Francesco/who-killed-jfk huggingface dataset:
[104-10291-10004.pdf — page 178]
# SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relitnship to overall performance. State suggestions made for improvement of work performance. Give recommendations for rating. Comment on foreign language competence, if required for current position. Amplify or explain ratings of Section B to susuride bese basis for determining future personnel action. Mannar of performance of managerial or super applicable.This employee continues to be Chief of the Station Registry. During the past year his level of performance can be properly evaluated as exceptionany proficient. He continues to welcome hard work, is not bothered by constantly changing deadlines and is able to fill in for any absent member of his unit, and keep up his own work as well. He is quite conscious of the value of Government personnel and materiel, and does everything in his power to conserve these resources. He continues to come up with new ideas on how to perform his functions in a more efficient and effective manner. This results in benefits to the entire Station. It is regretable that the position this employee fills does not allow for promotion since he has been performing at a level above his present grade for several years.# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE     | SIGNATURE OF EMPLOYEE || -------- | --------------------- || 1 Oct 64 | /s/ Jezes S. Woods    |2. BY SUPERVISORIF THIS REPORT MAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION| DATE     | OFFICIAL TITLE OF SUPERVISOR | TYPED ON PRINTED NAME AVO SRENATURE || -------- | ---------------------------- | ----------------------------------- || 1 Oct 64 | Ops Officer                  | /8/ Frederick Randell               |3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI fully concur with the rater's comments and sentiments. I have kac this employee for a number of years during which time he has evidenced mei growth in self-sufficiency and also in the handling of his responsibilities as a supervisor.| DATQ      | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SOUDATURE || --------- | ------------------------------------ | ----------------------------------- || 29 Oct 6+ | Cos                                  | /s/Fillian V. Broe                  |
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# SECRET## 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. 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.As Chief of the Tokyo Station Registry, this employee has performed at a level of exceptional proficiency for the past year. He welcomes hard work, is able to fill in for any absent member of his unit and keep up his own work as well. He continues to bring up ideas for the improvement of his unit. These have been particularly welcome during the past year in view of the impending move of the Registry to a new location at Fuchu Air Station. The slight tendency to be arbitrary mentioned in the last fitness report has been eliminated during this reporting period. In view of this employees strong performance over the past year, he is being recommended for promotion to GS-10.## SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE10 Sept. 63 /s/ James S. WoodsBY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE10 Sept. 63 Chief, Ops Support Staff /s/ Frederick RandallBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI concur in this rating and add that this employee has not let the very serious personal problems thrust upon him during this period interfere in any way with his consistently dependable performance. In this key role, in any station of this size, dependability, reliability, and confidence are "musts" and while there are quite naturally small aggravating incidents of mis-routing or mis-direction of documents, I have been struck by the lack of them here, because ratee has the "must" qualities. His performance certainly warrants favorable consideration of the projected promotion action.DATE11 September 63 Deputy Chief of Station Robert Wheeler
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# SECRETFITNESS REPORTSECTION A1. NAME   WOODS, James S.6. OFFICIAL POSITION TITLE   Intel Analyst9. CHECK (X) TYPE OF APPOINTMENT   CAREER RESERVE TEMPORARY   CAREER-PROVISIONAL   SPECIAL (Specity):11. DATE REPORT DUE IN O.P.GENERAL4. DATE OF BIRTH   20 Feb 287.OFF/OIV/BR OF ASSIGNMENT.DDP/FE110. CHECK (X) TYPE OF REPORT     INITIAL     X ANNUALSPECIAL (Specity):12. REPORTING PERIOD (From 100)    1 Oct 61-30 Sept 62EMPLOYEE SERIAL NUMBER3. SEX   M4. ORADE 3.50   GS-9 DCURRENT STATIONTOKYOREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESECTION B PERFORMANCE EVALUATIONW-Wock Performance ronges from wholly inadeguate ne slightly loss 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 roossignmont or to separation, Cescribo action takon or proposed in Section C.A. Adequata Performance moats all requirements. It is entirely satisfactory and is characterized neither by deficiency noroxcellence.P.Proficient Performanca is more than satisfactory. Desired results are boing produced in a proficient manner.S- Strong Performance is charactorized by exceptional preficiency..O-Outstanding Performance is so exceptional In relation to Navirements 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 Asing the rating period. Insort rating lottor which bost describes themanner in which employee performs EACH specific duty. Consider ONLY offectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their chilin te superviso (indicate number of employees supervised)Chief of Central Registry and Records with responsibility for the receipt, analysis and routing of all incoming and outgoing cables, dispatches and memoranda of the Station, including all other organizations corresponding with the Station.RATINGLETTERPSupervises four Registry employees.RATINGLETTERPSupervises a courier service which distributes correspondence to the five geographically separated elements of the Station.RATINGLETTERPOVERALL PERFORMANCE IN CURRENT POSITIONTake into account overything about the employoo which is his offectivonasa in his current position such as performance of specific duties, productivity, conduct ca retrativaness, partinent personal walts of habits, and particular limitations or talents. Bused on your knowlege zaplane's overall performanco during the rating period, place the latter in the rating box corresponding to the are nich most accurately roflores his level of performanco.RATINGLETTERPFORM 45 OBSOLETE PREVIOUS COITIONS.SECRET
