Francesco/who-killed-jfk huggingface dataset:
[104-10225-10007.pdf — page 122]
SECRETEMPLOYEE SERIAL NUMBER060389# FITNESS REPORT## SECTION A GENERAL1. NAME 2. DATE OF BIRTH 3. SEX 4. GRADE 5. S.O.(Last) (First) (Middle)Williamson, Earl J. 13 Mar 15 M GS-15 D6. OFFICIAL POSITION TITLE 7. OFF. DIV'AR OF ASSIGNMENT 8. CURRENT STATIONOps Officer/Chief of Station DDP/WH/2 San Jose9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT| CAREER | RESERVE | TEMPORARY | ASSESSMENT SUPERVISOR || :----: | :-----: | :-------: | :-------------------: ||   X    |         |           |                       || CARFER-PROVISIONAL (See Instructions - Section (C)) | INITIAL | REASSIGNMENT EMPLOYEE || :-------------------------------------------------: | :-----: | :-------------------: ||                                                     |         |                       || SPECIAL (Specify): | ANNUAL | SPECIAL (Specify): || :----------------: | :----: | :----------------: ||                    |   X    |                    |11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - to-)## SECTION B PERFORMANCE EVALUATION1 April 1969 - 31 March 1970U-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 C and 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 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 | RATING LETTER || :-----------------: | :-----------: || SPECIFIC DUTY NO. 2 | RATING LETTER || SPECIFIC DUTY NO. 3 | RATING LETTER || SPECIFIC DUTY NO. 4 | RATING LETTER || SPECIFIC DUTY NO. 5 | RATING LETTER || SPECIFIC DUTY NO. 6 | RATING LETTER |## OVERALL PERFORMANCE IN CURRENT POSITION![date 9 JUL -1970 written with a pen]Take 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.
[104-10225-10007.pdf — page 123]
23 June 1970MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: Earl J. Williamson1 April 1969 - 31 March 1970Costa Rica has become progressively more important to the Agency because of its very active Communist Party and signs of the imminent arrival of the Soviets. In anticipation, Mr. Williamson has geared his Station and honed his operations to cope with these problems. San Jose Station has some of the more sophisticated and interesting operations in the Central American area, and the Station is preparing to exploit its assets to the maximum to meet the expected presence of the Soviets.Mr. Williamson is an old "pro" who has had a variety of experiences in the intelligence field and who brings to his work maturity garnished with enthusiasm and expertise.He has dono particularly well in guiding his subordinates and extracting the maximum from them. His leadership is deft but firm.His relationship with the past ambassador, a difficult person to deal with, who was not at first happy to have Mr. Williamson, progressed to the point that he became a valuable member of the Country Team and had the respect of the ambassador. There is a new ambassador now and it is clear that Mr. Williamson has gotten off to a very good start with him.SECRET
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SECRET- 2 -He has a large range of contacts in the community and he has been helped by a charming wife who is an asset to him in his work.His subordinates have a high regard for him--from a professional as well as personal standpoint--and took to him for guidance and leadership.He is judicious in the use of government funds, extract- ing the maximum from the operational dollar. His Spanish is excellent, and his experiences in Latin affairs have given him a grace in moving among the locals.He is rated as Strong.![signature]John R. HortonDeputy ChiefWestern Hemisphere DivisionI certify that I have seen this memorandum:![signature]Earl J. Williamson![date]DateSECRET
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SUBJECT: Earl J. Williamson1 April 1969 - 31 March 1970Comments of Reviewing Official:I concur completely with the Rater's comments concerning this excellent officer. Mr. Williamson has again and again shown himself to be the real professional that he is. It is a comfort to a Division Chief to have such a COS in the field.' 8 JUL 1970Date![signature]William V. BroeChiefWestern Hemisphere Division
