Francesco/who-killed-jfk huggingface dataset:
[104-10224-10012.pdf — page 135]
# SECRET## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommending for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section to provide best basis for determining future personnel action. Manner of performance of manageriator supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Wigren has made a significant contribution to MART's program during this reporting period -- his first complete one with this staff. I believe that my comment of last January that he "has excellent potential for further development as a senior instructor" has been validated. He has greatly broadened his scope, has participated actively in external programs, and, although he has not been assigned any to date, is ready to assume course supervisory responsibility. I strongly recommend this his request for an extension of his tour in OTR be accepted...SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE24 January 1967SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION12DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE23 January 1967 Chief, SIC/OTR JOHN W. MORRISON3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALNo appropriate reviewing official.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER006198## SECTION A1. NAME(Last) (First) (Middle)WIGREN Lee H.6. OFFICIAL POSITION TITLEInstr Intel9. CHECK (X) TYPE OF APPOINTMENTXX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.31 January 1967## GENERAL2. DATE OF BIRTH 3. SEX1 Dec 1923 M7. OFF/DIV OR OF ASSIGNMENT. CURRENT STATIONOTR/SIC Has.10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORXX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - to)1 January 1966 - 31 December 1966## 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. 1Instructs in Introduction to Communism, USSR Survey, and CT courses.RATINGLETTERSSPECIFIC DUTY NO. 2Conducts covert tutorial training programs for foreign nationals.RATINGLETTERSSPECIFIC DUTY NO. 3Participates as guest in programs of other U.S. government agencies.RATINGLETTERSSPECIFIC 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 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.RATINGLETTERSFORM4-66 45 USE PREVIOUS EDITIONSSECRET
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## SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties 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.Mr. Wigren has made a significant contribution to SIC's program during this reporting period -- his first complete one with this staff. I believe that my comment of last January that he "has excellent potential for further development as a senior instructor" has been validated. He has greatly broadened his scope, has participated actively in external programs, and, although he has not been assigned any to date, is ready to assume course supervisory responsibility. I strongly recommend this his request for an extension of his tour in OTR be accepted.## SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE            | SIGNATURE OF EMPLOYEE || --------------- | --------------------- || 24 January 1967 |                       |BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION| MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION |     || --------------------------------------------- | --- || 12                                            |     || DATE           | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || -------------- | ---------------------------- | ----------------------------------- || 23 January '67 | Chief, ETC/OTR               | John W. Morrison                    |3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALNo appropriate reviewing official.| DATE | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ---- | ------------------------------------ | ----------------------------------- |SECRET
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# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER006198# SECTION A## GENERAL1. NAME(Last) (First) (Middle)WIGREN, Lee H.2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD1 Dec 1923 M GS-13 D7. OFF/DIV/BR OF ASSIONMENT 8. CURRENT STATION8. OFFICIAL POSITION TITLEInstr Intell OTR/SIC Hqs.9. CHECA (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTXX CARRIER RESERVE INITIAL REASSIGNMENT SUPERVISORTEMPORARYCAREER PROVISIONAL (See Instrictitia Section C)ANNUAL HE ASSIGNMENT EMPLOYEESPECIAL (Specify):XXSPECIAL (Specily):11. UATE, REPORT DUE IN O.P. 12. REPORTING PERIOD (From to)31 January 1965 3 May 1965 - 31 December 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 artion 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 amployees supervised).SPECIFIC DUTY NO. 1 RATINGInstructs in Introduction to Communiom, USSR Basic LETTERCountry Survey, and CT courses. BSPECIFIC DUTY NO. 2 RATINGConducts covert tutorial training programs. LETTERBSPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his affectiveness in his current position such as per- RATINGformance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or thabits, and LETTERparticular 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 reflacts his level of performance. 827 JAN 1965FORM 45 OBSOLETE PREVIOUS EDITIONS.4-62SECRET
