Francesco/who-killed-jfk huggingface dataset:
[104-10194-10019.pdf — page 98]
# SECRET## 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. Commentif required to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Subject has done an outstanding job in creating a Jury mechanism which enables direct access to an important target group. This job was performed carefully, securely, intolligently and imaginatively. Subject is an experienced, highly capable senior professional officer in every sense of the term. He is a thoroughly organized self-disciplined person who can operate effectively outside a normal Station complex. He has the supply mind required to learn highly technical cover tasks and perform these in a skilled manner. He organizes the performance of these cover duties in such a manner as to extract the most operational mileage. Subject has spotted, assessed, developed, and in special cases recruited. He is extremely articulate, and an excellent writer. Despite his deep cover status, he submits timely finished operational and information reports. His management, administration, and record keeping of both his cover and operational duties is excellent.Although Subject has had long experience in supervisory capacities, his present singleton cover status does not require supervisory duties.## CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISOR4 May 1966Ops Officer/s/Murat NatirboffCOMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE4 May 1966Ops Officer./s/Robert E.. OwenSECRET
[104-10194-10019.pdf — page 101]
## SECTION C continuedapproaches to operational problems and personalities, and expends considerable effort in maintaining a level of specialized knowledge sufficient to backstop his cover and to ensure the maximum exploitation of his contacts with target organizations and individuals. His command of spoken, written, and technical French is excellent.From the point of view of supervision, this employee in his present position requires guidance only insofar as to identify specific targets and for him to protect himself in situations where he does not have, by virtue of his not having access to official files, specialized information. Otherwise, he requires no supervision other than the periodic provision of policy and operational directives.This employee has always been conscious and punctillious in his preparation of operational and administrative reports, including financial accountings, and his reporting in general, despite the burdens imposed by the necessity for minimizing the risks inherent in the lack of access to classified storage, leaves nothing to be desired.Other than the funds for operational activities, this employee currently has no responsibility for the programming and use of personnel, space, equipment, and funds.With respect to dedication to his job, this employee has practically speaking single-handedly built his present cover/operational position despite a number of negative factors inherent to his situation such as relative isolation, meager opportunity for contact with his professional group, and expensive area of assignment, and an exposed cover situation where the necessity for living cover is compounded by the necessity of avoiding mistakes which might jeopardize cover. His dedication to and enthusiasm for accepting the challenge ofthis assignment, and his willingness to continue on in it, deserve particular mention, particularly since he would perhaps Justifiably feel that his present assignment may leave him outside the mainstream of competitive organization progression.This employee's health and family situations leave nothing to be desired, as his proven mobility in the execution of operational assignments attests.It should further be noted that with respect to the problem endemic to deep-cover assignments of allocation of time between cover work and operational activity, this employee comes very close to the happy norm of making cover work complement operational work, and making operational work contribute where possible to the enhancement of cover.While this employee's assignment to date has essentially been a one-man show, it is recommended that serious consideration be given to expanding the operational complex which he has created in order to capitalize on his experience, the work he has put in to date, and his own management capabilities.*(Section B) - No special recognition of Subject's "Outstanding" overall performance is being requested at this time.
[104-10194-10019.pdf — page 103]
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 making. 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.This employee combines the relatively rare combination of a senior and broadly experienced intelligence officer under working cover providing both long-term status in his country of residence (and in Europe in general) and access for a variety of operational functions, including spotting, assessing, contact with Soviet bloc nationals, of specific interest, investigative measures, assessment in depth of ostensibly cover-company hired persons, and attendance at a broad range of national and international specialized meetings. Development of the capability operationally to exploit his cover has been the achievement of the employee himself. In so doing he has at the same time achieved genuine acceptance by his cover company associates (most of whom are unwitting) and his colleagues in his cover profession and related professions.In undertaking operational tasks this employee has consistently shown initiative imagination, security consciousness, and application of both operational and substantive background to the problem at hand. He has put a conscious effort into improving his already excellent command of the French language, and his grasp of a variety