Francesco/who-killed-jfk huggingface dataset:
[104-10194-10012.pdf — page 203]
# SECRET## SECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made to improvement of work performance, or variations 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. Comment 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.May 18 1 36 PM 71Mr. Moore continues management of the Dallas Resident Agency in an exceptionally proficient manner.## SECTION D|                                            | CERTIFICATION AND COMMENTS                                      || ------------------------------------------ | --------------------------------------------------------------- || 1.                                         | BY EMPLOYEE                                                     || DATE                                       | I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT  || 30 April 1971                              | SIGNATURE OF EMPLOYEE                                           ||                                            | J. Walton Moore                                                 || 2.                                         | BY SUPERVISOR                                                   || MONTHS EMPLOYEE HAS BEEN UNDER SUPERVISION | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || 20 years                                   |                                                                 || DATE                                       | OFFICIAL TITLE OF SUPERVISOR                                    || 30 April 1971                              | Chief, Houston Office, DCS                                      ||                                            | TYPED OR PRINTED NAME AND SIGNATURE                             ||                                            | Ernest A. Rische                                                || 3. COMMENTS OF REVIEWING OFFICIAL          | BY REVIEWING OFFICIAL                                           || DATE                                       | OFFICIAL TITLE OF REVIEWING OFFICIAL                            || 10 May 1971                                | Director, DCS                                                   ||                                            | TYPED OR PRINTED NAME AND SIGNATURE                             ||                                            | James R. Murphy                                                 |SECRET
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# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER003820## SECTION A1. NAME   (Last) (First) (Middle)   MOORE, J. WaltonGENERAL:2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD10-05-19 M 14 IT6. OFFICIAL POSITION TITLE   10 Contact7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DCS/Houston Office Dallas, Texas9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISOR   [X] CAREER PROVISIONAL (See instructions - Section C) [X] ANNUAL REASSIGNMENT EMPLOYEE   SPECIAL (Specify):   SPECIAL (Specify):11. DATE REPORT, DUE IN O.P. 12. REPORTING PERIOD (From - to-)    May 1970 1 April 1969 - 31 March 1970## SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and 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.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions- taken or recommended should be described.P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.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. 1Serves as Resident Agent in Dallas, TexasRATINGLETTER0SPECIFIC DUTY NO. 2Locates and develops potential of domestic organizations and individuals as sources of foreign intelligence.RATINGLETTER0SPECIFIC DUTY NO. 3Collects intelligence information; briefs and debriefs.RATINGLETTERSSPECIFIC DUTY NO. 4Initiates leads and furnishes operational support to other elements of the Agency.RATINGLETTERSSPECIFIC DUTY NO. 5Prepares reports, memoranda and other communications.RATINGLETTERSSPECIFIC DUTY NO. 6Supervises one military and one clerical personnel.RATINGLETTER0## 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 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.RATINGLETTERSFORM 45 OBSOLETE PREVIOUS EDITIONSSECRET
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SECTION CSECRETNARRATIVE 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 manager of or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Moore continues management of the Dallas Resident Agency in an exceptionally proficient manner.SECTION D1. | DATE          | CERTIFICATION AND COMMENTS BY EMPLOYEE                         || ------------- | -------------------------------------------------------------- || 30 April 1970 | I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT ||               | SIGNATURE DE EMPLOYEE:                                         ||               | J. Walton Moore                                                |2. | MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | BY SUPERVISOR                                                   || --------------------------------------------- | --------------------------------------------------------------- || 19 years                                      | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || DATE          | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || ------------- | ---------------------------- | ----------------------------------- || 30 April 1970 | Chief, Houston Office, DCS   | Ernest A. Rische                    |3. COMMENTS OF REVIEWING OFFICIALI would not rate Mr. Moore "o" in specific duty No. 2, but concur in the overall Strong rating.| DATE        | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ----------- | ------------------------------------ | ----------------------------------- || 22 May 1970 | Director, DCS                        | JAMES R. MURPHY                     |SECRET
