Francesco/who-killed-jfk huggingface dataset:
[104-10194-10026.pdf — page 135]
SECRET-2-operations, administration per se is not a totally alien field to Mr. Phillips.5. Ir representational terms Mr. Phillips did a sound job in winning and maintaining the respect of the American Ambassadors in Brazil and Venezuela. This is due in large measure to Mr. Phillips' native charm, area knowledge, and language skills in Spanish and Portuguese. In addition, Mr. Phillips is people oriented, and this makes it possible for him to sell himself and CIA to senior American officials at the Ambassador level.6. In personal terms Mr. Phillips is a hard-working, dedicated officer who is a good team player. This officer has the intent, capability and desire to fulfill the needs of the Organization. He is particularly well versed in CA skills and is politically oriented. As a result he likes the challenge of election operations and is well qualified in this area.7. Mr. Phillips' total performance during the period covered by this report merits an evaluation of Strong.8. In terms of future assignments Mr. Phillips is likely to be at his professional best in field activities. This officer is highly specialized in Latin American affairs, but he is perfectly capable of being a Station Chief at most Agency posts in Europe or Asia.9. Mr. Phillips' activities come to the attention of the Rating Officer on a daily basis.SECRET
[104-10194-10026.pdf — page 136]
SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER024345SECTION A1. NAME   Phillips, David A.6. OFFICIAL POSITION TITLE   Chief of StationGENERAL2. DATE OF BIRTH   31 Oct 19223. SEX   M.4. GRADE   GS-175. SO   D9. CHECK (X) TYPE OF APPOINTMENT   X CAREER RESERVE TEMPORARY   CAREER-PROVISIONAL   SPECIAL (Specify):7. OFF/DIV/ER OF ASSIGNMENT, 8. CURRENT STATION   DDP/WH/5 Brasilia10. CHECK (X) TYPE OF REPORT    INITIAL X ANNUAL REASSIGNMENT SUPERVISOR    X REASSIGNMENT EMPLOYEE    SPECIAL (Specily):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From- to-)    1 July 1971 - 31 January 1972SECTION BPERFORMANCE 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, ta 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 employeee supervised).SPECIFIC DUTY NO. 1 RATINGLETTERSPECIFIC DUTY NO. 2 RATINGLETTERSPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his offectiveness 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 lostor in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERSFORM7.68 45 OBSOLETE PREVIOUS EDITIONSSECRET
[104-10194-10026.pdf — page 137]
SECTION CSECRET(When Filled In)NARRATIVE COMMENTSIndicate significant strengths of 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, may be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Please see attached MEMORANDUM IN LIEU OF FITNESS REPORT.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE            | SIGNATURE OF EMPLOYEE || --------------- | --------------------- || 27 January 1972 | /s/ David A. Phillips |BY SUPERVISOR2. | MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || --------------------------------------------- | --------------------------------------------------------------- ||                                               |                                                                 || DATE            | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || --------------- | ---------------------------- | ----------------------------------- || 10 January 1972 | Chief, WII Division          | William V. Broe                     |BY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALPlease see attached.| DATE | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ---- | ------------------------------------ | ----------------------------------- ||      | A[illegible]P                        | Cord [illegible]eyer, Jr.           |SECRET
[104-10194-10026.pdf — page 138]
-2-Mr. Phillips continues to show excellent growth potential and his breath of capabilities qualifies him for advancement to senior echelons.I rate Mr. Phillips as very *Strong* as Chief of Station, Brasilia.I certify that I have seen this memorandum:/s/ David A. PhillipsDavid A. PhillipsWilliam V. BroeChiefWestern Hemisphere DivisionThis fitness report is being sent to David A. Phillips in Brasilia for his signature and to be returned to Headquarters for file.27 January 1972DateComments of Reviewing Official:I completely agree with this high rating and should add that subject has handled a continuing Congressional interest in Brazil with a rare combination of diplomatic tact and sound judgment.15 Jan 72DateCord Meyer Jr.Assistant Deputy Director for Plans
[104-10194-10026.pdf — page 139]
10 January 1972MEMORANDUM IN LIEU OF FITNESS REPORT.SUBJECT: David A. Phillips1 July - 31 December 1971This memorandum is in lieu of a fitness report to cover Mr. Phillips' performance during the period 1 July to 31 December 1971. This rating is being prepared in view of the rater's imminent departure from the Division.Last month Mr. Phillips was promoted from GS-16 to GS-17. There is no better evidence of the high esteem in which he is held by his superiors in the Agency.During this rating period Mr. Phillips transferred the station from Rio de Janeiro to Brasilia. This move, however, divorces the Chief of Station from the main area of operations, Rio de Janeiro. In spite of this Mr. Phillips, through much extra effort and time on his part, has been able to maintain a high operational tempo in the station.Station relations with key people in the Brazilian government, especially the security agencies, have been highly productive but through recent efforts, these relations have been placed on a much higher plane with the decision of General Fontoura, chief of the SNI, to give the station copies of the briefings especially prepared for President Medici.
