Francesco/who-killed-jfk huggingface dataset:
[104-10225-10003.pdf — page 214]
# CONFIDENTIALNOTE: Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed.FITNESS REPORTSECTION A.## GENERAL INFORMATION1. EMPLOYEE NUMBER0256582. NAME (last, first, middle)Piccolo, Joseph S.3. DATE OF BIRTH 4 SEX 5 GRADE & SD8 Dec 35 M GS-13 D7. OFFICIAL POSITION TITLEOps Officer8. OFF/DIV/BE OF ASSIGNMENT 9 CURRENT STATIONDDO/wh/5 Rio de Janeiro10. TYPE OF APPOINTMΣΤΗΣ11. TYPE OF REPORTCAREERCONTRACTCAREERPROVISIONALSPECIALRESERVETEMPORARYANNUAL21-MONTH1 Aug 72 - 12 July 7320 MONTHREASSION-MENTX SPECIAL12. DATE REPORT DUE IN O.P.SECTION B## PERFORMANCE EVALUATIONU--UnsatisfactoryM-MarginalP-Proficient3- StrongO--OutstandingPerformance 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.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.Performance is satisfactory Desired results are being produced in the manner expected.Performance is characterized by exceptional proficiency.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. 1As Deputy Chief of Base, sharing in supervision of the whole Base (including direct supervision of two NOC's) and serving as acting Base Chief during the COB's_absence.RATINGLETTERSSPECIFIC DUTY NO. 2Serving as senior FI/CI case officer for the Base and as consultant on ALSOBER/ALPALOOKA matters for other Bases and Station.RATINGLETTEROSPECIFIC DUTY NO. 8Providing informal guidance to the case officers concerning operational and other related problems.RATINGLETTEROSPECIFIC DUTY NO. 4Development of now operations: spotting, selection, development and recruitment of new assets.RATINGLETTERPSPECIFIC DUTY NO BOperational and intelligence reporting and correspondence.RATINGLETTERSSPECIFIC OUTY NO..## OVERALL PERFORMANCE IN CURRENT POSITIONTote wile allwat provhing about the gaplape abal لوريه بيهي بنتيه bein berent per such al parforme of specific duties pertigat poمولوسو and perceries are parta dung ring pored pipe the bo thermerging bus responding to the الههوري k fastene بلونشوينته ng hangi of potasCONFIDENTIAL
[104-10225-10003.pdf — page 216]
CONFIDENTIALnew initiatives during these occasions, after due thought and consultation, if he thought they were warranted. And he has been an excellent judge of men (and women) and their quality. In his dealings with LNFALL, its various LNBUZZ agencies and their directors he has held up the Base's interests and image well while seeking fair and practical answers and solutions. He has a good sense of economy in monetary as well as other affairs. As he becomes moro senior and more exclusively a supervisor and executivo he should become more and more effective.Subject is an excellent operational manager and agent handler who gets the best out of his assets. He is probably not so strong as an operational starter and developer and this appears to bo duo in part to an instinct to avoid exposure and eschew the glad hand. On the other hand, he has undertaken two rather difficult developmental operations starting from scratch during the past six months and has at least proven that he can do this kind of work when it is necessary. In both these cases he may have tried to move too fast in order to reach recruitment point before his departure but this is understandable. His written work is woll conceived and conscientious and perhaps even somewhat above average for case officers of his grade and experience. Like most BKHERALD officers, however, he does not take sufficient pains to achieve simple, clear, forceful expression with the result that, while his best efforts are effective his second best is apt to result in lack of organization and clarity. He should work on this - a suggestion might be that he practice avoiding metaphors and adopt a straight declarative sentence style.In conclusion, Subject's performance has been first class in the most important respects and his relatively minor weaknesses are not incurable. He should have an excellent future as a senior case officer and supervisor, particularly if he attacks and cures these weaknesses. His overall performance in his present tour has been very strong indeed.CONFIDENTIAL
[104-10225-10003.pdf — page 217]
CONFIDENTIALFITNESS REPORT CONTINUATION SHEETSection D - 3Comments by Reviewing Officialplotting operational strategy (another very strong point), advising less experienced officers (he demonstrated considerable talent here) than he is going after new assets. Subject clearly has the brains, the poise, the empathy and the all-around appeal to do so. There is no doubt about his being able to devise and execute sound recruitment scenarios and pitches. He did not, however, get to the "critical" point during this past year and he understood the priority which Division and Station management was attaching to new recruitments. Subject more than earned the promotion to GS-13 recently accorded. In my judgment he should be given the opportunity to move quickly to the next higher grade. In many aspects of the Base/Station mission he has already demonstrated to my satisfaction that he has the ability to become a valued senior officer of our organization. At an appropriate point he should be a candidate for senior school training.CONFIDENTIAL
