUPERVISOR WONTHO EMPLOYEE HAG OBEN UNDER MY. BUPERVIGION 1F YMi8 REPORT HAS NOT BEEN GHOWN TO EMPLOYES, GIVE EXPLANATION TYPEO OR PRINTED NAME AND GIGHATUSR ‘TOPPICIAL TITLE OF GUPEAVIGOR 2. BY EMPLOYEE j “foara aT Un OF EMPLOYES oe STATEMEMY CONC ER MENG yria EVALUATION CF MY PEAFORMANCE 4 MASE atrageee | [nara wor srtacnao . 3. BY REVIEWING OFFICIAL hetetine Minthieenstmtor niente erie hee mw trannies AER AN hit R® met entero ete nice enorme Pa renter COMMENTS GF GEVIEWING OF FICIAL gate “Veg otei ay PitcG OF AEVidWwIND OFFIC ey [* 780 ON BAS Tans AME AAO DIGMATURE i ~_& BY EMMOVEE PERI e TATE RARE Mears MG BREBITE 122 Jeace Veansraed cr ge riored thu BEw Ee OF Peele REL AP i i Aa ae pees AE ALLE MS ee PL LET A PNR ATT ENT INT Seer Tee r a ee a y CLAS alts 4 g tetas Mtns Semana nase tage RY Cte ate g
igs if aga nt es aM Prd i mremenan yw mat bg oy ete nce ene nT, pes a bec lAL MEMORANDUM IN LIEU OF FITNESS REPORT . ; i NAME: DATE OF BIRTH: SEX: GRADE: ‘SD; a POSITION TITLE: - OFFICE OF ASSIGNMENT: - CURRENT STATION: TYPE OF APPOINTMENT: TYPE OF REPORT: DATE REPORT DUE: REPORTING PERIOD: EMPLOYER SERIAL NO, e Frederick C. Randall Ty ee ae Male GS-14 b. Chief, FR Division, Branch HI DDO/FR Division Headquarters Career Annual 30 November 1974 t November 1973 « 31 October 1974 o12170 Mr, Randall haa now functioned as a Branch Chlef undar my supervision for a perled of about sixteen months and-we have had aniple time ta ebserve him inaction ja this peaifion, Trate hin as an overall "Strang and give him good marks far a steadily lmanroved performance x z le totaad bay ovat $4 Fads
My meted weet 2 OR nee OL seo memes ae ev teeeee Meee in “during the rating peried, RUPEE ray /2/ ; (Memorandum in Lieu of Fitness Report - Frederick C, Randall) Whereas I had indicated in his last fitness report a need for him tu be more demanding in challenging faulty pro posals or resolving problema which come to him at hie Branch Chief level, he now exerts a good degree of initiative in independent action and offers good completed ataff work to the Division Chief level for scrutiny, Mr. Randall's branch encompasses, He keeps effectively abreast of the operativial developments coming ou of each Base and represents this Divisiun very persuasively in obtaining good guidance messageg going back out te the Bases. He has also kept himself well informed on the Management by Objectives targets assigned to each of his Bases where a total af abou ersonnel are assigned, and has been strong in supporting his Bases! efforta to achieve these | objectives, Mr. Randall has matured nicely as a manager these past months and is on top of the many administrative, personnel and operational support problems which ara of a frequently recurring nature in our type operational activity, fle 1s alao.a good team player, has the best — interests of this Diviston at heart, and gives thoroughly of himself in his job. He has worked hard in bringing himself up to his present level of performance which Lappraise ay an unqualified "Strong". ‘ CERTIFICATION AND) COMMENTS ‘ate ora eee eg metre BFE PEE Parteners Babs i lh i, By Employee: “Lo. that t haves een this report, Y tidal (7 , hige 24, Lh 1 nee fyaignek GC, Randall Date - 2. By Supervisor: Minployee has been under my supervision 16 months DC/FR ‘Date
14-00000 e LEELA { : REVIEWING OFFICIALS COMMENTS (Frederick C. Randall) I concur generally with the comments of the rating officer. i I believe ‘Mr. Randall has shown improvement in his handling of hie ¢ Branch Chief responsibilities. I agree that he has shown greater | . initiative in this reporting period than in the previous ones, however, ; I would still like to see a somewhat greater and quicker recognition i on Mr. Randall's part of operational problem areas. Granted that this ia a talent that ie frequently hard to develop, it is nonetheless, essential | for all Branch Chiefs in this Division to achieve a high degree of operational perspicacity. Mr. Randall has the ability and needs only _ t additional experience to improve his focu i He ia_a thoughtful and considerate i aupervisor, respected by his subordinates and he representa the Division very well indeed, Mr, Randall's career would be enhanced were he in a position to accept a field assignment which would get him into direct ESE pate ROR ty efits : Z x operational contact, i.e., recruiting and handling agents, Unfortunately, y - for family medical reasons he will apparently be confined to the \ aI Headquartera area for an indefinite period, On balance, I consider him a j to be a good Branch Chief who willingly works long hours and does his Be : job well, 4 : Lae H : = Walter L, O'Brien : . Date * Chief, FR Division a . i certify that I have, seen the above Reviewing Officials comments, : Hedltrol C udu Skee /974 : ‘ rederick C. Randall Date ’ . . UY dowietray SEES
14-00000 2 = En eR BME MCUT aint Tare annem NSAID OAT Se Mil at vi. Del SBiET ’ fhm deltees ce herney cone SECRET MEMORANDUM IN LIEU OF FITNESS REPORT NAME: DATE OF BIRTH: SEX: GRADE: SD: POSITION TITL®: OFFICE OF ASSIGNMENT: CURRENT STATION: TYPE OF APPOINTMENT: _ TYPE OF REPORT: - DATE REPORT DUE: REPORTING PERIOD: ° EMPLOYFE SERIAL NO. Frederick Randall O/A170 . Male GS-14 D Chief, FR Division, |} Branch Il DDO/FR Division Headquarters Career Annual 30 November 1973 16 June 1973 - 31 October 1973 012170 Mr. Randall has served under me fer slightly more than three ‘gionths and had just taken over his new position duties when I arrived for duty in this Division. During this brief period, however, he has displayed considerable dedication and interest in applying himself to his newly assigned tasks as Chief of one of our three cperating branches. This branch which comprises ig shaping up nice | jis -shapi cely thus far uncer this supervision, and appears well crganized to support the in the months ahead, He could at times be a bit MOTE "Tewanding in ’ challenging some aspects of proposals or problems at the franch level instead of allowing them to pass on up to the Division Chief will gradually develop his style in thi evel for decision, but it is hoped that he. irection as he becomes more accustomed to his expanded. responsibilities as E Tt BOP AS ee f2 IMPDET ad CL BY 0560
14-00000 : veeemenge oe eee eee me oe SECRET MEMORANDUM IN LIEU’OF FITNESS REPORT - Frederick Randall Page 2 Branch Chief. The thorough test of his managerial skills, however, will occur in this upcoming period when all the Bases in his Branch become operationally active on a broad front and will require a continuing high quality of super- vision, guidance and support from the Branch Chief's office. I would rate his performance to dite as an overall "Strong". i CERTIFICATION AND COMMENTS . l. By Employee: I certify that I have seen this report. 4 . Titlkinud label, PH ULTB (Frederick Randall ate . Employee has been under my supervision 3 months 23 Norimber.?? ate 2. By Supervisor: 3. Reviewing Cfficial’a Comments: oat A RETS TA Cormments: I concur generally with the above rating. I also observed in the early days of Mr. Randall's assignment ag Branch Chief, that his pers formance could certainly have been stronger. It took him somewhat longer than I had anticipated to really take charge of his Branch. However, I feel that as he has continued in this assigninent he has made very definite progress, He is now generally well informed on the operational activities taking place in his area and has beyun to exercise a greater degree of initiative and aggressiveness in handling the operational matters that cross his desk. Had I been the rating officer I probably would have given Mr. Randall a somewhat lower, moré qualified "Strong" rating, If he continues to improve in the months ahead as he has in the past several, I believe he can earn an unqualified Strong" rating for this performance, ‘ ‘ 1 i ~ . &: o ‘ *, * WNL alialpe Walter L. O'Brien C/FR Date % 4 SECRET