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# SECRET(when Filled In)## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in currant 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 dutermining future personnal action. Manner of performance of managerial or supervisory duties must be described, if applicable.As the Chief of the Tokyo Registry this employee has performed well. He has abundant energy and constantly comes up with ideas for the improvement of the efficiency of his unit. He welcomes hard work and is able to fill in and take over any job in his unit and keep up with his own duties as well. As a supervisor, he has a slight tendency to be arbitrary when convinced he is right. This may be due to the fact that the Registry frequently operates under conditions of pressure due to the recent reorganization, reduction, and relocation of the Station. The Station has been required to get the job done with fewer people and under more difficult working conditions.## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE25 Oct. 1962SIGNATURE OF EMPLOYEEJames S. Woods /s/2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYES HAS DEENUNDER MY SUPERVISIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATUREFrederick Randall.3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSubject has done and continues to do well what is expected of him. In amplification of the last sentence of the rater's coments (Section C) Subject has made the adjustment to "fewer people" and "more difficult working conditions" quite well, without trouble and more importantly with no impediment to the CRM service.DATE26 Oct 1962OFFICIAL PITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURERobert P. Wheeler
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# SECRET## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestially made in employees for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for developing and for assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide basis for determining future personnel actions.![mailroom logo] Itace has been in charge of station registry since 24th MAILROOM. This has been a period of dramatic change in the station and especially in our paper management. He has responded well to these changes and shows a degree of adaptability that bodes well. His handling of our recent "holdings" inventory, his unceasing efforts to reduce unnecessary holdings, and his knowledge of his business (RI) have made him a valued addition to our shrinking team. In this short rating period there has been little opportunity for me to observe his supervisory abilities, but the lack of any problem on this count coming to my attention seems to me that he is doing well. Another six months should tell us more on this score.## SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE SIGNATURE OF EMPLOYEE6 Oct 612. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONIF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYS REPORT MADE WITHIN LAST 90 DAYSOTHER (Specify)DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE6 Oct 61 Ops. Officer Wheeler, Robert P.3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE6 Oct 61 Ops. Officer Wheeler, Robert P.SECRET
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SECRET(When Filled In)SECTION ENARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employees for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for employment and greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provide the best basis for determining future personnel actions.Subject is an excellent records officer. His interest in the subject and his perseverance in carrying out tasks connected with it have not only produced results in his own work, but have kindled enthusiasm and interest within the Division in developments in Agency records management. He has been able to improve records within the Division with a great deal of success, and at the same time avoided the usual aversion to records responsibility which too much emphasis on records creates in the case officer. His ability to get along well with others is important in his liaison function.Mr. Woods' work on the vital materials program in the last year has resulted in a much more realistic program for the Division. The creation and up-to-date retention of vital materials has for some time been a problem for which little solution could be found. It appears that the present program will result in vital materials which will be current and usable if needed.Subject is at present assigned to a part-time detail in MMU. This should help to broaden his knowledge of new approaches in the records field. A/EXO/DDP has expressed his complete satisfaction with the very effective work Mr. Woods is doing on this detail.Mr. Woods' work during the last year has been the basis for a commendation of the Division's records program by CO/ satisfactory performance.SECTION FCERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE16 DEC 1960![signature of employee]2. BY SUPERVISORMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION20IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.EMPLOYEE UNDER MY SUPERVISION LESS THAN 30 DAYSREPORT MADE WITHIN LAST 90 DAYSOTHER (Specify):DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE15 December 1960C/FE/ESEC![signature of supervisor]Harriet L. Wailer3. BY REVIEWING OFFICIALI WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIALDATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATUREFE/EXO![signature of reviewing official]Orrin R. Magill, Er.SECRET
