Francesco/who-killed-jfk huggingface dataset:
[104-10225-10006.pdf — page 136]
SECRETFITNESS REPORTDaniel Florescont.SECTION Din terms of paper flow and personnel administration. He demonstratesan ability to advance further along these lines. Also during theperiod under review he participated in an approach against thelocal head of Cubana Airlines in a Latin America country. Althoughthe recruitment effort was not successful, it was conducted in aprofessional manner and Mr. Flores used an access agent relativein a very effective manner.He has been perhaps the most aggressive officer in the CubaOperations Group in pursuing leads for interviews of relatives,friends, and acquaintances of Cuban officials posted abroad.During the period under review he conducted at least six suchinterviews and developed good assessment data on various targets.As a native Spanish speaker, Mr. Flores has the ability topass as a foreign national and has successfully carried out rolesas a Mexican citizen, using OTS-provided false documents. Thisability to pass as non-American has been of great assistance inhandling the key case he relinquished only on leaving LA/COG.Mr. Flores has now overcome an earlier reluctance to beaggressive which former supervisors might have noted. I amconfident he will maintain and build further on what I have foundto be a highly improved sense of enthusiasm. I am sure he will1be a strong contributor to his new component.No. 3He is an officer who merits further responsibility and one whoshould continue to rise in rank as he assumes these additionalresponsibilities. It has been a pleasure to work with him andI should like to do so with him in the future.SECRETE2 IMODETCL BY 025231
[104-10225-10006.pdf — page 137]
# CLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION**SECTION A**1. EMPLOYEE NUMBER 2. NAME (Last, first, middle)194737 Flores, Daniel7. OFFICIAL POSITION TITLE 8. OFF/DIV BR OF ASSIGNMENT 9. CURRENT STATIONOps Officer DDO/LA/COG Washington, D.C.3. DATE OF BIRTH 4. SEX 5. GRADE 6. BD4 Aug 35 M GS-12 D1. CODE (chk one)CAREER RESERVE CONTRACT OTHER (Spl.) TEMPORARY X ANNUAL REASSIGN. SPECIAL13. REPORTING PERIOD (/from-to/) 14. DATE REPORT DUE IN O.P.1 October 1974 - 30 June 1975 31 July 1975**SECTION B QUALIFICATIONS UPDATE**IF QUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES AND IS ATTACHED TO THIS REPORT, PLACE THE WORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED. PLACE THE WORD "NO" IN THE BOX AT RIGHT.**SECTION C PERFORMANCE EVALUATION**U--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, in placing on probation, to reassignment or to separation. Describe action taken or proposed in Section D.M--Marginal Performance is deficient in some aspects the reasons for assigning this rating should be stated in Section D 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 characterised 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 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.: 1 RATING LETTERCase Officer for COG's Latin America area responsible for opera- Stional support of LA field Stations Cuba programs.SPECIFIC DUTY NO. 2 RATING LETTERCase officer for two sensitive on-island agent operations. SSPECIFIC DUTY NO. 3 RATING LETTERDevelop leads to potential Cuban recruitment targets and personally Sinterview prospective access agents.SPECIFIC DUTY NO. 4 RATING LETTERSupervisor for one Intelligence Analyst SSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6**OVERALL PERFORMANCE IN CURRENT POSITION**RATING LETTERTake 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 performanceRATING LETTERSCLASSICATION8 SEP 1975
[104-10225-10006.pdf — page 138]
# CLASSIFICATION## SECTION D NARRATIVE COMMENTSOFFICE.OF.PERSONNELLA/COG is both a Headquarters AzordBo75 and an active operational "station" operating out of Headquarters, responsible for recruitment operations and agent handling. As such, Mr. Flores assignment is a combination of Headquarters desk chief and case officer of a large field station. His performance is being rated in both capacities which means that much higher criteria is being applied than for most Headquarters officers.Mr. Flores has proved to be a professional agent handler, and has been used very effectively in two new, sensitive operations run from Headquarters. Although he did not participate in the recruitment of these sources, Mr. Flores was brought in to provide initial training, and detailed guidance necessary to develop the new assets into reporting sources. One was a complicated case of a DGI walk-in who Mr. Flores helped debrief, then trained and dispatched back to Cuba. The other was a successful false flag recruitment of a source with excellent access to the Cuban leadership; Mr. Flores' job, after being introduced by the recruiting officer, is to make the source into a fully controlled asset and maximize the excellent potential for intelligence information.