Francesco/who-killed-jfk huggingface dataset:
[104-10194-10026.pdf — page 162]
SECRET- 2 -people as well as a proficiency in Spanish which has enabled him to deal readily and effectively with a heterogeneous range of contacts.His performance can only be described as outstanding. He has provided a completely professional response to a most difficult and varied challenge. He has mounted an organization and provided a mechanism fully up to the tasks confronting it and the high-level requirements levied upon it. With the advantages afforded by hindsight, I suggest that the success which has been achieved speaks for itself.It is pertinent to mention that the Rated Officer invariably places business ahead of pleasure and personal interests. He works long and irregular hours and is continuously available in time of need. He has evidenced the highest degree of cooperation with representatives of State, DOD, Legal Attaché, AID (in the Public Safety sector) and all other members of the Country Team. His quiet and professional approach inspires their confidence, and on innumerable occasions he has proven that he is an excellent team player who genuinely wants to be of assistance to all members of the official community. The harmonious, close relations among all the intelligence components of the Country Team are due in great part to the tactful, skillful and thoughtful leadership of the Station Chief.There is probably little need for me to comment upon the Rated Officer's technical achievements at this post. Under his guidance, specialized security agencies of the Dominican Government have been brought to a state of high readiness. Penetration of subversive groups has reached impressive proportions. Subversive document seizures have been abundant. Counter-espionage work has been impressively successful.The CAS Station Chief is in/sense a narrow technician or specialist. He keeps his eye on the broad picture, understands what he sees there and intelligently relates it to his own work. He is imaginative in his approach and does not hesitate to suggest innovations of various kinds. To mention only one of these, it was as a result of his initiative that "electoral police" appeared upon the scene during the Presidential election campaign in mid-1966 with a salutary calming effect upon the potential for political violence at the moment.SECRET
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SECRET- 3 -I wish to make special mention of, first, the scrupulousness with which the Rated Officer has consulted me and kept me informed about his activities, and, second, his strict adherence to the guidance I have given him. At no time have I had any doubts concerning the care and fidelity with which he has followed my instructions.I have developed the highest personal and professional regard for the Rated Officer. I have valued greatly his advice and his support not only upon matters within his own special field of competence, but also over a considerably broader spectrum of U.S. Mission activities. I could not have asked for a better Chief of Station than the one whom I have had at this post. I very much regret his departure but am comforted by the knowledge that his successor, as his deputy, has been trained by him.I earnestly hope that these comments of mine -- based on a very close and continuous working relationship -- will be given full consideration and will contribute significantly to his career advancement.SECRET
[104-10194-10026.pdf — page 164]
# FITNESS REPORTSECRETEMPLOYEE SERIAL NUMBER024345SECTION AGENERAL1. NAMEPhillips, David A.2. DATE OF BIRTH 3. SEX10/31/22 M4. GRADE 5. SO15 D6. OFFICIAL POSITION TITLEOps Officer Ch7. OFF/DIN OF ASSIGNMENT 8. CURRENT STATIONWH/COG Hats.9. CHECK (X) TYPE OF APPOINTMENT[X] CAREER RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructione - Section C)S ANNLAL REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.04/6812. REPORTING PERIOD (From to-)1 April 1967 - 31 March 1968SECTION BPERFORMANCE 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. Dosired 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 others doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important spacific duties parformed during the rating period. Insert rotir. 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 (mercate number of employees supervised).SPECIFIC DUTY NO. 1Responsibility for overall management of Headquarters Branch activities.RATINGLETTERSSPECIFIC DUTY NO. 2Support and guidance of field operations.RATINGLETTERSSPECIFIC DUTY NO. 3Reporting to higher authority; implementing of policy level decisions.RATINGLETTEROSPECIFIC DUTY NO. 4Supervision and management of personnel.RATINGLETTEROSPECIFIC DUTY NO. 5Liaison with State Department and other agencies.RATINGLETTEROSPECIFIC DUTY NO. 6OVERALL 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, pertinant personal traits of habits, and particular limitations or talents. Based on your knowledge of employee's overall pertermunce during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his lovet of performance.RATINGLETTEROReviewed by OP/PD/EABFORM4-68 45 USE PREVIOUS EDITIONSSECRET
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# SECTION CSECRET(When Filled In)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 comments