Francesco/who-killed-jfk huggingface dataset:
[104-10194-10001.pdf — page 69]
# SECRET(When filled in)## NARRATIVE COMMENTSSECTION 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 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.This officer continues to perform his duties in the excellent manner that we have come to expect during the 4 1/2 years that he has served in the Station. His work is an indispensable part of the Station's program.He has had no professional, administrative or personal problems during the reporting period.He continues to study Spanish in which he shows satisfactory improve-ment.SECTION D## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE/sDATEBY SUPERVISORJ/2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION29DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATUREOps OfficerPaul DillonBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALThe Reviewing Officer concurs in the ratings given this officer and In the narrative evaluation of his performance.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE16 February 1968chief of StationWinston ScottSECRET
[104-10194-10001.pdf — page 70]
# SECRET(When Filled In)# FITNESS REPORT## GENERAL**1. NAME****2. DATE OF BIRTH** 2 Nov 1908**3. SEX** M**4. GRADE** GS-12**5. SO** D**6. OFFICIAL POSITION TITLE**Ops Officer**7. OFF DIV/BR OF ASSIGNMENT** ПΓΡ/WH-1**8. CURRENT STATION** Mexico City**9. CHECK (X) TYPE OF APPOINTMENT****XX** CAREERRESERVETEMPORARYCAREER-PROVISIONAL (See instructions Section C)**10. CHECK (X) TYPE OF REPORT**INITIAL**XX** ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):**11. DATE HEPORT DUE IN O.P.** 28 February 1967**12. REPORTING PERIOD (From-to-)** 1 January 1966-31 December 1966## SECTION B PERFORMANCE EVALUATION**W-Week** 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 meats all requirements. It is entirely satisfactory and is characterized neither by deficiency noe excellence.**P - Proficient** Performance is more than satisfactory. Desired results are being produced in a proficient manner.**S - Strong** Performance is characterised by exceptional proficiency.**O - Qutstanding** 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 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 (indicate number of employees supervised).**SPECIFIC DUTY NO. 1**Translation of Russian language telephone tap product into English transcript.RATING LETTER0**SPECIFIC DUTY NO. 2**Preparation of personality and assessment reports on individual Soviets based on the above.RATING LETTERS**SPECIFIC DUTY NO. 3**Translation of Russian letters into English.RATING LETTERS**SPECIFIC DUTY NO. 4**Translation of Spanish language telephone product into English and transcription of English conversationsRATING LETTERP**SPECIFIC DUTY NO. 5**RATING LETTER**SPECIFIC DUTY NO. 6**RATING LETTER14 JUN 1967## OVERALL 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, and particular limitations or talents. Based on your knowladge of employee's overall performance during the rating pariod, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 45 USE PREVIOUS EDITIONG4-66SECRETGROUP 1
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# SECRET(When Filled In)## NARRATIVE COMMENTSIndicate significant strengths or weaknesse's demonstrated in current position keeping in proper perspective their relationship to overall performance. Stare suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplily or explain ratingągiven in Section B to provide bost basis for determining future personnel action. Manner of performance of managerial of superrésory 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, atrach a separate sheet of paper.continues to show a high degree of competence in his primary responsibility, which is translating and transcribing Russian telephone conversations. He works quickly and accurately and has a fine feeling for the subleties of the Russian language. His character analyses of Soviets have been of great assistance in the Station's operational planning. He continues to maintain his deep cover status well and presents no problem of either an administrative or a personal nature. His wife continues to assist him with his work, and together they make an excellent team.Subject is very cost conscious in his operational duties.SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C.OF THIS REPORTSIGNATURE OF EMPLOYEEDATE3 Feb 672. MONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE3 Feb 67Ops Officer/s/ Cynitha Hausmann3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI agree with the rating officer's evaluation. The Station is fortunate that intends to remain permanently in Mexico where he makes an invaluable contribution to the SB Section's program and presents no difficulties whatsoever.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE3 Feb 67Ops Officer/s/ Paul L. DillonSECRET
[104-10194-10001.pdf — page 72]
# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER019477SECTION A1. NAME6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREERXRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.GENERAL2. DATE OF BIRTH 3. SEX2 Nov 08 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/1 Mexico City10. CHECK (X) TYPE OF REPORTINITIALANNUALXXSPECIAL (Specify):12. REPORTING PERIOD (From - to~)REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE16 August 1965 - 31 December 1965SECTION BPERFORMANCE 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 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 excellence.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 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. 1RATINGLETTERTranslation of Russian telephone and audio products into English transcriptSSPECIFIC DUTY NO. 2RATINGLETTERProcessing transcribed telephone materials into a format which allows for immediate analysis and filingSSPECIFIC DUTY NO. 3RATINGLETTERPreparation of personality and assessment reports on individual Soviets on the basis of the above materialSSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTEROVERALL 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.RATINGLETTERSUSE PREVIOUS EDITIONS.SECRET