14-00000 mneRMER ~ . SECRET CLASSIFICATION . - FITNESS REPORT | SECTION A - GENERAL INFORMATION 1. EMPLQYEE NUMBER &. NAME (last, fret, middie) a @, OAte OF Siarulé. aan (8 GRAcE 012170 Randall, Frederick C. M GS-14 7. OFFICIAL, POBITION TITLE: - [® orr/oivian oF ASSIGNMENT @, CURRENT STATION o | pDpo/ FRD/bBr.1 Headquarters Ops Officer a8, TYPE OF APPOINTHENT t&. TvPE oF REPORT OTHER (Spee.} cAkgeR ONT RAC $8, REPORTING PERIOG (from-to) 14. BATE RLPORT pug te OF, Supervisor i November . 197Z ~ 15 June 1973 f ____ QUALIFICATIONS UPDATE a8 QUALIFICATIONS UPDATE FORM ri) SEING SUBMITTED WITH CHANGES, AND 1$ ATTACHED 70 THIS REPORT, PLACE THE WORD “ves” ie THE BOX TO THE RIGHT. 1? NO CHANGES ARE REQUIRED, PLACE THé WORD, "NO iM THE 8OX AT RIGHT. PERFORMANCE EVALUATION Performance is unocceptable, A rating in this category requires immedidts and positive remedial action. The nature of the action could range from caunisling, to further raining, te plating on probation, to reassignment or te separation. Describe action taken or proposed In Soctlon -0. Peformance i deficient In tome aspects. The reasons for assigning this rating should be stoted in Section O ond remedial actions fohon or recommended should be described, : « Parfarmance ts satisfattary, Derived results are belag produced la the noaner expected. Pestormance la cherecterized by exceptional proficlency. Performance Is ea axceptional in relation to requirements of the work ond in comparisea te the performance of ethers doing similar work as té warrant special recognition. : _ SPECIFIC DUTIES Let up to sfx of the most Important specifte dutios performed during the rating perled. invert rating letter which beat deserlbes thd mannez [a which employes performs EACH epecitic duty. Consider ONLY offectivenass in pertormance of that duty, All employest with supervisory responsibilities MUST be rated on thelr ability to superviiea (indicate nymbor of employees supervised). oreciric bury No.1 Provides primary direction and support to| | on the running of clandestine operations in their - O—Ouistanding RATING LETVER s RATING LETTER oer DUTY NO. 2 Wwravides guidance and support to bn the management of their Bases. spagiric Dury NO.2 Maintains continuing relations with all elements of the RATING LETTER Directorate of Operations necessary to support and direct the operational activities of | . s SPECIFIC DUTY NO 4 : — ~~ RATING | . . 2 . - RETF ER Supervises one Intelligence Analyst. . S SPECIFIG DUTY NO.B i HATING . . : : . LEYTAR ZOMTVNG.6 _— ~—s aE SPRCIFIG DUTY NO, 6 ‘ . . . LETTER { nan nn ernment OVERALL PERFORMANCE IN CURRENT POSITION —_ een RATING Take Into accouct everything abuvt the employes which influences Nit oMeitwaec in bis gurract position sich oe perisemonce of seectic dutles, i LerrER productivity, candust on job, cooperativesars, secthaent perhiou trait se habia, cad gornevler lamitecess gt toienta Bored an pour bagwisdge of employee's avarall perfarmeacce during the rating permed ploce the letter is the satirg bas correrpandiag to the atetement which matt asse | Say rotely rctlects His lave! of performance i 13} 8 } | . CLASSEIZ ay t Porm gg OaKctit Previous CLASSIFICATION. até “ Mg 8-72 EQUTNGHS SECRE 2, uaecet Ch BY oe ——
we Hed, nee ate mk 4 ee VEL 4 — : CLASSES ATION SECTION DOU NARRATIVE COMMENTS lndicote significant atrangths ee weckrowses denominated ia eur reat postion keopreg in proper perspective their relationship to overall performence. State avigesrons made for Improvement of work pertarmaece Gira recommendations hor training. Comment on foreign language competence, if required for eurcont porition. Amplify or explain ratngy given In Section C to provide beet Batis for determining future poronnel.action. Manner of performance of _mosageriol of supervisory duties ond evat ceascieviness in the, eaciie wee sei wuce, equipment and funds, must be commented on, if appiicable. it entre space fs needed te complete Section D, omach a Bey etek a weparate Bas Ss ih q / i i In the less than six months since my preparation of the previous report on Mr. Randall, his overall performance, has continued strong. He has effectively continued to provide the day-to-day operational support for the FR de wee BoA , |The level and complexity of the operational support and guidance which he has provided with skill, sensitivity and humanness has continued uniformly high, Mr. Randall has again effectively trained a new Intelligence Analyst with no joss of efficiency or responsiveness to the ever-increasing field requirements. . ___Mr. Randall has been under my supervision for 28.months | officer and hag continued successfully to meet the challenges of increased responsibility. It is now planned to annoint him aa Branch Chief to be résponsible for the | The increase in complexity of this new assignment for him will. ened by the assignment of additional operational personnel in which will materially add to the demanding workload of his Branch, € are conhdent he will be able to meet the challenge of these added respousibllities SECTION E CERTIFICATION 5A ANE COMMENTS —— 5 1 ~_ BY & y EMPLOYEE i CERTIFY THAT 4 NAVE § HAVE SEEN Ny SECTIONS a4, 8, 8. GAN AND 0 _ 9) OF. THIS REPORT oe 4973 | SIGNATURE OF EMMOYRES Peak LC dp if ee ie BY SUPERVISOR s—“‘CS~;«;7;«;« RSt:tC~<S~S~S*~™ MONTHS EMPLOYER MAS SEEN ‘TE THIS REPORT WAS NOT OREN aNOWN TO ‘EMPLOYEE, GIVE EXPLANATION UNDER MY BUPERVERION . i oon - tena weenie yt ra a anee ee enna prune het in te nnpnnngNAcryr ornare aren armen GATE jOrricraL THLE OF SUPERVISOR im TYPED. 28. PRINTED “MAME AN BIDNA (ung -. 6 JUN 1973 bs ne ey ae Chief, FR Branch! ~ BY _REVIEWING OFFICIAL TOMMENTS OF AEVICWING OFFICIAL There is little for re to add to the above cormments, I fully concur with the rernarks contained above and ag stated, based on Mr. Randall's fine performance we have appointed him as Granch Chief wha will be responsible fo We have every reason to believe that he will handle this new assignment with skill and look forward to our continuing close association, BRET SETTLE BY RESETS OFSIAL -_ HARPER % WE AND & eee { 7 June 1973 :, Chief, FR Division Walter rh. o! en saree -_ + i . CLASSIFICATION t Sage
