Francesco/who-killed-jfk huggingface dataset:
[104-10224-10012.pdf — page 146]
# SECRETSECTION 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.Mr. Wigren's performance during the past year has been outstanding in every important respect. Despite great pressure and frequently difficult assignments he has directed his section in a calm and mature manner which has enabled it to meet deadlines on R&D research despite the relative inexperience of its personnel. His potential for development is excellent and the responsibilities of his section are being expanded to enable it to produce even more of its high-quality product.SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE13 September SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE13 September 1961 OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREC/32/CI Edward W. Knowles3. BY REVIEWING OFFICIALI 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.* CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALWhile I quite agree that Mr. Wigren has done a very fine job, I consider that the ratings in Section E are overly generous. I base this on the fact that I know of no other highly-competent officer who has received 7 ratings on two-thirds of his specific duties; and I do not believe that Wigren's performance is better than any other officer's I know. There is no question in my mind that Wigren's performance in this job has been superior to any previous incumbents.4 Sept 1961 REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATUREQUENTIN C. JOHNSON, SR/COPSECRET
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# SECRET*(When Filled In)*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.As Chief of SR's Research Section on Soviet Intelligence, Mr. Wigren's performance has continued to be superior in the same manner as described in Section E of last year's report. In addition to this he has worked closely with OIR on the revamping of the CI Operations Course. He has been particularly effective in organizing and leading briefings on the RIB given to chiefs and operations officers of foreign intelligence services during their visits to Washington, and in leading a seminar designed to assist SR personnel in handling liaison briefings. His success is carrying out a planned approach to SR's CI research problems, using personnel who have relatively little substantive experience, has been especially gratifying.SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE24 February 61SIGNATURE OF EMPLOYEE2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYER, GIVE EXPLANATION.WITHIN EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE24 February 1961OFFICIAL TITLE OF SUPERVISORC/BR/RISBTYPED OR PRINTED NAME AND SIGNATUREEdward W. Knowles3. BY REVIEWING OFFICIALI 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 OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECTION ESECRET(When Filled In)## 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.Mr. Wigren has excellent substantive background on the Soviet Union and, except for a two year period on a WE operations desk, has devoted his entire 9 years in the Agency to research on Soviet Intelligence in one way or another. His performance for the past year in a job formerly held by GS-14's and 15's can only be described as superior. He has not only assumed responsibilities greater than those of the previous incumbents; he has carried these out with a minimum of support and in a calm, mature manner which has earned respect on all sides. Although his analysts have often been relatively inexperienced, he has geared their assignments to their capabilities and subjects designed to increase their competence. His most important contribution during this period has been in the formation of an organized plan of research in response to Agency and external requirements, and the establishment of improved records and procedures to carry out this program.Although Mr. Wigren would prefer eventual assignment to the field as an operational officer, it seems to me his greatest potential lies in the kind of research and support of operations he is presently performing. I would therefore recommend that future training be oriented along these lines rather than strictly operational lines, and that planning for his eventual field assignment should emphasize his knowledge of Soviet Intelligence and his ability to deal with other specialists in a "liaison" relation.# SECTION F## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE22 March 60SIGNATURE OF EMPLOYEELee Heiligen2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATE21 March 1960OFFICIAL TITLE OF SUPERVISORSR/COP/CETYPED OR PRINTED NAME AND SIGNATURE![signature of Edward W. Knowles]Edward W. Knowles3. BY REVIEWING OFFICIALI 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 OFFICIAL![handwritten comments]DATE26 March 1960OFFICIAL TITLE OF REVIEWING OFFICIALSR/COPTYPED OR PRINTED NAME AND SIGNATURE![signature of Quentin Johnson]Quentin JohnsonSECRET
