Francesco/who-killed-jfk huggingface dataset:
[104-10194-10017.pdf — page 42]
SECRET# FITNESS REPORT## GENERALEMPLOYEE SERIAL NUMBER003620### SECTION A1.  NAMEVitale,(Last)Guy(First)(Middle)2.  DATE OF BIRTH 3. SEX    10/16/17 M4.  GRADE 5. SD    08 D6.  OFFICIAL POSITION TITLE    Intelligence Asst.7.  OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION    DDP/WH/COG Hqs.9.  CHECK (X) TYPE OF APPOINTMENT[X] CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions Section C)10. CHECK (X) TYPE OF REPORT[ ] INITIAL REASSIGNMENT SUPERVISOR[X] ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    July 196812. REPORTING PERIOD (From - to)    1 July 67 - 30 June 68### 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 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 bo'st 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).SPECIFIC DUTY NO. 1Analysis and Research of clandestine service documents for information pertinent to the criteria of the CUIS/LA Subversive machine program.RATING LETTERPSPECIFIC DUTY NO. 2Assists personnel with machine name traces and other operational support assistance.RATING LETTERPSPECIFIC DUTY NO. 3Preparation of biographic input sheets for machine processing into the Cuban IS program.RATING LETTERPSPECIFIC DUTY NO. 4As Branch Records Officer insures compliance with CS Records directives including authorization for destruction of CS documents.RATING LETTERPSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTER![Signature]## 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 box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERPFORM 45 USE PREVIOUS EDITIONSSECRET![GROUP 1]
[104-10194-10017.pdf — page 43]
# 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. Comment on foreign language competence, if required for current position. Amplify or expicia retings 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 appiccole. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Vitale since he was assigned to really on a part-time basis and later as a full time assistant has performed adequately as an input analyst in addition to his proficient work as a Records Officer and General support assistant. The quality of his input has been good and his production has helped considerably in cutting down the size of the input backlog. Mr. Vitale also continues to perform the Records Officers function for the branch with a sound knowledge of general records procedures. His attitude and attendance record continue to reflect a willingness to assist the branch in whatever way necessary. In addition "Mr. Vitale's valuable background knowledge on a former vital portion of the branch's effort continues to be utilized to a considerable extent. He gets along well with his colleagues and contributes to the smooth running of the office.Mr. Vitale is presently within 2 years of retirement or 4 years, if he does not receive an overseas assignment. He has told the career panel, he would accept an overseas assignment to either Vietnam or Laos. In view of his experience with paramilitary operations, it is felt this would be a more fitting assignment for him than the present one, even though he has been performing quite satisfactorily.| DATE    |     | SIGNATURE OF EMPLOYEE || ------- | --- | --------------------- || 7/18/68 |     | Derry Vitale          || MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION |     | IF THIS REPORT HAS NOT BEEN SMOEN TO EMPLOYEE, GIVE EXPLANATION || --------------------------------------------- | --- | --------------------------------------------------------------- || 9                                             |     |                                                                 || DATE    |     | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || ------- | --- | ---------------------------- | ----------------------------------- || 18 July |     |                              | Alva King                           |I concur in the evaluation of this employee as presented above.| DATE         | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ------------ | ------------------------------------ | ----------------------------------- || 13 July 1968 | C/WH/COG/OS                          | Thos. J. Barrett                    |
[104-10194-10017.pdf — page 44]
SECTION C/ContinuedNARRATIVE COMMENTSFor approximately four months during 1967, Mr. Vitale worked with me in providing Headquarters' support to JMWAVE in its conduct of special operations into PBRUMEN. In such a role, Mr. Vitale's knowledge of the history, mechanics, requirements and PBRUMEN personnel of these operations was invaluable in (1) the preparation of operational proposals for the 303 Committee, (2) the provision of timely operational information periodically requested by the front offices of both WH/COG and WHD, and (3) the briefing of WOFIRM personnel newly assigned to JMWAVE to assist in these operations. While under my supervision, Mr. Vitale was a conscientious, loyal, cooperative employee who readily and willingly performed all tasks assigned to him in an exceptional manner. He always expressed his willingness to work as many hours as necessary to finish the task at hand. He has a very pleasant personality, gets along well with his fellow workers and exhibits a good sense of cost consciousness in the use of government equipment and materials. The rating letter "S" most accurately reflects the level of performance of Mr. Vitale during the period he was under my supervision.![signature of Robert J. Weatherwax]Robert J. Weatherwax
[104-10194-10017.pdf — page 46]