74-90000 4 SECRET a pe \ (CHP on Fedfed In} EMPLOCEE SERIAL SM uMBES \ 012170 SECTION A cents men renee tte tA t. Awe (Leet) CF iret) s : . \ Randall, Frederick’ - C. fF : | . 6. GP FICIAL POSITION TIPLE . ; Ops Officer - % cue ce {AN 94" OF APPOINTMENT 10. CHECK IA) TYPE OF ME PORT {smu rm-Pnoyvisionar (See inetructions + Section C) AA fens, —_] (PE ASIGNMEMT EMEL OVER ; 11. DATE REPORT DUE IN O.F. 12. REPORTING PRAICD (From: tod 30 November 1972 1 January 1972 =-31 0 r j PERFORMANCE EVALUATION . ° U-Unsatislactary- Performance is unceceptodle. A rating in this category requires immediate and potitive remedial ochon. The nature of the astra | : — could ange from counseling, to further training, fo placing on probation, to reasngnmen? of te separation. Describe ection teten | of proposed, in Section C. Ma-BMarginel ~ Performance ie deficient in some atpects. The reasons for atigning this rating should be stated in Section € and remedial actions | \ a token of recommended.chould be desenbed. PProkcient Performance is sutistactory. Desired results ore being produced ia tha monaer expected. ‘ $-Stoang o . Perlarmonce As charecterized by caceptional proficiency. O-Ovtstonding Performance | ie s0 axceptional in relation to requirements of the work and in companion te the performance of others doing nomihoe a work as $a warrant special recognition. . SPECIFIC DUTIES List up to six of the moat important spocifle duties porlormed during the cating period. Insert cating letter which best detceibes the manner in which employes parforms EACH specific duty. Consider ONLY effectiveness In performance of thot duty. All employves with supervisory casponsibilitios MUST be rated on their ability 10 suparvise findleate aumher of empinyesa auperviaed) SPQCiwic BUTT %O. 9 Lertan Providee primary direction and support to | on the running of clandestine operations in their is 3 SPRCIBIC DUTT NO.Z = — 1 are > Provides guidance and support to | on the management of their Buses, i os me meme ee Tearing BETTER “SPRCIBIC eT Ps, 3 Maintains continuing relations with all clements of the Clandestine Ser sce sgar * rational activities of SPECIPIC Cuts 49,4 Supervises one Intelligence Analyst. SPECIFIC Gu vO. 3 SPECIFIC UuVTy mo. & OVERALL PERFORMANCE IX CUR Take Inte second everything about the employee which influences his ailoctivencas in his currant postion such o2 per j formance of specilic duties, productivity, caondyct on job, cooperativeret’, pertines? corsonal traits of Nobles, amd i aed sorticulcs funutorions of talents, Based on your knoweedze of emsloyeo’s everail perfcrmance during thea rating perad | ath 5 glece the-lerter in the rating boa corte tponding to the stotament which most ddeuwutely raflecta hia tarel of pertamance. | S rs ' Scat meee eceaeeaaeeee mieemeeadenaneagiedamstgenemanemaemeeaen te Teena wont g 5 . epse? 4 pane . 5 “el Toa oP a *gas 85 casguates oaeracs eee SECRET Laren por Rev yewe DY VA i
14-00000 Sa , SECRET . {[Bten Fitted Ind SECTION C NARRATIVE COMMENTS Indicate algnificans steengtha or weckneeses demonatroted in current position keeping in proper perspective thelr rslotionship te overall performance, State suggesHone made lor improverent of work performance, Give eacommendations bor training, Comment on foreign longuoge competence, if required for current position, Amplily of explain ratings given in Seetion f ta provide bes? beala for determining future personnal oetlen. Manner of prrfeemence gf monogeriat ae Ae sory duties ond ot conscioysnges tvsisonoel. sedce, eavinment ond funds, myst be Ret oapligobls. “WWeates space ie needed to complete jrthe urge Coach @ seperate sheet of paper, “Mr. Randall continues to exercise the responsibility of providing the day-to- day operational support for the FR | The comments that were made in the previous fitness report bear repetition. In any ‘other Division would involve at least an entire branch and all the supervisory responsibility that such support entails rather than a single officer with an Intelligence Analyst. Mr. Randall does all of thie and has continued to do it well. During the yearl havo increased substantially in size and in degree and complexity of the operational activities there. He has supported| exceptionally well, - ‘In addition to carrying on the full-time rosponsibility for he haa continued to demonstrate a willingness and a sensitivity to increase the offective- ness of hia Intelligence Analyst,who has now gone on -with additional responsibility, by careful tutorial trainiiig and Guidanca, then been called upon to train a second Intelligence Analyst quickly and did so while maintaining a high degree of responsiveness to the continued demande of the Go nas Mr. Randall continued to turn in a "Strong" performance and is held in high . /Continued/ CERTIFICATION AND COMMENTS a BY EMPLOYEE ~~. 1 CERTIFY THAT | HAVE SEEN SECTIONS A, 0, AND © OF THIS REPORT TIGHA TAPE Ag rie meg Pe wire EE Rata __ __ BY SUPERVISOR nn eam memes tint anni SECTION D ae ; PONT Ha UMPLOVER HAS BEEN . Ciyatayy TIVCE OF SUPERVISOR . jr nl sot : a a at i Chiefy FR Branch 1 Po VUNOE & fy AUPER VISION 20 3. BY REVIEWING OFFICIAL CATE COMMENTS OF HEVIEWING C OFPFICTaL i fully concur in the overall Strong™ rating given to Mr. Randall, During this reporting period he has certainly performed in an extremely able manner. When Mr. Randall was first aysigned to our Division He adquarters component, it waa my distinct impression that he was very definitely lacking In eneray. _Howav an ting haus progressed and he has become more experienced in our mode of operas tiona, Lam pleased to note that he pursues his operational ubjectives with very) _ commendable energy and vigor, Mr, Randall writes well and quickly. [think his operational judgment is good, Jalso believe that his strengths Lie in the Teadquarte or Staff end of the Clandestine Servic o | | and i ee Continied! 43 PRC 972 WOATE WPS PPakiee Te7LE OF MH vce Bud OFFICIAL 6? GPhE TOMAS RB et Re 4 3RS sas’ uae : : OVS Ape, jones i Deputy Chief, FR Division | Wafter fotitton SECRET eat woe
ESnab Ai AAP etapa Onan baenentinteee Amiel MEPS wy in oe atone i gedenenee SECRET f2/ FITNESS REPORT: Frederick C, Randall (i January 1972 ~ 31 October 1972) NARRATIVE COMMENTS (Continued) regard by. the Chiefs and officers of with whom he deals on a regular basis. [| To an individual of Mr. Randall's intellectual depth and basically sound operational approach to Division problems the challenge of even more responsibility is warranted. He is now programmed to assume the | operational oupport responsibility for| summer, REVIEWING OF FICIAL'S COMMENTS (Cont. ) handling activities. Ithink he is ideally situated in his present assignment and we are most happy with his performance in our Division, sometime next SHORE T
14-00000 7," - Oo SECRFT ee ; Ghben Faliow fas EMPLOTEL Ci. BL sayery es & FITNESS REPORT GEZIT9 ; SECTION A ; GENERAL : " 4, MARE fLeat) mn Mate) ed. £2 2a $6. ORAOE jo \ Randall, Frederick | GS-14 8. OP RICtIAL POSITION TITLE Ops Officer ‘ eee (Rt YY Oa OF APPOINTMENT J . 1 a CARKER- PROVISIONAL (See knotructions » Becton C) , . 12. MTPORTING ME MIOL (Prom: fo}? — DATE REPORT GUE IN OP, 1 April 1971 - 31 December i971 31 January 1972 PERFORMANCE EVALUATION 7 UUnsatisfectory Performance is unoceeptoble. A rahng ia this categery sequites ummediute ond pottive remadial ection. The amtune of the action gould range from counseling, to farther troimag. to placing on probation, te ceaulgnment of to seperation. Geucsits anton taten : - ot proposed in Section C Perfarmance is deficient in some aspects. The seasons for assigning this roting should be stated in Section € aod aomedend ostions M-tMar ginal ~T fohen or cecommended should be described. ‘ P-Proficiend Performance is satisfactory, Deured cesults are being produced ia the manaer expected, $-Strong Parformance is chavacterited by exceptional proficiency, : O-Outstanding Performance is 10 exceptional i relation te requirements of the work and in comparison to the performance cal arlives Somg timber work as to warrant special recognition, . PECIFIC OUTIES List up te six of the moat important apecifle dutios performed during the raving period, Insert rating letter whiek Seat describes the manner in which employee performs EACH specific duty. Consider ONLY ellectivenaas in perlarmonce of thar dvs Sil omployess wlth eupervisory rosponsibilitias MUST be rated on thalr ability to Supervise (indicate Aumber af ainployes a arzrot smd). SPHCIPIC OUTY NO. t Baris a Provides primary operational support for s the FR (formerly BDO) DivrsTan, SPECIFIC DUTY HO. a _ ~ Tat is80 . , . . Lav rae Conducts liaison withother area