Francesco/who-killed-jfk huggingface dataset:
[104-10225-10003.pdf — page 227]
Date of Report19 May 1970Student NamesPICCOLO, JOSEPH S.OfficesWHCourses Inclusive DatesPORTUGUESE FULL-TIME 01/05/70-04/23/70Proficiency Levelfore and After TrainingSpeaking +Aural Comp +Read Comp +Instructors Estimato vicu-Official TestHours of lnstructionScheduled Actual 258Absences 74LANGUAGE TRAINING AIMS AND EVALUATION CRITERIAThe general aim of this course of study was to orovice the student with a command of a foreign language in a skill and at the level set by the sponsoring office. Speaking, aural comprehension and reading comprehension, as required, were emphasized. Fluency and accuracy were given equal importance in training and in evaluation of the student. Cultural matters were covered only incidentally.This student evaluation is based on (1) Instructor and Linquist observations; (2) regularly administered oral and written achievement tests; (3) a final comprehensive achievement examination.. The achievement rating reflects only performance and achievement in the course and is conditioned by the length of time the student spent in training, achievement potentiel based upon his or her aptitude for language study and upon motivation. This rating should not be confused with the Proficiency Rating which is submitted separately on Form 1273, Certification of Language Proficiency.PROGRESS IN ACHIEVING COURSE AIMS(Overall progress in the course is shown as unsatisfactory, marginal, satisfactory, above average, superior when compared against established standards for such training).Speaking Aural Comprehension Reading ComprehensionABOVE AVERAGE ABOVE AVERAGE ABOVE AVERAGEPERFORMANCE EVALUATIONThis student, with no experience in Portuguese, held his own extremely well in a class with three other students, all of whom had had previous training in the language.He did especially well in pronunciation and soon succeeded unusually well in eliminating any interference from Spanish. Because of his knowledge of Spanish, the student's ability to read and understand is greater than his ability to speak.His mastery of the course material was very good. His oral use of the language was generally limited to short sentences. In longer sentences he had a tendency to get lost in mistakes of syntax. He was almost always aware of his mistakes and would correct them himself, at the completion of a sentence, He always responded well to correction.The areas in grammar presenting problems were 1) use of the subjunctive 2) a tendency to overlook, or sidestep, idiomatic expressions 3) failure toSee reverse side for additional commentFor the Director of TrainingsInstructorDepartment ChiefLanguage School/OTR.
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use the preposition with certain verbs requiring the use of a preposition with dependent infinitives.In my judgment, the student already has the ability to use the language effectively in basic, every-day situations. After a matter of months in the foreign environment he should be able to function effectively in all job-related situations. Because he was extremely diligent and conscientious, he would be an excellent candidate for further language training.
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# SECRET# FITNESS REPORTSECTION A GENERAL1. NAME EMPLOYEE SERIAL NUMBER*   (Last) Blunier, Josephg. S.*   2. DATE OF BIRTH 3. SEX 025658658*   12/2/32 M*   (First) (Middle)5. OFFICIAL POSITION TITLE 6. GRADE 5. SO*   GS-12 D7. D.O.B./DATE OF ASSIGNMENT 8. CURRENT STATION*   Off. Officer*   DED. 1/Belzah h Rio de Janeiro9. CHECK (X) TYPE OF APPOINTMENT 10. TYPE OF REPORT*   CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISOR*   CAREER-PROVISIONAL (See instructions-Section C) ANNUAL REASSIGNMENT EMPLOYEE*   SPECIAL (Specify) SPECIAL (Specify)11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - to)*   23 June 1970 - 31 December 1970SECTION 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 on-going 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 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 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 LETTERStation FI Chief, supervising one officer directly, several on a part-time basis, and one outside staffer. SSPECIFIC DUTY NO. 2 RATING LETTERHandles Station CP program; makes recruitment attempts, runs agents (including one of international importance). SSPECIFIC DUTY NO. 3 RATING LETTERCoordinates FI/CP activities of the three Bases in Brasil. SSPECIFIC DUTY NO. 4 RATING LETTERHandles funds and materials, and financial accountings. SSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6OVERALL 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 performance. SSECRET
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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. Ho 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 namo be placed on the list of officers being considered for promotion.
