Francesco/who-killed-jfk huggingface dataset:
[104-10194-10023.pdf — page 195]
SECRET# FITNESS REPORT## SECTION A1. NAMEROBT. D. Svard6. OFFICIAL POSITION TITLEOps Officer (C:)9. CHECK (X) TYPE OF APPOINTMENTCAREER11. DATE REPORT DUE IN G.P.SECTION BW-WeakA- AdequateP-ProficientS- StrongO-Outstanding## GENERAL2. DATE OF BIRTH 3. SEX9 Oct 1900 M7. OPP/DIV/BN OF ASSIGNMENT 8. CURRENT STATIONDDP/DODS/RAP Wash., D.C10. CHECK (X) TYPE OF REPORTANNUAL18. REPORTING PERIOD (From-to-)31 March## 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 of to separation. Describe action taken or proposed in Section C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.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. 1Supervises all Division propaganda operations. (4 employees, 7 projects)SPECIFIC DUTY NO. 2Project Officer WURONSON.SPECIFIC DUTY NO. 3Project Officer WUEUSTLER.SPECIFIC DUTY NO. 4Conducts liaison with USIA, Staffs and Area Divisions as required to coordinate DODS foreign and domestic propaganda operations.SPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 6## 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.17 APR 1963FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
[104-10194-10023.pdf — page 196]
# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER013842## GENERAL**SECTION A**1. NAME(Last)HUNT(First)E.(Middle)HOWARD2. DATE OF BIRTH   10/09/133. SEX   M4. GRADE   GS-155. SO   D6. OFFICIAL POSITION TITLEOps Officer (Ch)7. OFF/DIV BR OF ASSIGNMENT   DDP/DODS/R&F8. CURRENT STATION   Wash., D.C.9. CHECK (X) TYPE OF APPOINTMENTX CAREERRESERVETEMPORARY10. CHECK (X) TYPE OF REPORTX ANNUALINITIALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    31 May 1964SPECIAL (Specify):12. REPORTING PERIOD (From - to)    31 March 1963 - 31 March 1964**SECTION B**PERFORMANCE 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 of 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. 1Supervises all Division propaganda operations.RATING LETTERSSPECIFIC DUTY NO. 2Project Officer WUHUSTLER, WUBONBONRATING LETTERSSPECIFIC DUTY NO. 3Conducts liaison with USDA, Staffs and Area Divisions as required to coordinate DODS foreign & domestic propaganda operations.RATING LETTERSSPECIFIC DUTY NO. 4RATING LETTERSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING 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 LETTERS26 MAY 1964FORM 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 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 supervisory duties must be described, if applicable.Subject has performed in a manner quite consistent with his long and broad experience in many aspects of the craft of intelligence. His senior grade, his special expertise in the field of propaganda and publication and his very high intellect have contributed to the division's operations in the public media field a sharp focus, an economical concentration of money and effort and a consequently heightened impact. In the WUHUSTLER project, Subject vindicated his faith in a moribund clandestine asset by demonstrating, after about a year and a half under his personal direction, that it is one of the most effective activities of its kind. Before Subject assumed direct responsibility for this project, it had suffered from visionary and diffuse direction and from poor case officer-agent rapport. Subject's personal handling of this operation is marked by excellent rapport and the project prospers on an entirely reoriented basis which the agent himself enthusiastically welcomes.Subject's supervisory responsibility has extended over two secretaries, from one to two professional staffers under official cover and three professional career employees under unofficial cover. The fairness and precision of his management has patently won their respect and inspired their performance.(Continued on additional sheet)# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE19 May 1964OFFICIAL TITLE OF SUPERVISORDCOSTYPE OR PRINTED NAME AND SIGNATUREStanley H. Gaines3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIAL![signature]DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPE OR PRINTED NAME AND SIGNATURESECRET
[104-10194-10023.pdf — page 198]
# FITNESS REPORTSECRETEMPLOYEE SERIAL NUMBER013842SECTION A1. NAME(Lost)Hunt,(First)E.(Middle)Howard2. DATE OF BIRTH 3. SEX   10/09/18   M4. GRADE 5. SO   GS-15 D6. OFFICIAL POSITION TITLE.   Ops Officer (CH)7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/DOD/CA Washington, D. C.9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYX CAREERCAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    ANNUAL X REASSIGNMENT EMPLOYEE    SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    30 April 196512. REPORTING PERIOD (From - to-)    1 April 64 - 28 February 1965SECTION B PERFORMANCE 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. 