## SECTION E CERTIFICATION AND COMMENTSMONTHS EMPLOYEE HAS BEENUNDER Y SUPERVISION1. BY SUPERVISOR   IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE8 August 1975OFFICIAL TITLE OF SUPERVISORADC/LA/COGTYPED OR PRIMITED NAME AND SIGNATUREM. Michael KlineSTATEMENT CONCERNING THIS EVALUATIONOF MY PERFORMANCEDATE2. BY EMPLOYEESIGNATURE OF EMPLOYEESYP SONRAVE NOT ATTACHED3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALLA/COG has six operations officers performing duties similar to those assigned to Mr. Flores--Case officer responsible for recruiting/ handling agents directed against a hard target and also staff duties as a Desk Chief. These tasks are unique within the Latin America Division as these officers serve as field case officers and also as Headquarters desk officers. All on-island Cuban agents are handled by these six employees. I would rank Mr. Flores in the middle of this group, but it must be taken into consideration that all the other officers are senior in grade.DATE8 August 1975OFFICIAL TITLE OF REVIEWING OFFICIALAC/LA/COGTYPED ORAINTED WANGANDThomas C. ClinesSIGNATUREBY EMPLOYEECHASSIFICATION
[104-10225-10006.pdf — page 139]
Continuation of Section DHis professional, no-nonsense handling has already contributed to highly significant information (a value quotient of 7.0 with one XX report) on some of the Agency's current Cuba priorities including Cuba's negotiating attitude vis-a-vis the U.S.In his capacity as Desk officer for field stations in Latin America, Mr. Flores is charged with providing guidance and support aimed at recruitment operations against Cuban officials. He has conducted interviews of Cuban exiles in the U.S. and initiated a promising recruitment operation against a well placed third country official in Cuba. He supervises one intelligence analyst and, together, they effectively ensure timely response to field requests and help stations to identify operational opportunities, recruitment targets and--where necessary--keep them aware of the priority of the Cuban target.By his performance, Mr. Flores has demonstrated he is a versatile case officer with good operational instincts; he is showing increasing agressiveness and imaginative support of field stations in their efforts to recruit Cuban officials. While he is an excellent agent handler who gets maximum intelligence production from his assets, he is less thorough when handling the administrative details involved in his operations. He needs more supervisory experience, and still tends to rely excessively on his IAs to search for operational leads and conduct operational research.Mr. Flores was sponsored by the Division, and attended the mid-career course in November 1974. He has excellent potential for further advancement in the Division and has been a significant factor in LA/COG's success over the last year in developing access to Cuba, a recognized hard target.Continuation of Section ESubject excels as an agent handler motivating his agents and disciplining them when required to obtain quality intelligence. He handles two of LA/COG's most sensitive on-island agents and during this period, he has met these two agents in Europe and in Latin America. He has certainly targetted these two agents against priority objectives and the intelligence produced has been of vital interest to U.S. Government policymakers in this delicate period of Cuban nego-tiations. Latin America Division has received commendations from
[104-10225-10006.pdf — page 140]
Continuation of Section Ethe intelligence community for reports acquired through Mr. Flores.Subject's staff duties include desk chief responsibilities for supportand guidance to field programs including the research and targettingrequired to conduct an effective recruitment program. Although suchduties requiring supervision are new to him, he is also makingprogress in this capacity. With proper guidance and assistance, hewill develop into a most effective supervisor.Mr. Flores native fluency in Spanish and his Latin backgroundhave proven most valuable to Cuban operations. In fact he representshimself as "Latin American" in handling one of this agents. For anofficer his grade, he is very mature, self assured, has good commonsense and is certainly a professional. Subject has completed two toursin the field and is an experienced ops officer. He is intelligent,imaginative, uses good tradecraft at all times and has a clear headedapproach to the business. He expresses himself well orally and inwriting, and works very well with other case officers. Mr. Floreskeeps up to date on political, economic and social affairs pertainingto Cuba and he willingly accepts difficult tasks requiring frequentseparations from his family.Subject definitely has potential. He is operationally agressiveand is gaining experience as a manager. Mr. Flores is already perfor-ming at a higher level than his grade. In approximately a year, heshould be again dispatched to the field as a senior officer responsiblefor handling Soviet, Chinese or Cuban targets. During the nextreporting period, Mr. Flores should receive training in superivsion.He is a solid performer in the Cuban Operations Group and has contri-buted much to our successes during the past year.
