Francesco/who-killed-jfk huggingface dataset:
[104-10225-10006.pdf — page 178]
SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER036130SECTION A1. NAME   FLORES, Daniel6. OFFICIAL POSITION TITLE   Intelligence Asst.9. CHECK (X) TYPE OF APPOINTMENT   CAREER   RESERVE   TEMPORARY   CAREER PROVISIONAL   SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    30 April 1965GENERAL2. DATE OF BIRTH 3. SEX   4 Aug 35 M7. OFF/DIV/OR OF ASSIGNMENT   DDP/SAS10. CHECK (X) TYPE OF REPORT    INITIAL X    ANNUAL12. REPORTING PERIOD (From-to-)    1 January 1964 - 31 March 19654. GRADE 5. SO   GS-05 D8. CURRENT STATION   Washington D.C.X REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESECTION 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 Served as interpreter for WH/SA counterintelligence operations officers and Office of Communications officers in training and briefing agents being prepared for dispatch to denied area (Cuba).SPECIFIC DUTY NO. 2 Assisted in the debriefing of a Cuban intelligence service defector.SPECIFIC DUTY NO. 3 Translated and participated in the preparation of agent S/W messages, cover letters, and OWVL messages.SPECIFIC DUTY NO. 4 Performed traces and research relating to counterintelligence operations and activities.SPECIFIC 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, 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.13 APR 1965RATING LETTERDE62 SRATING LETTERDP32 PRATING LETTERDBC3 PRATING LETTERDC30 SRATING LETTERRATING LETTERRATING LETTERSSECRET
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# 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 com comcerence, if required for current position. Amplity or explainatings given in Section 8 to provide bast basis for determining future personnel action. Manner of performance of managerial brisupervisory dutses must bo described, if applicable.Mr. Flores was a particularly useful and versatile employee in the WH/SA counterintelligence operations unit. Although he had no operational training or previous operational experience, he learned rapidly and performed well the operational support type duties assigned to him. His fluent knowledge of the Spanish language, his willingness to learn and perform tedious tasks, and his conscientious approach to his work were important factors in his performance. His previous assignments in the RI Division and in WH/SA as a translator and in conducting name traces gave him a good background.With respect to specific duty #3, on two separate operations in New York City Mr. Flores participated in the training and preparation of agents for dispatch to Cuba. In the first operation he interpreted for training in S/W, OWVL, W/T (medium speed) and related subjects.. The second operation involved OWVL only. This experience enable Mr. Flores to perform duties (specific duty #3.) relating to communications with agents in Cuba.Mr. Flores plans to continue his university education and attain a degree. Arrangements have been completed so that he may work in the Agency on a part time basis beginning in January 1965. He will attend classes at a local university as a full time student.Mr. Flores was promoted from GS-04 to GS-05 on 16 March 1964. Не has been performing duties at the GS-06 level, and he should be promoted. (see page two)## SECTION D### CERTIFICATION AND COMMENTS#### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT![signature of employee]Date*6 June 1965*#### BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION15 monthsIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDate![signature of supervisor] *C/WH/SA/ClOps (WH/C/RR/OS)* ![signature of supervisor] *Richard Tansing*#### BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur.Date![signature of reviewing official] *C. WH SA CI (WH C SP)* ![signature of reviewing official] *Harold F. Surmam*SECRET
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SECRET- 2 -Mr. Flores is cost conscious and effective in the use of space, equipment and funds.Mr. Flores does not hold a supervisory position.SECRET
[104-10225-10006.pdf — page 181]
# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER036130SECTION AGENERAL1. NAME(Last)FLORES(First)Daniel(Middle)2. DATE OF BIRTH4 Aug. 19353. SEXMale4. GRADEGS-45. SO   D6. OFFICIAL POSITION TITLETranslator7. OFF. DIV. OR OF ASSIGNMENT 8. CURRENT STATIONDDP/S.A.S.Washington, D.C.9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORTCAREERRESERVETEMPORARYINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructions - Section C)ANNUALTIME ASSIGNMENT EMPLOYEESPECIAL (Specify):11. DATE REPORT DUE IN O.P.X SPECIAL (Specify): Promotion Recommendation12. REPORTING PERIOD (From - to)10 June 1963 to 6 December 1963SECTION 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, in 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 (indicate number of employees supervised).SPECIFIC DUTY NO. 1Translates material from Spanish to English and vice-versa. Translates agent messages.RATING LETTERSSPECIFIC DUTY NO. 2Performs name traces, analyses, extracts and summarizes obtained information.RATING LETTERPSPECIFIC DUTY NO. 3Prepares and initiates requests for operational clearances.RATING LETTERPSPECIFIC DUTY NO. 4Writes and prepares dispatches, cables and memoranda.RATING LETTERASPECIFIC DUTY NO. 5RATINGOVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal habits 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 LETTERP30 DEC 1963SECRET