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# SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCESECRET(When Filled In)Stress 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.Mr. WIGREN has shown intelligence, initiative and originality in his approach to various assignments. He has calmly accepted heavy working pressures and has efficiently carried out research and administrative matters requiring the careful disposition of manpower and time. He has willingly accepted responsibility and made decisions on his own when the need arose.It is recommended that Mr. WIGREN take a course on the Communist Party and one on management."During the sixteen months that he has been under my supervision Mr. WIGREN has capably carried out assignments of a progressively more difficult nature. And he appears to have the potential to assume greater responsibilities.# SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE16 January 1959SIGNATURE OF EMPLOYEE2. BY SUPERVISORIF THIS REPORT HAS NOT GEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION16 monthsDATEEMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSOTHER (Specify):IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.REPORT MADE WITHIN LAST 90 DAYS16 January 1959OFFICIAL TITLE OF SUPERVISORChief, SAS, FI/DTYPED OR PRINTED NAME AND SIGNATUREAlbert P. KERGEL3. BY REVIEWING OFFICIAL   I WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.   I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.   I COULD 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 OFFICIALDATE19 January 1959OFFICIAL TITLE OF REVIEWING OFFICIALAIC/FI/Division DTYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECRET7. RATINGS ON PERFORMANCE OF SPECIFIC DUTIESDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed duringb. Rate performance on each specific duty considering ONLY effectiveness in performance of this specific duty.c. For supervisors, ability to supervise will always be rated as a specific duty (do not rate as supervising those who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with others performing similar level of responsibility.e. Two individuals with the same job title may be performing different duties. If so, rate them on different duties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGHAS AND USES AREA KNOWLEDGEMAIL ROOMGIVING LECTURESDEVELOPS NEW PROGRAMSCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSCONDUCTING EXTERNAL LIAISONOPERATES RADIOCOORDINATES WITH OTHER OFFICESWRITES REGULATIONSPREPARES CORRESPONDENCEANALYIZES INFORMATIONPRODUCES SUMMARIESTRANSLATES GERMANDESCRIBING SOURCESKEEPS BOOKSMAINTAINS AIR CONDITIONINGEVALUATES SIGNIFICANCE OF DATAg. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, the case of a radio operator.1. INCOMPETENT IN THE PERFORMANCE OF THIS DUTY2. BARELY ADEQUATE IN THE PERFORMANCE OF THIS DUTY3. PERFORMS THIS DUTY ACCEPTABLY4. PERFORMS THIS DUTY IN A COMPETENT MANNER5. PERFORMS THIS DUTY IN SUCH A FINE MANNER THAT HE IS A DISTINCT ASSET ON HIS JOB6. PERFORMS THIS DUTY IN AN OUTSTANDING MANNER7. EXCEEDS ANYONE I KNOW IN THE PERFORMANCE OF THIS DUTYWriting specialized reportsEvaluating significance of dataHas and uses area knowledge3. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.Mr. Wigren is intelligent, competent and diligent.SECTION D. SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual...productivity, conduct in the job, pertinent personal characteristics or habits, special defects or talents...and how he fits in with your team. Compare him with others doing similar work of about the same level.1. DEFINITELY UNSUITABLE - HE SHOULD BE SEPARATED2. OF DOUBTFUL SUITABILITY... WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3. A BARELY ACCEPTABLE EMPLOYEE...BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WARRANT HIS SEPARATION4. OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5. A FINE EMPLOYEE - HAS SOME OUTSTANDING STRENGTHS6. AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7. EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATION?IS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION? [x] NO.SECRET
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2. For the Reviewing Official (continued).Mr. Wigren has also asked that it be made a matter of record that, for a period of three months in. 1956, he was acting chief of the Swedish Dosk and handled these responsibilities effectively. I have agreed to cite the extent of his responsibilitios. Certainly the routine business of the desk was kept moving during this period. I have pointed out with respect to the manner of his performance of his duties that his fitness report is *not* an unfavorable one. The factors which have turned this annual fitness roport into a personal crisis for him are the simultaneous deferment of his hoped-for promotion, and the deferment of an overseas assignment for him -- both of which actions naturally reflect on his past performance. I have pointed out that we have to requiro appreciably better than average performances from officers we send overseas, that I believe we have in the Branch at least one bettor qualified candidate for the overseas assignment in question, and that I am obliged to give the assignment to the person I feel is best qualified.Perhaps understandably, Mr. Wigren continues to believe that this report is not a fair reflection of his performance. I have told him that I can go no further in attempting to explain my judgement and have asked that he discuss his situation with the Deputy Division Chief and/or the Division Chief. He agreed to do so.