[104-10225-10006.pdf — page 143]
FITNESS REPORT - Daniel Flores## SECTION D (CONTINUED).activities in Latin America, due largely to Mr. Flores' professionalism.Mr. Flores' current assignment is a combination of operational and Headquarters desk responsibilities, the latter calling for the support of field stations in their efforts to develop individual Cuban recruitment programs. His extended TDYs have understandably prevented Mr. Flores from devoting much time to his desk responsibilities and it is somewhat difficult to judge his performance as a desk officer. He has a good grasp of what needs to be done, and his handling of specific tasks indicates good managerial potential. Nevertheless, he does need additional desk experience, especially in areas which will allow him to use his operational ability to support and guide field stations that are developing Cuban operational programs.## COMMENTS BY REVIEWING OFFICIAL (CONTINUED)this aspect of his performance was less noteworthy, and it is believed more attention and research could have been given to this activity. Mr. Flores writes concisely and well, and his CI/CE instincts are sharp and true. He can be expected to turn in a solid desk performance in the future.
[104-10225-10006.pdf — page 144]
CONFIDENTIAL# FITNESS REPORTNOTE: Supervisor or Reviewing Official may assign a higher classification if CONFIDENTIAL is not adequate for the report when completed..## GENERAL INFORMATION**SECTION A.**1. EMPLOYEE NUMBER1947372 NAME (last, first, middle)Flores, Daniel7. OFFICIAL POSITION TITLEOps Officer10. TYPE OF APPOINTMENTXX CAREERCAREERPROVISIONALRESERVEANNUAL3. DATE OF BIRTH 4. SEX S GRADE 3D4 Aug 35 M GS-12 D8 OFF/DIV/BR OF ASSIONMENT 9 CURRENT STATIONDDO/WH/Br 3 Lima, Peru11. TYPE OF REPORT30 MONTH XX REASSIGN-MENISPECIALCONTRACTSPECIALTEMPORARY21 MONTH12 REPORTING PERIOD (From t)31 May 73-4 March 7413 DATE REPORT DUE IN O.P.**SECTION B****PERFORMANCE EVALUATION**U-Unsatisfactory Performance is unacceptate A rahing in this category requires immediate and pouhre remedial action the nature of the achon could range from counseling to further Maining, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.M-Marginal Performance is delicient in some aspects the reasons for assigning this rating should be stated in Section C and remedial actions taken or recommended should be deuribedP-Proficient Performance is sahslactory Desired rewits are being produced in the manner expected.S-Strong Performance is characterized by escephonol 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 recogninon.### SPECIFIC DUTIESList up to ale of the most important specific duties performed during the rating period insert ruting fatter which best describes the manner in which employee performs EACH specifie duty. Consider ONLY factisin performance of that duty. All employees with supervisory responsibilities MUST be rated on theu ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATINGLETTERStation officer responsible for operations against the MPCHEEK target SSPECIFIC DUTY NO. 2 RATINGLETTERDirection of and support for an outside principal agent and the assets handled by this principal agent SSPECIFIC DUTY NO. 8 RATINGLETTERCase officer responsible for a unilateral surveillance team SSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO RATINGLETTEROrian HoRMANCE IN CURRENT POSITION RATINGLETTERCONFIDENΤΙΑΙS
[104-10225-10006.pdf — page 146]
CONFIDENTIALContinuation of Narrative CommentsIn carrying this heavy workload, Subject demonstrated that he is a superior agent handler. He succeeded in conveying to these people a sense of mission and participation which has kept their morale and motivation, and hence their production, at a high level. He also insisted upon work and security discipline, with a result that the record of these agents in prompt and reliable appearance for meetings and in responding in writing to requirements is extraordinarily good. They all have a clear idea of what is expected of them, confidence that performance will be rewarded and conversely that non-performance will not be tolerated. Just prior to his departure, Subject successfully terminated an entire surveillance team of long standing, a measure which was decided upon simply because the team had been heavily used for over five years and from a security standpoint replacement seemed to be in order. Letting old agents go is always a delicate and usually a thankless task. It takes finesse and bargaining skill. Subject showed these and more in divesting us of the team without a hitch.During his last month in Lima, despite the fact that he was burdened with the problems of closing out his household and the normal operational and administrative cleanup prior to PCS depar- ture, Subject made two very significant contributions to Station objectives. First, he coordinated with the Peruvian Government the official but necessarily discreet visit of a senior BKHERALD officer. Since the Station is not declared, Subject had to main- tain his LNGOLO cover throughout, further complicating this delicate assignment. During the visit, he coordinated frequently with the head of the Peruvian National Intelligence Service and with the chief administrative aide of the President of Peru. He also participated directly in one meeting with the President. This was of course not the type of assignment which would normally be entrusted to a "Junior officer", but Subject is juntor only in relative grade, certainly not in maturity, self-assurance or judg- ment. Then with only three days left in Lima, Subject led an installation team which entered a building recently purchased by the MPCHEEKS, remained for almost 48 hours and made two apparently excellent audio installations.The Station will miss Subject a great deal. As the above Incidents demonstrate, when the tough or sensitive assignments came up, he was the officer we turned to most frequently. He never balks, argues inconvenience, or seeks the way out. He is cooperative, helpful, and in a low-key way is always effective. We hope he will not object to the term "old reliable" -- he has been that in Lima, and more.SECRET
[104-10225-10006.pdf — page 147]
SECRETContinuation of Comments of Reviewing Officerfirst instance he was bilingual and could fade into the Lima background. But he would not have been so regarded if he had not shown ample good sense, zeal, and balanced judgment in unfamiliar situations. We hope Subject can get overseas again within a reasonable time and consider that the Station that gets him will be fortunate.
