Francesco/who-killed-jfk huggingface dataset:
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# SECRETFITNESS REPORTSECTION A1. NAME   MILZP, NEWTON SCOTT2. DATE OF BIRTH   03/01/263. SEN   M4. GRADE   GS-155. EMPLOYEE SERIAL NUMBER   0127736. OFFICIAL POSITION TITLE   OPS OF D CH7. OFF/DIV/BR OF ASSIGNMENT   DDP/CI/SIG8. CURRENT STATION   NASH., D.C.9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    X ANNUAL REASSIGNMENT EMPLOYEE    SPECIAL (Specify):11. DATE REPORT DUE G.P.    30 April 196612. REPORTING PERIOD (From - 10)    1 April 1965 - 31 March 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 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 at that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of improves supervised).SPECIFIC DUTY NO. 1*See attached Memorandum*RATINGLETTERSPECIFIC DUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTEROVERALL 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 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.18 APR 1965OSECRET
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# MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Newton Scott MILER(1 April 1965 - 31 March 1966)Mr. Milor is an outstanding Counter Intelligence officer with unusual abilities. He has an outstanding ability to handle Agency interests in the most involved, complex counterintelligence cases; a very absorbing, retentive mind; and an unusual ability to collate facts and express himself clearly both orally and in writing. He handles liaison with all other offices of the Agency and with any other agency of the Government where the need arises. His proficiency, speed, and excellent work product reflect creditably upon him and the Agency. Mr. Miler exercises supervisory responsibilities over other personnel of his office, is a good supervisor, good organizer, and is making a fine contribution to the counterintelligence effort of the Staff. He is cost conscious and shows a deep sense of responsibility in economizing with Government funds.Birch D. O'NealChief, CI/SIGEMPLOYEE SIGNATURE![Employee Signature]REVIEWING OFFICIAL![Reviewing official signature]James R. HuntDeputy ChiefCounter Intelligence Staff
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SECRET14 APR 195SNo Special Recognition is planned at this time.Birch D. O'NealChief, CI/SIG
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# SECRET(When Filled In)-FITNESS REPORTSECTION A1. NAME(Last) (First) (Middle)MILER, NEWTON SCOTT6. OFFICIAL POSITION TITLEOPS OF D CH9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 1965SECTION BW-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.EMPLOYEE SERIAL NUMBER0127732. DATE OF BIRTH 3. SEX 4. GRADE 5.SD03/01/26 M GS-15 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/CI/SIG Wash., DC10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - To)18 September 1964 - 31 March 1965SPECIFIC 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 RATINGLETTERSee attached MemorandumSPECIFIC DUTY NO. 2 RATINGLETTERSPECIFIC 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 performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits of habit, and so forth. Based on your knowledge of employee's overall performance during the rating period place the letter in rating box corresponding to the statement which most accurately reflects his level of performance.22 APR 1965RATINGLETTERSNS-45 OBSOLETE PREVIOUS EDITIONSSECRET
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SECRETMEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Newton S. MILER(18 September 1964 - 31 March 1965)20 APR 19651.  Mr. Miler is Deputy Chief of the Special Investigations Group. He is a highly qualified senior counterintelligence officer who has demonstrated since his assignment to this office, an outstanding ability to handle Agency interests in the most involved, complex type of counterintelligence cases. He has a very absorbing, retentive mind, an unusual ability to separate important from unimportant facts, quickly collate facts and an ability to express himself clearly, both orally and in writing.2.  Mr. Miler handles liaison with other government agencies as the need arises and with a proficiency that reflects credit upon the Agency. He is a fast worker and produces an excellent product.3.  In his position, Mr. Miler exercises supervisory responsibilities over other personnel of the group. He is a good supervisor and demonstrates a keen sense of the need for efficient organization, handling and filing of intelligence materials. He is making a fine contribution in this field. Mr. Miler is cost conscious and shows a deep sense of responsibility as to the expenditures of government funds.Birch D. O'NealC/CI/SIGEMPLOYEE SIGNATURE:![signature of Newton S. Miler]REVIEWING OFFICIAL:![signature of James P. Hunt]James P. HuntDeputy ChiefCounter Intelligence StaffSECRET
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# SECRET(Been Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMRER012773SECTION A1. NAME(Last)MILER(First)Newton(Middle)Scott2. DATE OF BIRTH 3. SEX   1 Mar 1926 M4. GRADE 5. SO   GS-15 D6. OFFICIAL POSITION TITLE7. OFF/DIV/OR ASSIGNMENT A. CURRENT STATION   DDP/Africa/Br II Addis AbabaChief of Station9. CHECK TYPE OF APPOINTMENTCAREER TEMPORARYRESERVECAREER-PROVISIONAL (See instructions - Section C)ANNUALX REASSIGNMENT EMPLOYEESPECIAL (Specify):REASSIGNMENT SUPERVISORSPECIAL (Specify):11. DATE REPORT DUE IN O.P.    30 October 196412. REPORTING PERIOD (From - to):    1 April 1964 - 11 September 1964SECTION BPERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.W. WeakA - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance 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. 1RATINGLETTERPerforms all functions of a Chief of Station, supervising four staff officers, three intelligence assistants and two communicators.PSPECIFIC DUTY NO. 2RATINGLETTERMaintains liaison with the Ambassador and other members of the Country Team.ASPECIFIC DUTY NO. 3RATINGLETTERProvides operational support for other Station and Agency components.PSPECIFIC DUTY NO. 6RATINGLETTERProvides over-all direction and guidance for unilateral and liaison operations.PSPECIFIC DUTY NO.RATINGLETTERSPECIFIC DUTY NO.RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONRATINGLETTERTake 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.P8 JAN 1965FORM 45 OBSOLETE PREVIOUS EDITIONSSECRET
