Francesco/who-killed-jfk huggingface dataset:
[104-10195-10003.pdf — page 30]
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 OFFICE OF PERSONNEL a 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.JUL 15 10 37 AM '66During the period Subject was in charge of the Payroll Section at JUWAVE his performance was, in the rater's opinion, not more than adequate. He apparently was of the opinion that being in charge of a section relieved him of the onerous tasks of filing and other related duties of like nature. As far as meeting the payroll deadlines Subject was proficient in this duty, but he normally required considerable amount of overtime work to meet these deadlines. He had many ideas which he presented to Chief, Finance Branch for betterment of the payrolling system, but unfortunately after due consideration the majority of these ideas were found to be impractical and/or in violation of either good accepted commercial practice or Agency regulations. Suggestions made to him were outwardly accepted but upon follow-up it was determined that he had failed to implement these suggestions. Overall it is the rater's opinion that the Subject was barely adequate in performing his assigned tasks.# SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONSubject departed the Station without seeing this Report.12 monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE17 Jun 1966Chief, Finance Branch/s/ H. Robert Graham3. COMMENTS OF REVIEWING OFFICIAL BY REVIEWING OFFICIALSubject resigned and departed the Station rather suddenly and before there was an opportunity to observe his performance. The supervisor has made a careful evaluation with which I concur.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE6 July 1966Deputy Chief for Support/s/ William A. JewettSECRET
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SECRETFITNESS REPORTEMPLOYEE SERIAL NUMALA025703SECTION A1. NAME(Laol)(Phot)(Middle)WILCON, James B, Jr.2. DATE OF BIRTH 3. SEX   27 Sep 1931 M6. OFFICIAL POSITION TITLE   Finance Assistant7. OFF/۱۷/DR OF ASSIGNMENT 2. CURRENT STATION   Fin/CFD/CTAD Wash., D. C.8. CHECA (X) TYPE OF APPOINTMENTXCANEERACIKAVE10. CHECK (X) TYPE OF REPORT    TEMPORARY    INITIAL    ¡REASSIGNMENT SUPERVISORCARSEN-PROVISIONAL (See instructiune Section C)ANNUALA REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT QUE IN O.P.    ASAP12. REPORTING PERIOD (Feure to)    11 Cet. 1964 - 25 A11 19:5SECTION BPERFORMANCE EVALUATIONW-PeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A ruting in this category requires positiva remedial action. The nature of the action could range from counseling, to tener training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A- AdeuvatePerformance meets all requirements. It is entirely satisfactory and is charactorized neithar by doficiency nor excellence.P-ProficientPorformance is more than satisfactory. Dosired results are boing produced in a preficient manner.S-StrengPerformance 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. Insort rating letter which best describes the monner in which employee purforms EACH specific duty. Consider ONLY effectiveness in performance of that duty. All emplo,ees with supervisory responsibili.es MUST be rated on their ability to superviso (indicate number of ompicress supervised).SPECIFIC OUTI NO. 1Analyzing Payroll AccountsRATINGLETTERPSPECIFIC DUTY NO. 2Reconciling Tax and Retirement AccountsRATINGLETTERPSPECIFIC OUTY NO. ১Computing Staff and Career Agents' Fay and AllowancesRATINGLETTERPSPECIFIC DUTY NO. 4Conducting Liaison with our Division regarding Payroll matters.RATINGLETTERPSPECIFIC DUTY NO. SPreparing CorrespondenceRATINGLETTERASPECIFIC DUTY NO. 6Maintaining Leave records and Agents' Pay FilesRATINGLETTERPOVERALL PERFORMANCE IN CURRENT POSITIONTake an account everything about the employce which influences his effectiveness in his current positics such es ser formance of specific duties, productivity, conduct on 10, cooperativeness, pertiment personal mes bobins, and porn, der limitutions or talents. Based on your knowledge of employee's overall performance during the rating period. In the rcting bos corresponding to the statement which most accurately reflects his level of pericrmorce.RATILETTLAP4-02 45 OBSOLETE PREVIOUS COITIONS.SECRET
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## SECRET### SECTION CIndicate significant strengths or weaknesses demonstrated in current position keeping in mind their relationship to overall performance. State suggestions made for improvement of work performance. Give recommending. Comment briefly or explain ratings given in Section B to decide best use of performance of managerial or supervisory duties must be described, if applicable.In the six months that Mr. Wilcott was assigned to the Staff Agents Accounts Section, he demonstrated the ability to accept responsibilities and responded well to all work assignments. Mr. Wilcott was a great help in reconciling and analyzing Payroll, Tax, and Retirement accounts. He worked well with his associates and had a good disposition. Mr. Wilcott is very cooperative and dependable.This employee did not have any supervisory responsibilities and, therefore, is not being rated on Cost Consciousness.### SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE30 April 19652. MONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION6Employee had departed for FCS prior to this date.DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE30 April 1965Chief, Staff Agents Accts. Sed.JOSEPH H. Hanson3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALI concur.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE30 April 1955Chief, Compensation and Tax Div.Clarence F. StricklandSECRET