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMAF025658SECTION A1. NAMEPiccolo, Joseph S.6. OFFICIAL POSITION TITLEOps Officer0. TYPE OF APPOINTMENTX CAREERGENERAL12/08/35MGS-12DDP/WU/COGHeadquartersANNUAL15 January 1969 - 31 December 1969January 1970SECTION BU-UnsatisfactoryM-MarginalP-ProficientS-StrongO-OutstandingPerformance is unacceptable. A rating in this category requires immediate and psutive remedial action The nature of the actioncould range from counseling, to further training, to placing on probation, to reassigament or to separation. Describe action tavenor proposed in Section C..Performance 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.Performance is satisfactory. Desired resuits are being produced in the manner expected.Performance is characterised by exceptional proficiency.Performance 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 bo rated on their ability to supervise (Indicate number of employees supervised).1. Is responsible for providing Headquarters' guidance and support to WH/Miami and other Field Stations concerning on-island agent operations; corresponds with the Field.2. Is Headquarters case officer handling several on-island agents3. Maintains liaison with Office of Communications, TSD, Security Finance, Cover, and other Headquarters components.4. Maintains liaison with the Navy (FOSG) and with the representative of MI-6 in Havana.5. Prepares studies for the Division and the DDP concerning on-island collection activities.6. Monitors developments in Cuba affecting the conduct of our on-island operations, ospecially developments involving the Cuban Department of State Security (DSE).7. Supervises an intelligence assistant and a secretary.OVERALL PERFORMANCE IN CURRENT POSITION
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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 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, must be commented on, as applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.(This report is being written not by, but after consultation with, Subject's immediate supervisor, who is temporarily assigned elsewhere. The writer is one step removed from "Immediate super- vision of Subject and has worked with him only since October 1969. In what follows, there is no difference of opinion between the supervisor and the writer, and statements not specifically attributed to one or the other represent the judgment and observation of both.)Subject is an experienced officer whose primary field, on-island agents, is by definition difficult and frustrating and has recently become more so owing to developments beyond his control. Despite this situation he has continued to support successfully the most productive Cuban in-place FI agent that the Agency has.The compromise of a major on-island operation during the reporting period was due not to any deficiency on Subject's part but rather to a general lack of Agency control over the operation from its inception. In any case, it is to Subject's credit that he wrote a candid and thorough analysis and damage report on the case (Writer).## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT![signature of employee]DATE 30 Jan 19702. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONPlease see above![signature of supervisor]DATE 30 January 1970OFFICIAL TITLE OF SUPERVISOR Chief, WII/COG/OPSTYPED OR PRINTED NAME AND SIGNATURE Glenn O. Brown3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIAL Based on 3 months experience in dealing with subject I have found him to be a thoroughly professional operations officer who shows good judgement and makes good use of his field experience in carrying out his function as COG's on-islands case officer. He performs with a minimum of supervision and is most perceptive in monitoring activities and events related to his area of activity. I believe Mr. Piccolo has considerable potential for moving up to more important positions.![signature of reviewing official]3 February 1970 Deputy Chief, WH/COG Wesley/L. LaybourneSECRET
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SECTION C NARRATIVE COMMENTS/continued/Subject's in-house liaison has-boon_effective, as has his liaison with the Navy FOSG (Supervisor). It does not appear that liaison with the representa-tive of MI-6 in Havana for the exploitation of operational matters has been used to its fullest potential, although it should also be noted that this responsibility is not purely Subject's.Subject appears to be a thoughtful and ef-fective supervisor who is concerned with the further training and development of those under his super-vision (Supervisor).
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SECRETTECHNICAL SERVICES DIVISION -- TECHNICAL SCHOOLSHORT RANGE AGENT CONTACT SURVEY (A-106)Training ReportName : PICCOLO, Joseph S.Office: WIL/COGDate : 6 June 19691. OBJECTIVES:To provide a general knowledge in:a. Selected gear used for clandestine short range agent contacts. Included are representative samples of:One way RF radio devices; two way RF radio devices; two way carrier current devices; optical communicators; and special telephone devices used for establishing agent contact.b. The philosophy, purpose, considerations and manageability of short range agent contact systems; including message security, link security, reliability and feasibility of agent contact systems.![signature]INSTRUCTORTSD/TECHNICAL SCHOOLSECRET![stamp]
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SECRET(When Falled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER025658SECTION A1.  NAME(Last) (Pirot) (Middle)Piccolo Joseph S.2.  DATE OF BIRTH 3. SEX    12/08/35    M4.  GRADE 9.90    GS-12 D6.  OFFICIAL POSITION TITLE    Ops Officer7.  OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION    DDP/WH/2 MANAGUA9.  