Francesco/who-killed-jfk huggingface dataset:
[104-10222-10005.pdf — page 153]
SECRET20 April 1976MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Thomas J. Keenan1 January - 31 December 1975From January to July of this reporting period Mr. Keenan finished his tour as Chief of Station, Kingston. In addition to himself there were two other case officers at the Station. Its total complement was 7 persons. Mr. Keenan entered the Army War College in July 1975.During the last six months of his tour, the Station had three things going for it; a good access agent operation against the PRC target, a one- on-one relationship between a Station officer and a Cuban Embassy officer, and further development and exploitation of a member of the ruling political party. Of these the latter turned out to be the most worthwhile. This agent provided useful information on key political developments in the Jamaican government and the government party relating to its growing relationship with the Cuban government. The relationship with the Cuban officer turned out badly since the Cuban pitched the Station officer rather than vice versa. During this period the PRC access agent was most promising and was the best operation of its kind against the PRC that the Division had.Mr. Keenan's relations with the Embassy during this period were good. No problems of any kind were noted. The operational environment continued bad due to the high incidence of crime.Mr. Keenan is an able, experienced officer with good personal presence. He is measured in his operational approach and in his management style. He is a man of good Judgment, has an agreeable personality and inspires confidence; he can be counted on to do a creditable job without a lot of fanfare.In the last six months of his tour as Chief of Station, Kingston, I would rate his overall performance as "Strong."Raymond A. WarrenDeputy ChiefLatin America DivisionE2 LUPOETCL BY 009560SECRET
[104-10222-10005.pdf — page 154]
SECRETSubject: Thomas J. Keenan, Memorandum in Lieu of Fitness ReportCOMMENTS OF REVIEWING OFFICIALMr. Keenan had departed Station Kingston/shortly after by the time I assumed charge of Latin America Division in May 1975. Therefore, I am not able to comment on his performance as Chief of Station, Kingston during the first five months of 1975. I would like to note, however, that Mr. Keenan served under me when I was Chief of Station, Bogota from 1965-1968 and I am acquainted with his personality and operational proficiency. On this basis, while I did not observe his performance as Chief of Station first hand, I generally concur with the Rating Officer's comments and overall performance evaluation of "Strong."As a person, Mr. Keenan is a mature, dedicated officer with a pleasing personality. He gets along well with his peers and subordinates and is respected by them. I have selected him to be Chief of the Mexican and Central American Branch which is one indicator of the confidence I have In his ability. This will be an excellent test of Mr. Keenan's administrative and managerial ability since this branch is one of our largest in Latin America rivision.![signature of Richard S. Sampson]Richard S. SampsonChiefLatin. America DivisionI certify that I have seen all entries in this report.![signature of Thomas J. Keenan]Thomas J. Keenan![signature of date]Date2SECRET
[104-10222-10005.pdf — page 155]
# CLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION1. EMPLOYEE NUMBER:0260902. NAME (Last, first, middle)Keenan, Thomas J.3. DATE OF BIRTH 4. SEX 5. GRADE 6. GD29 Jun 30 M GS-15 D7. OFFICIAL POSITION TITLE:Chief of Station8. OFF/DIV/BR OF ASSIGNMENT 9. CURRENT STATIONDDO/LA/CARKingston10. CODE (ch one)NOS. OF11. TYPE OF APPOINTMENT12. TYPE OF REPORTCAREER RESERVE CONTRACT OTHER (Spec.) TEMPORARY ANNUAL REASSIGN:MENT SPECIALXX13. REPORTING PERIOD (/rom-to-)14. DATE REPORT DUE IN O.P.1 July 1974 31 December 197431 January 1975## SECTION BQUALIFICATIONS UPDATE.IF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THE WORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIONT.## SECTION CPERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action covid range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section D.M-Marginal Performance is deficient in some aspect. The reasons for assigning this rating should be stated in Section D.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 to 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 LETTERSee Attached MEMORANDUM IN LIEU OF FITNESS REPORTSPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTEROPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTERSPECIFIC DUTY NO. O RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his affectiveness in his current position such as performance, quantity duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on the overall appraisal 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.RATINGLETTER![signature]CLASSIFICATION![classification stamp]RE, LAPDET CL 07
[104-10222-10005.pdf — page 156]
# SECTION DCLASSIFICATIONNARRATIVE 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. Is current position. Amplify or explain ratings given in Section C pg; provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost effectiveness is the use of personnel, piece of equipment and funds, must be commented on, if applicable.If extra space is needed to complete Section D, attach a separate sheet of paper.See Attached MEMORANDUM IN LIEU OF FITNESS REPORT# SECTION ECERTIFICATION AND COMMENTS1. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAD NO BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE2. BY EMPLOYEESTATEMENT CONCERNING THIS EVALUATION OF MY PERFORMANCEDATESIGNATURE OF EMPLOYEEHAVE ATTACHEDHAVE NOT ATTACHED3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSee Attached MEMORANDUM IN LIEU OF FITNESS REPORTDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE4. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN THE ENTRIES IN ALL SECTIONS OF THIS REPORTDATESIGNATURE OF EMPLOYEECLASSIFICATION
[104-10222-10005.pdf — page 157]