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# FITNESS REPORTSECRETSECTION A1. NAMEWilcott, James E. Jr6. OFFICIAL POSITION TITLEFiscal Acct Asst9. CHECK (X) TYPE OF APPOINTMENTX CAREER10. CHECK (X) TYPE OF REPORTX ANNUAL11. DATE REPORT DUE IN O.P.SECTION B1 July 1963 - 30 June 1964## 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 neithor by deficiency nor excellenco.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformanco 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 parforms EACH specific duty. Consider ChiLY effectiveness in performance of that duty. All employees with supervisory responsibilisies MUST be rated on their ability to supervisa (indicate number of employees supervisedSPECIFIC DUTY NO. 1As Station Cashier, responsible for the daily receipt and disbursement of cash (Japanese yen, U.S. dollars, MPC).SPECIFIC DUTY NO. 2Consolidates all Station cash transactions to one voucher and verifies balance daily.SPECIFIC DUTY NO. 3Summarizes all Station transactions for off-base housing and vehicle expenditures into zonthly accountings and maintains appropriate subsidiary records.SPECIFIC DUTY NO. 4Polices individual housing and vehicle advance accounts and audits related accountings.SPECIFIC DUTY NO. 5Keintains statistical records or private rentals by individual house and cost center.SPECIFIC DUTY NO. 6Advices Tül travelers of their entitlements, audits the travel vouchers, eni performs other related duties as assigned by the Finance Officer.## OVERALL PERFOMANCE IN CURRENT POSITIONTala into account everything about the employee which influences his affectiveness in his current position such as per formance of specific duties, productivity, conduct on 10, comparativeness, portident personcs traits or habits, ara particuler limitations or talents. Based on your knowledge of emrioyce's overall perternionca duong the rotting, pariss p'ace tra letter in the rating bos corresponding to the stcrement which most accurately reflects his level of performance.15 JUL 166RATINGLETTERPRATINGLETTERPRATINGLETTERPRATINGLETTERPRATINGLETTERPRATINGLETTERPLETTERGASCLETE VIQUEITIONS.
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# SECTION 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 or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory function may be addressed, if applicable.Subject has performed his duties in a competent manner. Handling huge sums of money with few errors, and maintains the necessary statistical records.Cost consciousness and management of organization assets does not apply to this position.# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE9 Jun 61SIGNATURE OF EMPLOYEE/s/ James Wilcott2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION23DATE9 Jun 61OFFICIAL TITLE OF SUPERVISORFinance OfficerTYPED OR PRINTED NAME AND SIGNATURE/s/ Frank Wells3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSubject has held the position of Finance Disbursing Officer since his arrival at Tokyo Station in May 1960. He has performed well in a function for which he had no previous experience or training. With a realignment of the office workload in December he was given the additional responsibility of processing TDY travel. Due to his specialized work, he has not had the opportunity to be trained in other facets of finance work. He has been scheduled for finance training upon his return to Headquarters in July 1964.DATE7 Jun 61OFFICIAL TITLE OF REVIEWING OFFICIALFinance OfficerTYPED OR PRINTED NAME AND SIGNATURE/s/ Jack RandallSECRET
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# FITNESS REPORT## SECTION A**1. NAME** WILCOTT, JAMES B. JR.**5. OFFICIAL POSITION TITLE** FISCAL ACCT ASST**9. CHECK (X) TYPE OF APPOINTMENT**CAREER**11. DATE REPORT DUE IN O.P.**## SECTION B**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.## GENERAL**2. DATE OF BIRTH** 27 Sept 31**6. GRADE** GS-6**8. OFF/DIV OR OF ASSIGNMENT & CURRENT STATION** DOP/FE/JKO Tokyo**10. CHECK (X) TYPE OF REPORT**INITIALANNUAL**12. REPORTING PERIOD** 1 Jul 62 - 30 Jun 63## 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** As Station Cashier, responsible for the daily receipt and disbursement of cash (Japanese yen, U. S. dollars, MPC).RATING LETTER P**SPECIFIC DUTY NO. 2** Consolidates all Station cash transactions to one voucher and verifies balance daily.RATING LETTER P**SPECIFIC DUTY NO. 3** Summarizes all Station transactions for off-base housing and vehicle expenditures into monthly accountings and maintains appropriate subsidiary records.RATING LETTER P**SPECIFIC DUTY NO. 4** Polices individual housing and vehicle advance accounts and audits related accountings.RATING LETTER P**SPECIFIC DUTY NO. 5** Maintains statistical records on all private rentals by individual house and cost center.RATING LETTER P**SPECIFIC DUTY NO. 6** Performs other related duties as assigned by the Finance Officer.RATING LETTER P## 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 of 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 LETTER P
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## SECTION 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 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.Subject is conscientious, industrious, and willing to accept all responsibility given him. He has performed capably in a function for which he had no previous experience or training, and has shown a marked interest in learning all facets of his job. He has handled large sums of money with few errors, and maintains the necessary statistical records in a competent manner.## SECTION D|                                | CERTIFICATION AND COMMENTS                                      || ------------------------------ | --------------------------------------------------------------- || 1.                             | BY EMPLOYEE                                                     || DATE                           | I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT  || 19 July 1962                   | SIGNATURE OF EMPLOYEE James B. Wilcott /s/                      || 2.                             | BY SUPERVISOR                                                   || MONTHS EMPLOYEE HAS BEEN       | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || UNDER MY SUPERVISION           |                                                                 || 25                             |                                                                 || DATE                           | OFFICIAL TITLE OF SUPERVISOR                                    || 17 July 1962                   | Finance Officer                                                 ||                                | TYPED OR PRINTED NAME AND SIGNATURE Elwood Martin               || 3.                             | BY REVIEWING OFFICIAL                                           || COMMENTS OF REVIEWING OFFICIAL |                                                                 ||                                |                                                                 || DATE                           | OFFICIAL TITLE OF REVIEWING OFFICIAL                            || 17 July 1962                   | Finance Officer                                                 ||                                | TYPED OR PRINTED NAME AND SIGNATURE Clarence F. Forment         |SECRET.
