Francesco/who-killed-jfk huggingface dataset:
[104-10194-10012.pdf — page 214]
# SECRET# FITNESS REPORTEMPLOYEE SERIAL NUMBER003820## SECTION A1.  NAME    Moore J. Walton2. DATE OF BIRTH 3. SEX   10/05/19 M4. GRADE 5. SI   145. OFFICIAL POSITION TITLE   I O Contact7. OFFICE DIV BR OF ASSIGNMENT 8. CURRENT STATION   DCS Houston Office Dallas, Texas9. CHECK (X) TYPE OF APPOINTMENT   X CAREER RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORT    INITIAL    X ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    May 196612. REPORTING PERIOD (From-to-)    1 April 1965-31 March 1966## 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. 1RATINGLETTERServes as Resident Agent in Dallas, TexasSPECIFIC DUTY NO. 20RATINGLETTERLocates and develops potential of domestic organizations and individuals as sources of foreign intelligence.SPECIFIC DUTY NO. 30RATINGLETTERCollects intelligence information; briefs and debriefsSPECIFIC DUTY NO. 4SRATINGLETTERInitiates leads and furnishes operational support to other elements of the AgencySPECIFIC DUTY NO. 5SRATINGLETTERPrepares reports, memoranda and other communicationsSPECIFIC DUTY NO. 60RATINGLETTERSupervises one clerical personnel## 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.3 MAY 1966SRATINGLETTER4-65 45
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SECRETSECTION CNARRATIVE 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 of asploh ra given in Section B to provide best basis for determining future personnal action. Manner of performance of manageridt or hdiperaditry duties and cost consciousness in the use of personnel, space; equipment and funds, must be commented on, it applicable. It extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Moore continues to perform his duties in an outstanding manner. His report production has continued well above average in quantity and exceedingly high in quality.In addition, his support activities consume approximately 25 per cent of his effort. He manages the affairs of his Resident Agency in an efficient, economical and outstanding manner.SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE11 April 1966J. Walton MooreWalter M2. BY SUPERVISORMONTHS EMPLOYFF HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION15 yearsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE11 April 1966Chief, Houston OfficeErnest A. Rische3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALILOLTEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE19 April 1966Chief of Operations,, DCSJOHN W. MCCONNELLSECRET
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# FITNESS REPORTSECRETEMPLOYEE SERIAL NUMBER003820## SECTION A1. NAME(Last)MOORE6. OFFICIAL POSITION TITLE   I O Contact## GENERAL(First) (Middle)J. Walton2. DATE OF BIRTH 3. SEX   10/05/19 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   00/CD Houston Dallas, Texas4. GRADE 5. SD   14 IOC9. CHECK (X) TYPE OF APPOINTMENT   X CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions - Section C)10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    X ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):11. DATE REPORT DUE IN O.P.    May 1965SPECIAL (Specify):12. REPORTING PERIOD (From -to-)    1 April 1964-31 March 1965## 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 onprobation, to reassignment or to separation. Describe action taken er 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. Dosired 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. Considor ONLY-offectiveness 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 debriefsRATINGLETTERSSPECIFIC DUTY NO. 4Initiates. leads and furnishes operational support to otner elements of the AgencyRATINGLETTERSSPECIFIC DUTY NO. 5Prepares reports, memoranda and other communicationsRATINGLETTERSSPECIFIC DUTY NO. 6Supervises one clerical personnelRATINGLETTER0## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account overything 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. Busad on your knowledge of employee's overall performance during the rating period, place the letter in the coring box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERS2 MAY 1965FORM 45 OBSOLETE PREVIOUS EDITIONS.
