Francesco/who-killed-jfk huggingface dataset:
[104-10193-10077.pdf — page 100]
SECRETSECTION CIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action, manner of performance of supervision, duties and cost consciousness in the use of personnel, space, equipment and supplies must be commented on, if applicable. If more space is needed to complete Section C, attach a separate sheet of paper.MAIL ROOMNOTE: MY ASSIGNMENT AS CHIEF/IW, EFFECTIVE 13 NOVEMBER 1967, HAS BEEN OF SUCH SHORT DURATION THAT I CANNOT AT THIS TIME ADD ANYTHING--EXCEPT THAT I AM IN GENERAL AGREEMENT THEREWITH--TO THE FITNESS REPORT FOR MR. HICKS SUBMITTED BY MY PREDECESSOR, MR. RICHARD A. FULLER, FOR THE PERIOD 5 JUNE THROUGH 12 NOVEMBER 1967.SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION1 ½ MO.DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE12 JAN 1968CHIEF/IWEdward J. Carroll3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE12 JAN 1969CHIEF, FI/INTLawrence R. DanielSECRET
[104-10193-10077.pdf — page 103]
CONFIDENTIAL(When filled in)TRAINING REPORT(3-69)MANAGERIAL GRID SEMINAR (50 hours) DATES: 2-7 February 1969Student : Calvin W. Hicks Cffice : FIYear of Birth: 1924 Service Designation: DGrade : GS-13 No. of Students : 43ECD Date : July 1958COURSE CBJECTIVES AND METHODCourse objectives are to aid participants to: learn the managerial theories contained in the Grid; understand their personal managerial styles in Grid terms; evaluate convictions about managerial values; develop team action skills; increase candidness of communication; strengthen the use of critique for problem-solving and learning; and acquire an appreciation of Organization Custure and Development.The method of learning offers a challenge to all participants regardless of level or experience. A Grid Seminar is not "taught" in the usual sense. In Grid teams, participants solve complex management problems. Objective solutions are made available. Individual and team performance is repeatedly assessed, Various measuring instruments are used to evaluate effectiveness.Critique sessions assist each participant to understand how he might change his own behavior to increase his problem-solving effectiveness. Thus managers are not told the best way to manage, but they learn by convincing themselves.About twenty to thirty hours of study are completed as prework. Insights gained are deepened and personalized during the intensive 50-hour Seminar.ACHIEVEMENT RECORDThis is a certificate of attendance only. No attempt was made to evaluate student achievement in this course.FOR THE DIRECTOR CF TRAINING:![signature]Chief Instructor 10 FEB 1969CONFIDENTIAL(When filled in)
[104-10193-10077.pdf — page 104]
# SECRET# FITNESS REPORTEMPLOYEE SERIAL NUMBER056361## SECTION A GENERAL1. NAME Hicks, Calvin W.2. DATE OF BIRTH Nov 19243. SEX M4. GRADE GS-135. SD D6. OFFICIAL POSITION TITLE Ops Officer7. OFF/DIV/BR OF ASSIGNMENT DDP/WH/38. CURRENT STATION HQ9. CHECK (X)-TYPE OF APPOINTMENT   XX CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER-PROVISIONALXX ANNUAL REASSIGNMENT EMPLOYEESPECIALSPECIAL11. DATE REPORT DUE IN O.P. 31 Jan 6712. REPORTING PERIOD 1/66 - 12/66## SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing-on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by exceptional proficiency.O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of other's doing similar work as to warrant special recognition.## SPECIFIC DUTIESList 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 (indicate number of employees supervised).Headquarters case officer for all Station Bogota Communist party operations, including insurgency and other related matters.RATING LETTERPHeadquarters case officer for several operational support projects.RATING LETTERSRATING LETTERRATING LETTERRATING LETTERRATING LETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 4-65USE PREVIOUS EDITIONSSECRET
[104-10193-10077.pdf — page 105]
SECRETSECTION CNARRATIVE COMMENTSNOTE: This report covers the period from 10 August 1966 to 15 January 1967 during which time Mr. Hicks worked of the Colombia Desk. This report is being submitted because of reassignment of the rating officer.Although Mr. Hicks is an experienced officer with strong qualifications and abilities, it should be noted that some aspects of his present job were a new experience for him, since his past experience has been entirely in the PM field. However, Mr. Hicks adapted well and quickly to the new environment, showed a great deal of initiative and resourcefulness in familiarizing himself with the work, and by bringing sound operational and administrative experience to bear, carried out his duties in a thoroughly competent manner. He demonstrated uncommon ability to organize his work, anticipate problems or requirements, and take effective action promptly. In dealings with his associates he exércisod a good balance of persuasiveness and friendliness which paid dividends in terms of getting a job done. He can be relied on absolutely to carry out a given task promptly and well.I would welcome any occasion which permitted Mr. Hicks to work with me again.SECTION D1. DATE19 Jan 1967CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEECalvin W. Hicks2. MONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONBY SUPERVISOR.IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION5DATE17 Jan. 67OFFICIAL TITLE OF SUPERVISORChief, WH/3/CTYPED OR PRINTED NAME AND SIGNATUREDavid Smock3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALMr. Hicks is a mature and thoughtful individual who made the switch from PM to FI activities at his own volition. He was originally scheduled for a field assignment to a WH Station in the fall of 1966, but for medical reasons will probably be staying at Headquarters for some time. While this restriction may limit his ability to get that feel for FI field operations which a Headquarters desk officer should have, he has previous field experience in a PM capacity to compensate for this.DATE24 January 1967OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, WH/3TYPED OR PRINTED NAME AND SIGNATUREJonathan G. HankeSECRET