[104-10194-10001.pdf — page 73]
# SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping offective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendation regarding. 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 puppvisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if appled to complete Section C, attach a separate sheet of paper.There has been no change in the excellent officer and his wife, a contract employee, who assists him in all faculof his work.There have been no problems of either a professional ar personal nature during the reporting period.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE 16 June 1966MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION9 1/2IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE 16 June 1966OFFICIAL TITLE OF SUPERVISORChief/SR/Mex.TYPED OR PRINTED NAME AND SIGNATUREPaul J. Dillon /s/BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur.DATE 16 June 1966OFFICIAL TITLE OF REVIEWING OFFICIALChief of StationTYPED OR PRINTED NAME AND SIGNATUREWinston H. Scott /s/SECRET
[104-10194-10001.pdf — page 74]
SECRET12 AUGFITNESS REPORT (CONTINUED)Jardiff PurizSubject has not been in a supervisory position and his present assignment outside on unofficial cover working as a loner gives no indication as to his supervisory ability. It is believed Subject probably serves best as an independent analyst without supervisory responsibilities.![signature of W.J. Kaufman]W.J. KaufmanC/WH/1
[104-10194-10001.pdf — page 75]
SECRET# FITNESS REPORTSECTION A1. NAME Jarity (Last) / Diets (First) /(Middle)GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD   2 Nov 1908 M GS-12 D6. OFFICIAL POSITION TITLE   Operations Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   /WH/1 Mexico City9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTX CAREER RESERVE X REASSIGNMENT SUPERVISORTEMPORARYINITIAL REASSIGNMENT EMPLOYEECAREER PROVISIONAL (See instructione Section C) ANNUALSPECIAL (Specily):SPECIAL (Specify):11. DATE REPORT QUE IN U.P. 12. REPORTING PERIOD (From to)    30 Sep 1964 - 15 Aug 1965SECTION 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 om 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 parformed during the rating period. Insert rating letter which best describes themanner in which employee performs EACH specific duty. Consider ONLY affectiveness ss in performance of that duty. All employeeswith supervisory responsibilitias MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATINGLETTERTranslation of Russian language telephone and audio product Sinto English transcript.SPECIFIC DUTY NO. 2 RATINGLETTERPreparation of characterization-assessment personality reports Son the Soviet complement.SPECIFIC DUTY NO.3 RATINGLETTERProcessing of transcribed telephone materials into format Sfacilitating immedicte analysis and handling by the Station..SPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC OUTY NO. 5 POSTED OM RATING.LETTERSPECIFIC DUTY NO. 6 RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into eccount everything about the omployee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct luct on job, cooperativeness, pertine 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 raying box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERS25 APR 1955FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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# SECRET(When Filled In)FITNESS REPORTSECTION A1. NAMEGENERAL2. DATE OF BIRTH2 Nov 19083. SEXN4. GRADED5. 506. OFFICIAL POSITION TITLEOperations Officer7. OFF/DIVER OF ASSIGNMENTDDP WH8. CURRENT STATION9. CHECK (X) TYPE OF APPOINTMENTCAREERTEMPORARYPESERVE10. CHECK (X) TYPE OF REPORTANNUALREASSIGNMENT SUPERVISORRCASSIGNMENT EMPLOYEECAREER-PROVISICOAL (50e Instructions - Section C)INITIALXSPECIAL (Specify):SPECIAL (Specify):11. OATE REPORT DUE IN C.P.30 November 196312. REPORTING PERIOD (From to~)June - 30 november 1963SECTION BPERFORMANCE EVALUATIONW - WookPerformance 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. token or proposed in Section C.A - AdequatePorferuance meets all requirements. It is ontiroly satisfactory and is characterized neither by doficiency nor excellence.P - ProficientPerfersoonce is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - QutstandingPerformance is so exceptional in relation to requirements of the work and in comparisen to the performance of others doing similar work os to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which bast describes the manner 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 empietees supervised).SPECIFIC DUTY NO.1Translation of Russian language telephone and audio proines into This transcript..RATING LETTERPSPECIFIC DUTY NO. 2RATING LETTERSPECIFIC DUTY NO. 3RATING LETTERSPECIFIC DUTY NO. 4POSTED ON6-151964RATING LETTERSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC OUTY NO. 8RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the aniployee which influences his effectiveness in his current resition such as performance of specific duties, productivity, conduct on job cooperativeness, portinent 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.21 NOV 1963RATING LETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