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SECRET2. For the Reviewing officials Note:   I have indicated in ink in the forms wherein my judgement differs from that of the rating officer.SECRET
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# SECRETSECURITY INFORMATIONPERSONNEL EVALUATION REPORTBY SDATE 12.121. NAME: WIGREN, Lee H.2. GRADE: GS-93. POSITION TITLE: IO (FI) CD-FI4. OFFICE: DDP/FI5. STAFF OR DIVISION: Staff C   BRANCH: Soviet Intel. Fr6. TYPE OF REPORT:   From 19 Mar. 53   To 18 Mar. 547. LIST YOUR MAJOR DUTIES IN APPROXIMATE ORDER OF IMPORTANCE, WITH A BRIEF DESCRIPTION OF EACH. OMIT MINOR DUTIES.1.  Conduct continuing examination of structure and operational methods of Soviet Satellite intelligence services. Maintain files and records pertinent to this examination2.  Assist personnel of country desks in matters involving Satellite services. Advise and aid CS personnel of Satellite country desks.3.  Conduct research on problem of relationships between Soviet intelligence services and those of the Soviet satellites. Publish studies pertinent to this subject.4.  Prepare analyses of special counterespionage problems for use in the field, headquarters and training.5.  Prepare counterespionage studies dealing with specific areas (eg: Scandinavia) and based on systematic analyses of espionage cases in those areas.6.  Perform special tasks as assigned.CR, Research and Analysis.10. 1 October 1954SIGNATURE11. BRIEFLY DESCRIBE THIS PERSON'S PERFORMANCE ON THE MAJOR DUTIES LISTED UNDER ITEM 7 ABOVE.He has been for several years a one man orchestra, viz. list of duties above.FORM NO. 37-131MAY 1952SECRET
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SECRET -- ur PERSONNELSECURITY INFORMATIONOCT 8 8:52:54.0017. IN #HAT HESPECT IS EMIS PERSON'S PERFORMANCE ON PRESENT MOST NOTABLE OR OUTSTANDING?    doing about whith one man can do    on a difficult job13. ON WHAT ASPECT OF CERFORMANCE SHOULD THIS PERSON CONCENTRATE EFFORT FOR SELF IMPROVEMENTI    is graining with job14. COMMENT ON THIS PERSON'S ABILITY TO HANDLE GREATER RESPONSIBILITIES NOW OR IN THE FUTURE.    vang good potential in research    in satellite fold15. ARE THERE OTHER DUTIES WHICH BETTER SUIT THIS PERSON'S QUALIFICATIONS? (Recommend appropriate reassignment, if possible.)    I do not think so16. WHAT TRAINING OR POTATION DO YOU RECOMMEND FOR THIS PENIGN?    tramining completed -    rotation as desired in    lme with background.17. IF PERFORMANCE GURING PEPORT PERIOD HAS BEEN UNSATISFACTORY, THERE IS ATTACHED COPY OF MEMORANDUM NOTIFYING THIS PERSON OF UNSATISFACTORY PERFORMANCE.    na18. THIS PERSONNEL EVALUATION REPORT HAS BEEN DISCUSSED WITH THE PERSON EVALUATED. ADDITIONAL COMMENTS INCLUDING COMMENT ON STEMS 7, 8 AND 9, ARE SHOWN BELON UNDER ITEM 20.4 Oct 154DATENwHolbrookSIGNATURE OF SUPERVISOR19. I HAVE REVIEWED THE ABOVE REPORT. (Comments, if any, are shown in item 20.)    5 Oct 54    DATERSIGNATURE OF REVIEWING OFFICIAL20. COMMENTS: (if necessary, may be continued on reverse side of cover shept.)SECRET
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# SECRETSECURITY INFORMATIGOPERSONNEL EVALUATION REPORTItems I through o will be completed by Administrative or Personnel Oller1. NAME2. GRADE3. POSITION TITLE4. OFFICE   DP   STAFFORDIVISIO   I   BRANCH   Starr C-CE   DEPT'L.   FIELD   11 PIELO. SPECIFY STATICO5. FERIOD COVERED BY REPORT6. TYPE OF REPORT   From   To   4-10-50   4-10-53   Initial   Annual   Special   Fosssignment   Hesssignment of SupervinorItems I through 10 will be completed by the person evaluated7. LIST YOUR MAJOR DUTIES IN APPOIMATE 968 OF IMPORTANCE, BITH 43118 DESCRIPTION OF EACH, CHIT MINOR DUTIES.1.  Undor general supervision, examine the structure and operational methode of Soviet intelligenco services, and preparo studies based on this examination.2.  Conduct research to determine current relationships between Soviet intelligence services and those of the Soviet satullite countries.3.  Prepare analyses of moocial countercepionage problems for use in the field, headquarters, and training.4.  Prepare counterespionage studies dealing with specific arons, and based on systematic analyses of ospionage cases in those areas,5.  Assist in the review of Country Plans from the counterespionage viewpoint.8. LIST COURSES OF INSTRUCTION COMPLETED DURING REPORT PERIOO.| Name of Course | Location | Longte of Course | Dete Completed || -------------- | -------- | ---------------- | -------------- ||                |          |                  |                |The following courses were completed during the period April. to July 1951, and have not doen previously reported:1.  Banic Orientation Cource; 2.Basic Intelligence Course: 3. Operations Course; and 4. Advanced Operations Course.9. IN WHAT TYPE OF WORK ARE YOU PRIMARILY INTERESTED! ReBoRrch, analysis, and support - all mainly in the field of counterespionago.IF DIFFERENT FROM YOUR PRESENT JOB, EXPLAIN YOUR QUALIFICATIONS CAPTITUDE, KNOWLEDGE, SKILLS).10. 21 April 1953DATEItems 11 through 18 will be completed by SupervisarSIGNATUR11. BRIEFLY DESCRIBE THIS PERSON'S PERFORMANCE ON THE MAJOR DUTIES LISTED BADER ITEM 1 ABOνε.Highly satinfotrary. Hos displayed conspicuous judgment, acmuracy, and cooperation.FORM NO. 37-151MAY 1952SECRET