[104-10225-10006.pdf — page 182]
# 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 8 to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.Mr. Flores entered on duty with Special Affairs Staff in June 1963. Due to his proficiency in Spanish he was assigned to translating duties and immediately proved to be an invaluable asset to this office as well as to the Staff as a whole. He worked many late hours and weekends helping to facilitate the flow of translations from this office to the different components within SAS. His performance of these duties can best be characterized as "exceptional" in all degrees.Mr. Flores expressed a desire to move into a position of greater responsibility and this request was readily granted approximately one month ago. He is currently being trained as an intelligence assistant in Ops Support functions and his performance to date has been excellent. In his new duties Mr. Flores requires very little supervision. This can be attributed in part to his degree of intelligence as well as the background he obtained for his present duties while assigned to his previous job in RID/INDEX. Mr. Flores spent approximately one year in his former job and the knowledge he brought with him renting to name tracing procedures has enabled him to grasp the duties of his new position quite rapidly.As a means of furthering his education Mr. Flores is attending American University at night. He has expressed a desire to obtain some agency training and would like very much to be enrolled in the Intelligence Orientation Course as soon as possible.Mr. Flores entered the agency as a GS-4 in March 1962. It is strongly recommended that he be promoted at the earliest possible date to a GS-5.## SECTION D CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE OF EMPLOYER17 Dec 1963 Daniel FloresBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONKonthoDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE17 Dec 1963 CHIEF, SAS/ICS JOSEPH A. MOUGHANBY REVIEWING OFFICIALI agree with the assessment of the supervisor, concur in his decision to move Mr. Flores into a position of greater responsibility, and I support the recommendation that Mr. Flores be promoted.Attached is a formal recommendation.SECRET
[104-10225-10006.pdf — page 183]
# SECRET# FITNESS REPORT## GENERAL**EMPLOYEE SERIAL NUMBER** 036130**SECTION A**1. NAMEFLOKES Daniel6. DATE OF BIRTH 3. SEX1935 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONOPUPR/RID/RE/IN Hdqro.9. OFFICIAL POSITION TITLEFile Clerk9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYXX CAREER-PROVISIONAL (See instructions Section C)10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORXX ANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 196312. REPORTING PERIOD (From - to)13 December 1962 - 31 March 1963**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 - 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 RATING LETTERConducts name traces in the Main Index of the Records Integration Division. SSPECIFIC DUTY NO. 2 RATING LETTERFulfills daily and weekly maintenance duties required bf all name checkers; e.g., filing, auditing and refiling. PSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 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 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.RATING LETTERS
[104-10225-10006.pdf — page 184]
SECTION CSECRET(When Filled In)NARRATIVE COMMENTSIndicate significant strongths or weaknesses demonstrated in current position keeping FIREEN 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 se supervisory duties must be described, if opplicable.APR 23 4 13 PM '63During this reporting period, Mr. Flores continued to conduct himself in the exceptionally proficient manner which was noted 1:41618 Fitness Report. He is one of two name tracers who specialize in a particular arca, a fact which tends to increase the difficulty as well as the responsibility of name tracing. In spite of this burden, Mr. Flores has consistently maintained an above average level of production and an exceptionally high quality in his finished products.Mr. Flores is a conscientious and highly motivated employee who evidences a sound sense of responsibility. He has frequently voiced a desire to take advantage of any career opportunities the Agency may offer to him. He is currently enrolled as a full-time student at the American University.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE10 April 1963MONTHS EMPLOYEE HAS BEEN UNDER MY SUPENVISION10 monthsBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, SIVE EXPLANATIONDATE10 April, 1963OFFICIAL TITLE OF SUPERVISORDeputy Chief, RID/DL (W/3)BY REVIEWING OFFICIALTYPEO DA PRINTED NAME AND SIGNATUREJAMES J. RALEY, Jr.DATEOFFICIAL TITLE OF REVIEDING OFFICIALChief, RID/IdexSECRETTYPEO DA PRINTED NAME AND SIGNATUREATREY L. POSKY
