Francesco/who-killed-jfk huggingface dataset:
[104-10225-10003.pdf — page 240]
# 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 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.This young case officer has displayed considerable professionalism after only a relatively short time in the clandestine operations field. He is very versatile and resourceful and has shown a high amount of initiative. He is at his best as an agent handler and has developed close relationship with the assets entrusted to him. He has been helped in this by a high degree of fluency in Spanish and his pleasant personality. His reporting, particularly his calbe writing still leave room for improvement, but on the whole, this officer has been one of the mainstays of the PBRUMEN Section during his tour, which unfortunately has been marred by poor health.## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE30 Nov 67 /s/ Joseph S. Piccolo2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION16 monthsDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE30 Nov, 1967 Ops Officer Francis Sherry3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI fully concur with the comments of the rating officer. Subject is an excellent case officer suitable for assignment either outside or under official cover. He needs further training in written staff work, however, and at a convenient moment in his career would benefit greatly from intensive training in reports writing, rapid reading, and related subjects.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE30 Nov, 1967 Chief of Station Winston D. MillerSECRET
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S-E-C-R-E-TTraining ReportField Finance and Logistics Course No. 5-68 18 March - 5 April 1968(Three Weeks, full time) 120 hours (date)Student : Piccole,-JosephYear of birth: 1935 Office : WHGrade : GS-11 Service Designation : DEOD Date : 0862 Number of Students - Logistics: 22Finance : 16COURSE OBJECTIVESThe principal objective of this course is to prepare students for logistics and finance responsibilities at Class B or C and Type II or III field stations. The course familiarizes students with techniques, regulations, and procedures as they pertain to finance, logistics, foreign travel, personnel and physical security at a field station. Emphasis is placed on practical applications; therefore, students concentrate on preparing and maintaining Station financial and property records, preparing foreign travel vouchers, preparing personnel documentation and the changing of safe combinations and the repair of simple safe malfunctions.The course covers (1) Finance: the budgetary process, covert currency funding, cash controls, advances, accountings, voucher preparation, financial management of projects, and allotment and cost control, (2) Logistics: authorities, classifications, and controls as they pertain to acquisition, use, transfer, and disposal of materiel; real estate and vehicles; property accounting procedures; shipment and storage of personal effects; and reporting to Headquarters. (3) Travel: regulatory authorities and limitations, computation of per diem, and travel voucher preparation and procedures for both TDY and ICS travel. (4) Personnel: regulatory procedures covering contract personnel, leave, overseas medical benefits; the use and preparation of field duty status reports, integree settlement sheets, field reassignment questionnaires, personnel clearance and transfer sheets and fitness reports. (5) Security: acquaintance with overseas safekeeping equipment; emergency destruction procedures and materiels.3-E-C-R-E-T
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S-E-C-R-E-T# ACHIEVEMENT RECORDTesting includes three practical problem tests. (1) The FinanceTest Problem involves maintaining a set of Class B Records for a period ofone month. (2) The Logistics Test Problem requires the maintenance ofa set of Type II property records covering a years's transactions.(3) The Travel Test Problem involves solution of a travel problem includingpreparation of a travel voucher. A test covering the proficiency levelattained in Personnel and Security is not given.Grades are given in accordance with the fitness report system.(Weak, Adequate, Proficient, Strong, and Outstanding)## TEST RESULTS:| Finance: Maintenance of Class B and C Station Cash Journals and Subsidiary Records                | S   || ------------------------------------------------------------------------------------------------- | --- || Logistics: Maintenance of Type II Accounting Stations Documentation, Registers, and Stock Records | O   || Travel Test: Preparation of a TDY travel voucher and the computation of per diem.                 | :P  |## NARRATIVE COMMENTS:Mr. Piccolo had difficulty in the computation of per diem. If hisfuture duties will include responsibility for travel, I suggest that additionalinstruction in per diem computation be given him.FOR THE DIRECTOR OF TRAINING:![Signature of John W. Field]John W. FieldInstructorS-E-C-R-E-T