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# SECTION CSECRET*(When Filled In)*## NAPRATIVE COMMENTSOFFICE OF PERSONNELIndicate 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 supervis supervisor mü if applicable.MAIL ROOMThis officer has continued to perform his duties in a superior manner. The drop in rating from outstanding to strong reflected in this report does not indicate a drop in performance. It is the result of guidance from headquarters and represents an adjustment in order to make the rating officers base of evaluation reflect a more uniform standard of evaluation within the division.Mr. Moore is an outstanding and well qualified intelligence officer with many years experience in both overt and covert work. As a Resident Agent he not only performs the duties of a Contact Specialist but also manages the affairs of the Dallas Resident Agency. He supervises one clerical employee and is effective in maintaining high morale and high productivity. He manages the affairs of his Resident Agency in an efficient, economical and outstanding manner. As a C/S his production is large and the quality is good.# SECTION D## CERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE          | SIGNATURE OF EMPLOYEE || ------------- | --------------------- || 21 April 1965 | J. Walton Moore       |## BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION| MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | - - -                               || --------------------------------------------- | ----------------------------------- || 14 years                                      |                                     || DATE                                          | OFFICIAL TITLE OF SUPERVISOR        || 21 April 1965                                 | Chief, Houston Office               ||                                               | TYPED OR PRINTED NAME AND SIONATURE ||                                               | Ernest A. Rische                    |3. COMMENTS OF REVIEWING OFFICIALConcur.| DATE       | OFFICIAL TITLE OF REVIERING OFFICIAL | TYPED OR PRINTED NAME ANG SIGNATURE || ---------- | ------------------------------------ | ----------------------------------- || April 1965 | Chief, Contact Division, 00.         | JAMES R. MURPHY                     |SECRET
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# SECRET# FITNESS REPORT## GENERAL**SECTION A**1. NAME(Last) MOORE,(First) J.(Middle) Walton2. DATE OF BIRTH 3. SEX   10-05-19 Male4. GRADE 5. SO   GS-14 OC6. OFFICIAL POSITION TITLEI. O. Contact7. OFF/DIV/AR OF ASSIGNMENT & CURRENT STATION   00/CD Houston FO Houston, Texas Dallas9. CHECK (X) TYPE OF APPOINTMENTCAREER [X] RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORT    INITIAL    REASSIGNMENT SUPERVISOR    CAREER-PROVISIONAL    REASSIGNMENT EMPLOYEE    SPECIAL (Specify):ANNUAL [X]SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    May 196412. REPORTING PERIOD (From - To)    1 April 1963-31 March 1964**SECTION B PERFORMANCE EVALUATION**W - 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 DUTIES**List 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 LETTERSupervising and managing a Resident Agency 0SPECIFIC DUTY NO. 2 RATING LETTERExploitation of source's complete intelligence potential by debriefing thoroughly 0SPECIFIC DUTY NO. 3 RATING LETTERWriting reports clearly and concisely without coloring 0SPECIFIC DUTY NO. 4 RATING LETTERCultivation of contact to develop trust and confidence in both the Agency and the Contact Specialist himself 0SPECIFIC DUTY NO. 5 RATING LETTERKeeps informed on foreign situations and intelligence requirements in order to better orient and exploit sources SSPECIFIC DUTY NO. 6 RATING LETTERSearches for and develops new sources S**OVERALL PERFORMANCE IN CURRENT POSITION**Take 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 is the statement which most accurately reflects his level of performance.RATINGLETTER13 MAY 1964 0FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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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 supervisory duties must be described, if applicable.Mr. Moore is an exceptionally outstanding and well qualified employee. His many years and varied experiences in intelligence activities contribute to his capabilities. As a Resident Agent he not only carries out the duties of a Contact Specialist, but is responsible for managing the affairs of the Dallas Resident Agency. In carrying out these duties he is conscious of the necessity for economy of operation, and determines that the actions taken are handled in the most efficient and economical manner. Since the last Fitness Report Mr. Moore has trained and directed the activity of a new employee in such effectiveness that from the beginning his performance has been outstanding.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE30 April 1964SIGNATURE OF EMPLOYEE![signature of employee J. Walton Moore]### BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION13 yearsDATE30 April 1964OFFICIAL TITLE OF SUPERVISORChief, Houston OfficeTYPED OR PRINTED NAME AND SIGNATURE![signature of supervisor Ernest A. Rische]### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI agree that J. Walton Moore is an exceptionally fine officer but think that in comparison with others of his grade throughout the Division his rating should be "S" rather than "0".DATE11 May 1964OFFICIAL TITLE OF REVIEWING OFFICIALActing Chief, Contact DivisionTYPED OR PRINTED NAME AND SIGNATURE![signature of John W. McConnell]SECRET