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SECRETSECTION CNARRATIVE COMMENTS OFATTI DEPSARANNELIndicate sigallicant strengths of wanknessos demonstrated in curtant 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, zizanin Saction rovide best basis for determining future personnal action. Mannes of yestormance of managerial 2921000 bed applicable.Mr. Wigren han been a member of EIC staff for eight montha. He brought to us a knowledge in depth of the Soviet intelligence services het methods of clandestine activities which have been a distinct asset, and which have pro- vided most useful Judgments and insights.Mr. Wigren appears to have a sound, disciplined, scholarly attitude toward substantive problems, and a searching, imaginative approach to pedagogical problems. He has developed as a teen member easily and effectively, and has been willing to take on increasing responsibility. I feel that Mr. Wigren has excellent potential for further development as a senior instructor.Mr. Wigren has not--at this time--teen assigned any supervisory responsibilities.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE14 January 65SIGNATURE OF EMPLOYEEBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYER, GIVE EXPLANATIONMONTHS EMPLOYEE HAS DEEN UNDER MY SUPERVISION8DATE14 January 1966OFFICIAL TITLE OF SUPERVISORChiet, EIC/OFRTYPED OR PRINTED NAME AND SIGNATUREJohn W. Morrison3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALJOHN W. MORRISONNo appropriate reviewing official.DATEOFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURESECRET
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# SECRET# FITNESS REPORT## SECTION A1. NAMEWIGREN, Lee H.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREER PROVISIONAL11. DATE REPORT DUE IN O.P.31 January 1964## GENERAL2. DATE OF BIRTH 3. SEX12-1-23 M7. OFF OF ASSIGNMENTDDP/SR/CI10. CHES (1) TYPE OF REPORTINITIALX ANNUAL12. REPORTING PERIOD (From to)1 January 1963 to 31 December 1963## SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less thun satisfactory. A rating in this category requires positive remedial action.. The nature of tlip action couldzmye from counseling, to further training, to placing on probation, to reassignment or to separation, Describe ezar taken or proposed in Section C.A-Adequate Performance meets all requirements. It is ontirely satisfactory and is characterized neither by deficiency nor excellence.P-Proficient Performance is more than satisfactory. Dasired results are being produced in a proficient manner.S-Strong Porformance is characterized by exceptional proficiency.0-Outstanding Porformance 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 recognitian## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insort rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY efectiveness in performance of that duty. All employees with supervisory responsibilities MUST bo rated on their ability to supervise indicate number of employees supervised).SPECIFIC DUTY NO. 1Supervises and directs the work of a Branch of 8 people, and coordinates and guides the research work of other Branches of this Group.SPECIFIC DUTY NO. 2Plans the research program of SR/CISPECIFIC DUTY NO. 3Gives lectures and briefings to Agency and foreign officials.SPECIFIC DUTY NO. 4Manages personnel.SPECIFIC DUTY NO. 5Edits the research production of SR/CISPECIFIC DUTY NO.6Personally prepared a long and complicated report on a highly important. matter under pressure of supervision and extremely tight deadlines.RATINGLETTERPRATINGLETTERPRATINGLETTERSRATINGLETTERPRATINGLETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiverass in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, mirinent personal truits or hobits, and particular limitations of talents. Based on your knowledge of employee's overzii performance during the rating period, place the latter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERPFORM 45 OBSOLETE PREVIOUS EDITIONS.