[104-10194-10026.pdf — page 140]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER024345SECTION A1. NAMEPhillips, David A.6. OFFICIAL POSITION TITLEChief of Station9. CHECK (X) TYPE OF APPOINTMENTXXX CAREERCAREER-PROVISIONALSPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 1971GENERAL2. DATE OF BIRTH   31 Oct 19227. OFF DIVER OF ASSIGNMENT   DDP/WH/510. CHECK (K) TYPE OF REFORTXXX ANNUALSPECIAL (Specily):12. REPORTING PERIOD (From to)    1 April 1970 - 30 June 19713. SEX   M8. CURRENT STATION   Rio de JaneiroIREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE4. GRADE   GS-165. SO   DSECTION 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 counsaling, 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 antirely satisfactory and is characterized neither by deficiency nor excellance.P - ProficientPerformance is more than satisfactory. Dosired results are being produced in a proficient manner.S - StrongPorformance is characterized by exceptional proficiency.O - QutstandingPerformance 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 latter which best desc-ibos the manner in which employee performs EACH spacific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MLIST be rated on their ability to supervise (indicate number of employees-supervised).SPECIFIC DUTY NO. 1RATINGLETTERSee attached memorandum.SPECIFIC OUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC 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 jab, cooperativeness, pertinent personal traits or habits, and particular limitations or calents. Based on your knowledge of omployee's overall performance during the vating period, place the letter in the rating box corresponding to the statement which most accurately coflects his level of performance.RATINGLETTERSFORM 45 USE PREVIOUS EDITIONSSECRET
[104-10194-10026.pdf — page 141]
SECRET(When Filled In)SECTION CNARRATIVE COMMENTSIndicate significant strengths *weaknesses in a 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.Aug 5Aug 5 11 05 AM '71See attached memorandum.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1.I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE11 August 1971SIGNATURE OF EMPLOYEE/s/ David A. Phillips2.BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONCopy of report has been sent to Mr. Phillips for acknowledg-DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE30 June 1971Chief, WH Division/signed/William V. Broe3.BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSee attached.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREAssistant Deputy Director for Plans/signed/Cord Meyer, Jr.SECRET
[104-10194-10026.pdf — page 142]
SECRET30 June 1971MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Mr. David A. Phillips1 April 1970 - 30 June 1971This memorandum is in lieu of the fitness report on Mr. Phillips as Chief of Station, Rio de Janeiro, during the period 1 April 1970 to 30 June 1971.Mr. Phillips is a highly capable, versatile and imaginative Operations Officer and manager who makes a substantial contribution to the Clandestine Service.The above statement is borne out by the fact that faced with a highly difficult, sensitive operational problem of the utmost priority in the fall of 1970, the Rater immediately thought of Mr. Phillips as the man to head the Task Force and received immediate and enthusiastic endorsement from the Deputy Director for Plans and the Director for Mr. Phillips' assignment. He was recalled from Brazil, took over the Task Force, and handled it in an outstanding manner.My first statement is further borne out by the fact that Ambassador Rountree, on a recent visit to Washington, made a special effort to express to the Rater his appreciation for Mr. Phillips' support to him and the Embassy and to express further his appreciation to the Agency for furnishing him a man of Mr. Phillips' caliber.SECRET
[104-10194-10026.pdf — page 143]
SECRET- 2 -Mr. Phillips has a large, widely spread operation with Bases in Brasilia, Recife and Sao Faulo. However, he has succeeded in keeping them well coordinated and dead on the target.I rate Mr. Phillips as *Strong* as Chief of Station, Rio de Janeiro.![signature of William V. Broe]William V. BroeChiefWestern Hemisphere DivisionI certify that I have seen this memorandum:David A. Phillips DateComments of Reviewing Official: I would have rated this performance as *very strong*. Excellent political judgment and the ability to handle the most delicate situation with tact and dexterity characterize this performance.![signature of Cord Meyer Jr.]Cord Meyer Jr.Assistant Deputy Director for Plans22 July 71DateSECRET