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# SECRET(When Filled In)## OFFICE OF PERSONNEL## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strongths and weaknesses demonstrated in current position. Indicate suggestions made for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and assuming greater responsibilities. Amplify or explain, if appropriate, ratings given in SECTIONS B, C, and D to provice me best basis for determining future personnel actions.Subject is an excellent records officer. He is enthusiastic about his specialty and works hard at it, putting a great deal of energy into his work.He is quick and understands records thoroughly. Because of this, he is at times inclined to jump ahead of others in records discussions and should attempt to slow down his approach to the subject to meet the level of persons who do not have the same records background.Subject could fill any position in the records management field, and should advance quickly. He is interested in developing his capabilities and is at present enrolled in the Writing Workshop with this in mind.This report has been prepared in accordance with FE Division standards which recognize the sum total of rating the individual against the group Thus an "average" rating reflects an entirely satisfactory performance.## SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEE   I certify that I have seen Sections A, B, C, D and E of this Report.DATE SIGNATURE OF EMPLOYEE29 Oct 59 James S Hoods2. BY SUPERVISOR   MONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION   UNDER MY SUPERVISION7IF REPORT IS NOT BEING MADE AT THIS TIME, GIVE REASON.REPORT MADE WITHIN 1-30 DAYSEMPLOYEE UNDER MY SUPERVISION LESS THAN 90 DAYSOTHER (Specify):DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE27 October 1959 C/FE/ESEC Harriet Weiler3. BY REVIEWING OFFICIAL   [X] I WOULD HAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATION.[] I WOULD HAVE GIVEN THIS EMPLOYEE A HIGHER EVALUATION.[] I WOULD HAVE GIVEN THIS EMPLOYEE A LOWER EVALUATION.[] I CANNOT JUDGE THESE EVALUATIONS. I AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.COMMENTS OF REVIEWING OFFICIAL Subject is a promising young records officer. He has demonstrated a capability for growth and for assuming greater responsibility. He is very much interested in records management and wants to make a career of it. His career development should be designed to afford him opportunities for maximum development both in terms of varied Headquarters experience and in field assignments.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATUREFE/EXO Orrin E. MagillSECRET
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# SECRETDIRECTIONS:a. State in the spaces below up to six of the more important SPECIFIC duties performed during this rating period. Place the most important first. Do not include minor or unimportant duties.b. Rate performance on each specific duty considering effectiveness in performance of this specific duty.c. For supervisors, ability to rate supervisors is rated as a specific duty (do not rate as supervisor those who supervise a secretary only).d. Compare in your mind, when possible, the individual being rated with others performing the same duty at a similar level of responsibility.e. Two individuals with the same job may be performing different duties. If so, rate them on different duties.f. Be specific. Examples of the kind of duties that might be rated are:ORAL BRIEFINGWAS AND USES AREA KNOWLEDGECONDUCTS INTERROGATIONSGIVING LECTURESDEVELOPS NEW PROGRAMSPREPARES SUMMARIESCONDUCTING SEMINARSANALYZES INDUSTRIAL REPORTSTRANSLATES GERMANWRITING TECHNICAL REPORTSMANAGES FILESDEBRIEFING SOURCESCONDUCTING EXTERNAL LIAISONOPERATES RADIOKEEPS BOOKSTYPINGCOORDINATES WITH OTHER OFFICESDRIVES TRUCKTAKING DICTATIONWRITES REGULATIONSMAINTAINS AIR CONDITIONINGSUPERVISINGPREPARES CORRESPONDENCEEVALUATES SIGNIFICANCE OF DATAg. For some jobs, duties may be broken down even further if supervisor considers it advisable, e.g., combined key and phone operation, in the case of a radio operator.1 - INCOMPETENT IN THE PERFORMANCE OF THIS DUTY6 - PERFORMS THIS DUTY IN AN OUTSTANDING MANNER2 - BARELY ADEQUATE IN THE PERFORMANCE OF THISFOUND IN VERY FEW INDIVIDUALS HOLDING SIMI-DUTYLAR JOBS3 - PERFORMS THIS DUTY ACCEPTABLY7 - EXCELS, ANYONE I KNOW IN THE PERFORMANCE OF4 - PERFORMS THIS DUTY IN A COMPETENT MANNERTHIS DUTY5 - PERFORMS THIS DUTY IN SUCH A FINE MANNERTHAT HE IS A DISTINCT ASSET ON HIS JOBSPECIFIC DUTY NO. 1RATING SPECIFIC DUTY NO. 4SPECIFIC DUTY NO. 2RATING SPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 3RATING SPECIFIC DUTY NO. 63. NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEDIRECTIONS: Stress strengths and weaknesses, particularly those which affect development on present job.SUITABILITY FOR CURRENT JOB IN ORGANIZATIONDIRECTIONS: Take into account here everything you know about the individual... productivity, conduct in the job, pertinent personal characteristics or habits, special defects or talents...and how he fits in with your team. Compare him with others doing similar work of about the same level.1 - DEFINITELY UNSUITABLE... HE SHOULD BE SEPARATED2 - OF DOUBTFUL SUITABILITY... WOULD NOT HAVE ACCEPTED HIM IF I HAD KNOWN WHAT I KNOW NOW3 - A BARELY ACCEPTABLE EMPLOYEE... BELOW AVERAGE BUT WITH NO WEAKNESSES SUFFICIENTLY OUTSTANDING TO WAR-RANT HIS SEPARATION4 - OF THE SAME SUITABILITY AS MOST PEOPLE I KNOW IN THE ORGANIZATION5 - A FINE EMPLOYEE... HAS SOME OUTSTANDING STRENGTHS6 - AN UNUSUALLY STRONG PERSON IN TERMS OF THE REQUIREMENTS OF THE ORGANIZATION7 - EXCELLED BY ONLY A FEW IN SUITABILITY FOR WORK IN THE ORGANIZATIONIS THIS INDIVIDUAL BETTER SUITED FOR WORK IN SOME OTHER POSITION IN THE ORGANIZATION!