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# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER036130SECTION A GENERAL1. NAME 2. DATE OF BIRTH 3. SEA 4. GRADE 5. SD(Last) (First) (Middle)FLORES, Daniel 4 Aug 1935 M 63-4 D6. OFFICIAL POSITION TITLE 7. OFF/U1V/BR OF ASSIONMENT 8. CURRENT STATIONFile Clerk OPGER/BID/RB Ildars.9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (A) TYPE OF REPORTCAREER RESERVA TEMPORARY INITIAL REASSIGNMENT SUPERVISORXX CAREER PROVISIONAL (Bee Imalructions Section C) ANNUAL REASSIGNMENT EMPLOYEEBIPECIAL (Specily): SPECIAL (Specify)111. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (Prom (100)12 January 1963 12 March 1962 - 12 Lecember 1962SECTION 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. 1 RATINGLETTERPerforms name traces of personal and impersonal subjects in the RI/Index. SSPECIFIC DUTY NO. 2 RATINGLETTERFulfills daily and weekly requirements of maintenance duties; e.g., filing, purging, auditing, and screening of_index_cards. PSPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. S RATINGLETTERSPECIFIC DUTY 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 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 mast accurately reflects his level of performance. RATINGLETTERPFORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET4-42
[104-10225-10006.pdf — page 186]
# 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 8 to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.From the outset Mr. Flores has shown many characteristics of an above-average employee. His initial training in the intricacies of his duty assignment was marked by a high degree of application, interest, and achievement. Since that time Mr. Flores has proven himself a conscientious and responsible employee, one whose work record is distinguished by a high calibre of quality and quantity.Because of his fine record, Mr. Flores was chosen one of the three specialists for this section. He specializes in the Spanish-Portuguese area and his work is characterized by exceptional proficiency.At present Mr. Flores is registered at American University as a sophomore. Inasmuch as he has exhibited both potentiality and strong working habits, I recommend that Mr. Flores be given the Professional Battery Test at the earliest opportunity.## SECTION D CERTIFICATION AND COMMENTS1. DATE3 January 1963BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION7 monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE3 January 1963Deputy Chief, RIL/IN (B/S)JAMES J. RALEY, Jr.3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI fully concur in the above evaluation.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE3 January 1963Chief. RID/IndexAUBREY L. KEYSECRET
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SECRET(When Filled in)| GROSS WORDS | ERRORS | NET WORDS | GROSS WORDS | ERRORS | NET WORDS || ----------- | ------ | --------- | ----------- | ------ | --------- || 45          | 5      | 40        | 63          | 14     | 49        || 46          | 6      | 40        | 64          | 14     | 50        || 47          | 6      | 41        | 65          | 15     | 50        || 48          | 7      | 41        | 66          | 15     | 51        || 49          | 7      | 42        | 67          | 16     | 51        || 50          | 7      | 43        | 68          | 16     | 52        || 51          | 8      | 43        | 69          | 16     | 53        || 52          | 9      | 43        | 70          | 16     | 54        || 53          | 9      | 44        | 71          | 17     | 54        || 54          | 9      | 45        | 72          | 18     | 54        || 55          | 10     | 45        | 73          | 18     | 55        || 56          | 10     | 46        | 74          | 19     | 55        || 57          | 10     | 47        | 75          | 19     | 56        || 58          | 10     | 48        | 76          | 20     | 56        || 59          | 11     | 48        | 77          | 20     | 57        || 60          | 12     | 48        | 78          | 20     | 58        || 61          | 12     | 49        | 79          | 21     | 58        || 62          | 13     | 49        | 80          | 21     | 59        |This scale conforms to that used by the Civil Service Commission. The number of errors indicated after the gross is the maximum permissible for that specific number of gross words typed; i.e., an individual who types 60 words per minute would be allowed no more than 12 errors in a 10-minute typewriting test.SECRET
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SECRET(When Filled in)REPORT OF TEST RESULTS (CLERICAL SKILLS)| NAME                 | TITLE AND GRADE         | DATE OF BIRTH || -------------------- | ----------------------- | ------------- || FLORES, Daniel (NMI) | File Clerk GS-4         | 4 August 1935 || DATE                 |                         |               || 14 March 1962        | PERSONNEL OFFICER - IAS |               |AGENCY STANDARDSTYPEWRITING The typewriting criterion is based on the scale on the reverse of this page.SHORTHAND Dictation at 80 words a minute for three minutes and the transcription of the dictated material with five or fewer errors in not more than twenty minutes.EXAMINEE'S RATINGSTYPEWRITING: WAM 43 Errors 14 Net 27 Qualified: Yes_______ No XSHORTHAND: WAM _______ Errors ________ Qualified: Yes_______ No______REMARKS: Training in typewriting recommended if he so desires. It is not necessary for his job title.MARY J. MEFXCHIEF, CLERICAL INDUCTION TRAININGSECRET