T o SE' - CIA FOIA

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44.0R 45 SOLET P E . FORM 45 OBSOLETE PREVIOUS EDITIONS. SE'. T t.Ullm «I ... a remarkable degree of skill, understanding, patience and dust general ...
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E ERIAL NUMBER

EMPLOY

FITNESS REPORT SECTION A 1. NAME

GENERAL (Lest)

7. OFF/DIV/BR OF ASSIGNMENT S. CURRENT S

'

Chief EE Personnel

DDP/EE/SS/PERS

RESERVE

CAREER-PROVISIONAL (See

Headquarters

10. CHECK (X) TYPE OF REPORT

9. CHECK (X) TYPE OF APPOINTMENT CAREER

s.

4. ORADE

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Mnrgnret

Mcesny a. OFFICIAL POSIT1ON TITLE

S. SEX

2. DATE OF BIRTH

(Middle)

(Firet)

TEMPORARY

inefnfitNoana

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Section C)

X

INITIAL

REASsIGNMENTSUPERVISOR

REASSIGNMENT EMPLOYEE

ANNUAL

-

SPECIAL (Specify):

SPECIAL (Specify):

12.

11. DATE REPORT DUE IN O.P.

SECTION B

REPORTING PERIOD (From-

to-)

PERFORMANCE EVALUATION Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action cquld range from.counseling, to further training, to placing on probation, to reassignment or to separation. Describe action-taken or proposed in Section C.

W - Weak

A - Adequate .. Yr",.... . .. ,., P - Proficient - St rong -

Performance meets all requirements.. It is entirely satisfactory and is characterized neither by deficiency nor excellence. - ~.proddied an r Performance is more than satisfactory Deiirediseiits are being , by-excepanal prohilenci. Performance is characteri

o

0 - Outstanding Performance is so exceptional in relation to requirements of the work and in'comparison to the performance of" others doing similar work as to warrant special recognition.

SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicare number of employees eupervised). RATING LETTER

SPECIFIC DUTY NO.1

0

Personnel Staff Officer to Chief of Division and Chief of Support

RATING LETTER

SPECIFIC DUTY NO. 2

Plans, organizes and directs those functions necessary for personnel support of Headquarters and Field. SPECIFIC DUTY NO.

S

S

RATING LETTER

0

Personally handles sensitive personnel, cases

RAT ING

SPECIFIC DUTY

LETTER

aployees

Supervise SPECIFIC

DUTY NO.

7 : .

6-

P ... -

LETTER

:.

Ldaison with other Agency components SPECIFIC DUTY NO.6 o(-

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OVERALL PERFORMANCE IN CURRENT p SITION Take into formance particular place the

FORM

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account everything about the employee which influences his effectiveness in his current position such as perof specific duties, productivity, conduct: on ob, cooperativeness, pertinent personal -traits or habits, and limitations or talents. Based on your knowledgo of.employee's overall performance- during the rating period, letter in the rating box corresponding to the. statement which most accurately reflects his level of performance.

OBSOLETE PREVIOUS EDITIONS.

SE'

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SOLETP E . 44.0R t.Ullm«I

RATING LETTER

,

(W

SECTION C

Filled In)

NARRATIVE COMMENTS

Indicate significant strengths or weaknesses overall performance. State suggestions made demonstrated. in current position k'epin in proper perspective for improvement of work performance. their relationship to on foreign language competence, if required for current position. Amplify or explain Give recommendations for training. Comment ratings given in Section B to provide bent bas for determining future personnel action. Manner ofperformance of managerial or supervisory applicable. duties must be described if

Only two caments can be added to the remarks made in Section 2 of the January 1962 repo 1. She has demonstrated during this seven month period, with the dependent travel ban,. Division and field' reorganization, Strength reductions

and change of Division Chiefs., a remarkable degree of skill, understanding, patience and dust general professionalism. Het ]Performance could not have been matched'by any other Area Division Personnel Officer. She does, howrever, still try to do too much herself, but here too, real improvement,-has been made. With this minor exception, she is a competent supervisor and manager. Her Section is well organized, the

)Mown to

mae.

other employees know what their duties In spite of a very heavy workload (perhaps because

are and are left alone to do them.

of it?) morale is high. 2.

Lon

promoted soon.

overdue and by any standard, exceptionally qualified, she should be

SECTION D

CERTIFICATION AND COMMENTS

1.

BY EMPLOYEE I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND I C OF THIS REPORT SIGE

2

ATE

EMP

2.

UNDER MNHSMY M SUPE SUPERVISION HAS BEEN- "-

DATE

L

BY SUPERVISOR IF

THIS RE PORT- HAS NOT BEEN SHOWN _. TO EMRS L",E-OIE

IEEXLNTO XLNTO

OFFICIAL TITLE OF SUPERVISOR

3 August 1962 3. COMMENTS OF REVIEWING OFFICIAL

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Chief, Support Staff/EE BY-REVIEWING OFFICIAL

I returned in August 1961 after several years abroad to assume the position of DC/EE Division and of continuous duty became Division Chief. During much of this period in June of 1962 I since have been occupied with questions of personnel management.my return I The Division has had to meet requirements of the priority are-r qualified officers and carry out a general reduction, including.the program; same time.. Through all of this, Miss McKenney was a veritable at the strength. Her knowledge of personnel procedures, her absolute tower of dependability and her discretion in sensitive matters all contributed to (continued) OF REVIEWING OFFICIAL TITLE T6AuusttOFFICIAL . 6 Auust1962UR Chief/ En

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