Francesco/who-killed-jfk huggingface dataset:
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# CONFIDENTIALCLASSIFICATION# FITNESS REPORT## GENERAL INFORMATION**SECTION A**1. EMPLOYEE NUMBER0100322. NAME (Last, first, middle)James S. WOODS3. DATE OF BIRTH02/20/284. SEXM5. GRADEGS-126. SODAC7. OFFICIAL POSITION TITLERECORDS ADMIN OF CH8. OFF/DIV/HR OF ASSIGNMENT   DDO/CCS/REG9. CURRENT STATION   HQS10. CODE (Ch. 1)    HOS.11. TYPE OF APPOINTMENT[X] CAREER[ ] RESERVE[ ] TEMPORARY[ ] CONTRACT[ ] SPECIAL[ ] OTHER12. TYPE OF REPORT[ ] INITIAL[X] ANNUAL[ ] REASSIGNMENT[ ] SPECIAL13. REPORTING PERIOD (FROM-TO)1 July 1975-30 June 197614. DATE REPORT DUE IN O.P.30 July 1976**SECTION B**## QUALIFICATIONS UPDATEIF 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.[ ] NO**SECTION C**## 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 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 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. 1Chief of Registry Section--supervises 6 employees in maintenance of Staff files and required card indices; receiving and distributing Staff correspondence; and processing requests for file checks and other informationRATINGLETTERSSPECIFIC DUTY NO. 2Records Management Officer--responsible for the overall CCS records management programRATINGLETTEROSPECIFIC DUTY NO. 3RATINGLETTERSPECIFIC DUTY NO. 4RATINGLETTERSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job cooperativeness, pertinent personal traits or habits, and particular reactions of clients. 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.RATINGLETTERCLASSIFICATIONCONFIDENTIAL061088
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# SECRETCLASSIFICATION# FITNESS REPORT## GENERAL INFORMATIONSECTION A1. EMPLOYEE NUMBER 2. NAME (Last, first, middle)   010032 Woods, James S.3. DATE OF BIRTH 4. DC S. GRADE 5. BD   02/20/28 M GS-12 DAC7. OFFICIAL POSITION TITLE: 8. OFF/DIV/BR OF ASSIGNMENT 9. CURRENT STATION 10. CODE (ch one)   Records Admin OF-CH DDO/CCS/REG HQS X MGR DF11. TYPE OF APPOINTMENT 12. TYPE OF REPORT    CAREER RESERVE CONTRACT OTHER (Spec.) TEMPORARY X ANNUAL REASSIGN-MENT SPECIAL    X13. REPORTING PERIOD (from-to-) 14. DATE REPORT DUE IN O.P.    1 January 1975 - 30 June 1975 31 July 1975SECTION B QUALIFICATIONS UPDATEQUALIFICATIONS UPDATE FORM IS BEING SUBMITTED WITH CHANGES, AND IS ATTACHED TO THIS REPORT, PLACE THEWORD "YES" IN THE BOX TO THE RIGHT. IF NO CHANGES ARE REQUIRED, PLACE THE WORD "NO" IN THE BOX AT RIGHT.SECTION C PERFORMANCE EVALUATIONU-Unsatisfactory Performance 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. Corrective action takenor 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 actionstaken or recommended should be described.P-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.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 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 the manner in which employeeperforms EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated ontheir ability to supervise (indicate number of employees supervised).SPECIFIC DUTY. NO. 1 RATINGLETTERChief of Registry Section - supervises 7 employees SSPECIFIC DUTY NO. 2 RATINGLETTERRecords Management Officer - responsible for the overall CCS records Omanagement program, ensuring that it is in conformity with DDO andAgency records management policy and procedures.SPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC 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 knowledgeof employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accu-rately reflects his level of performance.FORM OBSOLETE PREVIOUS RATINGLETTER9-73 45 EDITIONSCLASSIFICATIONSECRET17 JUL 197512. IMPDET CL BY    S
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SECRETFitness Report Woods, James D. 010032SECTION D NARRATIVE COMMENTS (continued)but has been required, due to a turnover in personnel, to train three new Records Clerks.Courses taken since the start of his tour with CCS include Operational Records I and III, ADP I, Forms Management Seminar, and Forms Analysis and Design Workshop.Mr. Woods has proved to be a conscientious, hard-working and thoughtful records manager and supervisor, and CCS is glad to have him aboard. I am sure that the next records inventory will provide statistical evidence of his abilities as a "housecleaner."SECRET
