Francesco/who-killed-jfk huggingface dataset:
[104-10291-10001.pdf — page 142]
SECRETFITNESS REPORTSECTION A GENERAL1. NAME: Wriich, Joseph2. DATE OF BIRTH: 16 June 213. SEX: M4. GRADE: GS-145. S.D.: D6. OFFICIAL POSITION TITLE: Operations Officer7. OFF/DIV/OR OF ASSIGNMENT: DDP/WH/48. CURRENT STATION: Buenos Aires9. CHECK (X) TYPE OF APPOINTMENT:* CAREER* RESERVE* TEMPORARY10. CHECK (X) TYPE OF REPORT:* INITIAL* ANNUAL* SPECIAL* REASSIGNMENT SUPERVISOR  X REASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P.: 31 August 196512. REPORTING PERIOD: 1 April 1965 - 12 July 1965SECTION B PERFORMANCE EVALUATIONW - Blank: 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 supervise (indicate number of employees supervised).Maintains contact with Chief and other key officers of the Psychological Action Department of the principal Argentine intelligence service and is case officer for an important and large CA project run in conjunction with the local service.RATING LETTER: SCase officer for three unilateral CA projects in the following fields: one propaganda (films), one student/youth, and one political action. These projects have significant FI overtones.RATING LETTER: SCase officer of a new project essentially FI in nature.RATING LETTER: SSupervisor for one American Staff Agent in the CA field who is case officer of one formal project and is engaged in important developmental work.RATING LETTER: SAssists the Station CA officer in over-all and tactical planning.RATING LETTER: SOVERALL 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 special capabilities 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 LETTER: S2 AUG 1965
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# SECRET(When Filled In)## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position 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 report is submitted due to the reassignment of the supervisor. Subject's performance remains as before. The Rating Letter of Specific Duty No. 1 was lowered from "0" to "S" for the simple reason that the goal in large measure has been achieved," i.e., a substantial reduction in costs but with a concurrent improvement in the net product-- a not inconsiderable achievement in that this is a joint undertaking with the local service. Specific Duty No. 2 lists three unilateral CA projects rather than four as described in the last report. This is due to the termination (on Subject's recommendation) of one of these projects.## SECTION D1. CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE12 July 65SIGNATURE OF EMPLOYEE /a/2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION15. DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE12 July 65Operations OfficerFrederick Larkin /a/3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALThis officer's performance in the last three months has continued at a high level and I have nothing to add to the reviewing comments made in his last report.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE12 July 65Chief of StationJ. Foster Collins /a/SECRET
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SECRETSECTION C (Continued)and direction but is quick to disagree if such be the case. However,he can be counted upon to implement fully a decision once one hasbeen reached.SECTION D.3. (Continued)in his written work, more so than in his oral presentations which tendto be somewhat rambling. He is a cheerful and outgoing person who haslearned Spanish exceptionally rapidly and well. He has developed agood understanding, of, and rapport with, his contacts both liaisonand independent.
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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 must be described, if applicable.Subject remains the eager, aggressive, and intelligent individual described in his last Fitness Report. During the year under review, Subject was assigned case-officership of two agents taken over from an officer who departed PCS. One of these agents is in an area new to Subject--economic action and economic reporting. In total, Subject is case officer of four active projects plus one that is temporarily inactive as the agent is absent from Argentina. Also, Subject is the supervisor of one American Staff Agent under deep cover. Subject handles these varied assignments with a high degree of competence and indicates a versatility of high degree. Subject's project management is good and his formal reporting to both his supervisor and Headquarters is kept current and done in depth.This officer has consistently shown a cost consciousness during the period he has been at this Station (24 months). In addition he has an ability to relate cost to production which has resulted in almost halving funds spent for his CA liaison project while at the same time improving the product--and with the cooperation of the local service.Subject's language competence (Spanish) is sufficiently fluent to permit him to engage in extended professional conversations with agents and others who have no English.--continued--## SECTION D### CERTIFICATION AND COMMENTS#### BY EMPLOYEE1. DATE22 May 1964I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT![signature]2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION#### BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION20DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE22 May 1964Operations Officer/S/ Frederick Larkin3. COMMENTS OF REVIEWING OFFICIAL BY REVIEWING OFFICIALI generally concur with the Supervisor's ratings on Subject and on his general comments. In direct dealings with this officer I find him an aggressive and well-rounded officer who carries a full load of projects and liaison activity. He is making a significant contribution to the Station's mission.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE22 May 1964Chief of Station/S/ J. Foster CollinsSECRET
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Continuation of Section C, Fitness Report, attachmentto HABT-2892, 22 May 1964Subject's rapport with his agents and othercontacts appears to be excellent, which is doubtlessan important element in his continuing success with hisprojects. Subject is responsive to guidance anddirection and when after full discussion a, course ofaction is agreed upon, he can be counted upon to takeaction within the agreed limits.