given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.JUN 8 53 AM '68The Rating Officer's last fitness report on Mr. Phillips dealt with his terminating an outstandingly successful and very complicated assignment as Chief of Station, Dominican Republic. This report deals with a completely different situation, i. e. coming into Headquarters as Chief, Cuban Operations Group at the time that drastic reduction had just become the order of the day. The same energy, imagination and zeal which has characterized Mr. Phillips over the years has characterized his performance in this difficult task since his assumption of the new responsibility. He has been a prime mover in reducing the Headquarters WH/COG component to realistic and managable proportions. By the same token he has been a prime mover, guider, cajoler and sometimes "patron saint" to JMWAVE management in its massive job of bringing JMWAVE down from its ponderous proportions to a viable Clandestine Services "instrument" compatible and consistent with the present day needs of Cuban operations. In this endeavor Mr. Phillips' accomplishments have been of the first order.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE(See attached sheet)1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE13 MAY 19692. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION32DATE10 May 1968OFFICIAL TITLE OF SUPERVISORDeputy Chief, WHDTYPED OR PRINTED NAME AND SIGNATUREJacob D. EsterlineBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALThis is a very fine officer with one of the best potentials in WH Division. I believe the rater is somewhat carried away in his views. Mr. Phillips' career advancement has been closely observed in this Division and I do not believe he is falling behind in the promotion timetable. It is definitely expected he will be recommended next year (which is within the proper time frame,) if his current excellent performance continues.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE20 May 1968Chief, WH DivisionWilliam V. BroeSECRET
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SECRETFitness Report - David A. Phillips## SECTION C (Continued)Most important however, and this is one of Mr. Phillips unique qualities, he has been able to bring about this drastic reduction and at the same time instill enthusiasm in his staff for new approaches to the ever more difficult Cuban target. His own infectious enthusiasm and his fine manner with co-workers and subordinates has made this possible. In short the Rating Officer believes he is the right man at the right time for the job he is in.Mr. Phillips' relations with the Department of State and other agencies where it really counts are outstandingly good. He has in his short time back re-established his fine relationship with the manager of the Voice of America. This relationship will undoubtedly be of inestimable value in getting WH Division's new radio effort through the 303 Committee and into operation.It is probably obvious to one reading this fitness report that the Rating Officer is well disposed towards Mr. Phillips. This is quite true. It in no way, however, affects the Rating Officer's opinion that Mr. Phillips is a man of considerable talent who for one reason or another has fallen at least one grade behind in the promotion timetable. The Rating Officer, therefore, trusts that this will be corrected in the near future. Mr. Phillips is a gentleman of breadth, drive, imagination and dedication. The Rating Officer considers Mr. Phillips to be one of the very best of the many fine officers he has known in his career in the Clandestine Services. In some ways he is unique in that he knows the business from the ground up, having started in unofficial cover (several assignments) and now having moved into the managerial area where he can speak with authority based on valid experience.SECRETReviewed by OP/PO/EAB
[104-10194-10026.pdf — page 167]
S-E-C-R-E-TTRAINING REPORTChiefs of Station Seminar No. 1-7080 hours, full time 6-17 October 1969Participant: Phillips, David A. Office : WHYear of Birth: 1922 Service Designation: DGrade : 16 No. of Students : 8EOD Date : Apr '55COURSE OBJECTIVES, CONTENT AND METHODSThe COS Seminar is aimed to prepare prospective Chiefs and Deputy Chiefs of Station and Chiefs of Base for field assignments. Emphasis was upon the difficulties confronting Chiefs of small or medium-sized installations, since they must handle a peculiarly wide range of problems. Included were case studies serving to remind outgoing chiefs of various operational approaches and techniques, but more time was devoted to policy, coordination, management, reporting, and administrative responsibilities of the Chief of Station, both within CIA and in the government at large, at home and abroad.The bulk of the course is given in lectures and question periods conducted by officials responsible for the missions, functions, programs, and services discussed. A few key items of suggested reading are included, and bibliographies of suggested reading tailored to the individual's assignment are offered for those who want them.ACHIEVEMENT RECORDThis is a certificate of attendance. No further assessment of individual capacity or performance is made in this course.FOR THE DIRECTOR OF TRAINING:![Signature]Anthony D. Holland 20 OCTDateS-F-C-R-E-T