[104-10194-10001.pdf — page 79]
# TRAINING RAPORTSpanish Basic heading, Speaking, Writing(200 hours, full time)Student : Boris D. TarasoffYear of Birth : 1908Grade : 11EOD Date : 02/5609/24/63-02/15/63Office : WHServics Designations DNo. of Students : 4Instructor: Mrs. L. EdwardsCOURSE OBJECTIVES- CONTENT AND METHODThis is a 20-veok, full-tire course. The general chu of livs course is to enable the student to use the spoken language with moderate facility and accurecy in a large number of everyday situations while prosting a basis for further leaming of the langungo either by ectual use in the area or by further formel study. The major objectives of the course are to develop an ability; 1) to distinguish and proques the sounds of the language; 2) to use a largo variety of tarie santonces and expresalons in the spoken language and apply thạm by ro-combination to now attuations; 3) to comprehend spoken Spanish is a variety of current everyday situstices; 4) to develop the skills and techniquas needed to read Spanish texts with rinisem use of the dictionary; 5) to write the languαχο in basic form, including letters, wlew, short composition, etc,The entire working day, 5 deyo e wok, is devoted exclusively to language study. Four to five hours deily (a maximum of 25 hours a week) are devoted to guided drill and conversation prectice ith astive speakers. The balance of the day is devoted to language laboratory drill and preparation of assigned anterial. Three days at mid-term and the final weak of the course are spent in a special Inguage-house in which Spanich is spoken exclusively.ACHIEVEMENT RECORDStudent progress is evalusted primarily on oral recicstion in the form of drills and free conversation based on recorized material. In addition, several tests are given during the course. The number of students receiving nach adjectival rating on overall course performance is shown below. This student's rating is indicated by the asterisk.Incomiala Unsatisfactory Satisfactory Segilont1 2* 1.Mr. Tarasoff's application and interest throughout the course was unstinting. Progress in all course objectives was modest but steady. In future study particular attention ancula oc iven to pronuusisties structure.FOR THE DIRECTO.. OF TRAINING
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# 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 supervisorial duties must be described, if applicable.During his rating period, as during his entire tour of duty in FDD,Mr. Tarasoff has demonstrated himself to be a mature highly-capableintelligence officer. His professional ability and personality contributedgreatly to the smooth operation of his section.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE20 Sept 1962SIGNATURE OF EMPLOYEEDorio D. Turasof### BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION1 yr, 10 mos.DATESept 191962OFFICIAL TITLE OF SUPERVISORChief, Industry and Materials Section, USSR BranchTYPED OR PRINTED NAME AND SIGNATUREEDWIN R. STRAKNA### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI agree with this rating. Mr. Tarasoff has common sense and intelligence sense. He appreciates the significance of information, for intelligence purposes, both in the fields for which he is responsible and in other fields as well.His ability to scan rapidly a great volume of Russian-language material, and extract or note items of value, will be sorely missed.DATE24 Sept 1962OFFICIAL TITLE OF REVIEWING OFFICIALChief, USSR BranchTYPED OR PRINTED NAME AND SIGNATURETALBOT BIELEFELDT
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# FITNESS REPORTSECRET## SECTION A1.  NAMETarasoff, Boris D.2.  DATE OF BIRTH2 November 19083.  SEX M4.  GRADE GS-115.  SERVICE DESIGNATION OD6.  OFFICIAL POSITION TITLE IO (Foreign Doc.)7.  OFF/DIV/BR OF ASSIGNMENT 00/FDD/USSR Branch8.  CAREER STAFF STATUS9. TYPE OF REPORTInitial ANNUALSPECIAL (Specify) XREASSIGNMENT/SUPERVISORREASSIGNMENT/EMPLOYEE10. DATE REPORT DUE IN O.P. 31 Oct 196111. REPORTING PERIOD Oct 60-31 Sep 61## SECTION 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 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).Reads Soviet newspapers, journals, and books for information on Soviet heavy machine building, industrial organizations, on subjects covered by other section members. RATING NO. 7Compiles quarterly scheduled report Commodity Output of USSR Union Republics RATING NO. 5Judges value of information in Soviet publications, and selects such information for publication in scheduled reports or for contract translation. RATING NO. 6Performs special assignments for other CIA components, such as interpreting from tapes and writing reverse translations. RATING NO. 6Writes and compiles articles for scheduled reports. RATING NO. 5## SECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to the statement which most accurately reflects his level of performance.Performance in many important respects fails to meet requirements.Performance meets most requirements but is deficiant in one or more Important respects.Performance clearly meets basic requirements.Performance clearly exceeds basic requirements.Performance in every important respect is superior.Performance in every respect is outstanding.RATING NO. 6## SECTION D DESCRIPTION OF THE EMPLOYEEIn the rating boxes below, check (X) the degree to which each characteristic applies to the employeeCHARACTERISTICSGETS 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 XSEE SECTION "E" ON REVERSE SIDE