Francesco/who-killed-jfk huggingface dataset:
[104-10194-10014.pdf — page 112]
SECRETSUBJECT: O'CONNELL, James P.(Fitness Report)18 April 1966Noted by Employee:![Signature of James P. O'Connell] ![Date: 18 April 1966]Reviewing Official:![Signature of Howard Johnson] ![Date: 19 April 1966]SECRET
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# CONFIDENTIAL(When filled in)TRAINING REPORTMANAGERIAL GRID SEMINAR (50 hours) DATES: 8-13 May 1966Student : James P. O'Connell, Jr. Cffice : OSYear of Birth: 1917 Service Designation SSGrade : 16 No. of Students : 33EOD Date : December 1951## COURSE OBJECTIVES AND METHODCourse objectives are to aid participants to: learn the managerial theories contained in the Grid; understand their personal managerial styles in Grid terms; evaluate convictions about managerial values; develop team action skills; increase candidness of communication; strengthen the use of critique for problem-solving and learning; and acquire an appreciation of Organization Culture and Development.The method of learning offers a challenge to all participants regardless of level or experience. A Grid Seminar is not "taught" in the usual senso. In Grid teams, participants solve complex management problems. Objective solutions are made available. Individual and team performance is repeatedly assessed, Various measuring instruments are used to evaluate effectiveness.Critique sessions assist each participant to understand how he might change his own behavior to increase his problem-solving effectiveness. Thus managers are not told the best way to manage, but they learn by convincing themselves.About twenty to thirty hours of study are completed as prework. Insights gained are deepened and personalized during the intensive 50-hour Seminar.## ACHIEVEMENT RECORDThis is a certificate of attendance only. No attempt was made to evaluate student achievement in this course.FOR THE DIRECTOR OF TRAINING:![signature]Chief Instructor 7 JUN 1965CONFIDENTIAL(When filled in)
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# FITNESS REPORTEMPLOYEE SERIAL NUMBER009784## SECTION A**1. NAME**OCONNELL JAMES P JR.**6. OFFICIAL POSITION TITLE**ACTING DCOS**9. CHECK (X) TYPE OF APPOINTMENT**X CAREERRESERVECAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):**11. DATE REPORT DUE IN O.P.**## SECTION BW - WeakA - AdequateP - ProficientS - StrongO - Outstanding## GENERAL**2. DATE OF BIRTH**19 Feb 1917**7. OFF/DIV/BR OF ASSIGNMENT**DDP/FE OKINAWA**10. CHECK (X) TYPE OF REPORT**INITIALANNUALXX REASSIGNMENT EMPLOYEESPECIAL (Specify):**12. REPORTING PERIOD (From - to -)**31 March 65 - 15 June 65### PERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken of proposed in Section C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellance.Performance is more than satisfactory. Desired results are being produced in a proficient manner.Performance is characterized by exceptional proficiency.Performance is so exceptional in 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. 1Memo in lieu of Fitness Report(See Section C)SPECIFIC DUTY NO. 2SPECIFIC DUTY NO. 3SPECIFIC DUTY NO. 4SPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 6**3. SEX**M**8. CURRENT STATION**OkinawaRATINGLETTERRATINGLETTERRATINGLETTERRATINGLETTERRATINGLETTERRATINGLETTER## 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 of 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.RATINGLETTER
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# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective of relationship to Indicate significant strengthened for improvement of work performance. Give recommendations for trainingon 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, ifapplicable.The period of this report is less than 90 days from the subject's annual report.A Memo in Lieu of Fitness Report was prepared on subject matter the period 12 September 1964 - 31 March 1965 and all comments in that memo remain in effect.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT|              || ------------ || DATE         || 29 June 1965 |SIGNATURE OF EMPLOYEEJAMES P OCONNELL JR. /s/BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS SEEN UNDER MY SUPERVISION|              || ------------ || DATE         || 29 June 1965 |OFFICIAL TITLE OF SUPERVISORCOSBY REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREJAMES D. ANDREWS/s/3. COMMENTS OF REVIEWING OFFICIALComments of reviewing officer of last report remain in effect.|      |                                      |                                     || ---- | ------------------------------------ | ----------------------------------- || DATE | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE |SECRET
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SECRET8 April 1965MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: James P. O'ConnellPeriod: 12 September 1964 - 31 March 1965chief of the Regional KUSODA Support Staff for nearly three years, is 43 years old and a career employee with more than 13 years service. Although this has been his first overseas tour, he and his family are well adjusted to foreign assignment, and he is apparently able and willing to serve in any position offered.As the senior KUSODA officer in the Far East, he directs the activities of six officers on his own staff as well as supervises and provides guidance to all other KUSODA officers assigned in the Far East; in addition he monitors the performance of three other KUSODA officers attached to this Station. In this supervisory role, he has an excellent insight into the abilities of his staff and definitely holds the respect of his subordinates.As the senior KUSODA officer he is my principle adviser on many KUSODA matters. His judgment is mature, his evaluations usually sound. He is dependable and I believe his loyalty to our service and his superiors is above question.He operates his staff well, is cost conscious and requires an absolute minimum of supervision from Station command.He maintains excellent liaison relationships with other island services.will continue to develop and can assume positions of greater responsibility.I rate this officer as Strong--on the high side./s/ James D. Andrews, COSREAD: /s/ James P. O'ConnellSECRET
