Francesco/who-killed-jfk huggingface dataset:
[104-10222-10005.pdf — page 182]
# SECRET(When Filled in)FITNESS REPORTEMPLOYEE SERIAL NUMBER026090SECTION A1. NAME(Last)Keenan, Thomas J.6. OFFICIAL POSITION TITLEOps Officer9. CHECK(X) TYPE OF APPOINTMENTXX CAREER RESERVE TEMPORARYCAREER PROVISIONAL (See Instructions Section C)SPECIAL (Specify)11. DATE REPORT DUE IN O.P.28 February 1968GENERAL(First) (Middle)2. DATE OF BIRTH 3. SEX 4. GRADE 5. SOJune 1930 M CG-13 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONWB Bogota10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORXX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify)12. REPORTING PERIOD (From - to)1 July-31 December 1967SECTION BPERFORMANCE 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 C.Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.A- AdequateP- 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. 1Agent handling and exploitationRATING LETTERSSPECIFIC DUTY NO. 2Direction of Covert Action (propaganda) activitiesRATING LETTERSSPECIFIC DUTY NO. 3Operational management of project activitiesRATING LETTERSSPECIFIC DUTY NO. 4Operational, including contact, reportingRATING LETTERSSPECIFIC DUTY NO. 5Contact and cultivation activitiesRATING LETTERPSPECIFIC 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 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 LETTERSFORM4-6645 USE PREVIOUS EDITIONSSECRET
[104-10222-10005.pdf — page 184]
# SECRETAnnex to Pitness ReportSection C. continmedHe bas demonstrated an excellent sense of cost consciousness. This employee has a cheerful disposition and gets along well with his colleagues. His willingness to help out others certainly contributes to the smooth functioning and pleasant atmosphere at the Station. The only criticism, and a ninor one indeed, is that this employee, with the many positive assets he has (including his wife who speaks fluent Spanish), could be more forceful in the field of developing new assets of operational interest to the Station.# SECRET
[104-10222-10005.pdf — page 185]
# SECRET# FITNESS REPORT## GENERAL**EMPLOYEE SERIAL NUMBER 026090****SECTION A**1. NAME: Keonan, Thomas J.2. DATE OF BIRTH: June 1930 M3. GRADE: GS-124. SO: D5. OFFICIAL POSITION TITLE: Ops Officer6. OFF/DIV/ON OF ASSIGNMENT: DDP/WH/FI7. CURRENT STATION: HQ8. CHECK (X) TYPE OF APPOINTMENT: XX CAREER9. CHECK (X) TYPE OF REPORT: XX ANNUAL10. DATE REPORT DUE IN O.P: 31 January 196711. REPORTING PERIOD (From - to): 1/66 - 12/66**SECTION B: PERFORMANCE EVALUATION**A - Adequate: 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.P - Proficient: Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.S - Strong: Performance is more than satisfactory. Desired results are being produced in a proficient manner.O - Outstanding: 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).Assists C/WH/FI in providing day-to-day staff supervision and guidance to FI/CI activities in the WH area. **RATING LETTER: S**Reviews and analyzes CI/FI projects in WH Division and prepares comments, based on his findings, for the senior officers of the Division. **RATING LETTER: O**On basis of continuing review of operational traffic, calls attention to actual or potential difficulties and makes recommendations for improvements. **RATING LETTER: O**Drafts guidances and other correspondence. **RATING LETTER: P**Represents C/WH/FI in meetings and on committees. **RATING LETTER: S**## 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 LETTER: S**
[104-10222-10005.pdf — page 186]
# SECRET## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper 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. Manner of performance of managerial or supervisory duties and cost consciousness. If advice is needed to complete Section C, attach a separate sheet of paper.This officer's duties remained the same as during the rating period and he has continued to discharge with the same high degree of effectivonoss, industriousness and cheerfulness. Now that he has been under my supervision for 16 months, I find my first impressions - reflected in last year's fitness report - confirmed to the effect that subject is a strong officer possessing all the necessary qualifications for exceptional growth potential.In dealing with Branch personnel, who often are senior to him in grade, age and experience, subject conducted himself with great tact and discretion, yet with sufficient firmness to achieve the desired results. In reviewing the FI projects of the Division he has demonstrated that he has a good sense for values, an appreciation of counter-intelligence and security factors and a proper degree of cost consciousness.Subject did an excellent job at the staff level and has kept well on top of a very heavy paper flow. He is well-disciplined in his personal and working habits without losing his sense of humor, inquisitiveness and enthusiasm. All in all, a very fine follow to have next to you.## CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE31 January 1967BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION16DATEOFFICIAL TITLE OF SUPERVISOR:31 January 1967C/WH/FIBY REVIEWING OFFICIALCOMMENTS OF REVIEWINGThis has my full concurrence. This officer has considerable potential.DATE3 February 1967OFFICIAL TITLE OF DEFENDING OFFICIALWH/EXOSECRET
[104-10222-10005.pdf — page 187]
