Francesco/who-killed-jfk huggingface dataset:
[104-10225-10007.pdf — page 140]
# SECTION CSECRET(When 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 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 a 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.Jul 14 3 27 II '67See attached memorandum.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEECarl WilliamsonBY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYRE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION12DATE1 May 1967OFFICIAL TITLE OF SUPERVISORChief, WH/COGBY REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREThomas J. Flores3. COMMENTS OF REVIEWING OFFICIALConcur. Mr. Williamson is one of the relatively few Division officers who, having reached a senior position, still enjoys making recruitments and handling agents. He will be going to the field during the next calendar year to a senior assignment.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE12 June 1967Deputy Chief, WH DivisionJacob D. EsterlineSECRET
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SEGRETMEMORANDUM FOR THE RECORDSUBJECT: Memorandum in Lieu of Fitness Report -Mr. Earl J. Williamson1. Mr. Williamson reported to WH/Cuban Operations Group in February 1966 and immediately took over the functions of Chief of the FI Branch. This Branch is concerned with the conduct of positive intelligence operations on a world-wide basis against the Cuban target. A small proportion of these operations were conducted directly from Headquarters (including the direction of assets inside Cuba, a denied area). The larger number of these oporations was conducted through third countries and supervision involved the provision of staff support and guidance and extensive dealings with other Divisions and, to a losser degree, with representatives of foreign liaison services. Mr. Williamson took hold of these duties quickly and force- fully and carried them out effectively and efficiently.2. In July 1966, Mr. Williamson was appointed Deputy Chief of the Cuban Operations Group. In this role his duties involved supervision of the totality of the operational effort, including FI, CI, maritime infiltrations, propaganda, political action, and economic warfare. Again, Mr. Williamson undertook his broader duties forcefully and efficiently. He has shown qualities of leadership and good managerial skills in dealing with porsonnel and organizational matters.3. During this period, Mr. Williamson has primari- ly been interested in substantive operational matters. He has carried out officiently and promptly those staff functions which I have assigned to him, but I detect a certain lack of interest in these, Probably this reflects his most outstanding ability and con- suming interest in the real heart of our activities-- the production of intelligence and in the conduct of actions against our target. He has participated personally in several operations and is one of the relatively few senior officers who delights in handling agents and making recruitments.SECOST
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COOBET4. Mr. Williamson is conscientious and economical in the use of operational assets, manpower and money. He is married to a charming young woman who is socially active, entertains well and is a real asset in representational activities.5. Mr. Williamson's Spanish is fluent and colloquial, and in combination with his extensive understanding of Latin America and its people contributes enormously to his effectiveness.![signature of Thomas J. Flores]Thomas J. FloresChief, WH/COG2
[104-10225-10007.pdf — page 143]
# SECRETFITNESS REPORT## SECTION A GENERAL1. NAME(Last)(First)(Middle)2. DATE OF BIRTH3. SEX4. GRADE5. SG   -156. OFFICIAL POSITION TITLE7. ORGANIZATION OF ASSIGNMENT & CURRENT STATION   Heacquaters8. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARY10. CHECK (X) TYPE OF REPORTREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructions - Section C)INITIALREASSIGNMENT EMPLOYEESPECIAL (Specify):ANNUALSPECIAL (Specify):11. DATE REPORT DUE IN O.P. 31 MAY 196012. REPORTING PERIOD (From-to):    October 1965 - 10 February 1966## SECTION B PERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment of 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. 1RATINGLETTERSPECIFIC DUTY NO. 2SLC SECTION C.RATINGLETTERSPECIFIC 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 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.RATINGLETTERSECRET
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SECRETSECTION CIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. Note 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 responsibilities and degree of cost consciousness in the use of personnel, space, equipment and funds, must be commented on. If extra space is needed to complete Section C, attach a separate sheet of paper.MAIL ROOMSubject's last fitness report covered the period April - November 1955, while assigned to Madrid, Spain. He departed the station 1 December 1955, arrived Headquarters 15 December and was on home leave until his reassignment to DDR/AM Division on 14 February 1960. Therefore, no evaluation can be submitted on Subject's performance during that period. After 14 February 1966 his evaluations should be handled by DDR/AM.William C. CooleyWilliam C. CooleyLC/PersonnelEuropean Division30 September 1960SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONDATEOFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURESECRET
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SECRET(WHEN FILLED IN)CERTIFICATION OF LANGUAGE PROFICIENCY1. EMPLOYEE NO. 2. NAME (LAST-FIRST-MI-LC) 3. TYPE CHANGE 4. LANGUAGE DATA PRIOR TO TEST|     |          |                    || --- | -------- | ------------------ ||     | APADD    | CODE LAN. CODE     ||     | CHCHANGE | R W P S U/I T YEAR ||     | DMULLETC |                    |WILLIAMSON, EARL J.5. LANGUAGE DATA AFTER TEST 6 DATE TESTED 7. DATE OF BIRTH 8. GRADE 9. OFFICE OR DIVISION|          || -------- || LAN CODE |R W P S U/I T YEAR 04/11/67 05/13/15 15 WHNOTICE TO PERSON TESTED10. ON THE DATE SHOWN IN ITEM 6 ABOVE, YOU WERE TESTED IN SPANISH (NEW WORLD) BL18    AND YOUR TEST SCORES ARE AS FOLLOWS:| READING | WRITING | PRONUNCIATION | SPEAKING | UNDERSTANDING || ------- | ------- | ------------- | -------- | ------------- || I       | +       | II            | II       | II            |(NAME OF LANGUAGE)| TEST RATINGS              || ------------------------- || 2 = ZERO 1 = INTERMEDIATE || S = SLIGHT H = HIGH       || E = ELEMENTARY N = NATIVE |11. REMARKSCODEDKQUALIFICATIONS12. SIGNATURE![signature]DATE13. LO NUMBER13653FORM 1273 OBSOLETE PREVIOUS (116.45) SECRET 1 - OP/GAB11-64 EDITIONS
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SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER060389SECTION A1. NAMEWilliamson, Earl J.GENERAL2. DATE OF BIRTH 3. SEX13 Mar 1915 M4. GRADE 5. 50   GS-15 D6. OFFICIAL POSITION TITLEDeputy Chief of Station7. OFF DIV. OR OFF ASSIGNMENT 8. CURRENT STATION   DOP/WE, Madrid   Madrid9. CHECK (x) TYPE OF APPOINTMENTINITIALX CAREERRESERVETEMPORARYX REASSIGNMENT SUPERVISORANNUALCAREER-PROVISIONAL (See instructions - Section C)X REASSIGNMENT EMPLOYEESPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From-To)    1 April 1965 - 15 November 1965SECTION BPERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. 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. 1In charge of Cuban operations of the Madrid StationRATINGLETTERSSPECIFIC DUTY NO. 2Supports other WE stations in the conduct of their Cuban opera- tions, including recruitment, debriefing and briefing of persons of operational and intelligence interests.RATINGLETTERSSPECIFIC DUTY NO. 3Liaison with officials of National Police and Spanish military intelligence service on matters relating to Cuban operations.RATINGLETTERSSPECIFIC DUTY NO. 4Drafts operational dispatches and cables.RATINGLETTERSSPECIFIC DUTY NO. 5In charge of Station during absences of the Chief of StationRATINGLETTERSOVERALL PERFORMANCE IN CURRENT POSITIONRATINGLETTERSSECRET
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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.  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 must be described, if applicable.Subject is departing Spain for an assignment PCS Headquarters following a tour of over five years at the Madrid Station. During the past three and one-half years he has headed up the Station's Cuban operations, has acted as a coordinator of Cuban activities in Western Europe and has actively participated in operations in support of other WE stations.Starting completely from scratch, the Station was able, under Subject's able direction, to develop extensive operations against the priority Cuban target, including technical operations against the installation, recruitment and defection of important officials, penetration of commercial establishments, recruitment and training of internal assets, bi-lateral operations with the local services, etc.Subject is an officer of considerable energy and drive. He has a knack of developing and exploiting interesting contacts and much of the success of the Station's Cuban program was due to his intimate connections in Cuban exile circles. Subject was also able to enlist the support of the local services in connection with certain aspects of the over-all program which could not be handled unilaterally.Subject has shown himself to be "cost conscious" in the utilization of funds and manpower. His Cuban unit of the Station was# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE1 Dec 65/s/ Earl J. Williamson2. BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION50DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE1 Dec 65Chief of Station/s/ James Noel3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALHaving observed subject's work only from Headquarters, my evaluation of his performance is based entirely on the results and production which he and the section which he supervised achieved. During the rating period, the station's Cuban operations were conducted vigorously with fine results. This report appears to be fair and objective.DATEOFFICIAL TITLE OF REVIEWING OFFICIALFrancis G. Coleman10 Jan. 1966C/WE/5SECRET
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SECTION CNARRATIVE COMMENTS (continued)composed (in addition to himself) of four case officers, two reports officers and a secretary. Although he may be considered a "tough" supervisor in demanding the best of his subordinates, the record will show that he was able to build a very successful program.During his tour at this Station, Subject made an important contribution toward the achievement of high priority targets. He is in every sense of the word an experienced, energetic and dedicated officer.Since Subject's activities in support of other WE stations in the conduct of Cuban operations were under the direction of Headquarters, the rating box for this specific duty has been left blank for completion by the appropriate Headquarters official.