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SECRET## SECTION CNARRATIVE COMMENTS LEC 3!!Indicate 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 8 to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described if applicable.The narrative comments contained in Mr. Miler's previous Fitness Report continue to be applicable. Suffice it to say, for the purposes of this Fitness Report, Mr. Miler proved to be an alert, intelligent and experienced officer who did his best to produce satisfactory results in an area which has proved over the past years to be an extremely difficult area in which to operate.Mr. Miler satisfactorily performed all supervisory duties, supervising 3 persons within the Station and providing guidance for communications personnel located in a large communications base in Ethiopia. He is cost conscious.## SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE OF EMPLOYEE16 Oct 64 Victor S. Miler2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINT NAME AND SIGNATURE16 October 1964 C/AF/2 Lawrence R. Devlin3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALGenerally concur. Ethiopia has proved a tough nut to crack in operational terms. This has been true for all COS's.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL SIGNATURE26 December 1964 Chief, Africa Division Glenn D. FieldsSECRET
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# SECRET## NARRATIVE COMMENTSSECTION CIndicate 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. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Mr. Miler is an alert, intelligent, and experienced officer who has worked hard to produce results in what has proved over the past years to be an extremely difficult area in which to operate. With some notable exceptions, the station under his direction has failed to surmount these environmental problems and to develop productive operations against high priority targets. This should not be interpreted as meaning that the station has failed to mount new operations; merely that fewer key operations have been mounted than Headquarters would have desired.Mr. Miler has been rated as adequate in his liaison with the Ambassador and other members of the country team despite the fact that the Ambassador, in a private conversation with Headquarters officers, indicated his dissatisfaction and that of the Deputy Chief of Mission with what the Ambassador described as Mr. Miler's failure to participate in country team activities and his failure to establish a satisfactory working relationship with the Ambassador. On the basis of the Ambassador's comments Mr. Miler might have been given a rating of "Weak" on this point. However, in view of the problems which sometime develop in the field inSECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONSixIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONEmployee is in the field--will be shown upon his return.DATE2 July 1964OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREChief, Africa/BR II Lawrence R. Devlin3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur. We have found Ethiopia especially difficult to crack.DATA OFFICIAL TITLE OF REVIESING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE7.2-64 C/AF Glenn FaldSECRET
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SECRETSection C cont., Newton S. Milercoordinating agency operations with the overall policy objectives of the Embassy, the rating officer believes that Mr. Miler must be given the benefit of the doubt on this point.The station under Mr. Miler's direction has been successful in developing CA operations within the field of labor, and liaison operations have improved considerably in recent months. Mr. Miler has been particularly successful and cooperative in servicing requests for operational support from other field stations. He has provided valuable support and coordination in Africa Division's efforts to penetrate and influence an effective and moderate all-African organization.Mr. Miler has satisfactorily performed his supervisory duties, supervising nine persons within the station, as well as providing guidance for communications personnel located in a large communications base in Ethiopia. He is cost conscious and fully understands the need for economy.SECRET