[104-10194-10026.pdf — page 144]
S-E-C-R-E-TTRAINING REPORTCourse # 3/71Specialized Training in Weapons for Self-Defense and Countermeasures Against Vehicular KidnappingDate: 2-5 February 1971Trainee: FHILLIPS, David A. Office: WHPurpose and Scope of the Course:The course provides basic proficiency training in the use of weapons for self-defense and in the techniques of evasive driving to counter vehicular kidnapping for Agency officers being assigned to hostile or unstable political and operational environments abroad.Achievement Record:This is to certify that Mr. Phillies has satisfactorily completed the prescribed course of instruction.FOR THE DIRECTOR OF TRAINING:![signature]CHIEF, SPECIAL ACTIVITIES BRANCH10 February 1971DATES-E-C-R-E-T
[104-10194-10026.pdf — page 145]
# SECRET# FITNESS REPORT## GENERAL**EMPLOYEE SERIAL NUMBER**024345**1. NAME**Phillips, David A**2. DATE OF BIRTH** 10/31/22**3. SEX** M**4. GRADE** 16**5. SO** D**6. OFFICIAL POSITION TITLE** COS**7. OFF/DIV/BR OF ASSIGNMENT** DDP/WH/Br.5**8. CURRENT STATION** Rio de Janeiro**9. CHECK (X) TYPE OF APPOINTMENT**X CAREERTEMPORARYRESERVECAREER-PROVISIONAL (See instructione - Section C)**10. CHECK (X) TYPE OF REPORT**INITIALX ANNUALSPECIAL (Specify):REASSIGNMENT SUPERVISORX REASSIGNMENT EMPLOYEESPECIAL (Specily):**11. DATE REPORT DUE IN O.P.****12. REPORTING PERIOD (From-to-)** 1 April 1969 - 31 March 70## PERFORMANCE EVALUATION**U-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. 1**RATING LETTERSee attached memorandum.S**SPECIFIC DUTY NO. 2**RATING LETTER**SPECIFIC DUTY NO. 3**RATING LETTER**SPECIFIC DUTY NO. 4**RATING LETTER**SPECIFIC DUTY NO. 5**RATING LETTER**SPECIFIC 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 EDITION
[104-10194-10026.pdf — page 146]
SECRET## SECTION C 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 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.Aug 4 3:19 PM 70See Attached Memorandum in Lieu of Fitness Report.## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEE| DATE | I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT || ---- | -------------------------------------------------------------- ||      | SIGNATURE OF EMPLOYEE                                          |2. BY SUPERVISOR| MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || --------------------------------------------- | --------------------------------------------------------------- || DATE         | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || ------------ | ---------------------------- | ----------------------------------- || 15 July 1970 | Chief, WH Division           | William V. Broe                     |3. BY REVIEWING OFFICIAL| COMMENTS OF REVIEWING OFFICIAL || ------------------------------ ||                                |*signature*| DATE        | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ----------- | ------------------------------------ | ----------------------------------- || 21 JUL 1970 | Assistant Deputy Director for Plans  | Cord Meyer, Jr                      |SECRET
[104-10194-10026.pdf — page 147]
SECRET15 July 1970MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Mr. David A. Phillips1 April 1969 - 31 March 1970This memorandum is in lieu of the fitness report on Mr. David A. Phillips as Chief of Station, Rio de Janeiro, during the period 1 April 1969 to 31 March 1970.During this period Mr. Phillips took over command of the Rio Station. It is typical of Mr. Phillips that he made excellent preparation for this assigament, including a full-time course in the Portuguese language.Mr. Phillips has brought to his new position the opera-tional zeal and enthusiasm that has characterized all of his previous positions. Brazil, by the very nature of its size but, more importantly, the type of "strait jacket" government in power, is à difficult place to operate on a broad plain. Mr. Phillips has the station moving and real effort and progress is seen on the more difficult targets, such as the Soviets.He has excellent relations within the embassy and is recognized for his contribution to the Country Team. He, of course, handles his liaison contacts with mature style and is very actively developing a number of contacts in the local community.