[104-10225-10003.pdf — page 218]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER025658SECTION A GENERAL1. NAME (Last) (First) (M) 2. DATE OF BIRTH 3. SER 4. GRADE 5. 50Piccolo, Joseph S. 8 Dec 35 M GS-12 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/OR OF ASSIGNMENT 9. CURRENT STATIONOperations Officer DDP/WH/5 Rio de Janeiro9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK(X) TYPE OF REPORTCARFER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISORCAREER PROVISIONAL (See Instructions - Section C) X ANNUAL ME ASSIGNMENT EMPLOYEESPECIAL (Specify): SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - To)1 August 1971 - 31 July 1972SECTION B PERFORMANCE EVALUATIONU-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 esceptional 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 LETTERSenior FI officer with supervisory responsibilities over two Soutside case officers.SPECIFIC DUTY NO. 2 RATING LETTERStation CP officer with coordinating responsibilities over Station Sand Base activities and direct agent handling functions againstCP and related targets.SPECIFIC DUTY NO. 3 RATING LETTERCase officer for several sensitive, complex, high level Spenetrations of various high priority targets.SPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 NATING LETTERSPECIFIC DUTY NO. 6 RATIN LETTER23 AUG 1972OVERALL PERFORMANCE IN CURRENT POSITION RATING LETTERTake 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 personnel merits or habits, andparticular 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.SSECRETReviewed by OP/SPD/1PD
[104-10225-10003.pdf — page 220]
SECRETSECTION C - NARRATIVE COMMENTS CONTINUEDno serious doubts that he will do this.Subject was denied a promotion on the previous round, which represents, in our opinion a lack of recognition of his fine performance and potential. Ho deserves a promotion and his proper career development demands ono.SECRET
[104-10225-10003.pdf — page 221]
# SECRETFITNESS REPORT## GENERAL**SECTION A**1. NAMEPiccolo, Joseph S.4. OFFICIAL POSITION TITLEOperations Officer8. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions Section C)SPECIAL (Specify)11. DATE REPORT DUE IN O.P.2. DATE OF BIRTH8 Dec 353. SEXM4. GRADEGS-125. SUD7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/WH/5 Rio de Janeiro10. CHECK (X) TYPE OF REPORTINITIALREASSIGNMENT SUPERVISORANNUALRE ASSIGNMENT EMPLOYEESPECIAL (Specify): Promotion12. REPORTING PERIOD (From-To):1 January 1971 - 3 November 1971**SECTION B PERFORMANCE EVALUATION**U-UnsatisfactoryPerformance 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-MarginalPerformance 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-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.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 DUTIES**List 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. 1Senior FI officer with supervisory responsibilities over one junior officer and one career agent.RATING LETTERSSPECIFIC DUTY NO. 2Station CP officer with coordinating responsibilities over Station and Base activities and direct agent handling functions against CP and related targets.RATING LETTERSSPECIFIC DUTY NO. 3Case officer for several sensitive, complex, high level penetrations of various high priority targets.RATING LETTERSSPECIFIC DUTY NO. 4RATING LETTERSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as 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 LETTERSSECRET![photo of a signature]
[104-10225-10003.pdf — page 222]
# SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relution ship to overall performance. State suggestione inarte for impegnerebris at whik perlormonce. Give recomen endations for training. Comment on foreign language competence, if required for current position. Amplily or explain ratings given in Section B to provide best basis for determining future personnel action. Monner of performance of managerint or supervi supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented. If extra space is needed to comple Section C, attach a separate sheet of paper. Nov 24 3 03 AH71 AHSubject is perhaps the most maturo, dependable and compotent case officer we have. Ho has excelled in the handling of intricato, sensitive penetration oporations wirero the highest professional standards aro demanded. He carries a very heavy work load lightly and is a prodigious contributor in both operational and information reporting. His performance as a supervisor has been characterized by conscientiousnoss, a good sense of detail, perceptiveness, fairness and firmness. lle is at his best in practical situations, however complex and obscuro, rather than in dealing with philosophical or theoretical problems but this is obviously more a matter of inclination, than of intellect. Ho is highly respected and appreciated by all his colleagues and especially by this supervisor.Subject is under grade for his porformance, experience and responsibilities. He is of all the Baso officers most deserving of a promotion. A separate recommendation to this effect is being forwarded.# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE3 Nov 1971SIGNATURE OF EMPLOYF /8/ Joseph S. Piccolo2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT DEEN SHOWN TO EMPLOYER, GIVE EXPLANATIONDATEOPPICIAL TITLE OP SUPERVISORТЕРЕО СR PRINTED NAME AND SIGNATUNE3 Nov 1971Chiof of Base/s/ David McGrath3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThe COS concurs emphatically with this well-written evaluation. The subject is vastly under-rated in JKLANCE, perhaps because of his quiet, unassuming porsonality. But ho is a strong, very strong, officer. His ability to handle the most difficult detail should not detract from his overall capabilitios. llo is sound as a rock, and merits a promotion, which is recommended by the COS.CATEOFFICIAL TITLE OF REVIEWING OFFICIALPRINTED NAME AND SIGNATURE3 Nov 1971Chief of Station// David A. Phil11SECRET
[104-10225-10003.pdf — page 223]