of specialized scientific and technical fields has been achieved basically as a result of his own efforts.His management of operational reporting, finances, and the administrative problems connected with his cover status has been exemplary.It should be noted that during the reporting period, this employee has not had the benefit at all times of specific pinpointed operational direction. As of the end of the reporting period, Headquarters assumed control of his activities against specific Soviet targets on a Europe-wide basis.SECTION D1. DATE25 May 1964I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE/s/2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONEighteenDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE25 May 1964Ops. Officer/s/ James Flint3. COMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE25 May 1964Cos. Officer/s/ Robert E. OwenSECRET
[104-10194-10019.pdf — page 104]
# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER837367 116152SECTION A1. NAMEGENERAC(Last) (First) (Middle)2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   20 Jan 1924 M GS-15 D6. OFFICIAL POSITION TITLE 7. OPP/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer DDP/SR Paris9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTCAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See instructions - Section C) X ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify): SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)    31 May 1963 10 September 1962 - 31 March 1963SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requirespositive remedial action. The nature of the action could range from counseling, to further training, to placing onprobation, to reassignment or to separation. Describe action taken of proposed In Section C.A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency norexcellence.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 ofothers 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 themanner in which employee performs EACH specific duty. Considor ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST ba rated on their ability to supervise (indicate number af employees supervised).SPECIFIC DUTY NO. 1 RATINGLETTEREstablishment and maintenance of cover as a genuine working member of 0his profession.SPECIFIC DUTY NO. 2 RATINGLETTERSpotting and assessing persons of operational interest to Paris Station Sand to other stations.SPECIFIC DUTY NO. 3 RATINGLETTERInvestigating of organizations and phenomena of operational interest Sto the Station.SPECIFIC DUTY NO. 4 RATINGLETTERCollection of positive and operational information using his cover for Sentree.SPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTERPOSTED ON![POSTED ON]OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his offactiveness in his currunt position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or.habits, andparticular 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.15 JUL 1963RATINGLETTERSFORM4-62 45 OBSOLETE PREVIOUS EDITIONS..SECRET
[104-10194-10019.pdf — page 105]
SECRET(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 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.See attached sheet.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT![signature of employee]### BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION6 months| DATE        | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || ----------- | ---------------------------- | ----------------------------------- || 15 May 1963 | Ops Officer                  | /s/ James Flint                     |### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSee attached sheet.| DATE        | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ----------- | ------------------------------------ | ----------------------------------- || 20 May 1963 | OPS Officer                          | /s/ Edward Ryan                     |SECRET
[104-10194-10019.pdf — page 106]
SECTION CSECRETNARRATIVE COMMENTSThe assignment of this employee to the field under non-official cover was designed to compensate for the loss of an employee in an official cover slot which was cut from the Station's ODACID allotment of personnel positions.During the reporting period this employee has accomplished with success the convincing establishment of his cover in a complex milieu, and has been accepted as legitimate by his professional colleagues, the persons whom he meets under cover, and the French authorities. It should be noted that his ability to assume his cover has been largely the result of his own efforts over a period of years to acquire and maintain a familiarity with the general scientific field.During the reporting period he has developed a wide circle of contacts in the scientific and journalistic fields and applies a long background in a variety of assignments in KUDOVE to the determination and assessment of operational potential among these contacts. At the same time his cover organization, in which only four persons are witting of his actual status, has shown itself to be more than satisfied with his performance of his cover duties...This employee requires a minimum of detailed operational supervision; it is necessary in specific cases only to indicate the operational or informational objectives.From the point of view of administrative support, his attention to detail and meticulousness reduce the problems of his support by the Station to a minimum.This employee uses the French language continuously, and his facility is such as to permit him to handle himself excellently in a broad range of complex technical subjects. He has in addition undertaken specialized French language training to develop this capability further. His operational reporting is excellent both with regard to clarity and pertinence.In the immediate future he will be assigned case work, for the most part in fields where it will complement, and be complemented by, his in-dependent operational activities and cover work.SECRET
