Francesco/who-killed-jfk huggingface dataset:
[104-10224-10012.pdf — page 119]
# SECTION CSECRET(er Filled In)NARRATIVE COMMENTSIndicate significant strengths or weak.izsses demonstrated in current position keeping in proper perspective their relationship to overall performance. Store suggestione 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 Saction B to provide best basis for determining future personnel action. Munner of performance of managerial or supervisory duties and cost consciousness in the vse of personnel, spuce, equipment and lunds, must be commented on, il applicable. IHero Hextra space is needed to complete Section C, Ottach a separate sheet of paper.As was noted in the preceding fitness report, Mr. Wigren has a solid and broad knowledge of the USSR: its history, government, and intelligence services. He also has a useful working knowledge of Russian, Consequently he serves in CI/R&A as senior referent on the RIS, against which target most of the group's work is directed.asA key responsibility in R&A is to serve/the Staff's repository and memory for essential elements of information about the RIS. Mr. Wigren has organized this abundance of material effectively, has ensured its retrievability, and continues to update it.Mr. Wigren consistently shows sound and dispassionate judgment. He does not jump to conclusions but digs out the pertinent facts and brings them into proper focus. He is skeptical without being negative. He accepts tasks and responsibilities without quibbling, and he carries out these assignments successfully without needing further consultation or guidance.He is a quiet person who keeps a low profile; but when a significant issue is at stake, he is firm, even tenacious, when persuaded that the facts are on his side.(continued)# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYFE29 NN 722. BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT HEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION46CATEOFFICIAL TITLE OF SUPERVISONTYPED OR PRINTED HAME AND SIGNATURE29 November 1972C/CI/R&ADonovan E. Pratt3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALMr. Wigren is a solid methodical researcher and analyst. He possess developed skills in presentation both in writing and from the platform. He works quietly and effectively with a minimum of supervision required once the job has been blocked out. He is a most dependable and consistently productive, He is overly modest in personal demeanor and tends to prefer to concentrate his efforts on single tasks rather than to handle a range of simultaneous undertakings.DATEOFFICIAL TITLE OF REVIERING OFFICIALTYPED OR PRINTED NAME AND SIGNATURESECRET
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SECRETSECTION B (Cont.) SPECIFIC DUTIES Lee H. WIGRENSPECIFIC DUTY NO. 1Intelligence targets, especially the intelligence services of the non-Communist world.SPECIFIC DUTY NO. 3provided to other Agency components, to other U.S. departments and agencies (principally the FBI), and to selected liaison services as appropriate.SPECIFIC DUTY NO. 5opments in the USSR, and Communist subversion.SECRET
[104-10224-10012.pdf — page 121]
SECRETSECTION C - NARRATIVE COMMENTS - (Continued)Lee H. WIGRENHis supervisory responsibility is limited to providing guidance to one secretary whom he shares with others. I should not hesitate, however, to assign other employees to his supervision if our T/O permitted. His past record and his current performance (which demonstrates an ability to look ahead, to grasp essentials, to get along with others, and to be both fair and firm) show that he can handle a manager's role very well.SECRET
[104-10224-10012.pdf — page 123]
# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position hercing in proces serpective their relationship to overall performance. State suggestions made for improvement of work performance. Give martenderions for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings in Section B to provide best basis for determining future personnel action. Mannes of pettorinanep of managerial ar duties and cost consciousness in the use of personnel, space, equipment and hunde must Le commented on, it applicantes estre space is needed to complete Section C, attach a separate sheet of paper.Mr. Wigren's responsibilities have broadened during the reporting period and will continue to grow. In part this change has resuited from the assignment of Mr. Edward Knowles to CI/OPS, but in equal or greater measure it is the product of Mr. Wigren's demonstrated ability to carry added responsibility with equanimity and resourcefulness.Mr. Wigren has a very sound knowledge of the Soviet Union: its history, government, intelligence services, etc. He reads widely to keep his knowledge current. He maintains an excellent balance between a respect for the importance of facts and a creative faculty. Recently he has been increasingly concerned with ways to ensure a more regular, orderly flow of essential counterintelligence into this office and with restructuring the organization of this information to make it more readily responsive to our needs. His approach has been both imaginative and sound.His work shows a very high level of organizational ability. This is reflected in his structuring of a report or speech, in the lucidity of his expression, and in his grasp of the inter-relatedness of the functions of this group. He is thoughtful and temperate; he does not jump to conclusions, show(continued)SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND COF THIS REPORTDATESIGNATURE OF EMPLOYCE.9 November 19712. BY SUPERY ISORMONTHS EMPLOYE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE. SIVE EXPLANATION34DATEOFFICIAL TITLE OF SUPERVISORTYPEDOS ノッツAME AND SIGNATURE9 November 1971Chief, CI/R&ADonovan E. Pratt3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALMr. Wigren is a very knowledgeable research specialist in Soviet Bloc counterintelligence matters. He also is an excellent expositor of that kind of information from a lecture platform. He has done a good job. I am in agreement with the rating but would want this man to show more dynamisn.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPEIAVE AND SIGNATURE18 NOV 1971Deputy Chief, CI StaffRaymond G. RoccaSECRET
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SECRETSPECIFIC DUTY NO. 1 - (Continued)intelligence targets, especially the intelligence services of the non-Communist world.SPECIFIC DUTY No. 5 - (Continued)opments in the USSR, and Communist subversion.SECRET
[104-10224-10012.pdf — page 125]
SECRETSection C - Narrative Comments - (Continued)bias, or push pet theories. He is flexible, broad-gauged, and genuinely interested in his work. He reads Russian and uses this facility in his work.Mr. Wigren does not need close supervision. He carries out tasks without seeking additional guidance or support when he encounters the usual difficulties. He relates well to others, and his creative abilities are frequently sparked by discourse and an exchange of views. He is exceptionally considerate and tactful in his dealings with other Agency employees.At present he does not have supervisory responsibilities. Both his past record and his present performance show, however, that he is fully capable of quiet, competent leadership.He has shown no deficiencies of any sort in respect to security or economy.SECRET