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# SECRETTRAINING REPORTAdvanced Intelligence Seminar No. 4(100 hours, full-time) (3 - 19 March 1971)Student: Moore, James W.Year of Birth: 1919 Grade: GS-14EOD: July 1947 Service Designation: ITOffice: DCS Number of Students: 28## COURSE OBJECTIVES - CONTENT AND METHODSThe basic objectives of the Advanced Intelligence Seminar (AIS) are to increase the awareness of experienced Agency personnel to: major international and domestic trends affecting US foreign policy and intelligence; key problems and possible organizational changes, facing the intelligence community; recent and projected developments within CIA to meet current and future Agency responsibilities; and major problems of collection, production, coordination and support of intelligence.Methods of instruction include formal presentations by academic experts, government officials, senior Agency and intelligence community officers, and substantive experts from the Agency. Students are encouraged to participate actively in follow-up discussions both with the speakers and within the class itself. Emphasis is also placed on in-class discussions, using the talents and experiences of the students as a primary resource. For purposes of encouraging open, meaningful exchange, sections of the course are held at Warrenton and ISOLATION, where a more relaxed seminar atmosphere can be developed. Finally, attempts are made to provide provocative-type readings to the students both prior to, and during, the course itself.## 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]Course Chairmen 31 March 1971DateSECRET
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# SECRETFITNESS REPORTSECTION A1. NAME(Last)MOORE,(First)J.(Middle)Walton2. DATE OF BIRTH   10/05/193. SEX   M4. GRADE   145. SD   IT6. OFFICIAL POSITION TITLE10 Contact7. OFF DIV-BR OF ASSIGNMENT   DCS/Houston Office8. CURRENT STATION   Dallas, Texas9. CHECK (X) TYPE OF APPOINTMENTX CAREERRESERVETEMPORARY10. CHECK (X) TYPE OF REPORTINITIAL-X ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    May 196912. REPORTING PERIOD (From to-)    1 Apr 68 - 31 Mar 69SECTION 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. 1RATINGLETTERServes as Resident Agent in Dallas, Texas0SPECIFIC DUTY NO. 2RATINGLETTERLocates and develops potential of domestic organizations and individuals as sources of foreign intelligence.0SPECIFIC DUTY NO. 3RATINGLETTERCollects intelligence information; briefs and debriefs.SSPECIFIC DUTY NO. 4RATINGLETTERInitiates leads and furnishes operational support to other elements of the Agency.SSPECIFIC DUTY NO. 5RATINGLETTERPrepares reports, memoranda and other communications.SSPECIFIC DUTY NO. 6RATINGLETTERSupervises one military and one clerical personnel.0OVERALL 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.RATINGLETTERSFORM 45 USE PREVIOUS EDITIONSSECRET
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# SECTION-CSECRET(When Filled Inl)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 recomm mendations for training. Comment on foreign language compétence, if required for current position. Amplify or explain ratings given in Section 8 to provide best basis for determining future personnel action. Menner of performance of managerial. or supervisory duties and cost consciousnes in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr.. Moore continues to manage the affairs of the Dallas Resident Agency in a superior manner. His office has concentrated its efforts on priority collection matters and has increased its production output.# SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, S, AND C OF THIS REPORTDATE25 April 1969SIGNATURE OF EMPLOYEEJ. Walton MooreBY SUPERVISOR2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUFERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, DIVE EXPLANATION18 yearsDATE25 April 1969OFFICIAL TITLE OF SUPERVISORChief, Houston Office, DCSTYPED OR PRINTED NAME AND SIGNATUREErnest A. RischeBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALAlthough I agree with an overall rating of Strong for Jim Moore, I would not have rated him Outstanding in the three specific duties, particularly specific duty No. 2. In this duty I would have rated him Proficient.DATE16 Μην 1969OFFICIAL TITLE OF REVIEWING OFFICIALDirector, DCSTYPED OR PRINTED NAME AND SIGNATUREJAMES R. MURPHYSECRET
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CONFIDENTIAL(When filled in)TRAINING SEPORTADVANCED MANAGEMENT (PLANNING) SEMINAR (50 hours) (6-69)Student : Janes MooreDates of Course :15-20 June 1969Year of Birth: 1919Office :DCSGrade : GS-14Service Designation:ITEOD Date : December 1949No. of Students :32COURSE OBJECTIVE:Course objective is to increase individual effectiveness on-the-job by developing better understanding of planning as a managerial skill and by providing familiarization with the Agency's overall planning system.The course seeks to meet this objective by: a) providing an overall and systematic framework for managerial planning; b) identifying and analyzing basic styles of planning; c) covering selected techniques useful in planning; d) providing an orientation of the PPE system in use in the Agency and Federal Government; and by e) permitting feedback to students on their personal planning styles as revealed during course exercises.ACHIEVEMENT RECORDThis is a certificate of attendance only. No attempt was made to evaluate student achievement in this course.FOR THE DIRECTOR OF TRADING:![Signature of Charles D Ford]Chief Instructor 24 JUN 1969DateCONFIDENTIAL(When fillet in)