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# SECRET(When Filled in)## FITNESS REPORTEMPLOYEE SERIAL NUMBER025653### SECTION A GENERAL1. NAME 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   PICCOLO Joseph S.6. OFFICIAL POSITION TITLE 7. OFF/DIV OR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer DDP/WH-1 *Vacoe City*9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   [X] CAREER [ ] TEMPORARY [ ] INITIAL [X] REASSIGNMENT SUPERVISOR   [ ] RESERVE [ ] ANNUAL [ ] REASSIGNMENT EMPLOYEE   [ ] CAREER-PROVISIONAL (See instructions - Section C) [ ] SPECIAL (Specify):   [ ] SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)    Jaye 1966 to Sestrescom 1066### 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. 1 RATINGLETTERAgent handling and exploitation. Serves as case officer to a variety of Oagents including; one double agentSPECIFIC DUTY NO. 2 RATINGLETTERAdministrative rangement of project activities including accounting,funding, etc.SPECIFIC DUTY NO. 3 RATINGLETTEROperational reporting, Including contest reports, operational progress reports,etc.SPECIFIC DUTY NO. 4 RATINGLETTERReporting and dissertation of intelligence information SSPECIFIC DUTY NO. 5 RATINGLETTERTaret analysis; preration and implementation of plans for new operations PSPECIFIC DUTY NO. 6 RATINGLETTERConception and initiation of covert action programs in support of V.C.operations### 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.FORM 45 USE PREVIOUS EDITIONSSECRET
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# SECRET(Bhen 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 wolfieromance Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or xbidia Hosingyen yen in Section B to provide best basis far determining future pers personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the weg of personnel, space, equipment and funds, must be commented on, if applicable. If extra space is needed to completo Section C, ottach a separate sheet of paper.This employee me continued to perfor SEP 28 3:39 PM 66 wenner described in detail under this section in the last fitness report one by the same ratin officer (May 1966). He has had to assume an en havier work load own to the imminent transfer of his supervisor those BraNAILROOMint assets have of necessity been turned over to this employee. ilis health les not improved as expeted and it is felt that he should be sent to OLADY for a complete medical check-up as soon as he can be spereal for the time requirel.Once again, it is recomenied tint this officer be promoted as soon as possible to GS-11.## CERTIFICATION AND COMMENTS**1.**BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE9 September 1966/s/ Joseph S. PiccoloSIGNATURE OF EMPLOYEE**2.**BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION4 months 'DYIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION11 months PCSDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE9 September 1966Ops Officer/s/ Robert T. ShawKXXXXXHXXXXXXXNN**3.**BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThe Reviewing Officer agrees with the Ratings and the Comments of the Supervisor of this officer which are reflected in this Fitness Report.CATEOFFICIAL TIPLE OF DEVIRDING OFFICIALTYPED OR PRINTED NAME AND SignatuChief of Station/s/ Binston ScottSECRET
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SECRETFITNESS REPORTSECTION A1. NAME PICCOLO, Joseph S.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREER11. DATE REPORT DUE IN O.P.1 June 1966GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD12/8/35 M GS-10 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/1 Mexico City10. CHECK (X) TYPE OF REPORTXXX SPECIAL (Specify) To support promotion req.12. REPORTING PERIOD (From - to)October 1965 to May 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 excellenco.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. 1Agent handling and exploitation. Serves as case officer to a variety of agents including one double agent.SPECIFIC DUTY NO. 2Administrative management of project activities including accountings, funding, etc.SPECIFIC DUTY NO. 3Operational reporting, including contact reports, operational progress reports, etc.SPECIFIC DUTY NO. 4Reporting and dissemination of intelligence information.SPECIFIC DUTY NO. 5Target aralysis and preparation of plans for mounting new operations.SPECIFIC DUTY NO. 6Conception and initiation of covert action programs in support of FI/CI operations.OVERALL 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 habits, and particular limitations. 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.