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SECRETSECURITY INFORMATION12. TO WHAT RESPECT IS THIS PERSON'S PERFORMANCE ON PRESENT JOB MOST NOTICEABLY GOOD OR OUTSTANDING?Judgment13. TO WHAT ASPECT OF PERFORMANCE SHOULD THIS PERSON CONCENTRATE EFFORT FOR SELF IMPROVEMENT?Knowledge of Soviet Intelligence, particularly operational analysis, for which he has shown a potential aptitude.14. COMMENT ON THIS PERSON'S ABILITY TO HANDLE GREATER RESPONSIBILITIES NOW OR IN THE FUTURE.Shows capacity for improved and eventual leadership.15. ARE THERE OTHER DUTIES WHICH BETTER SUIT THIS PERSON'S QUALIFICATIONS? (Recommend appropriate reassignment, if possible.)No.16. WHAT TRAINING OR ROTATION DO YOU RECOMMEND FOR THIS PERSON?Training advisor's. Eventual operational experience, preferably in Scandinavian area, Contintental.17. IF PERFORMANCE DURING REPORT PERIOD HAS BEEN UNSATISFACTORY, THERE IS ATTACHED COPY OF MEMORANDUM NOTIFYING THIS PERSON OF UNSATISFACTORY PERFORMANCE.18. THIS PERSONNEL EVALUATION REPORT HAS BEEN DISCUSSED WITH THE PERSON EVALUATED. ADDITIONAL COMMENTS INCLUDING COMMENT ON ITEMS 7, 8 AND 9, ARE SHOWN BELOW UNDER ITEM 20.DATE21 Apr. 1953SIGNATURE OF SUPERVISORGeorge S. Freeman19. I HAVE REVIEWED THE ABOVE REPORT. (Comments, if any, are shown in Item 20)DATE21 Apr '53SIGNATURE OF REVIEWING OFFICIALNewton Doherty20. COMMENTS: (if necessary, may be continued on reverse side of cover sheet.)SECRET
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CONFIDENTIAL(When filled in)TRAINING REPORTMANAGEMENT FOR EQUALITY OF OPPORTUNITY (EEO)Student: Lee H. Wigren Dates: 12-14 Sept 1977Employee No.: 006198 Office: DDO/CIService Designation: DCOURSE DESCRIPTIONThe course is designed especially for people in managerial and supervisory positions. It is based upon the assumption that the Agency's ability to promote full utilization of all employees regardless of race, color, sex, religion, national origin, or age, depends upon the awareness and behavior of managerial/supervisory personnel. They have a critical role in making the decisions necessary to eliminate real or apparent discrimination and to promote productive work relations among employees who differ in race, sex, or culture. In fact managerial awareness and decisions have a great impact on the recommendations and efforts of EEO, FEP, Upward Mobility and other employees concerned with compliance and affirmative action.OBJECTIVESThrough lectures, readings, films, group discussion, workshop exercises, and case studies, each supervisor, at the conclusion of the course, should be able to:1) Identify some of the more prominent patterns of discrimination and describe their impact upon supervisory processes;2) Have had the opportunity or been able to critically evaluate his or her own attitudes towards equality of opportunity:3) Better contribute to the effective utilization of all employees by being aware of and sensitive to several creditable approaches to management behavior and actions;4) Explain the historical background which gave rise to today's Equal Employment Opportunity Programs;5) Articulate the Agency's progress in Equal Employment Opportunity Programs:6) Describe what efforts the Agency is making to be fair to all employees, including describing such programs as the Upward Mobility Program, Federal Women's Program and the Hispanic Program:7) Be responsive to the complaint process and know what he or she, as a supervisor, should do when faced with a complaint from an employer; and8) Articulate the significance and importance of major legislation, executive orders and internal CIA policies which affect the management of Equality Opportunity Programs.CONFIDENTIAL(when filled in)
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CONFIDENTIAL(When filled in)ACHIEVEMENT RECORDThis is a certificate of attendance only. No attempt was made to evaluate student achievement in this course.FOR THE DIRECTOR OF TRAINING:Laurel R. Lewis 26 SEP 1977Course Coordinator DateCONFIDENTIAL(When filled in)