# SECRET(When Filled In)# FITNESS REPORT026090## SECTION A1. NAME   KEENAN, Thomas J.6. OFFICIAL PUBITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREERDESERVETEMPORARYCAREER PROVISIONAL (See instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.## GENERAL29 Jun 303. SEX:   M4. GRADE:   GS-125. DIV/BR OF ASSIGNMENT & CURRENT STATION   DDP/WH/FI Headquarters10. CHECK (X) TYPE OF REPORTINITIALX ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - to)1 Jan - 31 December 1965## SECTION B PERFORMANCE EVALUATIONA - Adequate Performance meets all requirements. It is entirely satisfactory and is characterised 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 characterised 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).Assists C/WH/FI in providing day-to-day staff supervision and guidance to FI/CI activities in the WH area.RATING LETTERSReviews and analyzes FI/CI projects in WH Division and prepares comments, based on his findings, for the senior officers of the Division.RATING LETTERSOn basis of continuing review of operational traffic, calls attention to actual or potential difficulties and makes recommendations for improvements.RATING LETTERSDrafts guidances and other correspondence.RATING LETTERPRepresents C/WH/FI in meetings and on committees.RATING 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.21 DEC 1965RATING LETTERSSECRET
[104-10222-10005.pdf — page 188]
# SECRETNARRATIVE COMMENTS## SECTION COFFICE 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 rating in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory, if applicable.While Subject has been under my supervision only for the past three months, the following comments reflect also the opinion of the previous supervisor.HAIL ROOMMr. Keenan is an exceptionally strong officer. Following a successful tour in Mexico, he was assigned to the WH Division Staff in a capacity which required not only intelligence and a knowledge of operational procedures, but also a good measure of tact and perception in dealing with Branch personnel senior to him in rank and experience. Mr. Keenan adapted himself to the requirements of this assignment to our complete satisfaction.Subject is industrious, fast in his work, and enthusiastic. Despite the inevitable demands of a large, young family, he has not permitted his domestic responsibilities to interfere with his official duties. His performance on temporary duty in the Dominican Republic merits special recognition.The nature of a Headquarters staff assignment precludes spectacular achievements. The excitement and glamor which make field assignments challenging and rewarding are absent here. Instead, there is a routine and sometimes almost overwhelming flow of paper which has to be massaged and managed, dull as it may be. Many a young officer's motivation did not measure up to this test. Those officers who work on a desk or a staff as effectively and cheerfully as they do in the field are the ones who are likely to possess and develop the qualities needed for senior positions. Mr. Keenan is in this category. He has considerable growth potential.IFICATION AND COMMENTSDATEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEEMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT REEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATUREThomas PolgarBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI am not personally acquainted with this Officer's work. However, inquiries have borne out the rater's high regard for his work and prospects. I concur in full with this report.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED NAME AND SIGNATURE16 December 1965WH/Executive Officer for/DC/FHDDonald C. Marelius/or/Jacob D. EsterlineSECRET
[104-10222-10005.pdf — page 189]
# SECRET(When Filled)# FITNESS REPORT## SECTION A1. NAMEKEENAN, Thomas J.6. OFFICIAL POSITION TITLEOp Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.31 January 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 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 LETTERReading in to CI work in WH and reading in to operational support (audio, surveillance, intercept) work in WH. SSPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.22 JAN 1965 RATINGLETTERSFORM 45JUL 54 PREVIOUS EDITIONS. SECRET
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# SECRETOFFICE OF PERSONNEL## SECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping overall performance. Store suggestions made for improvement of work performance. Comment on foreign language competence, training. Comment given in Section B to provide best basis for determining future personnel action. Manager of performance of managerial or supervisory duties must be described, if applicable.Mr. Keenan has been only a month on the job but has pitched in so vigorously that he has made a more definite impression than would ordinarily be given one in a month's time. The work here and the cases he has been dealing with are unfamiliar to him but I have found him very quick to absorb a briefing, able to ask the right and most searching questions, and fast at absorbing the key elements of a case and