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# SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective to facilitate improvement of work 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 supervisor duties must be described, if applicable.APR 29 3 37 PM '63Subject has been at his present post for about eighteen months. He has been working against most difficult targets involving a government and a society enormously frustrating to deal with. In the light of this situation, it can only be said that the results of his efforts have been gratifying. Subject's performance, in any case, has been highly professional. He has succeeded in effecting a great amount of clarity regarding some fairly long-standing and complicated operational activities. He is particularly strong in the CA field. This is Subject's first assignment as a Chief of Station and it is interesting to observe that he possesses a great deal of natural managerial skill. In supervising subordinate personnel he has also considerable competence. Although he has experienced difficulty in the handling of one officer, there is no evidence that Subject has fallen short of doing his duty. Morale at his Station is high. Reference should be made to Subject's highly-developed sense of integrity and intellectual honesty. Another strong and useful attribute is his innate sense for anticipating possible Agency-Embassy problems and to act upon them before they evolve. If there is any weakness in Subject's performance as Chief of Station, it is probably the occasional belated communication to Headquarters. This Branch considers itself fortunate to have Subject in his present position and supports his desire to extend for one year beyond the expiration of his present tour. Subject's promotion during 1962 is further evidence of Headquarters' confidence in him.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY, THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT[Signature]DATE5 April 1963BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONWHAT EMPLOYEE HAS BEEN UNDER MY SUPERVISIONNine MonthsDATE5 April 1963OFFICIAL TITLE OF SUPERVISIONC/AF/2[Signature]Earl H. LookBY REVIEWING OFFICIALConcur with the above.26 April 1963Chief, Africa DivisionBronson TweedySECRET
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# FITNESS REPORTSECRETSECTION A1. NAME: Miler, Newton S.8. SERVICE DESIGNATION: Chief of StationGENERAL2. DATE OF BIRTH: 1 March 19265. SEX: M9. OFF/DIV/BR OF ASSIGNMENT: DDP/AF/East/Addis AbabaEMPLOYEE SERIAL NUMBER: 0127734. GRADE: GS-14CAREER STAFF STATUS:NOT ELIGIBLECAREER STAFF STATUS:MEMBERTYPE OF REPORT:X ANNUALTYPE OF APPOINTMENT:ASSIGNMENT/SUPERVISORDATE REPORT DUE IN D.C.: 30 April 1962REPORTING PERIOD: Mar-61 - 31 Mar 62SECTION B EVALUATION OF PERFORMANCE OF SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating number 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).1. Unsatisfactory 2. Barely adequate 3. Acceptable 4. Competent 5. Excellent 6. Superior 7. OutstandingAs COS directs and guides the operational activity of an 8 man Station and 2 man Base engaged in liaison with a local.RATING NO: 5In joint collaboration with Headquarters, helps determine KUBARK's operational country program.RATING NO: 6service, compatible and incompatible activities.Prepares and processes operational reports and covertly acquired intelligence product.RATING NO: 5Represents the organization in its field relations with other GDYOKE departments and components and the British. Intelligence Service.RATING NO: 5CONTINUED NEXT PAGESECTION C EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position: performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the rating number in the box corresponding to the statement which most accurately reflects his level of performance.1. Performance in many important respects fails to meet requirements.2. Performance meets most requirements but is deficient in one or more important respects.3. Performance clearly meets basic requirements.4. Performance clearly exceeds basic requirements..5. Performance in every important respect is superior.6. Performance in every respect is outstanding,RATING NO: 5SECTION D DESCRIPTION OF THE EMPLOYEEIn the rating boxes below, mark (X) the degree to which each characteristic applies to the employee.1. Least possible degree 2. Limited degree 3. Normal degree 4. Above average degree 5. Outstanding degreeCHARACTERISTICS RATINGA[Table]SECRET
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# SECRETSECTION ENARRATIVE 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.Subject has had lengthy experience both in field and headquarters operational assignments emphasizing FI and CI objectives. He is particularly mature in applying tradecraft principles and faces operational situations with detachment and balance. Subject approaches and executes his tasks with careful planning and forethought. He is attentive to detail; conscientious to duty. While Subject tends to be somewhat reserved, perhaps cautious, in a strange situation, he displays an even temperament and honesty toward associates and contacts.This is an unusually qualified officer in experience and ability, uniquely suited to the long range needs of DD/P. During the period covered by this report he was recommended for promotion to GS-15.SECTION B (CONTINUED)Specific duty 5: Conducts unilateral FI operations involving a highly placed advisor to the Chief of State and an indigenous agent with extensive contacts in Government and dissidence movements.6Specific duty 6: Supervises the administration of his station including finance, property, records, and logistics.5SECTION FCERTIFICATION AND COMMENTSBY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.Subject is at his overseas post.BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSREPORT MADE WITHIN LAST 90 DAYSDATE6/4/62OFFICIAL TITLE OF SUPERVISORChief, AF/2Grant A. FeldenBY REVIEWING OFFICIALX I 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 OFFICIALA combination of illness shortly after arrival at station and subsequent lengthy royal mourning periods have given Miler less opportunity to show his talents than would otherwise have been expected. However, nothing has occurred in Addis to change the above high evaluation.DATEOFFICIAL TITLE OF REVIEWING OFFICIALChief, Africa DivisionBronson TweedySECRET