divieglone and afalfa ne concerns the | s operational activity of| | SPECIFIC DUTY BO, 2 eae eer ~~ orem ayerre ‘ j Letras Prepares operational correspondence, Contributes to DDP quarterly 4 S report including the prepa ration efoporational mama- | rand: reguiting DvP or. or ADDP approval , aber SPECIFIC OUTY NG. . . ; veriea Supervises one fnte eligence assistant, ° i os FET TT}TPR TT 6°18 RRR RRRRR DAP ARRAN tee A A A A + LETPES i > SPECIPIE DUTY NO. B ne a) es ® ptats , 4G 43° ; Lerten a nee ne mere mtemmmenennr cma ont emt tn Sane rn eran a Aye NON A BPO OVERALL PERFORMANCE IN CURRENT PORTION. ae een epee ures nes nat prene n ee Ja enenncrtanaininnntat ena see en eee nner nenel ane aes aT Fn, ei TAR Teke inte acount everything about the erpla,as enich inficences Sis aHeztieaneas bs his cuseant pacition ech a3 met 7 tusearee of apocilie Sutiar, Prodoatiurhy, rerducd en sah, See pes atts ere ta, petitegn? porgcaal oits a haha, tend = Reg fetticwvies biaivaticas of tulente. Usaed an pout Neantad ce. of aieplozee’s asara!! pertcsrmansea dusting tha refer ener. the levee in the eating ber sortespordiny to Phe stetaseat whieh aust avcetatel, reflects hes fervel af gertat nga a, felece eren 8§  anocacts seer aoe patene SECRET . nea oe ot, Le BS Cernt
14-00000 Spee nena ee kK aecount of a conscientious officer's performance, SECRET Bees Fitted Ent SECTION C NARRATIVE COMMENTS _ Indveote significant strengths OF waeernesses domonatreted in current position Looping in proper parepective thele ralationshio Cy overall pevlosmance. State euggestions mode for impravemen? of woth perlormunce. Give recommandations for training, Convnent on foreign ldeguage competence, if requleed tor current petsen Amplify or gaplain sarings givan in Section B te provide bast bauis far determining future personnel aetien. Mosner of pertommance gf monegeriol of pyPervisoty duties ond coat consciousness Inthe use of amgronsl ap 9C9,. tty mint ond funds, ust be cenmeitad on it ogplicoble. | Fantes apace ta needed to completo Secthen C, otsech @ saparsie sheet of paper, Mr. Randall has the responsibility of providing the day to day operational support to FR| ave in- creased substantially in size during the past year to where there are presently enior caso officérs and an intelligence assistant senior cage officers and an Intelligence analyst all generating significant operational activity requiring substantive guidance, management and organizational initiative of the highest order, In any other Divisio of an clement of this size and complexity would involve an entire branch and a e supervisory responsibility that goes with it rather than a single officer and an intelligence analyst. Inthe FR Division the decision was made to keep the . jana te do a job with carefully selected exporlonced, - ‘and 6 ed sénior operations officers who, based on their own fleld and porsonal experience, are able to press the right buttons to ovoke appropriate responses from the various j area divisions and staffs and to provide practical guidance on thelr own, : In exercising this function, Mr. Randall has continued to demonstrate those “critical qualities of energy, loyalty and dedication. He cares. He ls concerned with cnd results as well as the means by which the ond ia reached. He is Gontinued SECTION D CERTIFICATION AND COMMENTS : ; “BYE EMPLOYEE _— “TEER TIFY THAT # HAVE SEEN § SECTIONS A, 8, AND C OF THIS REPORT ATH TRIG MATAR AP MALOYB Ge nF, of 7% | Hae W stds veh © li { 0 tandall Wrédkf 2. BY BY SUPERVISOR MTS PUPLO TEE WES RE Eh TF tnid REBORT HAS NOT DEEN SHUBN TO CUPLOTEE, GIVE EXPLANATION UMOR A MY Ri OE stbICee i Site VaR TLE FITTS ax? EST Cee TCC TY at 9 February 1972 Chief, FR/AI tL _ "BY REVIE*ING OFFICIAL COMMER TS OF HE v:£aimQ OFFICAL Tihink the narrative portion of the above rating ta a thoughtful and accurate However, [believe the letter gradas sara ilttle on the high side aa} feel a-preciie tettor description would ba in thy overall “S-" or "P+" catapery. Since Uhave yreat confidence in the rating offigar, [am prepared to defer tu hig judgment ag stated above, I think it might be noted that Mr, Randail hag indeed come atony very nicely in his pregent Asgiznment, Ibelleve he is eminently well qualified ta perform his current job, “Pbetleve that his talents and expericnee are better utilized a his current aasizn- ment then they would be ina rnure direct operational, ioe, “2 gent handiing and eee erie ner Bera ry eee DIOL TILE AP GE eee OF TER LTE FA ee Or BERS TSE ; ee TAY APE MA i 16 February 1972 "Deputy Chief, FR Divisian Wat ve i ron a r : ‘ . SECRET fT nut ent meee
TO mire Me Onli natn emi anne ey noed anda place for the type of talents he ponasenses, Section C - NARRATIVE COMMENTS continued intellectually honest and has developed his organizational imagination to where he is able to identify the potential operational advantages and disadvantages on which he bases his recommendations for appropriate action. Mr. Randall is a humanist, careful and considerate in hia dealings , with others, firm when necessary, scrupulously fair, with a down-to- earth approach and a sensitivences to the nuances of the interrelations of major headquarters compunents all of which contribute to his Strong performance, Mr, Randall unfailingly demonstrates a wide ranging intellectual awareness and curiosity, and is able to refine and use these in his approach to problem solving. 4 Mr, Randall writes well and succintly, He continues to turn ina Strong perforrnance and is held in high regard by the Base officers with whom he regularly deals, Section D =» REVIEWING OF FICIAL'S COMMENTS continued , aenme arten N AREAS AETTOR AP EE RPP A RONSON Tet Reyer ABER tS PED Ua tenn AO racruiting situation, On balance, Ihave been pleased with Mr, Randall's performance and feel that he is doing a good job, Aaa final staternent, it is my opinion that Mr, Randall-does not have the roquinite GS-14 convertibility from hia present desk assipnment to that of an active ficid caer officer charged with the recruitment of agents, This ig sot stated in denigzration of Mr. Randall fer there is clearly a T think we have found that place in the job that he is now parforming, SECRET
i sear OMOEA EB re Cre be ans a ens SECTION A 9. heh bt LBren Fe FITNESS REPORT Chants €# teet} (Rr ade) Randall, Erederish... 8. OF PiCtaR POSIFiOe FITLE Ops Officer ®. CMECR EMD PVPE OF APPOINTMENT —— 0 CATE REPORT Bue IM O.R, U-Unsatisloctory Mafhor ginal P-Prsficiead SECRET ited Prd GENERAL 13. O87E OF BRT (8. FER EUPLOTER SERRE MUMAER 012170 4, GRADE i® so GS-14 D M i. OFF: Oiyvige oF peneel CURRENT STATION DOD/IOG! Headquarters [ {OQ Cu@en tH) TYPE OF REPORT 4 “t XK jasmvas be ane Sm-PAO WIBIGHAL (See tnetrweiions = Section C} LA {RE SSCIGNMENT EMPLOYER Fepaciay (Speci: i 1, SPRCHAL (Specify): . | $8. REPORTING PERIOD (Prom to) ril 1970 - 31 arch 7 PERFORMANCE EVALUATION @ propoted in Section C. : \ ” Pasformance is deficient in some aspacts, The reasons for ossigaing thie rating should be stated in Section C and remedial actions foben of recommended should be.described. Performance is tatafoctory. Desired results are being produced ia the mannes expected. * Peformance is choroctarized by euceptional profeency. work os to worrant special recegmbion, Pesformance is wnaceaptable, A ratag in this category cequres mmedats and positive semedsal action. The nature of the action cowld songe from counseling, to further training. te placing on probahen, to reasuigament of Jo seperation. Describe achon taten Pertormence is #0 exceptional ia celation to requirements of the wark ad in