defining, the "problem" from reading of a case file.He is in the process of learning his present job but he is learning quickly and I have developed a feeling of confidence in passing things to him to "look at" or to do. I have not seen enough of his writing to make a judgment of his analytical ability or of the clarity with which he can put ideas forward.He has a good manner, is energetic, responsive, and bright, and his attitude is thoughtful and perceptive. I would assume that he would be a year or so in his present position and his assignment after that should be tied to his next overseas post. I feel he shows the qualities and interest (and has the experience from his time in Mexico) to work against our hard and serious targets: the Soviet and their collaborators of the bloc, and I suggest his future be pointed in that direction. He can learn a great deal about work against these targets in his current position.## SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE31 December 1964SIGNATURE OF EMPLOYEEThomas J. KeenanBY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION1IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION:DATE31 December 1964OFFICIAL TITLE OF SUPERVISORC/WH/PO/ATYPED OR PRINTED NAME AND SIGNATUREJohn HortonCOMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALDATE15 January 1965OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, WHDTYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECRETFITNESS REPORT## SECTION A1. NAMEKeenan, Thomas J.6. OFFICIAL POSITION TITLEOps Officer9. CHECK(X) TYPE OF APPOINTMENTX ANNUAL1 Oct, 1961 to 30 September 1962## SECTION BW-WeakA- AdequateP-ProficientS- StrongO-Outstanding## SPECIFIC DUTIESComplete responsibility for a highly sensitive, unilateral technical operation which involves supervision of twenty-five agents, including one senior (CS-13) career agent.Supervisory responsibility for a technical and investigating operation targeted primarily against the local Soviet official delegation. (Supervision of 11 agents.)Responsibility for sensitive double agent operation targeted against the Soviets.Responsibility in Mexico for an operation involving a singleton agent operating as a third national. This operation includes responsibility for maintaining an SW link with the agent during those periods he is not in Mexico.Alternate (to COS) Case Officer for a LAURICLE project of continuing importance; also alternate Case Officer (to DCOS) for two important support projects.Preparation of necessary memoranda, dispatches, project actions, and other correspondence attendant to the operations assigned.## OVERALL PERFORMANCE IN CURRENT POSITION
[104-10222-10005.pdf — page 192]
# SECRET(Bhon, Filled 1-)## 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 recommendation's 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's duties and responsibilities as an Operations Officer are characterized by managerial and supervisory responsibility for several important operations. Although subject's grade (GS-10) is considerably below that of all other Station Operations Officers, it is noted that his duties, responsibilities and authority are comparable to those possessed by officers with two to four grades higher rank.Subject is a mature, competent, conscientious and thoroughly dependable officer who always performs his assignments in an excellent manner and willingly assumes responsibilities which are usually associated with officers of higher rank.Subject does not have any significant weaknesses. His command of the Spanish language is entirely adequate for most operational needs and is continually improving.Based on subject's personal qualifications, his past performance and his very weighty and important operational responsibilities, it is strongly and urgently recommended that subject be promoted to at least GS-11 and that serious consideration be given to a double promotion to GS-12.## SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE      | SIGNATURE OF EMPLOYEE || --------- | --------------------- || 15 Nov 62 | /S/ Thomas J. Keenan  |BY SUPERVISOR2. | MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION |   | --------------------------------------------- | --------------------------------------------------------------- || DATE      | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || --------- | ---------------------------- | ----------------------------------- || 15 Nov 62 | Chief of Station             | /S/ Winston M. Scott                |3. COMMENTS OF REVIEWING OFFICIAL| DATE | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED ON PRINTED NAME AND SIGNATURE || ---- | ------------------------------------ | ----------------------------------- |SECRET
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CONFIDENTIALMEMORANDUM FOR: Chief, Records & Services DivisionOffice of PersonnelSUEJZCT State Department Promotion ofThomas J. Keenan.1. The Department has informed this office that effective5 August 1962 subject employee was promoted fromP33-10, $6450 to FSS-9, $6695.2. Request this notice be placed in the official folder   of the employee concerned.![signature]Chier, Central Cover Groupcc: Operating Component compensationand Tax Accounts BranchCONFIDENTIAL