[104-10225-10007.pdf — page 126]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER060389## GENERAL**SECTION A**1.  NAME (Last) (First) (Middle)    Williamson, Earl J.6.  OFFICIAL POSITION TITLE    Chief of Station9.  CAREER TYPE OF APPOINTMENT    XXX CAREER RESERVE TEMPORARYPROVISIONAL (See Instructions - Section C)11. DATE REPORT DUE IN O.P.    30 April 19692.  DATE OF BIRTH 3. SEX    03/13/15 M7.  OFF DIV OR OF ASSIGNMENT 8. CURRENT STATION    DDP/WH/2 San Jose10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    XX ANNUAL RE ASSIGNMENT EMPLOYEE    SPECIAL (Specify):12. REPORTING PERIOD (From - to)    1 April 1968 - 31 March 1969**SECTION B PERFORMANCE EVALUATION**W - 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 - Efficient 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. 1See attachedRATINGLETTERSPECIFIC DUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER### OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations of 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.RATINGLETTERSSECRET
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## SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify explain ratings given in Section B to provide best base for determining future personnel action. Manage 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.See attached Memorandum in Lieu of Fitness Report.## SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE OF EMPLOYEE /subject in field/2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE10 July 1969 Deputy Chief, WII Division /signed/ John R. Horton3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSee attached.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE28 July 1969 Chief, WII Division /signed/ William V. BrueSECRET
[104-10225-10007.pdf — page 128]
10 July 1969MEMORANDUM IN LIEU OF FITNESS REPORTSUBJECT: EarlJ. Williamson1 April 1968 - 31 March 1969Mr. Williamson began his tour as Chief of Station, San Jose, in July 1968. He was well prepared for the responsibilities of the assignment, having served in two important stations as Deputy Chief of Station, and as Deputy Chief, WH/COG.At the outset of his assignment, Mr. Williamson was confronted with an ambassador who had reservations on several matters connected with the station, including problems concerning the establishment of a "third country" radio operation. Shortly thereafter Panamanian exile and guerrilla activities placed an additional burden on the San Jose station and on relations with the ambassador. Mr. Williamson weathered these initial rough spots well, keeping Agency interests protected.In the seven months since his arrival in San Jose, Mr. Williamson not only succeeded in overcoming the ambassador's Initial frostiness, but has mollified the ambassador's misgivings on several potential items of conflict. Furthermore, he has won a strong endorsement from the ambassador who has made it a point to inform Headquarters officers that he is highly pleased by the manner in which Mr. Williamson is handling his assignment.
[104-10225-10007.pdf — page 129]
SUBJECT: Earl J. Williamson1 April 1968 - 31 March 1969Mr. Williamson has an aggressive, constructive and realistic approach to operations. He has made a good assessment of the station's operational assets and personnel and has succeeded in sharpening general performances. Coordination and cooperation between the station and Headquarters leaves nothing to be desired.He displays appropriate cost-consciousness. The morale of station personnel is high. Mr. Williamson and his wife are highly regarded by embassy personnel, and have established a wide circle of Costa Rican friends and contacts.He has put in a *Strong* performance.![signature of John R. Horton]John R. HortonDeputy ChiefWestern Hemisphere DivisionI certify that I have seen this memorandum:Earl J. WilliamsonDate