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SECRET(When Filled in)FITNESS REPORTEMPLOYEE SERIAL NUMBER3820SECTION A GENERAL1. NAME (Last) (First) (Middle) 2. DATE OF BIRTH 3. SEX 4. GRADE 5.SD   MOORE, J. Walton 1919 M GS-14 OC6. OFFICIAL POSITION TITLE 7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   I. O. Contact DO/CD Houston F. O. Dallas, Texas9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTX CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructions Section C) X ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify): SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)    30 April 1963 1 April 1902-31 March 1963SECTION 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 LETTERSupervising and managing a Resident Agency 0SPECIFIC DUTY NO. 2 RATING LETTERExploitation of source's complete intelligence potential by debriefing thoroughly 0SPECIFIC DUTY NO. 3 RATING LETTERWriting reports clearly and concisely without coloring 0SPECIFIC DUTY NO. 4 RATING LETTERCultivation of contact to develop trust and confidence in both the Agency and the C/S himself 0SPECIFIC DUTY NO. 5 RATING LETTERKeeps informed on foreign situations and intelligence requirements in order to better orient and exploit sources SSPECIFIC DUTY NO. 6 RATING LETTERSearches for and develops new sources SOVERALL 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 latter in the rating box corresponding to the statement which most accurately reflects his level of performance. RATING LETTERS28 MAY 1963FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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# TRAINING REPORT00/C Refresher Course No. 1780 hours, full time 27 February - 10 March 1961 22 studentsStudent : MOORS, James W. Year of Birth: 1919ECD Date: December 1949 Grade: GS-14 Office: (Houston)## COURSE OBJECTIVES - CONTENT AND METHODSThe objectives of the course are to review Division policies, tech- niques and procedures, with special emphasis on current priority intelligence and support requirements, and to provide an opportunity for field collectors to discuss collection problems with 00/C Headquarters personnel and consumer analysts.The course is designed for experienced 00/C personnel. The first part of the course reviews techniques of collection and the preparation and processing of reports and other collected material. Students are then assigned to seminar groups for consideration of collection problems pertinent to their field of specialization. In the second part of the course 00/C Branch Chiefs discuss the needs of the Division's principal consumers and review general collection requirements. A survey of the current world situation in selected areas is also included.## ACHIEVEMENT RECORDThis is a certificate of attendance only; no attempt was made to evaluate student achievement in this course. The above named person attended the entire course.FOR THE DIRECTOR OF TRAINING:Chief, Intelligence Production Faculty 31 March 1961Date
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# SECRET(When Filled In)## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.Mr. Moore is an outstanding intelligence officer who continues to do his job in every respect in an outstanding manner. The result of his job bears out the high performance ratings contained in this report.## SECTION F CERTIFICATION AND COMMENTS### 1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE SIGNATURE OF EMPLOYEE2 April 1962 J. Walton Moore### 2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION11 yearsIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE2 April 1962 Chief, Houston Office Ernest A. Rische### 3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE10 April 1962 Chief, Contact Division, 00 E. M. ASINCRAFTSECRET
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# SECRET(When Filled In)## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to omelpimprovement of his work. Give recommendations for his training. Describe, of appropriate, his potential for development and for ging greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.This employee's many years experience in varied intelligence acting has made him an outstanding officer in almost all phases of intelligence work. He continues to do an outstanding job as Resident Agent of the Dallas Office. The results of his job bears out the high performance ratings contained in this report.## SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE SIGNATURE OF EMPLOYEE31 Mar 61 J. Walton Moore2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION10 yearsIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE31 Mar 61 Chief, Houston Office Ernest A. Rische3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE5 April 1961 Acting Chief, CD/00 George O. ForrestSECRET