Francesco/who-killed-jfk huggingface dataset:
[104-10225-10006.pdf — page 169]
FLORES, Daniel 07 03613030 November 1968 17 December 1967 - 31 October 1968This career trainee has been engaged in a program with extensive training in Clandestine Operations.Detailed evaluations of his performance in each phase are contained in his official Personnel folder. Definitive supporting material corresponds to that in Section W, First Report Form 41 (4-65).OVERALL PERFORMANCE IN INTEGRATED PROGRAM ProficientCOMMENT AND RATING (NARRATIVE):Mr. Flores entered the CT Program on 11 December 1967, sponsored by DDP/WH Division. His work during formal training was characterized by determination, hard work, and a strong ambition to become a successful Clandestine Services operations officer. He responded well to supervision and guidance and experienced no difficulties in assimilating the principles and techniques covered by the instruction. In Operations Course Phase I, the key course for DDP case officers, he achieved an overall performance rating of HIGH PROFICIENT.At the previous request of his Division Chief, Mr. Flores was, effective 10 October 1968, reassigned to DDP/WH Division.25 November 1968 John Gerry
[104-10225-10006.pdf — page 170]
# SECRETFITNESS REPORTSECTION A1. NAMEFLORES, Daniel6. OFFICIAL POSITION TITLEIntel Clerk9. CHECK (X) TYPE OF APPOINTMENTCAREER11. DATE REPORT DUE IN O.P.GENERAL2. DATE OF BIRTH 3. SEX4 Aug 35 M7. OFF/DIV/OR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/COG WASH., D.C.10. CHECK (X) TYPE OF REPORTX SPECIAL (Specify) Recommendation for Promotion12. REPORTING PERIOD (From to)1 February 1967-15 June 1967SECTION BPERFORMANCE EVALUATIONW - WeakPerformance 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 - 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 - OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise.SPECIFIC DUTY NO. 1Performs intelligence operations support work in connection with Cuban CI operations in third countries. Assembles lead files, collates data on hand and additions information received in preparation for target analysis.RATING LETTERSSPECIFIC DUTY NO. 2Screens Cuban Spanish language publications for information of value in the branch counter espionage-counter intelligence records and for operational data.RATING LETTERSSPECIFIC DUTY NO. 3Conducts liaison between two contract agents and WH/COG/CICS and maintains the administrative records for these cases.RATING LETTERPSPECIFIC DUTY NO. 4Prepares translations from Spanish to English and English to Spanish of operational correspondence.RATING LETTERPOVERALL 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 the 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
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# SECRET(When Filled In)## SECTION CNARRATIVE 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 relations given in Section B to provide basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel space, equipment and funds, must be commented on, if possible. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Flores is a part-time staff employee who works a maximum of 19½ hours per week while attending university full-time. In August 1967 he will obtain his bachelor's degree in political science. He will revert to full-time employment upon finishing his university studies and will be recommended to the Office of Training for admission in the CT class beginning November 1967.The limitations imposed by part-time employment have prevented us from assigning Mr. Flores to jobs within the branch such as the monitoring of active field cases which require close, daily attention. However, he is qualified for this type of duty. His performance in the duties described above is excellent. He accomplishes his tasks quietly and efficiently with a minimum of guidance from his supervisor. Because he is bi-lingual in Spanish and English he is of great use to the Branch in screening quickly and accurately materials which are of counter-intelligence interest.Mr. Flores agency work background, coupled with his formal education about to be completed and his own desire to make a career in intelligence make him an extremely valuable employee, one in whom the Agency should not hesitate to invest time and money for the advancement of his career training.## SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATEJune 14, 1967MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORDC/WH/COG/CICSTYPED OR PRINTED NAME AND SIGNATURECarl TrottinBY REVIEWING OFFICIALI would rate Mr. Flores essentially the same as Mr. Trottin, I wish to stress that, although young and inexperienced in intelligence work at the present time, the potential is certainly there. After CT training Mr. Flores should be a fine, dedicated and competent officer.CA///COG/CICSSECRETBarry Mahoney