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# SECRETFITNESS REPORT## GENERAL**1. NAME** Williamson, Earl J.**6. OFFICIAL POSITION TITLE** Ops Officer DCOS**9. CHECK (X) TYPE OF APPOINTMENT**CAREER XRESERVETEMPORARYCAREER-PROVISIONALSPECIAL (Specify):**11. DATE REPORT DUE IN O.P.** 31 May 1965**2. DATE OF BIRTH** 13 Mar. 1915**3. SEX** M**7. OFF/DIV/BR OF ASSIGNMENT** DDP/WE/Iberian**10. CHECK (X) TYPE OF REPORT**INITIALX ANNUALSPECIAL (Specily):**12. REPORTING PENIOD (From too)** 1 April 1964 - 31 March 1965**4. GRADE** GS-15**8. CURRENT STATION** MadridREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## 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 naither 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 latter 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** Supervises Station's Cuban operations.RATING LETTERS**SPECIFIC DUTY NO. 2** Supports other WE stations in conduct of their Cuban operations, including assessment, recruitment, debriefing and briefing of persons of operational and intelligence interest.RATING LETTERS**SPECIFIC DUTY NO. 3** Coordinator of Cuban operations for Western Europe.RATING LETTERS**SPECIFIC DUTY NO. 4** Liaison with officials of National Police (DGS) and Spanish Military intelligence service on matters relating to Cuban operations.RATING LETTERS**SPECIFIC DUTY NO. 5** Drafts operational dispatches and cables.RATING LETTERS**SPECIFIC DUTY NO. 6** Assumes charge of Station during absence of Chief of Station.RATING LETTERS## 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 of habits, and particular limitations or, talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERS
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SECTION C - (Cont'd.)- 2 -"cost conscious" both with respect to the commitment of funds and the utilization of man power. In a word, Subject is an experienced, energetic and dedicated officer.
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SECRET# FITNESS REPORT## GENERAL### SECTION A1.  NAMEWilliamson Earl J.2.  DATE OF BIRTH 3. SEX13 Mar. 1915 M4.  GRADE 5.SDGS-15 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/OR OF ASSIGNMENT 8. CURRENT STATIONOps. Officer DDP/VE/Iberia Madrid9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTX CAREER INITIALX ANNUAL11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)31 May 1964 1 April 1963 - 31 March 1964## SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remediat 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 ontirely 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 Porformance is characterized by exceptional proficiency.O-Outstanding Porformance 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 parforms 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 In charge of Station's Cuban operations. Responsible for planning, directing and supervising all activities relating to spotting, assessing and recruiting of agents; collection of intelligence through introduction of agents to target area, debriefing of refugees, operations conducted with liaison, andSPECIFIC DUTY NO. 2 from sensitive sources.Supports other WE Stations in conduct of their Cuban operations, including assessment, recruitment, debriefing and briefing of persons of operational and intelligence interest, as well as warm and cold pitches to potential candidates for defection.SPECIFIC DUTY NO. 3Conducts personal liaison with leading officials of the Spanish Military Intelligence Service and National Police (DCS) on matters of mutual interest.SPECIFIC DUTY NO. 4Drafts operational dispatches and cables.SPECIFIC DUTY NO. 5Assumes charge of Station during absence of the Chief of Station.SPECIFIC DUTY NO. 6OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his affectiveness in his curront position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal waits or hobits, and particular limitations ar talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the Apting bax corresponding to the statement which most accurately reflects his level of performance.4 MAY 1964