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER024345## SECTION A1. NAMEPhillipsDavid A.2. DATE OF BIRTH 3. SEX   10/31/22 M4. GRADE   GS-153. SO   D8. OFFICIAL POSITION TITLE   Chief of Station7. OFF DIVER OF ASSIGNMENT 8. CURRENT STATION   DDP/WH/7 Santo Domingo9. CHECK (X) TYPE OF APPOINTMENTXX CAREER RESERVE TEMPORARYCAREER-PROVISIONALSPECIAL (Specify):10. CHECA IX) TYPE OF REPORTINITIALXX ANNUALSPECIAL (Specify):REASSIGNMENT SUPERVISORREASSIGNMENT AMPLOYEE11. DATE REPORT DUE IN O.P.    May 196712. REPORTING PERIOD (Fro-)    1 April 1966 to 31 March 1967## SECTION B PERFORMANCE EVALUATIONW- Weak Performance ranges tron 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 Parformance peers all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P-Proficient Performance is more than satisfactory. Dosired results are being produced in a proficient manner.S- Strong Porformance in charactem.sed by exceptional proficiency.O-Outstanding Performance is so excepmanal in relation to requirements of the work and in comparison to the performance of others doing similar word as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating latter which bost describes the manner in which amployee porfanns EACM recific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MLIST he red on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. IRATINGLETTERStation management.SSPECIFIC DUTY NO. 2RATINGLETTERDirection of the operational program.OSPECIFIC DUTY NO. JRATINGLETTERLiaison with other C. S. agencies.SSPECIFIC OUTY NO. 4RATINGLETTERSPECIPIC DUTY NO. SRATINGLETTERSPECIFIC DUTY NO.4RATINGLETTER12 MAY 1967## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the omplies which influences his affectiveness in his current position such as performance of specific duties, prof.CTIVITY CL on job, cooperative cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on wwwledge kwwledge of omployee's overali performance during the rating period. place the letter in the rating bos comesponding to the statement which most occurately reflects his level of performance.RATINGLETTERO
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# SECRETSECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position position keeping in proper perspective their relation ship tó overall performance, Store suggestions stions made for improvement of work portor.nance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings, given in Section 8 to provide best basis for determining future personnel action Menner of performance of managerial or supervisory dueles and cost consciousness in the real personnel, ece, cavement and funds, must be commentation, if applicable. Netra space is needed to complete Section C, attach a separate theệt of poper,MAY 8 3 39 PM 67Mr. Phillips is nearing completion of his tour of duty as Chief of Station, Santo Domingo. During the past several months he has had the difficult task of reorganizing his Station and redirecting its manpower following a major election operation. His task has been made more difficult by a series of almost weekly political or security crises which not only required intensive intelligence coverage but also frequently involved Station assets.Mr. Phillipo has done remarkably well in this difficult regearing process. It has in no way affected the volume or quality of Station reporting which remains very high. His critical analysis and in-depth interpretation of the rapidly changing political scene have been timely and useful.The Station under his direction has aggressively undertaken the development of new FI and CI assets without losing momentum in existing operations. Also in a relatively short period of time effective security and countersubversion units within the host government internal security apparatus have been established,(Cont'd)SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, 3, AND COF THIS REPORTDATE SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYER, DIVE EXPLANATIONUNDER MY SUPERVISION20 Subject in the field.DATE OFFICIAL TITLE OF SUPERVISOR TYPEDO PRINTED NAME AND SIGNATURE5 April 1967 Deputy Chief, WHD Jacob D, Esterline3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur with the rating and statements made concerning Mr. Phillips. He is one of the best. He will take over as Chief, Cuban Operations Group this summer and we can expect new impetus in this difficult denied area program. We are carefully observing his promotional progress and are making every effort that he advances in accordance with his excellent capabilities and potential.DATE OFFICIAL TITLE OF REVIEDING OFFICIAL ITYPED OR ANTECAME AND SIGNATURE28 April 1967 Chief, WHD william v. broeSECRET
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Fitness Report -- David A. PhillipsSECTION C - (Cont'd)His relationships with the Ambassador and with representatives of other agencies are excellent and the high regard they accord him are reflected in the great confidence placed in him and his staff.The overall management of the Station reflects careful consideration of manpower and money commitments. Mr. Phillips has taken the initiative in effecting savings wherever possible. In short he has turned in an aggressively outstanding performance under the most difficult imaginable conditions during the period under review.