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# FITNESS REPOSTSECRETEMPLOYEE SERIAL NUMBER003820SECTION-A1. NAME(Last)MOORE6. OFFICIAL POSITION-TITLEIO Contact9. CHECK (X) TYPE OF APPOINTMENTX CAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.May 1968GENERAL(First)J.(Middle)Walton2. DATE OF BIRTH 3. SEX10/05/19 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDCS/Houston Office Dallas, Texas10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - to-)1 Apr 67 - 31 Mar 68SECTION 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. 1RATINGLETTERServes as Resident Agent in Dallas, Texas.0SPECIFIC DUTY NO. 2RATINGLETTERLocates and develops potential of domestic organizations and individuals as sources of foreign intelligence.0SPECIFIC DUTY NO. 3RATINGLETTERCollects intelligence information; briefs and debriefs.SSPECIFIC DUTY NO. 4RATINGLETTERInitiates leads and furnishes operational support to other elements of the Agency.SSPECIFIC DUTY NO.5RATINGLETTERPrepares reports, memoranda and other communications.SSPECIFIC DUTY NO. 6RATINGLETTERSupervises one military and one clerical personnel016 APR 1968OVERALL PERFORMANCE IN CURRENT POSITIONRATINGLETTERTake 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.SFORM6-64 45USE PREVIOUS EDITIONS.SECRET
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SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. Share suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Answer fully in Section B to provide best basis for determining future personnel action. Manner of performance of managed 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.MAIL ROOMMr. Moore has demonstrated his outstanding capabilities in handling operational support matters during the forced phase out of certain funding activities which required exceptionally good judgment and much tact.During this period he has also become responsible for the activities of an Air Force officer from the 1127th Field Activities Group. Through his guidance and effective direction he has been able to integrate this new officer into the production of the Dallas RA in an efficient manner.SECTION OCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT1. DATE29 March 1963SIGNATURE OF EMPLOYEEI. Walton Moore2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION17 yearsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE29 March 1963Chief, Houston Office, DCSErnest A. RischeBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALAlthough Jim Moore is an above average employee I would not rate him Outstanding in specific duties 1, 2 and 6. Duties 1 and 2 because it is difficult to compare his performance with anyone else as he has always held this position. Duty 6 because supervision of 2 other people should not be much of a chore. We are studying the possibility of moving Jim to another assignment to determine how he can perform in a more demanding job.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE1 April 1963Director, DCSJAMES S. MURPHYSECRET
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# SECRET## SECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Moore continues to run the activities of the Dallas Resident Agency in a superior manner. He is a highly capable intelligence officer, whose long experience in both overt and covert operations are apparent in his highly capable manner of performance.## SECTION D1. | DATE          |                                                                |     || ------------- | -------------------------------------------------------------- | --- || 10 April 1967 | I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT |     ||               | SIGNATURE OF EMPLOYEE                                          |     ||               | B. Walton Moore                                                |     |2. | MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION |                                                                 |                                     || --------------------------------------------- | --------------------------------------------------------------- | ----------------------------------- || 16 years                                      | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION |                                     || DATE                                          | OFFICIAL TITLE OF SUPERVISOR                                    | TYPED OR PRINTED NAME AND SIGNATURE || 11 April 1967                                 | Chief, Houston Office                                           | Ernest A. Rische                    |3. | COMMENTS OF REVIEWING OFFICIAL |     || ------------------------------ | --- ||                                |     || DATE       | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ---------- | ------------------------------------ | ----------------------------------- || 1 May 1967 | Director, DCS                        | JAMES R. MURPHY                     |SECRET