[104-10225-10007.pdf — page 130]
SECRETSUBJECT: Earl J. Williamson1 April 1968 - 31 March 1969I concur with the rater's comments. Mr. Williamson has handled himself most professionally and adrictly and the Costa Rica Station is making fine progress under his leadership.28 July 1969Date![signature of William V. Broe]William V. BroeChiefWestern Hemisphere DivisionSECRET
[104-10225-10007.pdf — page 131]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER060389## SECTION A1. NAME(Last)Williamson,8. OFFICIAL POSITION TITLEOps Officer D Ch9. CHECK TYPE OF APPOINTMENTX CARPERCAREER-PROVISIONAL (See instructions - Section C)11. DATE REPORT DUE IN O.P.04/68(First)EarlRESERVE(Middle)J.TEMPORARY## GENERAL2. DATE OF BIRTH 3. SEX03/13/15 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONWH/COGHots.10. CHECK (X) TYPE OF REPORTINITIALX ANNUAL12. REPORTING PERIOD (From - to-)1 April 1967 - 31 March 19684. GRADE 5.SD15 DREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## SECTION B PERFORMANCE 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 - 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. 1RATINGLETTERSee attached Memorandum for the Record.SPECIFIC 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 traits or habits, and particular limitations of 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.SFORM 45 USE PREVIOUS EDITIONSSECRET
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SECRET(When Filled In)# SECTION C## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide basis for determining future personnel action. Manner of performance/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.# SECTION D## CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B AND C OF THIS REPORTDATE20 June 1968SIGNATURE OF EMPLOYEE![signature]2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE19 June 1968OFFICIAL TITLE OF SUPERVISORChief, WH/COGTYPED OR PRINTED NAME AND SIGNATUREDavid A. Phillips![signature]3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI heartily concur with the rating and comments submitted by Mr. Williamson's superior. Mr. Williamson is a fine professional who very much deserves his new assignment as Chief of Station, San Jose, Costa Rica.DATE21 June 1968OFFICIAL TITLE OF REVIEWING OFFICIALChief, WH DivisionTYPED OR PRINTED NAME AND SIGNATUREWilliam V. Broe![signature]SECRET
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SLCRET19 June 1968MEMORANDUM FOR THE RECORDSUBJECT: Memorandum in Liou of Fitness Report -Mr. Earl J. Williamson1.  Mr. Williamson is on the eve of his departure    as an overseas Chief of Station. This is a logical and    Justified next step in his career development. Mr.    Williamson's responsibilities have been considorable    in rocent years: DCOS in two important Stations;    Chiof, FI and then Deputy Chief of WH/COG. It should    bo pointed out that in the latter position he was    Acting Chief for long periods, performing admirably.    His now assignment indicates that the most senior    officers in the Division have recognized this.2.  Mr. Williamson is a professional intolligence    officer in the strictest sense of the word. He is hard-    driving and tenacious; despite his seniority he is on    any list of activists; he has the capability of gotting    things going, of getting the job done. He applies rigid    standards to his subordinates, but no less rigid thàn    those ho applies to himself. He is cost-conscious to    an unusual degree. He is a fluont speaker of idiomatic    Spanish and can handle himsolf well in any miliou. If    Mr. Williamson is ever less than diplomatic it is whon    considering ersatz operational proposals or phoney    practices, neither of which he can tolerate.3.  There is no question that in his next assignment    Mr. Williamson will benefit from the social graces of his    charming wife. In his own private life Mr. Williamson    maintains numerous important contacts.