1Supervises all DO Division propaganda operations.RATING LETTERSSPECIFIC DUTY NO. 2Project officer for WUHUSTLER, WUBONBON, WUPUNDIT.RATING LETTERSSPECIFIC DUTY NO. 3Conducts liaison with USIA, Staffs and Area Divisions to coordinate DO propaganda operations.RATING LETTERSSPECIFIC DUTY NO. 4Supervises one CS staff officer and secretary under official and two career agents and several witting proprietary hires under project cover.RATING LETTERSSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTEROVERALL 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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SECRETNARRATIVE COMMENTSSECTION CIndicate significant strengths of weaknesses demonstrated in current position keeping is precer 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. Männer of performance of managerial or sugary duties must be described, if applicable.Mr. Hunt continued to direct the propaganda activities of the DO Division in a superior professional manner until 12 October 1964, when he was incapacitated by illness. On his return from sick leave on 7 December, he was detailed to the Office of the DD/P and officially transferred to that office on 28 February 1965. DO Division can only view this transfer with considerable regret.Mr. Hunt, by virtue of his personal background, has a unique flair and competence in the propaganda field. Over and above, but complementary to these special skills, his extensive experience in the CS, his sound judgment, high and creative intellect and other commendable personal qualities contributed significantly to the successful prosecution of DO's efforts in the media field. These same atributes, attest, in my judgment, to his suitability for employment as a Station Chief or in any other position requiring broad knowledge of and skill in the CS business. He is very cost conscious and an effective supervisor. He enjoys the respect of all personnel under his supervision, official and non-official, as well as that of all his co-workers in the Division and Station.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE7 April 65SIGNATURE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT NAS NOT BEEN SHOWN TO EMPLOYEE, CINE EXPLANATION16DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE8 APR 1955DO/Executive OfficerThos. P. SchreyerBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALI Concur generally with the forefsing. I would howen, be less inclined to recommend him for a COS job. He could de it but I do not consider that details of mapinement or handling of people his forte.DATESApril 1965-OFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREChief, DO DivisionC. Tracy Barnes
[104-10194-10023.pdf — page 200]
# SECRET30 April 1969.MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT : Howard E. Hunt, GS-15, EmployeeNumber 013842, DOB: October 1918;EUR/CA; Career; Servico Designa-tion: D.PERIOD UNDER REVIEW : 22 June 1968 - 31 March 19609MONTHS UNDER MY SUPERVISION: 7OVER-ALL RATING : Strong1. Mr. Hunt took on his present duties as EUR/CA in   July 1968. His performance in this position has been con-   sistently Strong.2. From the period of his previous assignment to EUR's   Special Activities Staff, Mr. Hunt has made a substantial   contribution to the refinement and recasting of CA operational   concepts which has been underway in the Division since the   termination over the past two years of many long established   projects. He has a fine political sense and a sound grasp of   European realities and evolutions. While concerned with the   role and methods of political action, his mind is essentially   operational, imaginative, and perhaps at its happiest in the   recognition of opportunities and the stimulation of specific   action in the field. In both these areas he has shown a power   of original thought, persuasiveness in presenting his views,   and persistance and vigor in helping get action underway.3. There are three primary areas in which Mr. Hunt has   played an important role in the Division's business, The   first is in providing consistent staff assistance to Branches   and Stations in the conduct of on-going CA action, and the   modification and relocation of certain activities of concern   to the Senior Staff and other divisions. He has brought to   this work a balanced view of Division and Senior Staff equi-   ties, an excellent awareness of realities in the field and of   the practical limits imposed by the field priorities, manpower,   and the requirements of security.SECRET
[104-10194-10023.pdf — page 201]
SECRET4. Secondly, Mr. Hunt has carried with him from SAS a continuing participation in the work of that staff in its two aspects: the countering of Soviet political action and a reawakened and redefined concern with Communist Party operations. He has contributed to the definition of these interests and worked closely with the Branches in identifying opportunities. Neither of these areas are of a nature that has made for prompt common understanding between Headquarters and the field. Mr. Hunt's TDY's have been of major assistance in furthering this understanding.5. Thirdly, Mr. Hunt has assumed a particularly important role in responding to requirements for memoranda, studies and suggestions which the Division has been asked to produce since the beginning of a new national Administration in January. Intimately coupled with this is direct support to the Chief of the Division in the latter's participation in the Interdepartmental Group, and the analyses and studies which have derived from that participation.6. In all these duties, Mr. Hunt's performance has reflected sagacity, balance, and imagination. He has had, to his credit, the advantage of excellent give and take with the Division's branches and a sound knowledge of branch people and capacities. He has drawn with equal effectiveness upon a broad range of personal associations in other divisions and senior staffs, and upon a deep experience of the mechanics, nuances and occasional delicacies of getting business done at Headquarters.7. In summary, Mr. Hunt's has been the performance of a very competent, tough-minded senior professional in a period which has somewhat changed the nature of the CA officer's duties within the Division.![signature]Edward FenimoreChief of OperationsEuropean DivisionI certify that I have seen the above fitness report.![signature]Date: 4/5/69- 2 -SECRET
