Francesco/who-killed-jfk huggingface dataset:
[104-10222-10005.pdf — page 168]
SECRETFITNESS REPORT, Reviewing Official's Comments - continued:As probably is apparent from past fitness reports and other indicators, Mr. Keenan is considered one of the Division's officers who thus far has shown the drive and ability to move ahead of most of his age/class peers. His potential remains to be established.SECRET
[104-10222-10005.pdf — page 169]
# FITNESS REPORTSECRET## SECTION A1. NAMEKeenan, Thomas J.8. OFFICIAL POSITION TITLEOps Officer DCOS9. CHECK INI TYPE OF APPOINTMENTXX CAREER11. DATE NEPORT DUE IN O.P.29 Feb 72## GENERALDATE OF BIRTH29 June 1930EMPLOYEE SERIAL NUMBER026090GRADEGS-14TVOR.OF. ASSIGNMENTS. CURRENT STATIONDDP/WH/SLima, Peru12. REPORTING PERIOD1 October 1971 - 31 December 1971## SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.M-Marginal Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.S-Strong Performance is characterized by exceptional proficiency.O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness In performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1RATINGLETTERDeputy Chief of Station and Acting Chief of Station in absence of the COSSSPECIFIC DUTY NO. 2> DE ISSupervision of Project covering the penetration of government military services and principal political party of the opposition. Case officer for some of the agents in the project.RATINGLETTERSSPECIFIC 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 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.RATINGLETTERSSECRET
[104-10222-10005.pdf — page 171]
# SECRET# FITNESS REPORT## GENERAL### SECTION A1. NAME: Keenan, Thomas J.2. DATE OF BIRTH: 29 Jan 303. SEX: M4. GRADE: GS 145. OFFICIAL POSITION TITLE: Ops Officer6. AGENCY OF ASSIGNMENT: DDP/WH/37. CURRENT STATION: Bogota, Colombia8. CHECK (X) TYPE OF APPOINTMENT:*   CAREER*   RESERVE*   TEMPORARY*   CAREER-PROVISIONAL*   SPECIAL9. CHECK (X) TYPE OF REPORT:*   INITIAL*   ANNUAL*   SPECIAL*   REASSIGNMENT SUPERVISOR*   REASSIGNMENT EMPLOYEE10. REPORTING PERIOD: 1 April 1971 to 13 July 1971### SECTION B 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 token 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 voted on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Conduct Station REDTOP operationsRATING LETTERSSPECIFIC DUTY NO. 2Agent handlingRATING LETTEROSPECIFIC DUTY NO. 3Development of now contacts and recruitmentRATING LETTERSSPECIFIC DUTY NO. 4Operational reporting and project managementRATING LETTEROSPECIFIC DUTY NO. 5Supervise ono caso officer and intel assistantRATING LETTERSSPECIFIC DUTY NO. 6Liaison with other LNPURE componentsRATING LETTERS### 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 potential. 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.![date 3 AUG 1971]RATING LETTERS
[104-10222-10005.pdf — page 172]
SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER026090SECTION A1. NAMEKeenan, Thomas J.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCARKERTEMPORARYCAREER PROVISIONAL (See Instructions - Section C)SPECIAL (Specify)GENERAL2. DATE OF BIRTH29 Jun 1930 M7. O/DIV/BR OF ASSIGNMENTDDP/WH10. CHECK (X) TYPE OF REPORTINITIALXX ANNUALSPECIAL (Specify):5. GRADEGS-148. CURRENT STATIONBogotaREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P.30 April 197112. REPORTING PERIOD (From to)1 Jan 70 - 31 March 70SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the actioncould range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action takenor 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 actionstaken 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 similarwork 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 themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1Conduct Station REDTOP operationsSPECIFIC DUTY NO. 2Agent handlingSPECIFIC DUTY NO. 3Development of new contacts and recruitmentSPECIFIC DUTY NO. 4Operational reporting and project management.SPECIFIC DUTY NO. 5Supervise one case officer and intel assistantSPECIFIC DUTY NO. 6Liaison with other LNPURE components$DE34$RATINGLETTERS$DE62$RATINGLETTER0$DE15$RATINGLETTERSRATINGLETTER0RATINGLETTERS$DE40$28 APR1971RATINGLETTERSOVERALL 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, andparticular 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.RATINGLETTERS
[104-10222-10005.pdf — page 174]