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SECRET4. In summary, Mr. Williamson is a dedicated and professional intelligence officer. He will undoubtedly continue his fine performance as a Chief of Station, and should in time be promoted to the next higher grade.![signature of David A. Phillips]David A. PhillipsChief, WH/COG
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SECRETTECHNICAL SERVICES DIVISION -- TECHNICAL SCHOOLSHORT RANGE AGENT CONTACT SURVEY (A-106)Training ReportName : WILLIAMSON, Earl J.Office: WHDate : 10 May 19681. OBJECTIVES:To provide a general knowledge in:a. Selected gear used for clandestine short range agent contacts. Included are representative samples of:One way RF radio devices; two way RF radio devices; two way carrier current devices; optical communicators; and special telephone devices used for establishing agent contact.b. The philosophy, purpose, considerations and manageability of short range agent contact systems; including message security, link security, reliability and feasibility of agent contact systems.![signature]Lawrence S. MartinINSTRUCTORTSD/TECHNICAL SCHOOLSECRET
[104-10225-10007.pdf — page 136]
S-E-C-R-E-T(When Filled In)24 May 1968MEMORANDUM FOR: Chief, Transactions & Records Pranch/OPFROM : Chief, External Training Branch/RS/TRSUBJECT : Completion of External TrainingThis is to advise you that Farl J. Williamson training request # R-022109 attended the following external training program :COURSE : NATIONAL INTERDEPARTMENTAL SEMINARINSTITUTION: FSIDATE : 26 Feb.-22 Mar. 1968GRADE : Successfully CompletedFOR THE DIRECTOR OF TRAINING:![signature]Attachments:- Grade Report- XX Certificate of Completion- Roster of Participants- Training Report by Student- Training Report by Institution- None- Other:S-E-C-R-E-T(When Filled In)![GACI Excluded from Automatic Downgrading and Declassification]
[104-10225-10007.pdf — page 137]
![U.S. Government Seal]Department of State • Department of Defense •Agency for International Development • U.S. Information AgencyNATIONAL INTERDEPARTMENTAL SEMINARThis is to certify thatEarl J. Williamsonhas successfully completed the seminar onPROBLEMS OF DEVELOPMENTAND INTERNAL DEFENSEat the Foreign Service Institute, Washington, D.C.March 22, 1958![signature]Seminar Coordinator![signature]Director of FSI
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S-E-C-R-E-TTRAINING REPORTChiefs of Station Seminar No. 3-6880 hours, full timeParticipant : Williamson, Earl J. Office : WHYear of Birth: 1915 Service Designation: DGrade : GS-15 No. of Students : 15EOD Date : June 1952COURSE OBJECTIVES, CONTENT AND METHODSThe COS Seminar is aimed to prepare prospective Chiefs and Deputy Chiefs of Station and Chiefs of Base for field assignments. Emphasis was upon the difficulties confronting Chiefs of small or medium-sized installations, since they must handle a peculiarly wide range of problems. Included were case studies serving to remind outgoing chiefs of various operational approaches and techniques, but more time was devoted to policy, coordination, management, reporting, and administrative responsibilities of the Chief of Station, both within CIA and in the government at large, at home and abroad.The bulk of the course is given in lectures and question periods conducted by officials responsible for the missions, functions, programs, and services discussed. A few key items of suggested reading are included, and bibliographies of suggested reading tailored to the individual's assignment are offered for those who want them.ACHIEVEMENT RECORDThis is a certificate of attendance. No further assessment of individual capacity or performance is made in this course.FOR THE DIRECTOR OF TRAINING:![Signature of Henry C. Barringer] Henry C. Barringer 26 APR 1968DateS-E-C-R-E-T
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# SECRET(Bhen Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER060389## SECTION A1. NAMEWilliamson(Fira:)Earl(Middle)J.2. DATE OF BIRTH13 Mar 153. SEXM4. GRADEGS-155. SOD6. OFFICIAL POSITION TITLEOps Officer D Ch7. OPP/1V/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/COGWASH., D.C.9. CHECK (X) TYPE ST APPOINTMENTCARELARESERVETEMPORARYCAREKA PROVISOSAL (See Instructions Section C)SPECIAL (Speci11. DATE REPORT OUE IN O.P.10. CHECK (A) TYPE OF REPORTX INITIALANNUALSPECIAL (Specify):12. REPORTING PERIOD (From-to-)19 Feb 66 - 31 March 67REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## SECTION B**PERFORMANCE EVALUATION**W-Weck 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 meet's 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 daing similar work as to warrant special recognition.**SPECIFIC DUTIES**List up to six of the most important specific dutios 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 rared on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATING LETTERSee attached memorandum.SPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER20 JUN 1967 OVERALL PERFORMANCE IN CURRENT POSITION RATING LETTERTake inte 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 waits or habits, and particales limitations or talents. Mosed on your hnowledge of employee's everail performance during the rating ported. place the letter in the rating bas scoresponding to the statement which most occurately reflects his level of performance.SFORM6-65 45 USE PARTIQUE EDITION