Francesco/who-killed-jfk huggingface dataset:
[104-10291-10000.pdf — page 148]
# SECRET(Bhen Filled in)# FITNESS REPORT## SECTION A1. NAME   Fox, Jerome6. OFFICIAL POSITION TITLE:   Ops Officer9. CHECK (X) TYPE OF APPOINTMENT:   CAREER   RESERVE   CAREER-PROVISIONAL See Instructions - Section C)   SPECIAL (Specify)11. DATE REPORT DUE IN O.P.## GENERAL2. DATE OF BIRTH 3. SEX   9 Oct 28 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION:   DDP/FE/PMI Hqs10. CHECK (X) TYPE OF REPORT:    INITIAL    ANNUAL    SPECIAL (Specify)12. REPORTING PERIOD (From - To):    October - December 1966EMPLOYEE SERIAL NUMBER0179744. GRADE 5. SSD   12 DX REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## SECTION 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 CA - 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. 1RATINGLETTERSee Section CSPECIFIC DUTY NO. 2RATINGLETTERSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 61967## 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 and 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.RATINGLETTERpFORM 45. USE PREVIOUS EDITIONSSECRET
[104-10291-10000.pdf — page 149]
# SECRET(When Filled in)## SECTION CNARRATIVE 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.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 and cost-consciousness in the use of personnel space, equipment and funds must be commented on, if applicable. If more space is needed to complete Section C, attach a separate sheet of paper.JAN 13 3:22 PM '67Subject has been assigned to the Indonesia Desk since mid-October 1966, consequently evaluation of performance of specificduties at this point would not be based upon representativeevidence.During the very brief interval Subject has been with thedesk, he has shown several consistent qualities that deservenoting. Assigned the Communist Party operations sector, heapplied himself to background reading, files research andorganizing his materials, with commendable energy. He hasaccepted a variety of spot assignments requiring timely res-ponse, shown considerable initiative in locating the necessaryfacts, and met the required deadlines without undue assistanceor observation. He shows every evidence of absorption in hisassigned field. A little more experience with the country,Headquarters procedures and local conventions should make hima strong member of the desk.## SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEE|                                                                || -------------------------------------------------------------- || I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT || DATE             | SIGNATURE OF EMPLOYEE || ---------------- | --------------------- || 15 December 1966 | Jerome Fox            |2. BY SUPERVISOR|                                                                 || --------------------------------------------------------------- || IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION || MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE || --------------------------------------------- | ---------------------------- | ----------------------------------- || Oct - Dec 1966                                | CFE/PM/I                     | Donald M. Richardson                |3. BY REVIEWING OFFICIAL| COMMENTS OF REVIEWING OFFICIAL || ------------------------------ || Concur.                        || DATE             | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE || ---------------- | ------------------------------------ | ----------------------------------- || 20 December 1966 | Deputy Chief, FE/PMI                 | Elizabeth H. McAvoy                 |SECRET
[104-10291-10000.pdf — page 150]
S-E-C-R-E-TTRAINING REPORTSoviet Bloc Operations Course No. 480 hours, full time 18 - 29 March 1968Student : FOX, Jerome Office : DDP/FEYear of Birth: 1928 Service Designation: DGrade : GS-12 No. of Students : 32EOD Date : 1955COURSE OBJECTIVESTo orient the student on the special nature of the Clandestine Services' Soviet Bloc target and to train him in the application of clandestine methods for collecting information on, assessing, and preparing recruitment operations against Soviet Bloc personalities.ACHIEVEMENT RECORDThis is a certificate of attendance. No evaluation is made of individual performance in the course.FOR THE DIRECTOR OF TRAINING:![signature]Russell A. Largely Date 6/14/68Instructor, OTRS-E-C-R-E-T
[104-10291-10000.pdf — page 151]
S-E-C-R-E-TTRAINING REPORTCHINA FAMILIARIZATION NO. 34(40 hours, full-time) 26 February - 1 March 1960Name: Fox, Jerome No. of Students: 17Office: FE SD: DYear of Birth: 1928 Grade: GS-12EOD Date: June 1955## COURSE OBJECTIVES - CONTENT AND METHODSThe course is designed for Agency personnel requiring a sound basic understanding of contemporary China and some acquaintance with the fundamentals of the Chinese language. The aim is familiarization, no specialisation. The course focuses on mainland China. The language familiarization phase includes pronunciation of Chinese words, an introduction to the most widely accepted system of dictionary recording of Chinese characters and the telegraphic code. The area phase includes: cultural and historical development, geography and resources, economic development and problems, the political system, social change and control in contemporary China and foreign relations.## ACHIEVEMENT RECORDThe above named student actively participated in the China Familiarization Course No. 34. In this session no evaluation was attempted for the area phase. The student's performance in the language familiarization phase was satisfactory.FOR THE DIRECTOR OF TRAINING:![Signature] 2 March 1960Chief Instructor DateGROUP IExcluded from automatic downgrading and declassificationS-E-C-R-E-T