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# SECRETFITNESS REPORTSECTION A1. NAMEWoods, James S.6. OFFICIAL POSITION TITLERecords Admin Officer8. CHECK (X) TYPE OF APPOINTMENTCAREER11. DATE REPORT DUE IN O.P.EMPLOYEE SERIAL NUMBER010032GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO20 Feb 28 M GS-11 D7. OFF DIV/BR OF ASSIGNMENT 9. CURRENT STATIONDDO/EUR Rome10. CHECK (X) TYPE OF REPORTINITIAL X REASSIGNMENT SUPERVISORANNUAL X REASSIGNMENT EMPLOYEE12. REPORTING PERIOD (From to)1 June 72 -31 May 73SECTION B PERFORMANCE EVALUATIONPerformance 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 CPerformance 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 results are being produced in the manner expected.Performance is characterized 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 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 RATINGLETTERStation Records Management and Control Officer - responsible for the mediation, preparation, implementation and control of the Records Management Program. 0SPECIFIC DUTY NO. 2 RATINGLETTERChief of Registry Section - in this capacity he supervises one employee in the processing and pouching of all dispatch and other correspondence; serves as the cable analyst, processing and distributing all cable traffic; and serves as Top Secret Control Officer. SSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTEROVERALL 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.RATINGLETTER0MAYSECRET
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# FITNESS REPORTSECRETSECTION A1. NAME   Woods, James S.8. OFFICIAL POSITION TITLE   Records Admin Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREERGENERAL2. DATE OF BIRTH   20 Feb 287. OFF/DIV/BR OF ASSIGNMENT   DDP/EUR/I10. CHECK (X) TYPE OF REPORTINITIALEMPLOYEE SERIAL NUMBER0100324. GRADE   CS-108. CURRENT STATION   RomeREASSIGNMENT SUPERVISOR11. DATE REPORT DUE IN O.P.    31 July 197212. REPORTING PERIOD    1 October 1971 - 31 May 1972SECTION B PERFORMANCE EVALUATIONU-Unsatisfactory Performance is unacceptable. A rating in this category requires immediate and positive remedied 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 assigning this rating should be stated in Section C and remedial actions taken or recommended should be describedP-Proficient Performance is satisfactory. Desired results are being produced in the manner expected.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. 1Chief of Registry Section - In this capacity he supervises one employee in the processing and pouching of all dispatch correspondence and in the performance of other registry duties.RATINGLETTER0SPECIFIC DUTY NO. 2Station Records Officer - Responsible for the Station's Record Management Program.RATINGLETTER0SPECIFIC DUTY NO. 3Cable Analyst - Processes and distributes all incoming and outgoing cable traffic.RATINGLETTERSSPECIFIC DUTY NO. 4Top Secret Control Officer.RATINGLETTERSSPECIFIC DUTY NO. 5RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTEROVERALL 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 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.RATINGLETTER0
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# SECRET(When Filled In)# FITNESS REPORT# SECTION A1. NAMEWoods, James S.6. OFFICIAL POSITION TITLERecords Admin OffEMPLOYEE SERIAL NUMBER010032# GENERAL2. DATE OF BIRTH 3. SEX20 Feb, '28 M4. GRADE 5. SDGS-10 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/EUR/I Rome9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTCAREER INITIAL REASSIGNMENT SUPERVISORRESERVE X ANNUAL REASSIGNMENT EMPLOYEETEMPORARY SPECIAL (Specify):CAREER-PROVISIONAL (See Instructions - Section C) 11. DATE REPORT DUE IN O.P.SPECIAL (Specify): 12. REPORTING PERIOD (From - to-)4 July 1971-30 September 1971# SECTION 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 assigning 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 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. 1 RATING LETTERChief of Registry Section In this capacity he supervises one employce in the processing and pouching of all dispatch correspondence and other registry duties. SSPECIFIC DUTY NO. 2 RATING LETTERStation Records Officer Responsible for the Station's record program and to give guidance and/or assist the Station officers when called upon to do so. SSPECIFIC DUTY NO. 3 RATING LETTERCable Analyst Process and distribute all incoming and outgoing cable traffic, this includes maintenance of the chrono files. SSPECIFIC DUTY NO. 4 RATING LETTERTop Secret Control Officer.. PSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER# OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits of habits, and particular limitations 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 LETTERSFORM 45 SECRET Reviewed by OP/SPD/PPB