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# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER009784## SECTION A1. NAME(Last) O'Connell(First) James(Middle) P6. OFFICIAL POSITION TITLE   Security Officer## GENERAL2. DATE OF BIRTH 3. SEX   19 Feb 17 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/FE/JKO Okinawa4. GRADE 5. SD   GS-15 SS9. CHECK (X) TYPE OF APPOINTMENT[X] CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORTINITIAL[X] ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify):11. DATE REPORT DUE IN O.P.    May 6512. REPORTING PERIOD (From - to-)    12 Sept 64 - 31 March 65## 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 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 RATING LETTERMemo in lieu of Fitness Report attachedSPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER## OVERALL PERFORMANCE IN CURRENT POSITIONRATING LETTERTake 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 of 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.S2 MAY 1965FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRET
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SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their 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 must be described, if applicable.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE8 April 1965SIGNATURE OF EMPLOYEE/s/ James P. O'ConnellBY SUPERVISOR2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE8 April 1965OFFICIAL TITLE OF SUPERVISORChief of StationTYPED OR PRINTED NAME AND SIGNATURE/s/ James D. Andrews3. COMMENTS OF REVIEWING OFFICIALSee attachment
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O'CONNELL, James P.Comments of Reviewing Official:I agree with the rating officer's comments. Mr. O'Connell has been a credit to the Okinawa Station and to his parent Career Service.![signature]Signature of Reviewing Official: William E. Colby Date
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# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER009784## SECTION A GENERAL1. NAME 2. DATE OF BIRTH 3. SEX 4. ORADE 5. SD   O'Connell James P. 19 Feb 17 M GS-15 886. OFFICIAL POSITION TITLE 7. OFF DIV BR OF ASSIGNMENT 8. CURRENT STATION   Security Officer DDP/FE/JKO Okinawa9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTX CAREER RESERVE INITIAL X REASSIGNMENT SUPERVISORTEMPORARY ANNUAL REASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See Instructions - Section C) SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOO (From -to-)    1 April 64 - 11 Sept 64## SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. 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 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 RATING LETTERMemo in lieu of Fitness Report attachedSPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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## SECTION CSECRET(When Filled In)NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective to Command.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 assign 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.## SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE11 Sep 64SIGNATURE OF EMPLOYEE/s/ James P. O'Connell2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE11 Sep 64OFFICIAL TITLE OF SUPERVISORCOSTYPED OR PRINTED NAME AND SIGNATURE/s/ Alan Warfield3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur in the comments of the rating officer. Though I am not in a position to deal directly with Mr. O'Connell, I am aware of responsibilities and fully appreciative of excellent support rendered to the COS, Okinawa and to Area FE Stations of the Security Staff at Okinawa.DATE25 SEP 1964OFFICIAL TITLE OF REVIEWING OFFICIALActing Chief, Far East DivisionTYPED OR PRINTED NAME AND SIGNATURERobert J. MyersSECRET
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CONFIDENTIAL2 September 1964MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: • Period 1 April 1964 - 1 September 1964A full fitness report was prepared by me on this officer on 15 April and therefore this memorandum, being prepared in connection with my transfer, will merely supplement the previous report.During the past five months I have had further evidence to substantiate the statements made concerning maturity and dependability. He has been my chief counselor in a recent reappraisal of standards of behavior from a security standpoint. His opinions and advice are always carefully thought through, devoid of fear induced over caution, and realistic.continues to be a good supervisor. He knows his people, their capabilities and limitations. They respect him for his leadership.In liaison with other security activities has established excellent relationships which have frequently proven their value. He has considerable talent for liaison which should be kept in mind in selecting his next assignment.15/ illan war fuldCONFIDENTIAL