comparuoa to the performance of others doing similar > SPECIFIC DUTIES : List up to sia of the most important specifie duties performed during the rating period. jnsert rating letter which best deseribes the manner in which employes parforms EACH spocific duty. Consider ONLY effectiveness in performonca of that duty, All employees with supervisory rasponsibsistios MUST be rated on their ability ro supervise (indicate numbar of employeas supervised). SPeciwrie Buty eg. werten Provides primary ope :tional support for DO Division finciuding processing of special AD Q SPECIFIC QUT 4 tet, ad. Ra Tite LETTER SPEC Gury mo. F Prepares operational correspondence; contributes’ to Quarterly Reports Conducts lialson with other area divisions and staffo as concerns the “operational activity of, : ¥ and| SPECIE Mute wo, } Aaa nT MERE HOA BLOG IO oA Dan ES ma pan Fee Mater? abate tense OVERALL "PERFORMANC Supervises one Intelligence Assistant and partially supervises one clork-typist. BRE CEPIC ayTe na & a a Nt a en IR HAR ED eH ct eRe iam erent VaVRL toe eta get eA IR CETERA end marnteTcRthY ete © digits ceeattepcte re § RATING LErregy P. A PES | LEtTEN s RATING ' LETTER ne nee be By perien ss termary wenn teeta tnetamrtentente = ute Sine oe Pewee ive undwane nominees unt sheseermeners same ; IM CURRENY POSITION co I 2a TIN Face letg corset Gear ything wbout the avpglayee whirk influences bss ofactiveness :e hia cusrand paeition tu. O8 BEEe dongs op Gf sgpaedeg Sarthe, prada tienty, goendugt Ba ped. Obie ylae t-enpigtions Gb valet a. a ACEO EE RIN 5 bo Tet ga ers reed BER HiT we 3 peperet: venus $8. geetinset pestered eragets we ewes, oad SECR fys0ed or sou brawiedys wl eeplogea’s picis the fetta, ie the cating bee Corraapemding fo Ube gtetoaent whic eee weewetaly cotiogda bee level of catlormonce. | i S fearett pattoree.e davreg Pia rating ported} s By rman trina deant sere an mn
14-00000 SECRET —— 45. Reb fed Fas \ SECTION C NAPRATIVE COMMENTS Indicate significant steongths or weaknentes demonsirarad im euvrant position keeping im proper pertpective thely relation ship te overall performance. State suggestions mode ber smprovernent af work performance. Give recommendotions fos waining. Comm ong on foreign longucys competence, if required foe eussent gxaetion, Amplify of explain rotings given in Section & te provide best basia for determining future personne! action, Benner of saclormence of eeeg serial Of supervisory duties ond ¢¢6) consciousness ia se of personnel, space, equipment ond § st eg conmmened pp, at engl 1¢8 ie. Wests space is needed 0 complere Section C, atvech @ seperate thee? of paper. abe t cand , | Mr..Randall continues to view hig responsibilities with enthusiasm and serious con- ‘cern, Given the complexities of dealing with every area division and staff withia - DDP | : -I would oy characterize his overall performance as evincing exceptional proficiency. This was us accomplished in a period which daw crease their striking power nurneri : cally rather significantly, In the ul » the real test of performance Is in ree cruitment of foreign nationala, While recruitment ls not part of Mr, Randall's duties : | there ig fo doubt that his support.of the| contributed to the highest record 14 of recruitment that had as compared to any other year, At the same time  y he consciously maintained an excellent balance in.thel pperational _ purposes, He is heldin high regard a ie Since much of the routine a desk work is done by his Intel Assistant, it ls a tribute to hie supervisory capability ot that this service maintains a high rate of efficiency despite the significant increase ian , work, and the fact that during this period there were three different intel assistants, Since the supervisor began phasing out of His. job for several months prior to 31 Mare i a-rather conscious decision was made to have Mr, Randall in fact assume some of . _ | the responsibility of the Branch Chief, Not only has he taken these added tasks : willingly and with, the confidence of DO's managernent, but he has performed superbly, © '- ; a : SECTIOND EERTIFICA TION AND COMMENTS : 1 “Of EvPLOVEE i CERTIFY THAT i HAVE SEE: ECTIONS A, 8, AND C OF THIS REPORT rt DATE SIGNATURE OF EMO uewRE * . ~ 2 . ? : . e / i Oe a oe : oa (AAA Lg Als “a Le ge & MONTHS EMPLOYEE H44 BEEN if TRIS REPORT HAS MOT ETT wonean TO EMPLGYES, GIVE EARL AGMA TIQS MNOLR MY SUPER ¥ ISIC Cy.) ners OPPICiAC TITLE OF GUFEE NOR 27 April i97l | ; c/Dor/i 3. AY RE VIE SRG OF FICIAL COMMEMTS OF SEVIE WING OFFICIAL I concur, generally, with the narrative partion of this report, However, I feel that it is somewhat overstated, Specifically, I would not rate his performaacé of Buty 7 No, 1 as “outstanding”, rather I would rate it "atrong", Lconsider Mr, Randall a capahle officer, but feel hia overall performance fallz somewheru on the border of a low stroug'! and a “high proficient’, Let me hasten to add that lam fully satiafied with Mr. Randall'a perfarmance in his praesent asalgnment, and Lhave avery confidence that he will continue ta do a cornplerely yatiafactory job. . ATE o- — ere GFP Tae FtEuE OF OG gre OG EF OltaS ne Cee ve a pens Ragas 22 May 1971 ‘Acting Chief, BO Diviaion yee r “A O'Brien ; aon enna nn Satin, orton am ne write SECRET ene MRI:
14-00000 et SECRET (Bree Fotlhed Ta} EMPLOYER SERIAL miue@E Re FITNESS REPORT 012170 SECTION A ; GENERAL 1. AME . (haot (Firat) (Bede 30) (2. DATE OF BIRTH pee teens 4.39 RANDALL, Frederick C | arr wrer er! GS-14 J TS SIV7 GA GF Asso uede Ny (8. CURRENT OT A TIONS 8. OF FiciaL Posi Tig TITLE Ops Officer a : DDP/DO/T , i CHECK OO TYPE OF REPORT %. CeECHK (m1 TYPE OF APPOINTMENT ax_fesneee | _Teevenvs—[-—Tresronsns a Tesnn __TTeeeoremerat eure Headquarters a Q Sb PERFORMANCE EVALUATION Performance is wancceptoble, A rating in this category requires immediate and positive remedial action. The neture of the achon cold range from counseling, te fucthes straining, te ploneg on probation, $e reasugament of te separation. Describe action tolea ' or proposed in Section .C. Performance ia deficient in some aupects, The reavons fee assigaiag thie tating should be stated in Section C ond remedial actions M-Merginal oo tates or recommended should be datcribed. B-Proficient : Pecférmance in satisfactory. Desired rasulte are barg produced in the manner erpected, * . S-Sirong . Parformence it characterized by exceptional profataney, O-Outstending Performance is to auceptional in relation to requremests of the work and in comparison fo the performance of others doing similar work ea ty worrant special recognition, SPECIEIC DUTIES tise up 80 six of the moat important apocifle duties porformed dusirg the rating poriod. Insert rating letter which best describes the manner la which employee performs EACH specille duty, Consider ONLY effectiveness in performance of that duty, All employees with supervisory responsibilities MUST be rated on thelr ability ty supervise findicare number af employees supervised). RATING SPECiPIC Oury wo, F SPEC#IC DUTY HQ. 2 . woe Lerran Provides primary operational support for DO Division] | including processing of special ADDP s ( vs iN) 3 7 SPECIFIC OUTY NO a RATING : : LETTER Prepares operational correspondence se: cables, dispatches, projects and special memoranda, ; : Pp SPECIFIC UUTY ROS ~ ; : * ; RATING - Etfecta liaison with other area divigons and staffs, as appropriate,.in support | +errer of th as concerns operations Involving these components S pof the DDP, _ gsrecimic Buty No.3 vet ea Supervises ong Intelligence Assistant.and partially supervises one mo, i clerk-typist, — . , - . ae _ : | P ny a — “Ta At itty i Lav RS land Quarterly Reports for DDP | Pp Contributes to Mont on matters concerning the| SPEC WMI Guiy wo, & — A Tie . SETTER i t entail Ae ire entete ern nnn : OVERALL “PER " ee ee + Baring - . : . Bev Tea Take lete acccqnt era pthing chow? the amployes ohich inilyercoa dia efSgctleenaen in hia easeoat poattion such oe ger ft * formance of epacttre 4u2.08, Stoductivnty, conduct Sn pub, tosperss sang aa, pariicgas pevetnal traina ce babite aed! surticulas limitstens af talents. Biased on yout hnowledge of emsicyes’s cwase!l parierwance during tha rating poreod,) piace the lertes in the eaturng bee sqrretponding to the stdtemend: sheckh mas) areuatel; cotioata bas level of poiteraaece. | 5 : rare asee 45 neeratts ease ee tena SECRET pene