[104-10194-10026.pdf — page 148]
-2-Mr. Phillips is a good supervisor of men and the present high morale of the Rio de Janeiro Station and its Bases is a living proof of this. He furnishes good operational planning and guidance and exhibits a high degree of cost consciousness.I rate Mr. Phillips as *Strong* as Chief of Station, Rio de Janeiro.![signature of William V. Broe]William V. BroeChiefWestern Hemisphere DivisionI certify that I have seen this memorandum:![signature of David A. Phillips]David A. Phillips26 Sept 1970Date
[104-10194-10026.pdf — page 149]
# LANGUAGE TRAINING REPORTDate of Report15 January 1970Student NamesPHILLIPS, DAVID A.OfficesWHCoursesPORTUGUESE FULL-TDEInclusive Dates11/03/69-12/18/69Proficiency Levelbefore and After Training|            | Before | After || ---------- | ------ | ----- || Speaking   | --     | 1     || Aural Comp | --     | 3     || Read Comp  | --     | 3     |* Instructors Estimate vice  Official TestHours of InstructionScheduled 244fctual 108Absences 23## LANGUAGE TRAINING IMS AND EVALUATION CRITERIAThe general aim of this course of study was to provide the student with a command of a foreign language in a skill and at the level set by the sponsoring office. Speaking, aural comprehension and reading comprehension, as required, were emphasized. Fluency and accuracy were given equal importance in training and in evaluation of the student. Cultural matters were covered only incidentally.This student evaluation is based on (1) Instructor and Linguist observations; (2) regularly administered oral and written achievement tests; (3) a final comprehensive achievement examination. The achievement rating reflects only performance and achievement in the course and is conditioned by the length of time the student spent in training, achievement potentiel hased upon his or her aptitude for language study and upon motivation. This rating should not be confused with the Proficiency Rating which is submitted separately on form 1273, Certification of Language Proficiency.## PROGRESS IN ACHIEVING COURSE AIMS(Overall progress in the course is shown as unsatisfactory, marginal, satisfactory, above average, superior when compared against established standards for such training).| Speaking | Aural Comprehension | Reading Comprehension || -------- | ------------------- | --------------------- || SUPERIOR | SUPERIOR            | N.A.                  |## PERFORMANCE EVALUATIONIn six weeks the student covered the entire DLI course of 75 lessons which usually takes 4 to 6 montas to complete. Ris study habits and approach to language learning were excellent and he made maximum use of the time available.The joint decision by instructor and student to rush through 75 lessons was based on:(1) the student's determination to make as much of a conversion from Spanish to Portuguese as possible and(2) on the instructor's faith and confidence in the student's ability to do 80.In cases where the principal objective is to convert a student's command of Spanish to an equivalent level in Portuguese, the point is often reached where the student is able to understand and make himself understood most adequately without,See reverse side for additional commentFor the Director of Trainings![signature of instructor and department chief]