CHECK (X) TYPE OF APPOINTMENT    CAREER RESERVE TEMPORARY10. CHECK (X) TYPE OF REPORTREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See instructions Section C)INITIAL REASSIGNMENT EMPLOYEESPECIAL (Specify):ANNUAL XXSPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (Promo)27 Apr 68-15 January 1969SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requirespositive remedial action. The nature of the action could range from counseling, to further training, to placing onprobation, 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 norexcellence.P-Proficient Performance is more than sart afectory. Desirad.results are being produced in a proficient manner.S- Strong Porformance is characterized by exceptional proficiency.O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance ofothers 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 themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST bé rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC OUTY NO. 1Overall liaison responsibilities with the Office ofNational Security, with emphasis on guidance of the Special Unit.This was his principal duty during his service in Hicaragua andoutweighs the other duties noted below.DESIRATINGLETTERSSPECIFIC DUTY NO. 2 Processing into disseminable intelligence of rawreports produced by liaison; preparation of cables and operationaldispatches.121RATINGLETTERPSPECIFIC DUTY NO.3 Handling of one FI operation (ERRATIC-5) and of othermiscellaneous operational duties as assigned.DE62RATINGLETTERSSPECIFIC DUTY NO. 4 Acting as Chief of Station in the absence of theCOS.RATINGLETTERSSPECIFIC DUTY NO.RATINGLETTERSPRCIPIC OUTT NO.RATINGLETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employes which influences his affectiveness in his current position such as porrformence of specific duties, productivity, conduct on job, cooperativeness, pertinent por some! waits or habits, andparticular limitations telpass. Based on your knowledge of employee's overall pertermence during the rating paried.place the lames in the rating bas rarresponding to the statement which most accurately rollasta his level of performance.RATINGLETTERS45SECRET
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# SECRET(When Filled In)## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable. This officer made excellent progress in working with the liaison service and was notable in his efforts to organize and train, and direct rather than simply sit back and accede the intelligence product. His liaison operation is the single most important operation of Station Managua and it could not have been in better hands. His working relationships with personnel of the liaison service were based on mutual friendship and respect and that service was assorry to see him leave as was the Station. He also earned the friendship and respect of his colleagues and cover facility personnel of all levels and had rare success in his dealings with administrative personnel of the cover facility, a most uncooperative lot.It is difficult for the rating officer to stand back and be flatly objective about this fine employee who is a friend of many years standing and who impressed the rating officer years ago as an officer of rare potential. His tour in Managua was cut short by a personal tragedy (illness and death of a minor dependent) which set into motion a transfer which could not later be reversed. Despite the pressures of this tragedy, this employee performed at a high level throughout this service in Managua and both he and his charming wife proved outstanding examples of "true grit." His tour in Managua proved him once again to be a mature, competent professional who should be able to advance to high positions in the organization. He accepts responsibility well--acted without hesitation (continued).## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE11 Feb 19682. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION Employee left PCS prior to preparation of report.Should be shown to him at Headquarters.9 monthsDATE15 January 1969OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREChief of Station /s/ Robert T. Shaw1. BY REVIEWING OFFICIALI concur with the rating officer's evaluation of Mr. Piccolo.DATE OFFICIAL TITLE OF REVISING OFFICIAL TYPED OR PRINTED NAME AND SIGNATUREC/WH/2 Edwin M. TerrellSECRET
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S-E-C-R-E-T## SECTION C, continuedwhen serving as Acting Chief of Station during the COS' absence on home leave. He has rare ability to see the relevant and has the courage of his convictions--will arque a point. Physically slow moving--given to ambling like a tired old -bear--he can be quite deceiving in an age which seems to specialize in rapidly moving young men-on-the-go. There is no wheel spinning about this officer and no sham. He has his eye on the future and moves along relentlessly in that direction.. Obstacles bother him but don't deter him. He is in short a steady, dependable man with forward momentum.One area in which he could use some improvement is in his writing. This has been discussed with him. The rating officer has recommended that he take a course in effective written English. His writing is at times vague and convoluted.His fine performance was rewarded in September 1968 with a much-merited grade promotion so he cannot be recommended for promotion at this time. It is recommended, however, that he be given a position with head room to allow for advancement to higher grade as soon as he is eligible. The rating-officer would be pleased to serve with this officer at any time, any place.S-L-C-R-E-T
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# SECRET# FITNESS REPORTSECTION A1. NAMEPiccolo, Joseph S.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPK OF APPOINTMENTXX CAREER RESERVE TEMPORARY11. DATE REPORT QUE IN O.P.GENERAL2. DATE OF BIRTH 3. SEX12/8/35 M7. OFF CS DA OF ASSIONMENT 8. CURRENT STATIONWH/1 Mexico City10. CHECA IX) TYPE OF REPORTINITIAL REASSIGNMENT BUPERVISORXX ANNUAL XX REASSIGNMENT EMPLOYER12. REPORTING PERIOD (From 10-)May 1966 - 30 October 19674. ORADE 5. SDGS-11 DSECTION B PERFORMANCE EVALUATIONW-Weck Performance ranges from wholly Inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action tuken or proposed in Section C.A. Adaavata Performance meets ait requirements. It is entirely satisfactory and is characterized nalther 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 axceptional 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 dutio's performed during the rating perlod: Insert rating letter which bost describes the manner in which employee performs EACH specific duty. Consider ONLY eftactiveness 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 LETTERAgent handling and exploitation. Acts as case officer for a variety of operations including a double agent operation. SSPECIFIC OUTY NO. 2 RATING LETTERAdministrative management of project activities. SSPECIFIC DUTY NO. 3 RATING LETTEROperational planning (target analysis etc.)SPECIFIC DUTY NO. 4 RATING LETTERProgramming and handling of covert action activities. SSPECIFIC DUTY NO. 8 RATING LETTERReporting and processing of intelligence information PSPECIFIC DUT? No. RATING LATTEROVERALL PERFORMANCE IN CURRENT POSITION DATING LEITERTake into account everything about the amployee which inflweares kis affectiveness in his current position such as per lormance of specific dusses, productivity, conduel en job, cooperativeness pertinent personal baita er habits, and particular limitations of talents. Resed on yow baculedge of employee's overall portarmance during the rating ported. place the later in the rating bos carresponding to the statement which meat detely reflects his level al pertermans.SSECRET