[104-10194-10019.pdf — page 107]
SECRET6 August 1962Memorandum in Lieu of Fitness Report Reliardsex, frequeSubject:My last statements concerning the performance of should be extended to cover the remainder of his service as Chief of SR/6. He departed headquarters for a field assignment 31 July 1962.![Signature of QUENTIN C. JOHNSON] QUENTIN C. JOHNSONChief of Operations and PlansSR DivisionCONCUR: ![Signature of HOWARD J. OSBORN] HOWARD J. OSBORNChief, SR Division
[104-10194-10019.pdf — page 109]
# SECRET(When Filled In)OFFICE OF## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.MAIL ROOMMr. as a good knowledge of Soviet matters and generally is very well informed. He continually demonstrates much initiative and a high degree of productivity. He is stimulating to his associates, businesslike and delegates work easily. He appears very self-confident and he is dynamic.Mr. supervises a very large and key branch engaged in a wide variety of activities, a difficult job which he does well.## SECTION F CERTIFICATION AND COMMENTSBY EMPLOYEE1. I certify that I have seen Sections A, B, C, D and E of this Report.DATE9 November 19612. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONTwelveIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE9 November 1961 SR/Chief of. Plans and Operations3. BY REVIEWING OFFICIAL**X** I WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE21 NOV 1961OFFICIAL TITLE OF REVIEWING OFFICIALChief, SR DivisionTYPED OR PRINTED NAME AND SIGNATUREJOHN M. MAURYSECRET
[104-10194-10019.pdf — page 110]
# SECRET(When Filled In)FITNESS REPORTSECTION A1. NAME(Last) (First) (Middle)RICHARDSON Jacque5. SERVICE DESIGNATION 6. OFFICIAL POSITION TITLEDI8. CAREER STAFF STATUSNOT ELIGIBLE MEMBER DEFERREDPENDING DECLINED DENIED10. DATE REPORT DUE IN O.P.11. REPORTING PERIODFrom 1 Apr 59 To 24 June 62GENERAL2. DATE OF BIRTH20 Jan 19249. TYPE OF REPORTINITIAL REASSIGNMENT/SUPERVISORANNUAL REASSIGNMENT/EMPLOYERSPECIAL (Specify)3. SEXM7. OFF/DIV/BR OF ASSIGNMENTFE/Tokyo Sta/SR4. GRADEGS-14SECTION B EVALUATION OF PERFORMANCE OF SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating number which best describes themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).1- Unsatisfactory 2- Barely adequate 3-Acceptable 4- Competent 5-Excellent 6- Superior 7- OutstandingSPECIFIC DUTY NO. 1 RATING SPECIFIC DUTY NO. 4 RATINGNO. NO.Chief, Soviet Branch, responsible Case officer 5/6for activities of 24 staff and 6contract employeesSPECIFIC DUTY NO. 2 RATING SPECIFIC DUTY NO. 5 RATINGNO. NO.Responsible for station SR planning, 6budgeting, and operating activitiesSPECIFIC DUTY NO. 3 RATING SPECIFIC DUTY NO. 6 RATINGNO. NO.Representing the station at varied 6levels in all SR mattersSECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position - performance of specificduties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based onyour knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to thestatement which most accurately reflects his level of performance.1 - Performance in many important respects fails to meet requirements.2 - Performance meets most requirements but is deficient in one or more important respects.3 - Performance clearly meets basic requirements.4 - Performance clearly exceeds basic requirements.5 - Performance in every important respect is superior.6 - Performance in every respect is outstanding.RATINGNO.5SECTION D DESCRIPTION OF THE EMPLOYEEIn the rating boxes below, check (X) the degree to which each characteristic applies to the employee1- Least possible degree 2- Limited degree 3- Normal degree 4- Above average degree 5- Outstanding degreeCHARACTERISTICS NOT NOT RATINGAPPLI- OB-CABLE SERVED 1 2 3 4 5GETS THINGS DONE XRESOURCEFUL XACCEPTS RESPONSIBILITIES XCAN MAKE DECISIONS ON HIS OWN WHEN NEED ARISES XDOES HIS JOB WITHOUT STRONG SUPPORT XFACILITATES SMOOTH OPERATION OF HIS OFFICE XWRITES EFFECTIVELY XSECURITY CONSCIOUS XTHINKS CLEARLY XDISCIPLINE IN ORIGINATING, MAINTAINING AND DISPOSING OF RECORDS XOTHER (Specify):SEE SECTION "E" ON REVERSE SIDEFORM 45 OBSOLETE PREVIOUS EDITIONS.6-58SECRET(4)
[104-10194-10019.pdf — page 111]
# SECRET## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personel actions.In most respects, this officer is one of the best I have known in this agency. He has a broad and deep knowledge of his target area, as well as of his "host" country; an excellent and proven degree of operational "know-how"; the ability to write and speak lucidly and effectively and with apparent ease; and a very high degree of motivation and devotion to duty. He can be expected to continue his dynamic and imaginative pursuit of a most difficult target. It is my opinion that this officer has great potential and is ready for increased responsibilities which would involve the promotion for which he has been recommended. As for training, a good managerial course might help to bring into even sharper focus his many talents.## SECTION F CERTIFICATION AND COMMENTSThis report has been prepared in accordance with F E Division standards which recognize the principle of rating the individual against the group. Thus an 'average' rating reflects an entirely satisfactory performance.1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE 23 June 1960SIGNATURE OF EMPLOYEE Jacqus Richardson/'s/ on transmittal2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):OFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE23 June 1960Adam Erindle(P) signed on transmittal3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIAL COS, TokyoTYPED OR PRINTED NAME AND SIGNATURE John Baker/s/ on transmittalSECRET