SECRET(When Filled In)# NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current positian, 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, it required for current position, Amplify or explain ratings given in Section 8 to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the vie of personnel, space, equipment and lunds, must be commented on, it opplicable. Hextro space is needed to complete Section C, attach a separate sheet of paper.Mr. Vitale continues to perform his duties as an operational support assistant capably. His background knowledge of Cuban paramilitary operations has provided the Branch, with very useful continuity. His ability and experience in locating material and in handling records for headquarters support to WH/COG Special Operations contribute substantially to the Branch's operational support effort. Mr. Vitale carries out his assigned duties in a willing, loyal and highly dependable manner. He recently has been given an additional assignment on the CUIS Machine Input Program which he is handling in a highly efficient manner. He gets along well with his colleagues and contributes to the smooth running of the office. He does not have supervisory responsibilities, but does show concern for efficient and economical use of government property.# CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE 25 Aug '67SIGNATURE OF EMPLOYEEBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION12DATE 25 August 1967OFFICIAL TITLE OF SUPERVISORSection Chief,PM OperationsTYPED OR PRINTED NAME AND SIGNATUREErnest, ChioccaBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALAs noted in the last Fitness Report, I concur generally in the supervisor's ratings of Mr. Vitale's performance as listed; but I must again note that these are duties which could be performed by a moro junior clerical type and that Mr. Vitale should not be considered as performing GS-8 level Intelligence Assistant work at a Proficient rating. Indeed, he is, in my opinion, not qualified for such a roie and his official position title should be changed to prevent any misunderstanding as to the somewhat unique nature of his value to the Agency.DATE 28 AUG 1967OFFICIAL TITLE OF REVIEWING OFFICIALC/WH/COG/MOTYPED OR PRINTED NAME NO SIGNATURERobert A. OrtmanSECRET
[104-10194-10017.pdf — page 47]
SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER003620SECTION A1. NAME   VITALE GuyGENERAL2. DATE OF BIRTH 3. SEX   16 Oct 17 M4. GRADE 5.SD   GS-08 D6. OFFICIAL POSITION TITLE   Intelligence Analyst7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/WH/C Wash., D.C.9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVETEMPORARY INITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONALXXXXANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specity):SPECIAL (Specity):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD    1 July 1965 - 30 June 1966SECTION B PERFORMANCE EVALUATIONW - WeakPerformance 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 waining, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A- AdequatePerformance meet's all requirements. It is entirely satisfactory and is characterized neither by deficiency nor oxcellenco.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by excoptional 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 saecific duties performed during the rating period. Insert rating letter which best describes the mannar in which employee performs EACH specific duty. Consider ONLY affectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Maintains project and agent 201 files for an extensive paramilitary program.RATING LETTERSSPECIFIC DUTY NO. 2Locates and maintains material for use in briefings and the conduct of liaison with other government agencies.RATING LETTERPSPECIFIC DUTY NO. 3Aids in conducting name traces and processing clearances.RATING LETTERPSPECIFIC DUTY NO. 4As Branch Records Officer, insures compliance with CS records directives, including authorization for destruction of CS documents.RATING LETTERPSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, propestivity, conduct on job, cooperativeness, pertinent personal waits or habits, and particular limitations or talents. Sosad on your knowledge of employee's overall performance during the rating period, placa the letter in the rating box corresponding to the statement which most accurately figer, this his loval of performance.RATING LETTERP29 JUL 1966FORM 45OBSOLETE PREVIOUS EDITIONS.SECRET
[104-10194-10017.pdf — page 48]
SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrarrept ppaition kooping in proper perspective their relationship to overall performance. State suggestions made for made for improvement of work pefforinades, Give recommendations for training. Comment on foreign language competence, if required for current position... Amplily or explain ratings given in Section B to provide best basis for determining future personnel action. Manner al performance of managerial, or supervisory duties must be describad, if applicable.JUL 26 4 07 PM 66Mr. Vitale's principal qualification is his background knowledge of the operational history of Cuban paramilitary operations. This has afforded the branch considerable continuity. He is a very willing worker who gets along well with fellow employees. His knowledge of and experience in handling records and locating material makes him valuable in headquarters support of WH/Cuba paramilitary case officers- a task he performs in a loyal and dependable manner.SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE 11 July 1966![signature of employee]2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION10 monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATUREC/WH/C/MO/PM![signature of Bryan Mills] Bryan Mills3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI have had opportunity to observe subject's performance closely for nine months and while I generally concur in his supervisor's ratings of the duties as listed, it should be noted that these same duties could be performed equally well by a more junior Intel Clerk or Intel Assistant and, therefore, the overall rating as a GS-8 Intel Assistant does not accurately reflect his capability. In my opinion it would be very difficult, if not impossible, for subject to perform competitively with other Intel Assistants at a GS-8 level, and I recommend his position title be changed to Ops Support Assistant, a role in which he performs capably.DATE 25 July 1966OFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREC/WH/C/MO![signature of Robert A. Ortman] Robert A. OrtmanSECRET