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# 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.Subject is conscientious, industrious, and willing to accept all responsibility given him. He has performed capably in a function for what he had no previous experience or training, and has shown a marked interest in learning all facets of his job. He has handled large sums of money with few errors, and maintains the necessary statistical records in a competent manner.MAIL ROOMSubject should strive to develop more confidence in himself and in his ability to perform the duties assigned him. His lack of assurance and his naiveté are sometimes disconcerting to those with whom he deals.# 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 EMPLOYEE3 May 1961 James D. Wilcott (signed)2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION8IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON. REPORT MADE WITHIN LAST 90 DAYSEMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSOTHER (Specify):DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE3 May 1961 Elwood Martin3. BY REVIEWING OFFICIAL[X] I 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 SIGNATURE3 May 1961 Clarence ForrentSECRET
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# SECTION E NARRATIVE DESCRIPTION OF HANNER OF JOS PERFORMANCEStress strengths and weaknesses deinerstrated in current position. Indicate suggestions mode to employee for improvement of his work. Give recommendations for his aining. Describe, of appropriate, his potential for development and for assuming greater responsibilities. Amplify or explain, if appropriate, falinge given in SECTIONS D, C, and D to provide the best basis for Jetermining future personnel actions.Subject has accepted a fichi nasignment effective in June.The position to which subject has been assigned is very repetitious and not at all conducive to disclosing his full potential. However, by the way in which he adapted to Duty No. 2, it is felt that he vill be able to perform tore responsible duties with a minimum of additional training.He has an extremely good attitude toward his work and responds well to supervision.This report has se prepared in accordance with the criteria set forth in Camptroller Instruction No. 77 which are designed to refect realistic and arcs ar feir comparisons between testa de and his fellow worki ity. satísfac Ferrerponsibil recents ca entirely# SECTION F CERTIFICATION AND COMMENTS1. BY FMPLOYEEI certify that I have soon Sections A, B, C, D. and E of this Report.DATE180jil 196.0SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION12 MonthsIF REPORT IS NOT REING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN DU DAYSREPORT MAUE WITHIN LAST 90 DAYSOTHER (Specily):DATE186pril 1966OFFICIAL TITLA OF SUPERVISORc/Voucher Review hitTYPED OR PRINTED NAME AND SIGNATURE3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS FIAPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS DUPLOYEE A LOWEN EVALUATIONI CANNOT JUDGE THESE FVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE,COMMENTS OF REVIEWING OFFICIALDATE11/10/63OFFICIAL TITLE OF REVIRWING OFFICIALpc/tccounts BranchTYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCESticks strengin's and wecknasses demonstrated in current position. Indicute suggestions mose to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming greater responsibilities. Amplity of explain, if appropriata, ratings given in SECTIONS B, C, ond D' to provide the best basis for determining future personnel actions.5.  flott is a la cooperatio    pato Secure.scale of efficit work    in strong supervision.Lore strics showthat he is dog at tis present. Coes: does not abuse is leave privileges as a hole, has a favorableattitude toward his work and the Ame# SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE March 10, 1959SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT DEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION6IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE March 10, 1959OFFICIAL TITLE OF SUPERVISOR Time, Love, Fajr Sn..TYPED OR PRINTED NAME AND SIGNATURE An C. Robbins3. BY REVIEWING OFFICIALI WOULD MAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYFE 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 March 10, 1959OFFICIAL TITLE OF REVIEWING OFFICIAL A/C, Staff Employees Accts. Sect.TYPED OR PRINTED NAME AND SIGNATURE Addie S. LeviSECRET