SECRETContinuation of Section C of Fitness Report on NIARCOSenthusiasm, imagination and drive. He has built good photo and audio programs and a support mechanism which give us excellent coverage of the target. He has then gone further into analyses of individual targets. The groundwork has been laid methodically; what we lack is luck to recruit that most elusive of sources--a Soviet.I have no doubt this officer has additional growth potential. He has unusual drive and motivation; he shows imagination with good judgment. He combines this with a broad background of experience in FI, CI and operational support work and excellent tradecraft. He should guard against a tendency to be over-cautious, but is intelligent, ambitious, perceptive, and has all the attributes necessary to do a good job in his next assignment as DOOS at a moderate-sized station. This will give him an opportunity to show adaptability in a major supervisory position.This officer has high personal standards. One of his strongest characteristics is his decisiveness and ability to organize his time, recognizing priorities and accomplishing his work quickly. He never misses a deadline. His work is thorough but cuts through verbiage to the essentials. He accepts responsibility well and once an assignment is made can be depended upon to take care of it without further follow-up by the supervisor. He is mature in his attitude toward JKLANCE and both he and his family observe the highest standards of personal conduct. His wife, who is bi-lingual, adds considerably to his contact work. They are popular in the community. In sum, this employee is a proven case officer who is about to take on managerial responsibility; he has every qualification to do equally well in this field.Continuation of Section D., Item 3. (Comments by Reviewing Official)and correctly, has indicated as having some rather strong weaknesses. However, this comment should not be construed as indicating lack of aggressiveness in Subject. He is, in fact, very aggressive in developing operational contacts and in making recruitments. In sum, Subject is one of our best all-around officers with a great breadth of experience, a fine potential for growth, Sharp intelligence coupled with unusual discipline. We shall miss him and his wife and are certain ho will do well in his new post.SECRET
[104-10222-10005.pdf — page 175]
# SECRET# FITNESS REPORT## SECTION A1. NAME:Keenan, Thomas J.6. OFFICIAL POSITION TITLE:Ops Officer9. CHECK (X) TYPE OF APPOINTMENT:CAREER RESERVE TEMPORARYCAREER PROVISIONAL (See instructions - Section C)SPECIAL (Specify)2. DATE OF BIRTH:06/29/307. OFF/DIV.OR OF ASSIGNMENT:DDP/WH/310. CHECK (X) TYPE OF REPORT:INITIAL REASSIGNMENT SUPERVISORX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify)EMPLOYEE SERIAL NUMBER:0200904. GRADE:GS-139. CURRENT STATION:Bogota11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to):## SECTION B PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance 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-MarginalPerformance is deficient in some aspect. The reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.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. 1Conduct Station REDTOP OperationsRATING LETTEROSPECIFIC DUTY NO. 2Agent HandlingRATING LETTEROSPECIFIC DUTY NO. 3Development of New Contacts and RecruitmentRATING LETTERSSPECIFIC DUTY NO. 4Operational Reporting and Project ManagementRATING LETTEROSPECIFIC DUTY NO. 5Supervise one case officer and intel assistantRATING LETTERSSPECIFIC DUTY NO. 6Liaison with other LNPURE componentsRATING LETTERS## 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 LETTEROReviewed by OP/SPD/PPB
[104-10222-10005.pdf — page 177]
# SECRETFITNESS REPORTReviewed by OP/PD/EADEMPLOYEE SERIAL NUMBER026090SECTION A1. NAMEKoonan, Thomas J.2. DATE OF BIRTH 3. SEX06/29/30 M4. GRADE 5. SOGS-13 D6. OFFICIAL POSITION TITLEOps Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/3Bogota9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORTCAREERRESERVETEMPORARYINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONALX ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to)1 April 1968 - 31 March 1969SECTION 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. 1 RATING LETTERConduct Station REDTOP Operations OSPECIFIC DUTY NO. 2 RATING LETTERAssists COS as DeFacto Ops Chief 0SPECIFIC DUTY NO. 3 RATING LETTERSupervise one Intel Assistant SSPECIFIC DUTY NO. 4 RATING LETTERAgent Handling 0SPECIFIC DUTY NO. 5 RATING LETTERDevelopment of new contacts and Recruitment OSPECIFIC DUTY NO. 6 RATING LETTEROperational Reporting OOVERALL 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.