[104-10224-10012.pdf — page 126]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER 006196-## SECTION A1. NAME   WIGREN, LEE H.6. OFFICIAL POSITION TITLE   OPS OFFICER9. CHECK (X) TYPE OF APPOINTMENT   XX ANNUAL12. REPORTING PERIOD    1 January 1970 - 31 December 1970## SECTION B**U-Unsatisfactory** Performance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C**M-Marginal.** Performance is deficient in some aspects. The reasons for assigning this rating should be stated in Section Cand remedial actions taken or recommended should be described.**P-Proficient** Performance is satisfactory. Desired results are being produced in the manner expected.**S-Strong** Performance is characterized by exceptional proficiency.**O-Outstanding** Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which bost describes the mannor in which employee perforins EACH specific duty. Consider ONLY affactiveness in performance of that duty. All omployees with supervisory responsibilities MUST be rated on their ability to suparvisa (indicate number of employees supervised).Obtains sensitive counterintelligence data from varied (including live) sources at the direction of the DC/CI. Records and prepares analyses of such data. The topics range from operations of primarily historical significance to current mattersIn the course of carrying out specific duty No. 1, establishes and maintains relationships, as appropriate and directed with non-CIA personnel.Analyzes and synthesizes materials dealing with the growth and development of the Soviet intelligence and security services and with the counterintelligence operations directed by them against the non-Communist services.Lectures and conducts briefings in OTR courses and in the training programs of other U.S. Government agencies. The main topicscovered are the Soviet intelligence and security services, political developments in the USSR, and Communist subversion.## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which Influences his effoctivaness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, und particular limitations of talents. Based on your knowledge 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 love! of performance.
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# SECRET(When Filled In)## 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 relevant 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 extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Wigren continues the high quality of performance noted in his preceding fitness report.His analytic work is characterized chiefly by his ability to view a case in perspective. He brings extensive experience to bear upon current undertakings and thus looks at a given RIS operation or project not as a picture in a frame but rather as one part of the history of Soviet intelligence.His work is further characterized by flexibility, thoroughness, and sound judgement. He has a knack for getting at facts; he does not jump to conclusions. He organizes material well and writes with lucidity.Mr. Wigren is also genuinely interested in his field. He reads and studies publications about the USSR during off-duty hours. He is able to read Russian and uses this language skill in his work.Although he does not need close supervision, he is very responsive to guidance. He is also a congenial person whose relationships with his colleagues are uniformly cordial. Although he has no present supervisory responsibilities, both his past record (continued)## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE4 December 1970SIGNATURE OF EMPLOYEE![signature]### BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION24DATE4 December 1970OFFICIAL TITLE OF SUPERVISORChief, CI/R&ATYPED OR PRINTED NAME AND SIGNATURE![signature]Donovan E. Pratt### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur with the high evaluation given Subject by his supervisor, Mr. Pratt. Mr. Wigren handles extremely sensitive operations in a competent, thoroughly professional manner. He relates well with his co-workers and is respected by them. I too believe he is performing his duties in an exceptionally proficient manner.DATE11 March 1971OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, CI StaffTYPED OR PRINTED NAME AND SIGNATURE![signature]Raymond G. RocchSECRET
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Section C - Narrative Comments (continued)and his present performance demonstrate the he is able to direct the work of others effectively. Ile has shown no deficiencies of any kind in respect to economy or security.Reviewed by
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# SECRET## 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 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 joined CI/R&A on 14 July 1968, so that this fitness report is his first in his present assignment. Consequently a significant part of his time has been used, during the period of this report, in familiarizing himself with his job and its potential. His performance, nonetheless, has been consistently strong.He brings to his assignment an excellent background, both academically and in terms of Agency experience. He shows consistently sound judgement and equanimity, an ability to sort out facts and to reach decisions on a factual basis. He seeks and welcomes guidance but is also fully capable of acting independently within his limits of responsibility.Mr. Wigren has an excellent potential in the area of research and analysis. He has no present supervisory responsibilities. He is consistently aware of the significance of the cost factor.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE19 July 69BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTH EMPLOYEE HAS BEEN UNDER MY SUPERVISION1 YearDATE31 AUG 1969OFFICIAL TITLE OF SUPERVISORChief, CI/R&ATYPED OR PRINTED NAME AND SIGNATUREDonovan E. PrattBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALHighly competent, professional employee, combines capacity to do the research job and to understand the potentiality, results in a training setting, authoritatively. These are skills that are uncommon, they want recognition, and management. Tends to prefer settled, agreed-upon work load situations.DATEOFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, Counter Intelligence StaffTYPED OR PRINTED NAME AND SIGNATURERaymond G. RoccaSECRET
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Section B - Specific Duty #3these summaries, which are compiled by another element of C1/RGA; the principal purpose is to carry out analyses designed to ensure that the relevance of the material to a broad REA program is made fully explicit.