[104-10225-10006.pdf — page 150]
CONFIDENTIALSection C continued.....as it developed, and make appropriate on-the-spot adjustments to control the asset's reactions. All this had to be accomplished with great regard to security because of the sensitive position occupied by the agent. Subject's performance has been effective and, given the operation's importance, can really be called outstanding. The agent is again a prime source on the radical sector of the government, which is crucial to developments locally.Further, this officer continues to manage an outside principal agent who in turn handles leftists, Communist Party and press placement assets, so directing these efforts that they contribute effectively to overall Station objectives. More recently, Subject has taken over the unilateral deployment of a new audio operation targetted against a senior local Communist Party official and is carrying it through successfully. This officer also handles much of the support requirements for his various operations, including management of safehouse keepers, overseeing a small surveillance team, and acquisition of rental cars and property in alias. There is little doubt that some of Subject's success can be attributed to his Latin background and fluent Spanish. But both of these advantages might be wasted by a less capable all-round officer. In his case, they provide him with complementary skills that enhance his superior performance. In the view of the reporting officer, Subject carries more than his own share here in Lima in a manner normally calling for an officer of considerably more senior grade and experience.CONFIDENTIAL
[104-10225-10006.pdf — page 151]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER036130## SECTION A - GENERAL1. NAME(Last) Flores(First) Daniel(Middle)2. DATE OF BIRTH 3. SEX   4 Aug 1935 M4. GRADE 5. SD   GS-11 D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/WH/3 Lima9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORXX ANNUAL REASSIGNMENT EMPLOYEECAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    31 August 197212. REPORTING PERIOD (From - to-)    24 September 1971 - 30 June 1972## SECTION B PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance is unacceptable. A rating in this category requires immediate and positive remedial action. The nature of the actioncould range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action takenor 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 actionstaken 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 similarwork 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 themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Direction of and administrative support for three outsideprincipal agents whose efforts he directs against the CommunistParty, extreme left and labor targetsRATINGLETTERSSPECIFIC DUTY NO. 2Coordinator of all Station operations against the left, includingmanagement of the project covering this activity.RATINGLETTERSSPECIFIC DUTY NO. 3Case officer in charge of the Station's labor reporting assets.RATINGLETTERPSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTEREXEMPT FROM FENERAL DECLASSIFICATIAOF E 0 1152S 55(1)SPECIFIC DUTY NO. 6RATINGLETTER> [Figure] Image showing the word "Impet" written in a cursive font.### OVERALL PERFORMANCE IN CURRENT POSITIONRATINGLETTERSTake 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, 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.FORM45OBSOLETE PREVIOUS EDITIONSSECRET
[104-10225-10006.pdf — page 153]
SECTION C continued.....A comment must be made on Subject's great ability to adjust rapidly to one-time and target of opportunity assignments. His performance in meeting with two high level agents of other stations who had to be met during stays in Peru, and his on-site assistance in an audio operation against a priority target have been of the highest order. No doubt his fluent Spanish greatly assisted him in these tasks, but his experience and good judgment were major factors in his excellent performance in the role of utility operations officer.To exploit Subject's talents to the fullost, and provide him with the professional challenge equal to his ability, he has now been assigned the management and handling of the difficult Chinese target, a top priority for the Station. This is a true measure of our confidence in him.