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# SECRET(Bhen Filled In)# FITNESS REPORTEMPLOYEE SERIAL UMRER025658SECTION A1. NAME(Last) (First) (Middle)PICCOLO, Joseph S.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREERTEMPORARYCAREER-PROVISIONAL (Sne instructione Section C)SPECIAL (Specily):11. DATE REPORT DUE IN O.P.GENERA.2. DATE OF BIRTH 3. SEX 4. GRADE 9. 906 December 35.1 00-10 L D7. OFF/DIV/AR OF ASSIGNMENT 8. CURRENT STATIONDDY/WH/Juba headquarters10. CHECK (K) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specily)!12. REPORTING PERIO (From-to-)16 Joly 65 - 30 Sept 1965SECTION 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 probution, to reassignment of to separation. Descr Describe action taken of proposed in Section C.A- Adequate Performance moets all requirements. It is entirely satisfactory and is characterized noither by deficiency nor oxcellenca.P- Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.5- Strong Porformance 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 responsibilitios MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATINGLETTERPlease note other sideSPECIFIC OUTY NO. 2 RATINGLETTERSPECIFIC DUTY NO. RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 8 RATINGLETTERSPECIFIC OUTY NO.. 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 en job, cooperativaness, pertinent personal traits or hebils, and particular limitations or talenie. Based on your knowledge of employes's overall performance during the roting period, place the later in the reting bas sorresponding to the statement which most ardurately reflects his level of performance.15 DEC 1965 SFORM 45 PREVIONE EDITIONS.4-48 SECRET
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# SECRETSECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current POMPMCE-OF REKSTONET spective 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 bes basis for determining future personnel action. Manner of performance of managerial or supervisor duties must be described, if applicable.Dispatch HMMT - 5685 dated 13 August 165 form DEGS Mexico City"In view of the fact that Subject's recend survigin Nexico Station was done while he was on TDY, this Station is not in a position to prepare a fitness report covering Subject's performance for the period. Since he was absent from Headquarters, it is felt that he might possibly not be credited for his fine work unless the Station expresses its views.""Subject plunged into work with the PERUMEN Section immediately upon arrival and was given a wide variety of assignments ranging from surveillances on a rainy street at 4:00 a.m. to the preparation of operational reviews. He was given a number of existing agent assets to handle with a minimum of overlap with the previous case officer. He performed very well in every instance. He is able, enthusiastic, and capable of carrying a large work load. His colleagues in the office and his agents and contacts outside found him a pleasure to work with. The only weakness noted during his TDY assignment was in his written work--a tendency to be unclear -- but this is something the Station is certain he can work out satisfactorily and it is not a cerious shortcoming."Mr. Piccalo returned to Mexico City PCS 29 Sept 1965SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONEmployee had left the Station and will be shown report upon his return to Has.13 August 1965 COS, Mexico City Winston M. Scott /s/3. BY REVIEWING OFFICIAL13 August 165 COS Winston M. Scott //
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# SECRETFITNESS REPORTSECTION A1. NAMEPICCOLO Joseph S.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER-PROVISIONALSPECIAL (Specify):11.DATE REPORT DUE IN O.P.EMPLOYEE SERIAL NUMBER025658GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5, SD8 Dec 35 M GS-09 SJ7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/C/RR/OS Washington, D. C.10. CHECK (X) TYPE OF REPORTINITIAL X REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD1 October 1964 - 15 March 1965SECTION 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 of 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. 1Operations officer for handling communications training of a double agent.RATINGLETTERSSPECIFIC DUTY NO. 2Operations officer handling a Cuban intelligence service defector being utilized in recruitment operations.RATINGLETTERSSPECIFIC DUTY NO. 3Operations officer assisting in handling and debriefing a Cuban intelligence service defector.RATINGLETTERSSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his affectiveness 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.20 MAR 1965RATINGLETTERSSECRET
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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 & supervisory duties must be described, if applicable.Mr. Piccolo is an energetic, capable, all-around officer with a flair for operations and a great deal of common sense. He reacts correctly and instinctively when operational problems arise. His agent handling has been superior. He has a good knowledge of tradecraft and also understands records management. Although young, he is mature and self-reliant, needing little supervision.Mr. Piccolo's promotion is being recommended in a separate memorandum.Mr. Piccolo is cost conscious and effective in the use of space, equipment and funds. He does not hold a supervisory position.# SECTION D## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE![signature of employee]23 No. 652. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION16 monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE28 II 65C/WH/SA/CI (WH/C/SP)![signature of Harold F. Swenson]Harold F. Swenson3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur in rating of Supervisor.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE24 March 1065Asst. Deputy Chief, WH/C![signature of John T. Flynn]John T. FlynnSECRET