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# SECRET## NARRATIVE COMMENTS OFFICE OF PERSONNELIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective the relationship to overall performance. State suggestions made fur improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplily or explain ratings given in Section B to provide best basis for datermining future personnel action. Manner of performance of managerial duties must be described, if applicable.Mr. Wigren is a conscientious and capable research officer with a good grasp of his material and is able to implement it effectively to audiences of widely varied sophistication. Since his last report, the basic orientation of SR/CI has changed, and is now directed almost wholly to the creation and exploitation of operations. The organization thus needs more urgently than ever the digested operational experience which it is Mr. Wigren's job to produce. This has made it necessary to apply strict priorities based on operational need and relevancy, which has been difficult for Mr. Wigren, who has no direct operational experience. He has not been able to get the most out of his people, nor give them the sort of close and consistent guidance which some of them require in the face of changing or sudden requirements. He has a tendency το be over-concerned with organizational and bureaucratic exercise to the expense of substantive production. Nonetheless, his real qualities came to the fore recently when he produced well and used his staff effectively on an important and complicated project. He is a distinct asset in his responsible and demanding job.Mr. Wigren performs his duties with maximum economy.## CERTIFICATION AND COMMENTS1. DATE22 January 1967I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION14DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE22 Jan. 1964Chief, SR/CITennent IH. Bagley3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALConcur.DATEOFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE27 January 1964Chief, SR DivisionSECRET
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# SECRET# FITNESS REPORTEMPLOYEE SERIAL NUMBER006198SECTION A1. NAME   WIGREN LEE H.6. OFFICIAL POSITION TITLE   Ops Officer9. CHECK (X) TYPE OF APPOINTMENT   CAREER RESERVE TEMPORARY   CAREER PROVISIONAL   SPECIAL11. DATE REPORT DUE IN O.P.    31 January 1963SECTION B2. DATE OF BIRTH 3. SEX 4. GRADE 5. BD   12-1-23 M CS-13 D7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATION   DDP/SR/COPS/CI Hqs.10. CHECK (X) TYPE OF REPORT    INITIAL X REASSIGNMENT SUPERVISOR    ANNUAL REASSIGNMENT EMPLOYEE12. REPORTING PERIOD    September 1961 - 31 December 1962PERFORMANCE 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.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.SPECIFIC DUTY NO. 1Supervises and reviews work of a section including 11 research analysts and three clerks.RATING LETTERSSPECIFIC DUTY NO. 2Plans and implements divisional research program on Soviet intelligence.RATING LETTERP+SPECIFIC DUTY NO. 3Directs dissemination of CI studies and reports on RIS to appropriate U.S. and foreign consumers.RATING LETTERSSPECIFIC DUTY NO. 4Gives lectures and briefings to Agency and foreign officials as required.RATING LETTERSSPECIFIC DUTY NO. 5Effects coordination with CI Staff, OS, OTR and others on CI research matters.RATING LETTERSSPECIFIC DUTY NO. 6Establishes divisional criteria for records and methods of information processing required for CI research.RATING LETTERSOVERALL 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 LETTERS+FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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# SECRET*(When Filled In)*## 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 on Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.SEE ATTACHED SHEET## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE14 January 1965SIGNATURE OF EMPLOYERLee Higgins2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION44IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORC/SR/CITYPED OR PRINTED NAME AND SIGNATUREEdward W. Knowles3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALDATE16 JAN 1965OFFICIAL TITLE OF REVIEWING OFFICIALSR/COPTYPED OR PRINTED NAME AND SIGNATUREEdward D. Goloway
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NARRATIVE COMMEIFTSMr. Wigren is extremely proficient in handling his section from both the personnel and managerial standpoints. In addition, he is an expert on Soviet Intelligence in his own right and lectures on the topic to officials of this and other governments. He is particularly capable at training new researchers.In reviewing his file today, I note that the Revieving Official for his fitness report of a year ago noted his opinion that my ratings of Mr. Wigren at that time were too high. That opinion was not discussed with me or with Mr. Wigren. Perhaps the ratings were indeed too high, but I must say that considering the Fitness Report form and criteria in use at that time and his performance in relation to that of other officers in this branch and outside it, I would give him the same ratings today for that period.The ratings in this current report will appear slightly lower than those of the last report. This is not entirely due to the different report form. Mr. Wigren's problems increased in both intensity and complexity during this period, and I do not feel that he met the increased burden with as much of ar increase in performance as was necessary. This should not at all detract from my rating of his overall performance, which is still exceptional and only slightly less than outstanding.