ea ost | A eft his <4 Whe ABA ata MO tae ne wees “¢ SECRET (Bian Fotfed Fal SECTION C NARRATIVE COMMENTS Indicate significant strengths of weahnossen demanntroted im eussent go sition veaeptdg in proger Parspachen thors relationship te overall performance. Stute avggestions mode ter improvement uf woch perlermanee, Give recommendotiens fee training. Conun ont on lersign language competence, if requiced fer cueren? position, Amplify or eaptain tatengs given in Section B te peavide bear Late far detaemining future personnel uciion, Wegner ct petlotmonce, of monagertul of supersisory duties and coat con scloysnese ith alperronnel, spoce, gavipuent end tyods, “yet be commented on, if o ofan De WF t egy 5 } oe ro complate Section C, cttech @ separate sheet of paper, Thies is Mr. Randall's first fitness report for a Headquarters asaignament ‘following nearly 9 years in the field, of which over 4 years were at the | Even with thie flold background of operational activity _: Whe reporting period {of 3 1/2 months) 1 too short a time to give a fair evalua | ton of Subject's performance, This much can be said, Subject hag undertaken hig résponaibilities with enthusiasm and a willingness to learn, He haa made mia- takes but these were "par for the course" and nono that were not retriyable and correctable, Given the way he has jurnped into the fray, I would char&cterize his overall performance as evincing nxceptional proficiency, He is conscious of and maintaing a good balance in| ifield.operational purposes, He le a good supervisor, He has more to absorb and digest in terms of the | myriad problema facing an officer giving total support He has to date made an auspicious beginning, As a desk officer, ultment is not part of his duties, mo ~__ CERTIFICATION AND COMMENTS SECTIOND : _BY EMPLOYEE i. . §CERTINY THAT HAVE SEEN SFCTIONS A, B, ANO C OF THIS REPORT HATE TSIGMATURE GP ENPLOILE 2, BY SUPERVISOR WONT NS EMPLS TEE CAS BEEN iP F913 BEPGRE HAR MOT GREY SHOW TOG EMPLOYEE PLANATE UNOEA Me SUPER VISION BE. OF7E EXPLANA THK 31/2 | Subject is on TDY outside of the USA, lopeicial. FIVE -OP BUPA Dm gig pare i é . BAprii97o | C/DOMN 3. ore REVUE IG OF FACE RA CUMMENTS OF BA yizwites OF FICIAL Lithink the above rating ia an eminently fair and accurate ratinu of hiv, Randall, He han esught on quickly and haa performed well, I luok “ forward to 8 continuing good perfermanca from this officar, - : ‘. eres tenet ein PETS ge ot corners nara ams RESTS PTE PRT pat pepe PESTS We Ta LG . rd . a $ tS ho ae a Sah “April 1970 DODO ON OE tt eds es . Waltes Le G8birier PRET ERTS TOE Ea prety sary ene
Wo PRS ° \ SECRET . \ . (Biwa Febtedt fad : PMPLOVEE SERIAL SUMBE FITNESS REPORT Ol2170 SECTION A : GENERAL 1 AME . (haat? QF eet) tA ehiod are HAZE CF Meee Toe 73. Sau (8 GeeO8 18. 30 ° iM GS-14,  D : andall, Frederich 6. OF PICA Poser ior TITKG + - } Orr Oy. aR Of ASSISMME NT 1B. £3 ¥ 7 ‘ Ops Officer DP /DO | ed 10, CwE CR (CE) YuUPE OF REPORT O. CME Ca LA TYPE OF APPOINTMENT RARER YE i + YEMPOR ANY (REABLBRMENT Rul Ey BOm fanmuan AG ASRIGMMEMT EMPLOVEE Besciag (ipectiy}: ' f sea coan (Specemd: ’ tt, Date A£PoRT OUE IN OP, 14, REPORTING BB RIOD (Free tox} ; : . 18 January 1969 - 12 December--1969: SECTION B . PERFORMANCE EVALUATION U-Unsatisfactory Performance ws unacceptable, A rating in this eotagory requires immediate and pouhwe remedial echon, The nature of the action Tete sould range fram ceunihag, to further training, fo placing on probation, te reemgnment oc fo teparation Describe action talsa of propoied in Sechon G M~Marginal Performance in deficient ia rome aipects, The reasons foranugning this rating should be abated in Sacthon € aad remedial actions an toben or secommendad vrould be desenibed, P-Peoficiant Performance is sahsfoctory. Oenead results aro being produced in the manner expected, 5~Strong Performance is characterized by exceptional proficiency. O-Outatonding Perfarmance is to emceptional om relation to requirements of tha work and in conpunses to the performance of others daing similar ee work o te warrant specral regegmtion, - SPECI CIFIC O ouries ene ment aan enna panante te lR sin es List up to sex of the moet important apocelic Jutian performed durtag the tating varied, Insert rasing lerter which best deserbeas the manngs in wiveh employes perforns EACH specitie duty. Cunzidar ONLY effoctivenens in performance of that duty, Ail employees with suporvieory rospansibilities AUST be rated on thels ability fo supervice findicere aucider cf pimplyyees surwertead). DUREIPIG DUTY bth, T een Sener on eee AAS Spotting, developing and assess ing new agent assets. p SPECIE ae Dury a. a ' “ eee ee . fa A Tabet, QaPIEA Recrultmont of agent assets, — . g x 7 - ¢ ie SATO RST OE aes Ter ee RRT EER Handling (and exploiting) agent assets. p i * i a ea a ee nO BORA Tages freee nreans poreeevarerme apne ate APG we ig Gary 4, @ . s | Lt PPR Handling [i periodic oporationeal summary reports, i § ace nents ein mente nee wane nee nt ttn tn nm rae memimmntnamwtmntnifnn cer wh Totus te QPL tei mare aa. ob j ran in tre beegeeiy ity Me a - { S8 tre. wt. \ 5 i garted : a i - : i if A x, 3 ed : mae cence een RN sunt R pene rim mu memoria eceeemam ote te tte emt a Denne ane tenes neers saan meneame ta peor be + vein OVERALL PERFOR TMAMCE Be CUARE MYT RON THOM : nee me a aa ee . waren . S . bab Perea PRAS tae Toe art weae Pree 9 Bae the Aweta pee eer tcdryandt es hia gtlaattvasedha om hha yleraet pa tiam Gis 2a AR ey : ° Fermin mt named, dette a, See tun te wets ps acatee to ao pk Te mater ed sa Zaeter sad mop eg? Mya se habit e Gord H eetiades bem rteene of Palas. Bhwed ex gins mmc adtla of pewiorse' \ vegeg') Farhetmdere dating the atic, weread | ? grieve fhe Jerses te Op ryt Rey seers a ced ig FR tag RPT e mE Ata a mere gt Gen edtals Pe Osees Sot Escal wi pe hamaes d | | . i 29RD nee A TOGO SA METER? MORETTI A a Sa Rt OSE A, BO a En ht ENA ee gue ee apes We RT ST ENE Pe | eos 2 : Erg e arn TEE €§ es ete trae eee ae vs aT Ra