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# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER.024345## SECTION A1. NAME(Last)PHILLIPS,6. OFFICIAL POSITION TITLE(First)David A.Opa Officer/Chief of Station9. CHECK (X) TYPE OF APPOINTMENTX CAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.## GENERAL(Middle)2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD31 Oct 22 M GS-15 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/DR Santo Domingo10. CHECK (X) TYPE OF REPORTINITIALREASSIGNMENT SUPERVISORX ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From -to-)1 April 65 - 31 March 66## SECTION B PERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadecuate 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 - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor axcellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance 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 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 parformance of that duty. All employeas with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1RATINGLETTERDirection of Station CA program.OSPECIFIC DUTY NO. 2RATINGLETTERDirection of Station FI/CI efforts.SSPECIFIC DUTY NO. 3RATINGLETTERLiaison responsibilities with Embassy and other U.S. Government representatives.OSPECIFIC DUTY NO. 4RATINGLETTERManagerial responsibilities as Chief of Station.SSPECIFIC DUTY NO. 5RATINGLETTERCost consciousness.SSPECIFIC DUTY NO. 6RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as par- formance of specific dutjes, productivity, conduct on job, cooperativeness; pertinent personal traits or habits, and particular limitations or polents. Based on your knowledge of employee's overall performance during the rating period, place the lotter in the roting box correspunding to the statement which most accurately reflects his level of performance.RATINGLETTERS16 JUN 1966FORM4-63 45USE PREVIOUS EDITIONS.SECRET
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SECRETSECTION CNARRATIVE 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 and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Phillips brings to this assignment (his first as Chief of Station) a wealth of CA experience gained through many years of operating in the Western Hemisphere and other areas. As a propagandist and general CA operator he must rank high among all Agency personnel. Consequently, it was indeed fortunate that his assignment to the Dominican Republic came at a time when a person of his talent was badly needed. Arriving shortly after the American intervention he has had the difficult task of ferreting out information in great detail about an entirely new government, diplomatically handling the delicate coordinations with other U.S. Government agencies in a crisis and highly emotional situation, while administering a rapidly expanding station composed in large degree of young men long on initiative and intelligence but somewhat lacking in depth of experience. At present he is engaged in a fairly large and vastly important election operation which is of concern to the highest authorities of our government.(Continued - See attached sheet)SECTION DCERTIFICATION AND COMMENTS1. BY 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 EXPLANATION9 monthsEmployee will see report upon his return to HeadquartersDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE3 May 1966Deputy Chief, WHDJacob D. Esterline3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI heartily endorse the rater's comments. The Santo Domingo Station, under the excellent leadership of Mr. Phillips, recently completed a most successful and significantly important political action operation. It was a well-done Station operation but great credit has to go to Mr. Phillips personally.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE14 June 1966Chief, WHDWilliam V. BroeSECRET