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# SECRET(When Filled In)# FIELD FITNESS REPORTThe Fitness Report is an important factor in organization personnel management. It seeks to provide:1. The organization selection board with information of value when considering the application of an individual for membership in the career staff: and2. A periodic record of job performance as an aid to the effective utilization of personnel..# INSTRUCTIONSTO THE FIELD ADMINISTRATIVE OR PERSONNEL OFFICER: Consult current field administrative instructions regarding the initiation and transmittal of this report to headquarters.TO THE FIELD SUPERVISOR: Read the entire form before attempting to complete any item. As the supervisor who assigns, directs and reviews the work of the individual you have primary responsibility for evaluating his strengths, weaknesses, and on-the-job effectiveness revealed by his day-to-day activities. If this individual has been under your supervision for less than 30 days, you will collaborate, if practicable, with his previous supervisors to make sure the report is accurate and complete. Primary responsibility rests with the current supervisor. It is assumed that, throughout the period this individual has been under your supervision, you have discharged your supervisory responsibilities or frequent discussions of his work so that in a general way he knows where he stands.IT IS OPTIONAL WHETHER OR NOT THIS FITNESS REPORT IS SHOWN TO THE PERSON BEING RATED# SECTION ILEAVE BLANK - FOR HEADQUARTERS USE ONLY1. NAME James S. Woods4. GRADE CS-75. STATION DESIGNATION (Current) KOBA/Hqs6. DUE DATE OF THIS REPORT April 19561. DATE OF BIRTH 25 Feb. 19282. SEX M3. SERVICE DESIGNATION DI7. PERIOD COVERED BY THIS REPORT (Inclusive dates) 15 April 1955 - 15 April 1956# SECTION II (To be completed by field supervisor)1. CURRENT POSITION Intelligence Analyst - CE2. DATE ASSUMED RESPONSIBILITY FOR POSITION 25 September 19543. STATE THE SPECIFIC ASSIGNMENTS OR TASKS WHICH ARE TYPICAL OF THOSE GIVEN TO THE EMPLOYEE DURING THE PAST THREE TO SIX MONTHS (List in order of frequency)Subject is an intelligence analyst in the Personal File Section of the Records Integration Branch, Subject is responsible for the maintenance of agent records and personality files, and is responsible for making all KOBA file checks.# SECTION III (To be completed at headquarters only)DO NOT COMPLETE - FOR HEADQUARTERS USE ONLYAUTHENTICATION OF REPORT AND SIGNATURES1. NAME OF RATER (True) Agnes M. Primo.2. NAME OF REVIEWING OFFICIAL IN FIELD (True) Paul B. Preitueiser3. THIS REPORT WAS ☐ WAS NOT SHOWN TO THE INDIVIDUAL BEING RATED.4. DATE REPORT AUTHENTICATED AT HQS. 1 May 19565. NAME AND SIGNATURE OF ADMINISTRATIVE OR PERSONNEL OFFICER AT HEADQUARTERS AUTHORIZED TO AUTHENTICATE FITNESS REPORT AND SIGNATURES William E. Nelson, CEG/1DO NOT COMPLETE FOR HEADQUARTERS USE ONLYFORM NO. 45a REPLACES FORM 434. 1 SEP 54.1 FEB 55 WHICH MAY BE USED.SECRET