[104-10222-10005.pdf — page 179]
Continuation of Fitness Report - Section C.Subject accepts new responsibilities readily; he shows initiative and has imagination; he displays reasonable cost-consciousness, and reacts well to supervision. Above all, Subject is energetic, recognizes priorities, and gets things done.This man is an outstanding officer who is enthusiastic concerning WOFIRM work, and should continue to be given additional responsibilities and the grades and titles that go with such responsibilities. Director of the REDTOP program in Bogota is a major step forward, but we have just completed the preparation stage. With the success we expect him to have during the remainder of his tour, Subject should be ready to assume a position as deputy chief of an equivalent Station. At this time there are no apparent limitations to Subject's prospects. In recognition of his outstanding performance and solid potential subject is strongly recommended for early promotion from GS-13 to GS-14.Continuation of Fitness Report - Comments by Reviewing Officialhe is progressing with our other outstanding officers in the same age group.
[104-10222-10005.pdf — page 180]
# SECRET# FITNESS REPORT## SECTION A1. NAME: Keenan, Thomas J.6. OFFICIAL POSITION TITLE: Ops Officer9. CHECK TYPE OF APPOINTMENT: X CAREER11. DATE REPORT DUE IN O.P.: 31 May 1968## GENERAL2. DATE OF BIRTH: June 19303. SEX: M7. OPP/DIV/DR OF ASSIGNMENT S. CURRENT STATION: DDP/WH/3 Bogota, Colombia10. CHECK TYPE OF REPORT: X REASSIGNMENT SUPERVISOR12. REPORTING PERIOD: 1 January - 20 May 1968## SECTION B### 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 or to separation. Describe action taken or proposed in Section CPerformance 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. 1Agent handling and exploitationRATINGLETTERSSPECIFIC DUTY NO. 2Management of and guidance to two unilateral surveillance teamsRATINGLETTERSSPECIFIC DUTY NO. 3Operational management of project activitiesRATINGLETTERSSPECIFIC DUTY NO. 4Operational (including contact) reportingRATINGLETTERSSPECIFIC DUTY NO. 5Contact and Cultivation ActivitiesRATINGLETTERPSPECIFIC 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.RATINGLETTERSFORM 45 USE PREVIOUS EDITIONSECRET
[104-10222-10005.pdf — page 181]
SECRETSECTION CNARRATIVE COMMENTSIndicate significard strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. Store suggestions made for Improvement of work performance. Gird recommandartons for training. Comment on foreign language competence, if required for current position Amplily or explain ratings given in Section Bito provide best basis for determining future personnel oction Monnes of performance of managerial or supervisory duties and cost consciousnes In the use of personnel, You coulement and funds must be commenteden il erpliceble. If extra space is needed to complate Section C, attach a separate sheet of paper.MAIL ROOMSECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT.| DATE      | SIGNATURE OF EMPLOYEE |                                                                 || --------- | --------------------- | --------------------------------------------------------------- || 14 May 68 | /s/ Thomas J. Keenan  |                                                                 ||           | BY SUPERVISOR         | IF THIS REPORT NAS NOT DEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION |2. | MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || --------------------------------------------- | ---------------------------- | ----------------------------------- || 11 months                                     | Deputy Chief of Station      | /s/ Paul VanMarx                    || DATE      | BY REVIEWING OFFICIAL |     || --------- | --------------------- | --- || 14 May 68 |                       |     |3. COMMENTS OF REVIEWING OFFICIALI concur with the letter rating of the ratling officer..| DATE:     | OFFICIAL TITLE OF ROVIRGING OPFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || --------- | ------------------------------------ | ----------------------------------- || 14 May 68 | Chief of Station                     | /s/ Richard Sampson                 |SECRET