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# FITNESS REPORTEMPLOYEE SERIAL NUMBER 009734## SECTION A GENERAL1. NAME:O'Connell James P Jr.2. DATE OF BIRTH 3. SEX19 Feb 17 M4. GRADE 5. SOGS-15 SS6. OFFICIAL POSITION TITLESecurity Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONRSS Okinawa9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORTCAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER PROVISIONAL (See instructions Section C) ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify): Memo in lieu of FR11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to)31 March 63 – 31 March 64## SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. 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 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. 1RATINGLETTERSPECIFIC DUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and 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.RATINGLETTERS27 MAY 1964
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11 May 1964MEMORANDUM FOR: Chief, Administration and Training StaffSUBJECT : Fitness Report of James O'ConnellI concur in the attached evaluation of Mr. James O'Connell's performance for the period 31 March 1963 to 31 March 1964. In addition, I wish to add that Mr. O'Connell has accomplished his fine performance with a minimum of supervision and direction from this Office which is responsible for support to the Overseas Security Officers.![signature]E. M. WINTERSDeputy Director of Security (PPS)Attachment:Fitness Report
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# SECRET15 April 196MEMORANDUM IN LISU OF FIRESS REPORTSUBJECT: James O'Connell, 22-16Period 31 March 1993, 31 March 1964James O'Connell is Chief, Regional Security Staff, FE. As such he has performed a fine job in meeting the requirements of FE Stations for security services and in gaining acceptance for the security program. The requirements have been considerably accelerated during past months due to the unsettled conditions in the FE Area. Also support to Headquarters projects has been added to the security office. Perhaps too frequently a job which fails to the station and which cannot be properly identified with one component falls to the Regional Security Staff.O'Connell while keeping his eye on his primary responsibilities has been most helpful and cooperative in handling secondary duties.He is a mature officer, seasoned by experience and training. He is calm and poised in crisis situations. His dependability and personality are genuine assets to the Station.O'Connell is a good supervisor who promotes team work among his people, who is opposed to waste, and has demonstrated his interest in efficiency and economy.O'Connell makes a sincere effort to separate the Regional Security office from the Station Security office, however, this is difficult if not impossible to do. Perhaps the Station is as much to blame as the overlapping of the various security functions. Surely it is understandable that the Chief of Station wants the best advice he can get on a security matter of concern to him and will turn to the senior officer available. This is an especially tempting resource with such a fine officer as close at hand.O'ConnellHe has responded well to the call for economy and although he has little latitude in this respect he has instituted some restrictions that will result in savings. He writes lucidly and succinctly.I am pleased that he is to be at this Station for another year.READ:27 MAY 1964SECRET
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10 September 1962MEMORANDUM FOR: Director of SecuritySUBJECT: O'CONNELL, James P.(Fitness Report)Mr. O'CONNELL is completing eleven years of Agency service. He holds a Bachelor of Science Degree from St. John's University and his experience qualifications include four years of service with the Federal Bureau of Investigation.This evaluation covers Mr. O'CONNELL's performance as Chief of the Security Support Division. During this period the accomplishments of the Division reflected a high caliber of leadership. Mr. O'CONNELL has displayed outstanding executive ability and a broad understanding of the investigative, support, and security problems inherent in the job. Mr. O'CONNELL applies his abilities well and obtains a high level of work productivity and quality. He has considerable capacity for further development and is currently assigned as Chief, Regional Security Support Staff, FE.It is felt that Mr. O'CONNELL's present assignment will add to the breadth of his experience and coupled with his proven talents for administration will insure the development of his potential for greater responsibility at the executive level.Victor R. WhiteDeputy Director of Security (IOS)Reviewing Official:Sheffield EdwardsDirector of SecurityNoted By Employee:(Mr. O'Connell is on PCS assignment and not available. A copy of this Fitness Report will be furnished him,)James P. O'Connell
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# CERTIFICATEThis is to certify thatJames P. O'Connellhas attended and successfully completed theSECURITY OFFICESPECIAL TRAINING COURSESecurity Officer Field Course #12during the period 14 May to 25 May 1962![Signature of William A. Raborn, Jr. FOR THE DIRECTOR OF SECURITY, CIA]WASHINGTON, D.C
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# CERTIFICATEThis is to certify thatJames P. O'Connellhas attended and successfully completed theSECURITY OFFICESPECIAL TRAINING COURSEPhysical Security Training Course #8during the period 23 April to 11 May 1962![signature of William Raborn, for the director of security, CIA]FOR THE DIRECTOR OF SECURITY, CIAWASHINGTON, D.C