SECRET13 January 1975MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Thomas J. Keenan1 July 1974 - 31 December 1974Mr. Keenan took over as COS Kingston in September 1974. This is hisfirst COS assignment. The Kingston Station is composed of 6 staff employees(including 2 communicators) and I contract employee for a total complementof 7.As one of the principal Caribbean sources of bauxite, Jamaica is ofImportance to the U.S. The arbitrary taxes levied on the U.S. bauxitecompany in Jamaica has been a source of conflict between the two governments.There is a Cuban and Chinese presence in Jamaica. Perhaps the single mostImportant factor affecting the environment and personal lives of our Stationmembers is the very high level of crime in Kingston, especially rape.In reviewing the past fitness reports none has yet been writtenspecifically commenting on his performance as COS in Kingston. I willattempt to fill that gap with this one.The Station has been changed from basically a liaison Station to aunilateral Station. Liaison has never been overly cooperative, but thepresent COS has continued to develop the liaison, and at the same time hasmoved out unilaterally. During the past year two access agents to theChinese target have been recruited (one being among the best in the Division)and two access agents to the Cuban target. It has also acquired a penetrationof the local service who is especially useful against the Chinese target..In addition, a surveillance team which was recruited in 1973 was developedand used to the extent possible. The Station has become more active thanperhaps ever before in its history, with emphasis on the PRC and Cubantargets.From the past we know that Mr. Keenan is an excellent officer with goodoperational instincts. After a year in Kingston as COS we now also seethat he can perform as a manager. Upon his return from Kingston this yearMr. Keenan will attend the Army War College to continue his career development.I rate his overall performance as COS in Kingston as "Strong."![signature of Raymond A. Warren]Raymond A. WarrenDeputy ChiefLatin America DivisionSECRETE2 IMPDETCL BY 009560
[104-10222-10005.pdf — page 158]
SECRETSubject: Thomas J. Keenan, Memorandum in Lieu of Fitness ReportCOMMENTS BY REVIEWING OFFICIAL:I concur in the evaluation of strong. It should be pointed out that Mr. Keenan has been operating under very difficult circumstances for which I am responsible. It was on my recommendation that he was pulled out of Lima for Kingston. I remembered this as a Caribbean paradise, but later found out that it was a most difficult situation--especially for someone 11ke Mr. Keenan with a large family of small girls. Given this personal problem, it is understandable that Mr. Keenan did not perform in a more dramatic manner. He did quite well and w111, I think, benefit from his upcoming war.college stint.David A. Phillips, Chief, LA DivisionI certify that I have seen all entries in all sections of this report./s/Thomas J. KeenanThomas J. KeenanCopy sent to subject via HJKS-1120, 15 Jan 197514 Jawany 1975Date11JKT-1902, 24 Jan 7524 January 1975Date2SECRET
[104-10222-10005.pdf — page 159]
# FITNESS REPORT## GENERAL INFORMATIONSECTION A1. EMPLOYEE NUMBER   0260902. NAME (Last, first, middle)   Keenan, Thomas J.3. DATE OF BIRTH 4. SEX 5. GRADE 6. OD   30 M GS-14 D7. OFFICIAL POSITION TITLE   Chief of Station8. OFF/DIV OR OF ASSIGNMENT. 9. CURRENT STATION   DDO/WII/7 Kingston10. CODE (If any)    HQS. OF11. TYPE OF APPOINTMENTX CAREER RESERVE CONTRACT OTHER (Spec.) TEMPORARY ANNUAL12. TYPE OF REPORT    Retirement SUPERVISOR    REASSIGN. X    MENT13. REPORTING PERIOD. (/from-to/)    October 1973 - 30 June 197414. DATE REPORT DUE IN O.P.SECTION B## QUALIFICATIONS UPDATEIF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THEWORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIGHT.SECTION C## PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance 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 D.M-MarginalPerformance is deficient in some aspects. The reasons for assigning this rating should be stated in Section D and remedial actionstaken 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 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 the manner in which employeeperforms EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated ontheir ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Chief of Station, KingstonRATINGLETTERSPECIFIC DUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER## 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 knowledgeof employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accu-rately reflects his level of performance.RATINGLETTERSCLASSIFICATIONCONFIDENTIAL12. IMPDET CL BY    24 JUN 1974FORM 459.73
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CONFIDENTIALSECTION C continued....aggressiveness but at the same time enlightens them on the virtue of looking over their shoulder at who may be after them as well as on the advantages of doing their homework first. Usually the upshot has proved him right.In running his own cases, Subject is meticulous and very thorough, preparing himself for eventualities as well as maximum disseminable information. He has personally handled two difficult cases while here and has gotten what there was to be had out of both. Each also had serious flap potential but there has been not whiff of suspicion or of leakage.Subject, as noted before, has a cherry exterior that covers a deeply serious person within. His easy and forthright manner has earned him friends in the official Embassy community and in the larger society as well. All respect his judgment, his seriousness about his work and the issues of our time, and his eminently decent family life. All of these qualities should go far to make his upcoming tour as a COS a success. We wish him well and expect in future to hear only good about him and his work.CONFIDENTIAL