[104-10194-10023.pdf — page 202]
REVIEWING OFFICER'S COMMENTS:Although I would not differ from the evaluative comment on this officer, I would be inclined to rate his over-all performance as highly PROFICIENT rather than Strong, in view of his broad experience and grade. This officer has had a series of personal and taxing problems, beyond his control, which have tended to dull his cutting edge just enough to be noticeable.![signature]E.N. Korn-Patterson.Deputy Chief,European Division
[104-10194-10023.pdf — page 203]
CONFIDENTIAL(When Filled In)SECURITY APPROVALDATE : 21 September 1966YOUR REFERENCE:CASE NO. : 23500TO : Director of PersonnelATTN : John StocksSUBJECT : HUNT, Everette Howard Jr.1.  This is to inform you that Subject has been approved for the appointment specified in your request under the provisions of Headquarters Regulations 10-3 and 20-5 including access to classified Information through TOP SECRET as required in the performance of duties.2.  Unless arrangements are made for entrance on duty within 150 days, this approval becomes invalid.3.  As part of the entrance on duty processing:    A personal interview in the Office of Security must be arranged.    [Figure: Checkbox marked with XXX] A personal interview is not necessary.    Please advise Chief, Clearance Branch, extension 5620 when Subject enters on duty.4.  This is a Conversion Action. This is issued in advance of Form #577.FOR THE DIRECTOR OF SECURITY:![signature of Steven L. Kuhn]Steven L. KuhnChief, Personnel Security DivisionFORM 1173CONFIDENTIAL132
[104-10194-10023.pdf — page 204]
SECRET1 June 1967MEMORANDUM FOR THE RECORDSUBJECT: Mr. Howard HuntMr. Hunt, on instructions of the Deputy Director for Plans, and with approvals from the DCI and the DDCI, was converted to contract employment and assigned to Spain for-a-special undertaking in behalf of the DD/P. He left for Spain in July 1965 and returned to the U. S. in June 1966 having completed his assignment successfully. If an evaluative comment is needed to cover his work during this period of time he should be rated as "strong".![signature]Thomas H. KaramessinesAssistant Deputy Director for PlansOrig & 1 - Director of Personnelvia C/EUR1 - ADD/PSECRET
[104-10194-10023.pdf — page 205]
# SECRETELECTION, DECLINATION, OR WAIVEROF LIFE INSURANCE COVERAGEFEDERAL EMPLOYEES GROUP LIFE INSURANCE PROGRAMIMPORTANTAGENCY INSTRUCTIONSON BACK OF ORIGINALTO COMPLETE THIS FORM-1 FOLLOW THESE GENERAL INSTRUCTIONS:*   Read the back of the "Duplicate" carefully before you fill in the form.*   Fill in BOTH COPIES of the form. Type or use ink.*   Do not detach any part.2 FILL IN THE IDENTIFYING INFORMATION BELOW (please print or type):NAME (last) (first) (middle) DATE OF BIRTH (month, day, year) SOCIAL SECURITY NUMBERHUNT B. Howard 10/9/18 126 05 1.970EMPLOYING DEPARTMENT OR AGENCY 013842 LOCATION (City, State, ZIP Code)3 MARK AN "X" IN ONE OF THE BOXES BELOW (do NOT mark more than one):Mark hereif youWANT BOTHoptional andregularinsurance(A) ELECTION OF OPTIONAL (IN ADUITION TO REGULAR) INSURANCEI elect the $10,000 additional optional insurance and authorize the required deductions from my salary, compensation, or annuity to pay the full cost of the optional insurance. This optional insurance is in addition to my regular insurance.Mark hereif. youDO NOT WANTOPTIONAL butdo wantregularinsurance(B) DECLINATION OF OPTIONAL (BUT NOT REGULAR) INSURANCEI decline the $10,000 additional optional insurance. I understand that I cannot elect op- tioral insurance until at least 1 year after the effective date of this declination and uniess at the time I apply for it I am under age 50 and present satisfactory medical evidence of insurability. I understand also that my regular insurance is not affected by this declina- tion of additional optional insurance.Mark hereif youWANT NEITHERregular noroptionalinsurance(C) WAIVER OF LIFE INSURANCE COVERAGEI desire not to be insured and I waive coverage under the Federal Employees Group Lite Insurance Program. I understarid that I cannot cancel this waiver and obtain regular in- surance until at least 1 year after the effective date of this waiver and unless at the time I apply for insurance I am under age 50 and present satisfactory medical evidence of in- surability. I understand also that I cannot now or later have the $10,000 additional optional insurance unless I have the regular insurance.4 SIGN AND DATE. IF YOU MARKED BOX "A" OR "C". COMPLETE THE "STATISTICAL STUB." THEN RETURN THE ENTIRE FORM TO YOU'R EMPLOYING OFFICE.SIGNATURE (do not print)![signature]DATEFeb.13,1968FOR EMPLOYING OFFICE USE ONLY(official receiving date stamp)![official receiving date stamp]See Table of Effective Dates on back of OriginalORIGINAL COPY-Retain in Official Personnel FolderSECRETSTANDARD FORM No. 176-TJANUARY 1963(For use on'y until April 14, 1963,176-101