[104-10224-10012.pdf — page 132]
# FITNESS REPORT## SECTION A**1. NAME**WIGREN, Lee H.**6. OFFICIAL POSITION TITLE**Instr Intel**9. CHECK (X) TYPE OF APPOINTMENT**XX CAREERCARER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):**11. DATE REPORT DUE IN O.P.**31 January 1968## GENERAL**3. DATE OF BIRTH** 1 Dec 1923**7. OTR/SIC****10. CHECK (X) TYPE OF REPORT**XX ANNUALSPECIAL (Specify)**12. REPORTING PERIOD (From - to)**January 1967 - 31 December 1967**5. SEX** M**4. GRADE** GS-13**8. CURRENT STATION** Hqs.REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## 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 Communication, Risk Survey, and CT course.RATING LETTERD A2 SSPECIFIC DUTY NO. 2Supervises Introduction to Communication course.RATING LETTERSSPECIFIC DUTY NO. 3Conducts covert tutorial training program for foreign nationals.RATING LETTERSSPECIFIC DUTY NO. 4Participates as guest in programs of other U.S. government agencies.RATING LETTERSSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC 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 LETTERS![photo of Form 45]
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# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weakness immonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions nens for improvement of work performance. Give recommendations for training. Comment on foreign language compétence, if requirer inr current position. Amplify or explain ratings given in Section B. to provide best basis for determining future personnel acum. Munner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment ani tumia, must must be comeryd on it applicatia. If extra space is needed to complete Section C, attach a separate sheet of paow:.Mir. Kimen hee contined to worsen rad too bhe contribution to SIC estivitice. For mort ein wriw he bound the responsibility for rupervision of the Inte ich he hot corried out with C.. ROLE dir, Inquiring ind oppkom to have found in trafnstruesimal ciment faction for thich hạt tolunte and personality are well..In cočition, his contece in 53 division, which he aimains closely, om a velueble eccet to CIC.Mr. Vigren to one of the instructors who were the cutests of a highly comloson- tory letter fron the Director the South Africon service to the DCI resulting from a training "DY in that country.Subject-- in ble sention arvity on chief instructor of Introduction to Comunten is efficient and wart vonscious in the ure of pezonnel and equipant.I strongly urge that is habed derive to transfer inte e Treining carcer totus be given favorable considest.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. DATE15 January 1968.I CERTIFY MAT HAVE SEEN SECTIONS A, B, AND C OF THIS PEPORT2. MONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION10CATEOFFICAL TITLE OF SUPERVISORTYPED OR SINTED NAME AND SIGNATUREJohn W Moriso3. 15 Jom 1062COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALWigren has done very well during this reporting period. He makes a fine contribution to SIC.concur in this rating.DATEOFFICE OF REVIEDING OFFICIALTYPED CF FRINTER NAME AND SIGNATURE22 January 1968Dent Director of TrainingSECRET
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# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER006198SECTION AGENERAL1. NAME (Last) WIGREN, (First) Lee, (Middle) H.2. DATE OF BIRTH 1 Dec 19233. SEX M4. GRADE GS-135. SD D6. OFFICIAL POSITION TITLE Instr Intel7. OFF/DIV/BR OF ASSIGNMENT R. CURRENT STATION OTR/SIC Hqs.9. CHECK (X) TYPE OF APPOINTMENT 1. CHECK (X) TYPE OF REPORTXX CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER PROVISIONAL (See Instructions - Section C) XX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 31 January 196712. REPORTING PERIOD (From - To) 1 January 1966 - 31 December 1966SECTION 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 un probation, to reassignment of 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 affectiveness 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.RATING LETTER SSPECIFIC DUTY NO. 2Conducts covert tutorial training programs for foreign nationals.RATING LETTER SSPECIFIC DUTY NO. 3Participates as guest in programs of other U.S. government agencies.RATING LETTER SSPECIFIC DUTY NO. 4RATING LETTERSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTEROVERALL 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, 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 S10 FEB 1967FORM 45 USE PREVIOUS EDITIONS4-66SECRET