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# SECRETFITNESS REPORTSECTION A1. NAMEKeenan, Thomas J.6. OFFICIAL POSITION TITLEDeputy Chief of Station9. CHECK (X) TYPE OF APPOINTMENTCAREER11. DATE REPORT DUE IN OP31 December 1972EMPLOYEE SERIAL NUMBER026090GENERAL2. DATE OF BIRTH 3. SEX29 Jun 1930 M7. OFF/DIV/BR.OF ASSIGNMENT 8. CURRENT STATIONDDP/WII/310. CHECK (X) TYPE OF REPORTX ANNUAL12. REPORTING PERIOD (From - To)19 May 1972 - 31 October 19724. GRADE 5. SDGS-14 DlimaSECTION BPERFORMANCE 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 aspects. 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. 1Deputy Chief of StationRATING LETTERSSPECIFIC DUTY NO. 2Acting Chief of StationRATING LETTERSSPECIFIC DUTY NO. 3Senior Station Case OfficerRATING LETTEROOVERALL PERFORMANCE IN CURRENT POSITION![date of 16 NOV 1972]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 to the statement which most accurately reflects his level of performance.RATING LETTERS
[104-10222-10005.pdf — page 164]
# 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 recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide 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.This fine officer has been DCOS in Lima for nearly a year now, his first crack at this level of responsibility. And for nearly two months of that he was Acting COS during an interregnum which was made easier for Hqs to accept at the time because of Subject's already acknowledged ability and operational judgment.This officer has many laudable qualities. He was an established, painstaking professional with solid operational background. He has now demonstrated that he is also good at management, at keeping things moving, and at finding time for the little details that so often make the difference. He has a healthy respect for the opposition services (international and local) and weighs his operational decisions carefully in the light of their capabilities. In his present DCOS (and ACOS) responsibilities, he also shows excellent political judgment, knowing what will wash and what probably won't, what is acceptable risk (all things considered) and what is probably asking for trouble. A prudent officer, he looks before he leaps-or asks officers to.This officer also has an amiable personality, warm and forthcoming with all the people he deals with - and deals with the more effectively as a result. This amiability (and the obvious decency and quiet integrity of the man) does not for a minute, however, get in the way of a good mind getting quickly to the bottom of whatever subject or problem may be before him. He is especially effective working with junior officers and subordinates, explaining the background /CONTINUED/## SECTION D CERTIFICATION AND COMMENTSBY EMPLOYEEDATE I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT20 October 1972 /s/ Thomas J. KeenanMONTHS EMPLOYEE HAS BEEN BY SUPERVISORUNDER MY SUPERVISION IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION20 October 1972 OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREChief of Station /s/ Richard S. WelchBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI fully concur in the comments and ratings given in the basic report. There is little to add to what has been said above or previously about this officer.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE13 November 1972 Deputy Chief, WH Division James E. FlannerySECRET
[104-10222-10005.pdf — page 165]
SECRETSection C continued.....of his decisions or analysis of the problem succinctly and tactfully.Subject deserves the highest marks for his handling of several of the Station's problem cases, one a high level Government penetration considerably nervous about being an agent at all, another a foot-dragging egotist. Both of these important cases require quick thinking, gentle persuasion, and an adroit persistence in pushing BKCROWN's interests (offensive and defensive) in the midst of a welter of competing factors. Where a light but firm touch is needed, this officer cannot have many equals.Subject is, as would be expected, held in high regard by his LNFALL colleagues and also by his Peruvian acquaintances. Ho is also (if the above does not say it) held in very high regard by the rator, who finds his advice on operational and political issues sound and finds him a person to whom any problem can be delegated in full confidence it will be handled fast and well. It is a pleasure to work with him.SECRET
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# SECRETFITNESS REFORTEMPLOYEE SERIAL NUMBER026090SECTION A GENERAL1. NAME(Last) (First) (Middle) 4. DATE OF BIRTH 5. SEX 6. GRADE 9. SOKeenan, Thomas J. 29 Jun 1930 M GS-14 D6. OFFICIAL POSITION TITLE 8. OPP/DIV/DR OF ASSIGNMENT 9. CURRENT STATIONDeputy Chief of Station DDP/WH/3 Lima, Peru9. CHECK(x) TYPE OF APPOINTMENT 10. CHECK (x) TYPE OF REPORTCAMBER RESERVE TEMPORARY INITIAL XX REASSIGNMENT SUPERVISORCAREER PROVISIONAL (See instructions Section C) ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.A. 12. REPORTING PERIOD (From - to)1 January 1972 – 18 May 1972SECTION 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 CM-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. 1 RATINGLETTERDeputy Chief of Station and Acting Chief of Station in Sabsence of the COSSPECIFIC DUTY NO. 2 RATINGLETTERSupervision of Project covering penetration of government Smilitary services and principal political party of theopposition. Case officer for some of the agents in the project.SPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTEROVERALL 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.RATINGLETTERSFORM45SECRET