[104-10291-10000.pdf — page 152]
# SECRET## TRAINING REPORTChina Operations Course No. 1-6840 hours, Full time 4 - 8 March 1968Student: Fox, Jerome Office: FEYear of Birth: 1928 Service Designation: DGrade: GS-12 No. of Students: 25EOD Date: June 1955### COURSE OBJECTIVETo prepare Clandestine Services officers to conduct operations against Communist China from the point of view of Human Source Collection; to present material directed toward the updating of officers in the operational realities inside and outside China today; and specifically to train officers in providing political, political-military, advanced weapons and other coverage of the priority China target which cannot be obtained by technical means.### ACHIEVEMENT RECORDThis is a certificate of attendance. No record is made of individual performance in the course.FOR THE DIRECTOR OF TRAINING:![Signature] 15 MAR 1968Henry C. Perringer DateChief InstructorSECRET
[104-10291-10000.pdf — page 153]
# S-E-C-R-E-T## TRAINING REPORTChiefs of Station Seminar No. 2-6880 hours, full time 5-16 February 1968Participant : Jerome Fox Office : IPE/PMIYear of Birth: 1928 Service Designation: DGrade: GS-12 No. of Students : 18EOD Date : 1955## COURSE OBJECTIVES, CONTENT AND METHODSThe COS Seminar is aimed to prepare prospective Chiefs and Deputy Chiefs of Station and Chiefs of Base for field assignments. Emphasis was upon the difficulties confronting Chiefs of small or medium-sized installations, since they must handle a peculiarly wide range of problems. Included were case studies serving to remind outgoing chiefs of various operational approaches and techniques, but more time was devoted to policy, coordination, management, reporting, and administrative responsibilities of the Chief of Station, both within CIA and in the government at large, at home and abroad.The bulk of the course is given in lectures and question periods conducted by officials responsible for the missions, functions, programs, and services discussed. A few key items of suggested reading are included, and bibliographies of suggested reading tailored to the individual's assignment are offered for those who want them.## ACHIEVEMENT RECORDThis is a certificate of attendance. No further assessment of individual capacity or performance is made in this course.FOR THE DIRECTOR OF TRAINING:![Signature of Henry C. Barringer]Henry C. Barringer 20 FEB 1968DateS-E-C-R-E-T
[104-10291-10000.pdf — page 154]
# S-E-C-R-E-T## TRAINING REPORTInformation Reporting, Reports and Requirements Cource No.2.- 68120 hours, full time: 26 February 1908Student: FOX, Jerome Office: FE/MIYear of Birth: 1928 Service Designation: DGrade: 08-12 No. of Students: 5EOD Date: 1955## COURSE OBJECTIVES - CONTENT AND METHODSThe over-all objectives of the course are: to show the requirements function as it develops; to describe information evaluation, appraisal, and dissemination; to present fundamental principles of collection and communication of information; to demonstrate how, through Headquarters guidance, reporters can be directed and developed; and to prepare intelligence officers in the field to put information into finished report form. Supervised practice to develop skills is given in the production of finished reports; in reporting on area guidance patterns; in tailoring requirements into specific assignments; and in observing, collecting, organizing, and communicating information.## ACHIEVEMENT RECORDStudent achievement is judged from each student's observed performance during laboratory practice in the areas of instruction indicated. An asterisk (*) indicated this student's ratings. The ratings are weak, adequate, proficient, strong, and outstanding.### A. Qualitative and Quantitative Production of Reports:| Weak | Adequate | Proficient | Strong | Outstanding || ---- | -------- | ---------- | ------ | ----------- ||      |          | *          |        |             |COMMENT: The quality of Mr. Fox's work was uniformly excellent in every respect. He worked to full capacity.### B. Requirements Performance:| Weak | Adequate | Proficient | Strong | Outstanding || ---- | -------- | ---------- | ------ | ----------- ||      |          |            | *      |             |COMMENT: His paper on this subject demonstrated that he has a very sound understanding of the Requirements and guidance systems.S-E-C-R-E-T
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C. Editorial Performance:| Weak | Adequate | Proficient | Strong | Outstanding || ---- | -------- | ---------- | ------ | ----------- ||      |          | *          |        |             |COMMENT:His work demonstrated that he has acquired a very sound understanding of the principles of good editorial organization in intelligence reporting.D. Reporting Performance:| Weak | Adequate | Proficient | Strong | Outstanding || ---- | -------- | ---------- | ------ | ----------- ||      |          | *          |        |             |COMMENT:His outside reporting assignment was efficiently executed. It was well organized. Unfortunately, it lacked sufficient reporting detail to warrant a higher rating.INSTRUCTOR'S OVER-ALL COMMENT:Mr. Fox was a very fine student. He worked extremely well and his many penetrating questions added very considerably to the tone of the class. His work was of excellent quality and it showed that he has acquired a sound understanding of the various aspects of the reporting function discussed.FOR THE DIRECTOR OF TRAINING![signature] Herbert G. KingChief Instructor1 FEB 1968Date