C-O-N-F-I-D-E-N-T-I-A-LTRAINING REPORTWeapons Training/Defensive Driving Course No. 12/724-8 October 1971DateTRAINEE: Piccolo, Joseph 8. OFFICE: WHPURPOSE AND SCOPE OF COURSE:The course provides basic proficiency training in the use of weapons for self-defense and in the techniques of defensive driving to counter vehicular kidnaping for Agency officers being assigned to hostile or unstable political and operational environments abroad.ACHIEVEMENT RECORD:This is to certify that Mr. Piccolo has satisfactorily completed the prescribed course of instruction.FOR THE DIRECTOR OF TRAINING:![signature of JOSEPH M. HULACEK]JOSEPH M. HULACEKChief, Special Activities Branch12 October 1971DateC-O-N-F-I-D-E-N-T-I-A-L
[104-10225-10003.pdf — page 224]
# SECRET(When Filled In)FITNESS REPORT## GENERAL**SECTION A**1. NAMEPiccolo, Joseph S.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENT2. DATE OF BIRTH | 3. SEX12/08/35 M7. OFF/DIV/BR OF ASSIGNMENTDDP/WIL/Branch 510. CHECA (X) TYPE OF REPORT4. GRADE | 5. SDGS-12 D8. CURRENT STATIONRio de JaneiroCAREERRESERVETEMPORARYINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See instructions - Section C)XX ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.:12. REPORTING PERIOD (From - to-)23 June 1970 - 31 December 1970**SECTION B PERFORMANCE EVALUATION**U-UnsatisfactoryPerformance 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-MarginalPerformance 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-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.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 (Indicate number of employees supervised).SPECIFIC DUTY NO. 1Station FI Chief, supervising one officer directly, several on a part-time basis, and one outside staffer.SPECIFIC DUTY NO. 2Handles Station CP program; makes recruitment attempts, runs agents (including one of international importance).RATING LETTERSRATING LETTERSSPECIFIC DUTY NO. 3Coordinates FI/CP activities of the three Bases in Brazil.RATING LETTERSSPECIFIC DUTY NO. 4Handles funds and materials, and financial accountings.RATING LETTERSSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTER![signature]19 FEP 1971### 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 LETTERSSECRETReviewed by
[104-10225-10003.pdf — page 225]
# SECRET## 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 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, might be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Subject gets an "S" across the board for a solid performance.This rating officer has worked with Subject on a number of assignments over the past ten years. During this time he has risen from a very junior position to his present grade and responsibility due to steady, solid performance oriented towards operations; i.e. he gets out into the street to practice what he has learned.Only a few days before this report Subject was on-the-scene supervisor of a professionally conducted recruitment attempt. In such operations his experience against a hard target (PBRUMEN) has been evident.Subject is a good manager of JKLANCERS, including one on his first overseas tour, and indigenous agents, including one of considerable international access. He makes them all work on target. Under his supervision one of the Station's moderately useful agents has successfully been moved into the extremely important terrorist area. Subject uses imagination in his day-by-day work (and handles Station JMROD assignments).His handling of money and records and materials is impeccable.Both Subject and his wife mix well with their colleagues,## SECTION D CERTIFICATION AND COMMENTS (cont'd)1. DATE19 Jan. 1971BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE/s/ Joseph S. Piccolo2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE12 Jan. 1971OPPICIAL TITLE OF SUPERVISORCOSTYPED OR PRINTED NAME AND SIGNATUREDavid A. Phillips3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALI agree with the evaluating officer's comments and would like to cite for emphasis the high degree of professionalism which characterizes Subject's attitude and performance.DATE20 Jan. 1971OPPICIAL TITLE OF REVIEWING OFFICIALDCOSTYPE ON PRINTAD NAME AND SIGNATURRDavid B. McGrathSECRET
[104-10225-10003.pdf — page 226]
FITNESS REPORT - HOWARD A. TRECKLERSECTION C (CONT'D)enhance the LNCUFF image generally. Previously fluent in Spanish, Subject speaks Portuguese well after only a few months in Rio de Janeiro.In short, Subject is a solid, professional officer, with his eye and his actions always on the target. He maintains his forward thrust within a framework of prudent judgment, and is maturely deliberate in deciding to take a risk. That's the name of the game.It is requested that Subject's name be placed on the list of officers being considered for promotion.