2 SECRET €Btem Fisted Fah SECTION ¢ MARRATIVE COMMENTS fadigate significant atrenqrha or weaknesses dom onstrated ig Surrent position Leaping in proper perspective thety relation ship to veerall perfarmanes, Srore twgge stone made for improvement! of wah perigemonem Give recommendations for training. Conen ent m foratge longvege fampe tence. af roavited tus currant position, Amplify s¢ esplain rulings given in Section B te provide bert 2916 for determing futwee personnel action, Mennertol gerlo:munce of monagerial of auperel sory dution und covt i in the.wse of personnel, spose, gaveement vid fh bes nied om i iP cient space is needed to completes a ae be my unde, myst be commen te iLoppliceble, 1 Fie fat art Ps ia remreet air one Hieireh Bs tes j a any “i ease apace ie weeded to complere * $ ft eork This case officer ts intelligent and articulate, and is capable of dealing with oquanimity with intollectuals, He has had sufficie‘nt experience in field assignments to have developed an aroa of expertiso, His operational and intelli- gence reporting 18 organized, coherent and thorough. : He was one of the few officers [et Ono of these was essentially routine, uring the period. 4 through no fault of the rated officer, but in another case the jas he also did in officer skillfully | which had the additional complexity. of Tavolvenents Tall these cases the officer illustrated his ability to plan, organize and carry through an operation to a. successful.conclusion. , . If I were to fault, this officor I would say that ho is not essentially an activist, and notable Conversely he doos possess the sense of caution white also savex mistakes, . (continued on separate sheet) Te ee CERTIFICATION AND COMMENTS " By EMPLOYEE — SECTION DO PCERTIFY THAT § HAVE LEE SEC FiOS A, 1, AMD C OF Tes$ REPORT 3 7 3 February 1970 j Frederick C. Randall (Signed in Pseudo on Form 45a) fz. _ __ BY UP ERVOR SSCS Wan AEMP TOTES WAS BEES Tie Vind we ROWE wad SEEN SHOWN TG EMPLOYER, O1VE HAPLAHATION ry aa er FITIAL FITLE OF GehERGIIOR UT TED OM PRINTED MAME ANG SIOMAT URE 3 February 1970 H cme oe RY REVIEWING OFFICIAL g 2 A toetine GED ig? REVIEWING GPFILIOL ans somewhat aurpriged that the rater gives an ovecall rating of “PY for Subject's performance when in the rator's own words ha wag one of the In another recent fitness report on-ascther offfcerweho hag ulnce Dbucn trunuforrod and whoga few officers within { activities for the year have beea the rater pave him the overall rating of 'S", Vhe fact ramauloas that Subject, while giving thd ontaard dnipresston af halng lowehoy wad indaed an active and thorough case offiecr and was piven epeeil aasignnents hecansny of hia ~Lvesuid Gaye gaiyen Sviyecta higher ratuees oe be ieBtontincmmnitinttsad si Breland lani i a oe) Bn Rinklitndend ee FR ae ME pol we Beye DE Kc raAy pw tpecuba b aby. And capabllilicn _ ; Te | ‘Apparently the rater profers| gue & Marcha crows SECRET r nto
ee ee am sa see ne canete seperate tet met. ota - : cuinenntieienteenateaniatnil ere S-E-C-R-b=T SECTION C NARRATIVE COMMENTS (Continued) I would rate this officer higher in any job which puts greater | emphasis on orderly analytical production. Officer is adequately cos t-conse tous, i had no opportunity to observe his capability as a supervisor, SEC ARE AT SEATED Pane tee ene A ree rou an oo ott eenenntTY meena es nero annem a
SECTION A 6. OFFICIAL POSITiat® TITCH ’| DDP/DOD SECTION B We Wack A+ Adequate P + Proficione 5+ Steong © + Outstondlng List up to six of the mas? ienpartant apecific duties porformad during the mting poried, nganor in which employes cerfomms EACH specific duty. Cansider ONLY offectivoness in parformance of thot duty., All employgoa with supervisory respon sibebetsas FAUST ba cated on thole ability to supervise (indicate number af amployees supervised). tt. DATE REPORT Dud iu 0.9, “ L \ SECRET (Bhonw Felted Fad EMPLOVEE SERIAL NUMBE FITNESS REPORT GENERAL, & GRADE ps Be {Laos (#ieet) fhiddie) Randall ‘Frederick. a __[.Gs-14) %. OFP/DIV/ BR OF AUSIORMENT Ops Officer Lon REPORTING PERIUD (Frome to) _1 April 1968 - 17 Januar PERFORMANCE EVALUATION Parlsomance ranges fram wholly Inadequate te alightly loss then setisfactory. A rating In this category requlraa positive romediel action. The noture of the action could range from counseling, to further training, to placing on probotion, 19 reagsignment of to separation, Describe action token of proposed in Sectlen C. Parlornance mags all caquicements. ft is entiraly sstlafactory and is choractarized nalther by deficiency nor eacellence, Parformaace ip more thon satisfactory, Desired results ore boing produced In ¢ a proflclont manner. Perisswange ip chorecterized by exceptional proficlaney. Porlarmonce 16 se exceptional In relation to requirements of the werk and In compari son te the performance of others dving similar work as to warrant special racognirian, SPECIFIC DUTIES ingert raring lotter which best describes the AwPHCIPIC OUTY NO, 4 SPACIFIC UUTY NO. $ HATING iS oO. LEeTIsn 3 ean Soeeioennnne een Seppe nce oe ataea voen rare TT NT NETO RNC oe NaN eNO SPASIFIC DUYY to, 2 RATING LErTuR ee EE I I I a a. — BFE CIMIC DUTY HO. 3 RATING Lerrke : ene eee er nem tt ne enpem ie ek a NA EE tLe trate mstimorittinenfnenttarastat rte sat Nt a thtlne Wi ene enna APRA RATING SPECIFIC OUTY MO. & j carter Preparation of operationnl and intelligence reports, | s Deaoris DUTT NO. 8 —— — as ee ees COTS ; f LEP TER Supervigion of one secretary. iS wa ce io NCE IN CURRENT POSITION be IR RUAN SIT POSTION mee F ae OR 48 an ORK IOLA BEIT ERD aoa Tube inte dccount ever pthicg stent ihe gepleyaa which inftencoa hla effectivonaas in his current position suk oa foeegnae Bf spaciiie delta e. particuise faniesticons of talewta. Gaoead plage rhe lertiee in the rating Bee qorreepaeding fo tha aobemand wher hy MO avert! y caf “aITNs autre Bees wre dake, turdes? on ich, tdoperetivensss, portinent personal traits sr hatlra, orn | an yvne baowledge aé- emailayne’s avapall patlormanes duping the rating period! forts his favel of patterranes, ees See See ome ah my tonite, SECRET PMLA! Hh newwnentew eae
SECRET {Ben Fe blod Fa} SECTIONC __ NARRATIVE COMMENTS indleste significant etreagths of weshaeeses demonstrated ia eusrans positigh kbeging In pedper pePepective thelr relationship te avesall porlormanes, Store suggestions moda for improvement of work performance, Give rocommendationa tue training. Comment on foreign langusygs competence, if raauised for eurrent poution, Amplify of eaplain cutings glvan in Section B to provide beat” bests for determining butwea personnel setion “Munnecat gelormanes of monogerial of supervisory dutia sand coet conscloy tne se inthe use of vetsganel, space, equiprant ond funds, must be commen! red oobi , old. Vi ao a 18 needed to complete Section C, ottuch o seperate chest of paper © porrorms his supervisory functions well. “We has asked for transfer te and the rating officer endorses. thie request, feoling © that Subject's high degree of expertise in the FE aren would well qualify him for work of a substantive nature in the Subject is cost conscious and his accounting for of fT¢va unds is prompt and accurate. No training 1s contemplated ot recommended at this time. é i z : __CERTIFICATION ANO COMMENTS j BY EMPLOYEE nore tee S CERTIFY THAT | HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT 7 SIGMATURE OF EMPLOYED 16 Jan, 1969 DY SUPERVISOR 7 2 en em tine a cancers irr yg son mnt lerrnaparnen ys Macnee nt en nanan wee Caren mee ernere ne rer ene gre en en et RPT MORTHS EMPLOVEE HAS SEEH (PTs AU KPO, HAS NOT NR EM SHON TO EMPLOYER, GIVR FXPLAPMATION UMNORR Mi SUPE RYISION SECTION DO 49 S esaiEnRERRERREIREIREIIRInnEE P>P-F?F Pore eater ea ercar ieee teoeerenee-eremammanammnmmaes aratese-eraramerrperoameriereeprtmerever-earricetr every? ame OFFICIAL TETLE OF SUPRAVIZON Y GEL UD AZLRILE TOD LARA ED LOA LIL ER | 16 Jan. wo if | — if BY REVIEWING OFFICIAL ee 3 penne eereneen een oee per ree ereeerrnnnrs ereeneneniana CUMMENTS OF NEVIE WING OFFICIAL ' a sede wt As Reviewing Official, Lam in complete accord with the per- .- formance evaluation given this employee as outlined above, " _ ~— TGF? TRL SEFLE DP ARIE SINS OOP PICTAL Date 16 January 1969 F cceehtumaiundgameieumetradmenianmmateanamadintamanmmmads SECRET