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# SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement at work performance. Give recommendations for training. Comment on foreign language competence, if required for current petition 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, mustir vetmented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paperinI have worked with this Officer just 2½ months, but this has been long enough to satisfy me that he is above average in registry work. He is a very knowledgeable registry technician, but most important, he is aggressive and imaginative in devising new procedures, or revising old ones to improve the quality of registry service to this Station. He is affable in dealing with his peers and confident and persuasive in dealing with the senior management of this Station. Shortly after his arrival he took over the analysing and distribution of the cables, and prepared a Station procedure for this purpose. Immediately following that, he devised a new procedure for handling correspondence and installed it. He had reviewed the multitudinous files at this Station and has plans to trim them back to more reasonable and appropriate dimensions. In every respect, this officer has taken charge of the function he is here to perform, and has devoted a great deal of time, thought and effort to improve it. We are indeed satisfied with his performance.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE4 October 1971/s/ James S. WoodsBY SUPERVISORIF THIS RE PORT MAS NOT SHEEN SHOWN TO EMPLOIFE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNGEN MY SUPERVISION2½ monthsDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE4 October 1971Chief, Support/s/ Thomas_McKinley3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSince I have just arrived at the Station I have not had an opportunity to observe this officer's performance. However, I respect the rating officer's judgment, which in this case coincides with other favorable comments I have heard about the Subject. I therefore defer to the rating officer's evaluation,DATEOFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE4 October 1971Deputy Chief of Station/s/ Joseph A. DistefanoSECRET
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# FITNESS REPORTSECRETEMPLOYEE SERIAL NUMBER010032## SECTION A1. NAME   WOODS James S2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD   20 Feb. 1923 M GS-10 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   Records Adm. Officer DDP/EUR/Italian Rome, Italy9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT   CAREER INITIAL REASSIGNMENT. SUPERVISOR   CAREER PROVISIONAL ANNUAL REASSIGNMENT EMPLOYEE   SPECIAL (Specify): X SPECIAL (Specify): Promotion11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From-to-)    1 January 1971 - 30 May 1971## SECTION 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 assigning 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 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: 1 RATING LETTERReviewed, retired and rationalized Italian Branch Files and explained same system to Branch personnel OSPECIFIC DUTY NO: 2 RATING LETTERSPECIFIC DUTY NO: 3 RATING LETTERSPECIFIC DUTY NO: 4 RATING LETTERSPECIFIC DUTY NO: 5 RATING LETTERSPECIFIC DUTY NO: 6 RATING LETTER3 AUG 1971## 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.RATING LETTEROReviewed by OP/SFD/PPB
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SECRET-2-You give him a job and need not worry about whether or how it will be done.The job offered no opportunity to observe his supervisory capabilities. He is cost conscious and security conscious.Fitness Report James S. Woods (continued)SECTION D.3. (continued).in Headquarters. The importance of his contribution and his personal initiative and efforts should be rewarded by a promotion.SECRET
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# SECRETFITNESS REPORTSECTION A1. NAME Woods, James S.2. DATE OF BIRTH 20 Feb 233. SEX M4. GRADE GS-10 D5. OFFICIAL POSITION TITLE Recs Adm Off6. OFF/DIV/BR OF ASSIGNMENT DDP/EUR/BCR7. CURRENT STATION London9. CHECK (X) TYPE OF APPOINTMENT   X CANCERREASSIGNMENT SUPERVISORTEMPORARY10. CHECK (X) TYPE OF REPORT    XX ANNUALXX REASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P. 30 November 197012. REPORTING PERIOD 30 June 1970 - 18 November 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 CM-Marginal Performance is deficient in some aspects. The reasons for assigning 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 aspected.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.Responsible for organization and direct management of the Station RegistryFirst-line supervisor for two full-time registry assistants.Organizes and implements review and purge of Registry and other Station files.Prepares Station notices and outgoing correspondence on Registry matters.Maintains and controls case file index and 201 file index.Top Secret Control OfficerOVERALL 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.