[104-10291-10000.pdf — page 156]
# SECRET(When Filled In)# FITNESS REPORT## SECTION A**GENERAL**1. NAME(Last) (First) (Middle)Fox, Jerome6. OFFICIAL POSITION TITLEOps Officer8. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify)11. DATE REPORT DUE IN D.P.2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO9 Oct 28 M GS-12 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/FE/VIC Vietnam10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORANNUAL X REASSIGNMENT EMPLOYEESPECIAL (Specify)12. REPORTING PERIOD (From - To)## SECTION B PERFORMANCE EVALUATION1 January - 9 July 1966W-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 excellenceP-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 other's 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. 1The initiation, development and management of a sensitive FI/CI operation. RATINGLETTER```ICIO DE 70 SSPECIFIC DUTY NO. 2 RATINGLETTERThe spotting, assessment, development, recruitment and management of unilateral FI agents. SSPECIFIC DUTY NO. 3 RATINGLETTERFunctions as a liaison officer with officials of the Vietnamese National Police. PDE51SPECIFIC DUTY NO. 4 RATINGLETTERThe preparation of dispatches, cables, intelligence information reports, memoranda and other necessary papers required by the above duties. ASPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTER## 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. RATINGLETTER125 SFORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET4-62```
[104-10291-10000.pdf — page 158]
# SECRET# FITNESS REPORTSECTION A1. NAME   Fox, JeromeGENERAL2. DATE OF BIRTH: 10/09/254. GRADE: GS-127. OFF/DIV/OR OF ASSIGNMENT: DDPS/ATCCURRENT STATION: Saigon9. CHECK (X) TYPE OF APPOINTMENT: CAREER10. CHECK (R) TYPE OF REPORT: ANNUAL11. DATE REPORT DUE IN O.P: Feb 6612. REPORTING PERIOD: 29 December 1964 to 31 Dec 1965SECTION 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 supervisa (indicate number of employees supervised).SPECIFIC DUTY NO. 1Officer in charge of liaison with the Municipal PoliceRATING LETTERPSPECIFIC DUTY NO. 2Officer in charge of liaison with postal authoritiesRATING LETTERSSPECIFIC DUTY NO. 3Officer in liaison with operational components of Headquarters, Special BranchRATING LETTERPSPECIFIC DUTY NO. 4Handles all the correspondence, files and associated memoranda connected with the tasks cited above.RATING LETTERPSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC DUTY NO. 6RATING LETTEROVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits of 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 LETTERP
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SECRET## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper 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.FEB 15 10 43 AM '66During the reporting period this officer was given different assignments due to a reorganization within the branch. During the past two months he has been solely responsible for liaison with the postal authorities and has developed this into a very worthwhile activity. In addition to this effort he has been personally responsible for development and recruitment of two senior officials of both short and long range interest. He has handled an area of extreme sensitivity which called for unremitting attention to detail. He accomplished this assignment in an outstanding manner. This officer is rated on the overall as proficient.## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT.DATE SIGNATURE OF EMPLOYEE1 Feb 66 /s/ Jerome Fox2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE1 Feb 66 Ops Officer /s/ James Braaflaat3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur with the above.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE1 Feb 66 Ops Officer /s/ John StoutSECRET
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# SECRET## TRAINING REPORTCovert Action Operations Course No. 63, 30 March to 17 April 196460 hours part timeStudent : Fox, Jerome Office : FEYear of Birth: 1928 Serviop Designation: DGrade : OS-12 No. of Students : 13EOD Date : June 1955## STUDENT OBJECTIVES - CONTENT AND METHODSThe Covert Action Operations Course is an advanced seminar for senior and middle grade CS officers who will direct and conduct covert action operations in the field. It providos a conference setting in which experienced officers may discuss the full range of operational probleme - from policy and strategy to tactics and techniques - with senior Agency officers, both those recently returned from field posts and those assigned to Headquartors for guidance and support of CA flold operations.The CAO course covors the origin and scope of CIA's covert action mission, CA activity of Bloc services and party organs, tactical approaches to the direction of CA operations, political action, economic action, propaganda, paramilitary operations, special operations, the national counterinsurgency program, covert action in the labor and youth field, counterintolligo.co problema in covert action, Joint CI-CA programo, and current area case studios..## ACHIEVEMENT RECORDThis is a cortificate of attendance. Adjectival ratings are not given in this courão.FOR THE DIRECTOR OF TRAINING:![signature] 22 April 1964Dawson Smith DatoChief Instructor![Group I Excluded from automatic downgrading and declassification]SECRET