[104-10225-10006.pdf — page 172]
SECRET# FITNESS REPORT## SECTION A*   GENERAL1.  NAME:Flores Daniel2.  DATE OF BIRTH: 4 Aug 353.  SEX: M4.  GRADE: GS-055.  SD: D6.  OFFICIAL POSITION TITLE: Intel Clerk7.  OFF/DIV/BR OF ASSIGNMENT: DDP/WH/COG8.  CURRENT STATION: WASH., D.C.9. CHECK (X) TYPE OF APPOINTMENT:[X] INITIAL10. CHECK (X) TYPE OF REPORT:REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P:12. REPORTING PERIOD (From-To):1 April 66 - 31 Jan 67## SECTION BPERFORMANCE 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. 1Conducts liaison between two contract agents and WH/COG/CICSRATINGLETTERPSPECIFIC DUTY NO. 2Maintains files and handles administrative matters for these same two contract agents, including travel, housing, payments, etc.RATINGLETTERPSPECIFIC DUTY NO. 3Prepares translations from Spanish to English and from English to SpanishRATINGLETTERSSPECIFIC DUTY NO. 4Prepares material for input for the CUIS Madine ProgramRATINGLETTERPSPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 6OVERALL 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. 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.1 FEB 1967RATINGLETTERPSECRET
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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, recommendations for training. Comment on foreign language competence, if required for current position. Basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.JAN 30 10 48 AH '67Mr. Flores has continued to perform at the same proficient level cited in his previous fitness report. The ratings and remarks appended to this report, accordingly, still remain applicable.## CERTIFICATION AND COMMENTSI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT*BY EMPLOYEE**SIGNATURE OF EMPLOYEE**BY SUPERVISOR*IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION5 months*OFFICIAL TITLE OF SUPERVISOR*Chief, WH/COG/CICS*TYPED OR PRINTED NAME AND SIGNATURE*Harry T. Mahoney*BY REVIEWING OFFICIAL*Mr. Flores turns in a good piece of finished work and has demonstrated increasing ability as a Case Officer. As soon as he graduates I plan to recommend him for CT training. I have discussed the matter with him and he plans to make a career with the Agency which will be mutually advantageous to him and the Agency.30 Jan 67Deputy Chief, WH/COG*TYPED OR PRINTED NAME AND SIGNATURE*SECRET
[104-10225-10006.pdf — page 174]
SECRET# FITNESS REPORT## SECTION A1. NAMEFLORES, Daniel6. OFFICIAL POSITION TITLEIntelligence Asst.9. CHECK (X) TYPE OF APPOINTMENTCAREERCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 1966## GENERAL2. DATE OF BIRTH 3. SEX4 Aug 35 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/C Washington D.C.10. CHECK (X) TYPE OF REPORTINITIALANNUALSPECIAL (Specify):12. REPORTING PERIOD (From - to)1 April 65 - 31 March 66## 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 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 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. 1Conducts liaison between two contract agents and WIH/COG/CICSPSPECIFIC DUTY NO. 2Maintains files and handles administrative matters for these same two contract agents, including travel, housing, payments, etc.PSPECIFIC DUTY NO. 3Prepares translations from Spanish to English and from English to SpanishSSPECIFIC DUTY NO. 4Prepares material for input for the CUIS Machine Program.POVERALL 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.PSECRET
[104-10225-10006.pdf — page 175]
SECRETSECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in broader 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 money and/or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if applicable. If more space is needed to complete Section C, attach a separate sheet of paper.Mr. Flores is a part-time staff employee who works a minimum of nineteen hours per week; he is also a full time college student in his senior year, majoring in political science and specializing in Latin American studies. Subsequent comments should be prefaced by the statement that Mr. Flores' overall performance of his assigned duties would be considerably more efficient if he were able to devote full time to his assignment. On the other hand, Mr. Flores is preparing himself academically for a useful career with the Agency and in the rater's opinion shows promise of becoming a very capable and competent officer.Mr. Flores is bilingual and has served very efficiently as a translator for the Branch. He has gained very valuable experience as a case officer in the handling of two contract agents of WII/COG/CICS, and in doing so has demonstrated tact, sound judgment and a fine ability to handle people. Mr. Flores is very personable, intelligent and makes an excellent appearance, With the completion of his studies he should be able to make the transition from Intelligence Assistant to Junior Case Officer, which the rater heartily recommends.