[104-10194-10017.pdf — page 49]
# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER003620SECTION A1. NAME(Last)VITALE, Guy(First) (Middle)2. DATE OF BIRTH   16 Oct 173. SEX   M4. GRADE   GS-085. SO   D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT   DDP/WH/C8. CURRENT STATION   Washington D.C.9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVOTEMPORARY10. CHECK (X) TYPE OF REPORTINITIALXANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    31 July 196512. REPORTING PERIOD (From- to-)    1 July 64 - 30 June 65SECTION B PERFORMANCE EVALUATIONW-Week 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 or 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 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 supervise)SPECIFIC DUTY NO. 1Processes name traces and clearances; traces and maintains agent 201 files.RATINGLETTEROSPECIFIC DUTY NO. 2Conducts research for preparation of reports and plans.RATINGLETTERSSPECIFIC DUTY NO. 3Maintains office files on a complex project.RATINGLETTERSSPECIFIC DUTY NO. 4Prepares cable or dispatch replies to name trace requests.RATINGLETTERPSPECIFIC DUTY NO. 5Records Officer - Insures compliance with CS records, directives and authorizes destruction of CS documents.RATINGLETTERPSPECIFIC 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, 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 box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERS22 JUL 1965FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET![GROUP 1 Included from automatic downgrading and declassification]
[104-10194-10017.pdf — page 50]
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.Mr. Vitale's longevity on the project makes his services increasingly valuable. This is particular true,in briefing and orienting new officers. He continues to do an exceptional job in assisting his office on a most complex project where many of his colleagues have transferred primarily because of the many demands and frustrations caused by this extraordinary project. Mr. Vitale continues to be a most loyal, cooperative and willing worker, getting along well with all hands. His maturity and many years of experience in his field, in addition to his great general knowledge, make him a most valued employee when compared to colleagues of similar rank. It is because of this that I have again rated Mr. Vitale very high. Although Mr. Vitale has no supervisory responsibilities and fully realizing his limited potential as a senior operations officer, I feel he is still ungraded and should be promoted to the next higher grade at the earliest opportunity. Because Mr. Vitale's job and performance have remained almost exactly the same as during the previous year, this fitness report is also very similar.## 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 EXPLANATIONDATE13 July 65MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION46 monthsOFFICIAL TITLE OF SUPERVISORC/WH/C/MO/PMTYPED OR PRINTED NAME AND SIGNATURE![signature]Calvin Hicks### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThe reviewing official does not use the same rating scale as the supervisor; therefore, would rate subject one letter lower in the first three duties and P in the overall performance. Subject is conscientious, pleasant and has an excellent "stay-on-the-job" approach.DATE20 July 1965OFFICIAL TITLE OF REVIEWING OFFICIALC/WH/C/MOTYPED OR PRINTED NAME AND SIGNATURE![signature]Walter T. CiniSECRET
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# SECRET(When Filled in)FITNESS REPORTEMPLOYEE SERIAL NUMBER49300 66 565SECTION A1. NAME(Last) VITALE (First) Guy (Middle)GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. 50   16 Oct 17 M GS-08 D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/SAS Washington, D.C.9. CHECK (X) TYPE OF APPOINTMENTCAREER X ANNUAL REASSIGNMENT SUPERVISORRESERVE INITIAL REASSIGNMENT EMPLOYESTEMPORARY SPECIAL (Specily):CAREER PROVISIONAL (See instructions - Section C)SPECIAL (Specily):11. DATE REPORT DUE IN O.P.    31 July 196412. REPORTING PERIOD (From to-)    1 July 1963 - 30 June 1964SECTION B PERFORMANCE EVALUATIONW- Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this catagory requirespositive ramedial action. The nature of the action could range from counseling, to further training, to placing onprobation, 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 norexcellance.P- Proficient Performance is more than satisfactory. Desired results are boing produced in a proficient manner.S- Strong Performance is characterized by exceptional proficiency.O- Outstanding Performance is so exceptional in ralation 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. 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).SPECIFIC DUTY NO. 1Processes name traces and clearances; traces and maintains agent 201 files.RATINGLETTEROSPECIFIC DUTY NO. &Conducts research for preparation of reports and plans.RATINGLETTERSSPECIFIC DUTY NO.Maintains office files on a complex project.RATINGLETTERSSPECIFIC DUTY NO. 4Prepares cable or dispatch replies to name trace requests.RATINGLETTERPSPECIFIC DUTY NO. 5Records Officer - Insures compliance with CS records, directives and authorizes destruction of CS documents.RATINGLETTERPSPECIFIC DUTY NO. 6RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per-formance 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 tha rating box corresponding to the statement which most accurately reflects his level of performance.14 AUG 1964:RATINGLETTERSFORM 45 OBSOLETE PREVICUS EDITIONS.4-42SECRET