[104-10193-10077.pdf — page 108]
# SECRET## SECTION CNARPATIVE COMMENTS.Indicate significant strengths or weaknesses demonstrated in current position. Weighing in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.NOTE: Subject spent full time on Spanish language training from 1 Sept through 21 December 1965.NOTE: The difference in the letter rating between this report and the preceding fitness report does not reflect in any way on Subject's performance but is due rather to a different rating scale used by the originators.Subject turned in an excellent all-around performance as Chief of the Headquarters Paramilitary Section supporting Miami Station operations. He strives hard to do a good job and is most anxious to please his superiors. He is aggressive and conscientious in carrying out his functions; strong-willed and persistent in seeking to achieve his goals; Straightforward but pleasant in dealing with colleagues and other Government officials: determined in resisting encroachments in his area of authority: and finally he is motivated by strong patriotic ideals.He is well-informed and competent in paramilitary operations with a particular gift for ferreting out technical improvements and innovations, and bringing them to bear on operations. Finally, Subject adapts smoothly and efficiently to operational and policy changes affecting his programs.(see Continuation Sheet)## SECTION D### CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE28 Jan 1964SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION12DATE28 January 1966OFFICIAL TITLE OF SUPERVISORC/WH/C/MOTYPED OR PRINTED NAME AND SIGNATURE3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThis officer is serious, hard working and dependable. Through a pleasant personality he commands the respect of his co-workers. Mr. Hicks is an unusually well qualified and competent officer, and is especially effective in the paramilitary field.DATE28 January 1966OFFICIAL TITLE OF REVIEWING OFFICIALADC/WH/CTYPED OR PRINTED NAME AND SIGNATUREJohn T. FlynnSECRET
[104-10193-10077.pdf — page 109]
SECRETContinuation Sheet FITNESS REPORT HICKS, CalvinSection C (continued)Subject has no significant weaknesses although there is still some room for improvement in making concise oral and written presentations. On every occasion, Subject has proven to be sound and wise in considering costs.
[104-10193-10077.pdf — page 110]
# SECRET# FITNESS REPORT## SECTION A GENERAL1. NAME   HICKS, Calvin W.6. OFFICIAL POSITION TITLEOps Officer CH9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVECAREER-PROVISIONALSPECIAL:11. DATE REPORT DUE IN O.P.31 January 19652. DATE OF BIRTH 3. SEX. 4. GHADE 5. SO8 Nov 24 M 13 D7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATIONDDP/SAS Wash., D.C.10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL:12. REPORTING PERIOD (From 10-)1 January 64 - 31 December 64## SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation.A- Adeyyare Performance meets all requirements. It is antiroly satisfactory and is characterized neither by deficiency nor excellence.P. Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S- Strong Performance is characterized by exceptional proficiency.O. Outstanding Porformance is so exceptional in relation to requirements of the work and in comparison to the performance of others duing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed, during the rating period. Insert rating lotter, 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.Is Chief of Paramilitary Section in the Miami Operations Branch (WH/SA) and is the senior Headquarters Case Officer on all PM operations conducted by the Miami Station.RATING LETTERSReviews all PM and Maritime operational plans submitted for approval by the Miami Station and recommends approval, changes or disapproval.RATING LETTERSPrepares Agency papers requesting Special Group (303) approval of PM operations.RATING LETTERSBriefs senior officials on status of PM plans, capabilities and operations with respect to Cuba.RATING LETTERSParticipates in technical planning by various Agency groups to provide technical guidance to Miami Station.RATING LETTERSWorks closely with Paramilitary and Maritime Branches of Miami Station on all problems regarding the PM effort directed against Cuba.RATING LETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cuoperativeness, pertinent personal traits or habits, and particúlar limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.