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE30 November 19662. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION11 monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE30 November 66DC/WH/COG/CICSJohn A. Castoro3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALMr. Flores has worked closely under my direct supervision in the handling of the two contract employees listed under Specific Duty No. 1 and 2. I concur with the rating of Mr. Castoro and can only emphasize that I believe Mr. Floros will make a good Case Officer and I plan to recommend him for CT status as soon as he is able to be with us full time.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE30 Nov 1966Chief, WII/COG/CICSHarry T. MahoneySECRET
[104-10225-10006.pdf — page 176]
# SECRETFITNESS REPORT## SECTION A1. NAME:   FLORES, Daniel5. OFFICIAL POSITION TITLE:   Intel Clerk9. CHECK TYPE OF APPOINTMENT:CAREER RESERVE TEMPORARYCARFER-PROVISIONALSPECIAL11. DATE REPORT DUE IN O.P.## GENERAL2. DATE OF BIRTH:   4 Aug 354. GRADE:   GB-057. OFF/DIV/OR OF ASSIGNMENT & CURRENT STATION:   DDP/WH/COG   FASH, D.C.10. CHECK TYPE OF REPORT:INITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL Recommendation for Promotion12. REPORTING PERIOD:    1 February 1967-15 June 1967## SECTION BPERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly adequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The notice 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 - 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 - OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise.Performs intelligence operations support work in connection with Cuban CI operations in third countries. Assembles lead files, collates data on hand and additions information received in preparation for target analysis.Rating Letter: SScreens Cuban Spanish language publications for information of value in the branch counter-espionage-counter intelligence records and for operational data.Rating Letter: SConducts liaison between two contract agents and VH/COG/CICS and maintains the administrative records for these cases.Rating Letter: PPrepares translations from Spanish to English and English to Spanish of operational correspondence.Rating Letter: PRating Letter:Rating Letter:## 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.Rating Letter: SFORM 45 USE PREVIOUS EDITIONSSECRET
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# SECRET## SECTION CNARRATIVE 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. Flores is a part-time staff employee who works a maximum of 19½ hours per week while attending university full-time. In August 1967 he will obtain his bachelor's degree in political science. He will revert to full-time employment upon finishing his university studies and will be recommended to the Office of Training for admission in the CT class beginning November 1967.The limitations imposed by part-time employment have prevented us from assigning Mr. Flores to jobs within the branch such as the monitoring of active field cases which require close, daily attention. However, he is qualified for this type of duty. His performance in the duties described above is excellent. He accomplishes his tasks quietly and efficiently with a minimum of guidance from his supervisor. Because he is bi-lingual in Spanish and English he is of great use to the Branch in screening quickly and accurately materials which are of counter-intelligence interest.Mr. Flores agency work background, coupled with his formal education about to be completed and his own desire to make a career in intelligence make him an extremely valuable employee, one in whom the Agency should not hesitate to invest time and money for the advancement of his career training.## SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATEJune 14, 1967SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPE OR PRINTED NAME AND SIGNATUREDC/WH/COG/CICSCarl Trettin3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALI would rate Mr. Flores essentially the same as Mr. Trettin, I wish to stress that, although young and inexperienced in intelligence work at the present time, the potential is certainly there. After CT training Mr. Flores should be a fine, dedicated and competent officer.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPE OR PRINTED NAME AND SIGNATUREC/WH/COG/CICSHarry MahoneySECRET