14-00000 2 + aed Gemma eeenng a SECRET -* (Bhen Filles tad , . . . NUMBER , ‘ — FISNESS REPORT 012170 - _— A_ GENERAL : 6. pemtag fLeat) CF teat) (Biddle) 2. CAYE OF BIRTH [3. Sex 4. GRADE i* 30 RANDALL, Frederick C. M GS-14) D 6. OF FICIAL PORITIOd TITLE . “ 7. OFF OV OR OF ASSIGNMENT |B. CURRENT STATION Ops Officer DDP/DOD/Wash. Washington &. CuEen (7) TvP8 GP APPOINTMENT . PIO. Ceece (2) PYPR OF REPORT ' Cameen-Onovisionas (Soe incinuclions « Section C) a Poveues AG ASSIGNMENT EMPLOVER -.25 April 1968 1 April 1967 ~ 31 March 1968 SECTION B : PERFORMANCE EVALUATION ° We Yes Peorlormanes ranges from wholly inadequote to slightly less than satisfactory. A ce ‘ positive camedial action. The natura of the action could range from counseling, to probation, to recasignment of to separation, Describe section tak tating in this category requires sing tedining, to plecing on A+ Adoqvota Performance mocts oll roquirementa. It 1s entirely sctistactory ¢ , defletency nee excellence. , ° - P+ Proficient’  Peclormance ts more than actlefectory. Desired results sre boing produced le a proficient manne: , $+» Srong Performance is charocterized by exceptional proficiency. , GB - Gigstonding Performances is so excéptional in ralation to sequiromants of the werk ond in comparlegn te the performance of " others doing similar work as to worrant special recegnition. . List up to six of the most Important specific duties porfarmed during the rating period. insert rating letter which best describes the manner in which employeo pesiurms EACH apedific duty. Consider ONLY affectiveriass In porformonce of thot duty. All employees with superelesry saaponetbilitins MUST be rared on thelr ability to supervise (indicate number of emplovees supervised) anemone) SPR CAR se Oct fete SPER ECMPIC Sul ¥ NO. £ SPECwIC GUTY HO. 8 RATING LETTER an rast : 100 ee fe TE tern nt SaTiNg re s no. 4 ‘ i SPECRIS OUT Y GS. levrer SPECWIC GUT WO. & Preparation of operational and intelligence reports SPECIFIC GUT? Ba, ® RAT ONG ; pwerrer £ OuE 9exvision of one secretary P y OVERALL PERFORMANC NCU! ——— AB pe —eornanctroenrmie reer arena RAVI Tota ente Garauet aver ything etavt the employee which influences his otlecrlvereds inchis currant position acch a6 pore vetrEs fcemonca th epecific duties, gradvetivity, canduct an job, cooparativenses, purtinas? personal talrsa of hubits, oad | pattigeler iemtstionas af tvients., Based on your knoelodga of emplayue’s Gvercil performance duting the rating poclod, Pp pisca the lames in tha reting box corresponding ta the statment which most oecavataly retlacts his level of poricemance. Pom 45 wee sngvious aciticns SECRET i Peontl a $9
EE: 28 aenet mt eR ne dee bees, TTI ence mennrmenatarie eee por escrak Fed ee VE ne ese we we em t (Siened in pseudo on Farm 45a i May 1968 | | | | SECRET : (¥ten Filted Inj SECTION € NARRATIVE COMMENTS Indicate significant strengths ar weaknesses demonstrated in current position keeping tw preper pertpectisa their celotianship te avercll performance. Srate auggestions made far imprevemant of wark performance. Give recemmendutions fav training, Commant on farelgn-language competence, if required for current position, Amplify of explain ratings given In Section B te peavide bess bosls for determining future personnel action. , fogoss ot perlermones of ered ey oy Rupervisory dutios sed fos) _conssiouties$ Wes eniee space 18 needed to complete 21, 29 LF Tiaa:3 on av t ee Soa Seth paras cat al poem meena be commend on Seadigsfie Fe 2 . Subject ig the FE “referent” for the| | and, as sich. has the responsibllity for coordinating all Work dvainst the jHe writes well an ana-— oper ase is Hi lease is cited in this regard. Although he continues to feel a bit unsure of himself in operational areas other than FE (to a degree not warranted by his performance,]| | he is improving in this regard and is on his way to bringing his operational activity in other areas up to the level of his performance | He performs his supervisory functions well. He is very cost conscious and hig accounting for official funds is prompt and accurate. No particular training is contemplated or recommended at this time. . : ‘ SECTION D CERTIFICATION AND COMMENTS |, aa . AY EMPLOYEE : ; + CERTIFY ° foarte “ 7 SBT Ty 25f 4/6§ | | 2. ; “BY SUPERVEOR MONTHS EMPLOYEE MAS BEET ff THIS REPORT HAS NOT BEEN SHOWN TO FMPLOTER, OIVE EXPLANA Fie UNOER MY SUPERVISION 40 OATE GPFICIAL TITLE OF 3URER VISOR i 25 April 1968 | Chief, [__] eo z BY REVIEWING OFFICIAL < _. a COMMENTS OF REVIEGING OFFICIAL AS Reviewing Official I am in full concurrence with _the evaluation given this employee, a8 outlined above. ee et meee SECRET
27 r a rakes ner ertureaeecneenne abet tRARiNA NIN AAR Nite ae atecene -SECREP TRAINING REPORT qO hours, Full time y= 0 March i” Student Randall, FrederiekC. - Office «=< tst Year of Births] | Service Designation: Grade : GS-14 No. of Students 3 ’ EOD Date ¢ Sept. 1951 COURSS. OBJECTIVE DO +] 23 ACHIEVEMENT RECORD This is a certificate of attendance. No record is made of individual performance in the course. FOR Tis DIRECTOR OF TRAINING: (ee Tastruc tor
14-00000 te #- SECRET Cthen Folfed Pr} TUPLOYEE SERIAL MUMBER 012170 o. WAM wet) Ci iver} {Muti le) . RANDA . Frederick . 6. OF PICIAL POSITION TITLE ~ Operations Officer 0. CHECK IX) TYPE OF APPOINTMENT PX" Jeaneen | [xeoenve [~~ [vaunonany [mii id |. [seecian (Spectty yy | tc MBpectiyy : 11. DATE REPORT OVE IN O.P, 18. REPORTING PERIOD (From to} * . | PERFORMANCE EVALUATION — W- Week Performance rangot from wholly Inadequate to slightly less then sotisfactory. A rating in this category requires positive remedial ection. The nature of the actlen could range from counseling, te further training, te plecing on probation, te reassignment or te separation, Describe oction token or propesed In Section C. > fe A+ Adeaugte Performance meets off roquiramonts. {¢ Is entirely sotisfectory ond fe choractertzed neither by deficiency nor excellence. ; Performance is more thon sottafactory. Desired resulta are being produced in a proficient manner, ip TGR aad ‘RR OF ASTIGNMENT 9. CURRENT OF OP ee Washington, P + Profictont _ $+ $iveng ~ Performance ts chorecterized by excaptionel proflelency. . O- Qytstonding Porformance is so exceptional In relation to requirements of the work ond In comparison to tha parformance of . othera doing similar work os to worront special rocegnition. PECIFIC DUTIES . List up te aix of the mose important specific duties performed during the rating period. Insert rating lerter which beat deseribos tha manner in which omployee performs EACH specific duty. Consider ONLY effectiveness in parformance of that duty. All employees with suporvisory rasponsibilitios MUST be rated on thelr abillty to supervises (indicate number of amplozyeos supervised. SPHCIFIC DUTY NO, § AT ING LeTTsA : Ss ‘ a DRT EIA OP EAPO iy SRE EE SEN A Ep ERA CEREAL TINGE inne ABEND SAORI ICE , SPECIFIC OUT?’ NO. 2 RATING : LETTER $ H 0 SPECIFIS DUTY NOS ~ RATING LETYER Preparation of operational, intelligence and administrative | correspondence, . 5 SPE CiPIC OUTY NO. 4 Supervision of one secretary/stenographer. SPeCIMIG HUry NO. 5 RATING LETTER i - , BATTING LETYZA Toia into account overything obour the employes which influances his offecthrances in his cwren? possmen such a4 por fermance of speciiie duties, prodyctivity, canmfuct on [obs coorsrativens sa, pertinent personal sraine oe hobits, and i - particular Hinssations of talents. Bated on your knowledge af gucloyae’s overall parhmcnce during tee raving parlud, 3 piace the lerier ln the euting how corronponding fa thw staremont whith moat secursialy eaflacts his iavel of performances. t nes tan 45 vee emavious sestions SECRET Mas! th SoS