# SECRET
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# SECRETSECTION.C.NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain rating provide best.basis for determining future personnel action. Manner of performance of managerial or supervisor scribed, if applicable.Mr. Hicks' primary responsibility has been to provide Headquarters support and guidance for the PM activities directed by the Miami Station against the Cuban target. Mr. Hicks has shown a high degree of professional judgment in carrying out his duties, and his judgment is respected by senior officials who are required to submit the PM programs for high-level approval. During operational phases of the PM programs, Mr. Hicks is frequently required to be on call to act on emergency situations on a 24-hour basis. He has accepted this responsibility willingly. He has consistently taken the initiative in investigating technical developments which might provide assistance to the Station in the conduct of PM operations. He now supervises two professional and two clerical employees in his Section and runs his unit smoothly with no discernible friction. He does a good job of briefing and indoctrinating junior officers. While his experience has been predominantly in the PM field, he has acquired FI experience in the last two years because of the unique nature of Cuban PM (FI) operations. In his consideration of budgetary matters, he has demonstrated an understanding of the need to curtail expenses, where feasible. I would be glad to have Mr. Hicks work with me at any future time.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE19 February 1965BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT SEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION24DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE1-19-65Chief, WH/SA,Miami Operations BranchJohn S. TiltonBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur. Though I have reservations as to characterizing this officer as "Strong," (in point of intrinsic ability when compared to others who are clearly strong performers) such reservations are vague and impressionistic and not related to the actual performance and period to which this report is addressed.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE15 February 1965. Under Deputy Chief, WH(SA)SECRET
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# SECRET(When Filled in)# FITNESS REPORTEMPLOYEE SERIAL NUMBER056361.## SECTION A1. NAME(Last)HICKS(First)CALVIN(Middle)W.6. OFFICIAL POSITION TITLE   OPS OFFICER9. CHECK IX) TYPE OF APPOINTMENTCARCERRESERVETEMPORARYCARELA PROVISIONAL (See instructions Section C)SPECIAL (Specify):11. DATE REPORT DUE IN CIP.    31 JANUARY 1964## SECTION BW- WeakA- AdequateP-Proficient5- StrongO- Outstanding## GENERAL2. DATE OF BIRTH 3. SEX   3 Nov 1924 M7. OFF/DIV/BR OF ASSIGNMENT   DDP/SAS10. CHECK (X) TYPE OF REPORTINITIALX ANNUALSPECIAL (Specily):12. REPORTING PERIOD (From-to-)    1 JANUARY 19634. GRADE 5. 50   GS-13 D8. CURRENT STATION   Washington, D. C.REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE31 DECEMBER 1963## PERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range, from counseling, to further training, to placing on probation, to reassignment of to separation. Describe action taken or proposed in Section C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.Performance is more than satisfactory. Desired results are being produced in a proficient manner.Performance is characterized by exceptional proficiency.Performance is so exceptional in ralotion to requirements of the work and in comparison to the performance ai others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList 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 GILY effectiveness in performance of that duty. All employees with supervisory responsibilitios MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC OUTY NO. 1Chief, PM Section, Miami Operations Branch of DDP/SAS and SeniorHeadquarters Case Officer for FM Operations conducted against target country.RATINGLETTERSSPECIFIC OUTY NO. 2Provision of operational guidance to field.RATINGLETTERSDE 23 DE 10SPECIFIC DUTY NO. 3Review and comment on operational plans submitted by station.RATINGLETTEROSPECIFIC DUTY NO. 4Insuring that necessary training, logistics and technical support are provided for conduct of PM operations against the target country.RATINGLETTERSDF31SPECIFIC DUTY NO. SRATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and parti ular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter. in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERS10 MAR 1964FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRET
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# SECRET(When Filled In)## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Mr. Hicks' personal experience and long association with paramilitary operations give him high competence in this type of activity. Personnel who have official business with Mr. Hicks respect his knowledge and ability in this field. He assumes responsibility and can be counted on to get a job done with minimum supervision. When required, he works irregular hours without complaint. His review of operational plans submitted by the field is prompt, complete and professional. Mr. Hicks exerts maximum economy in the use of funds, equipment, and personnel. He is consistently cooperative, even tempered and patient in the face of frustrations inherent in this type of work. He has established an excellent working relationship with his opposite numbers in the field.## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE4 March 19642. BY, SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION12DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE4 March 1964DC/SAS/MOBJohn S. Tilton3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur in the above comments and rating.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE5 March 1964C/SAS/MOBArthur A. MaloneySECRET