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# SECRET(When Filled In)# FITNESS REPORTSECTION A1. NAME5. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instruction Section C)SPECIAL (Specify)GENERAL2. DATE OF BIRTH 3. SEX16 June 1921 Male7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATIONDDP WI. 2 Buenos Aires10. CHECK (X) TYPE OF REPORTX INITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify)11. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From - to)31 May 1963 5 June 1962-31 March 1963SECTION B PERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly loss 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 meats all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellance.P - Proficient Porformance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by, exceptional proficiency.O - Outstanding Porformance 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 parformed during the rating period. Insert rating letter which best describes the manner in which employee parforms EACH specific duty. Consider ONLY affectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees auservised).SPECIFIC DUTY NO.1 RATINGLETTERMaintains contact with the Chief and other key officers of the Psychological Action Department of the principal Argentine intelligence service. SSPECIFIC DUTY NO. 2 RATINGLETTERCase officer for an important and large CA project run in conjunction with the local service. 0SPECIFIC DUTY NO.3Case officer for two unilateral CA projects, one in the propaganda field and the other political action with important FI overtones. SSPECIFIC DUTY NO. 4 RATINGLETTERCase officer for two American staff agents in the CA field, Tuis involves four formel projects and important developmental work. PSPECIFIC DUTY NO. 5 RATINGLETTERAssists the Station CA officer in over-all and tactical planning. PSPECIFIC DUTY NO. 6OVERALL PERFORMANCE IN CURRENT POSITION RATINGLETTERTake into account everything about the employee which influences his affectiveness in his current position such as performance of specific duties, productivity, conduct on ich, cooperativeness, pertinent personal traits of 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 accurataly rollocis his level of performance. S11 JUN 1963FORM 45 PREVIOUS EDITIONS.SECRET
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# SECRET(When Filled In)## SECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective 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 II to provide basis for determining future personnel action. Manner of performance of managerial or supervisory must be described, if applicable.Subject in an aggressive, eager, and intelligent person who knows what he wants to do with and where to take his projects. In the case of the project with the local service, Subject inherited an expensive project over which little control had been exercised in either effective utilization of funds or the actual operations. After analyzing the project to determine the state of assets, capabilities, etc., Subject ingratiated himself in a highly commendatory way with the Argentines concerned to the end that Subject's ideas and positive cooperation are now sought on a daily basis. This has resulted in greatly improved project management and, better, more demonstrable results for the money spent.Also, during this period Subject developed and recruited one new agent, a leading political scientist with access to important political leaders. In addition Subject inherited a project in the motion picture field which he has developed into an effective mechanism which now promises to reach into the newspaper field.In addition to the above three projects, Subject is case officer for two staff agents who between them handle four projects. Subject has had these responsibilities for less than three months and during this period he has handled these assignments proficiently.Subject's language competence (Spanish) is proficient; he is able to converse meaningfully in Spanish with persons of intelligence interest who have no English.(continued on separate sheet)## SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE24 May 1963SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONEightDATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE24 May 1963 Operations Officer /S/ Frederick Larkin Jr.3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI am in general agreement with the supervisor's assessment of this individual, whom I have seen fairly frequently. He is extremely active and aggressive and has moved ahead rapidly into new activities in both the liaison and unilateral field. He has only recently taken over the direction and supervision of two other case officers so it is too early to know what his abilities in this area are, but it is in this direction that he should work for broadening his career potential.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE24 May 1963 Chief of Station /S/ James F. CollinsSECRET
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-2-Continuation of Section C, Fitness Report, attachment to HABT-2308, 24 May 1963Subject has no important weaknesses. His aggressiveness and eagerness have at times led to hasty action that might have resulted in professionally embarrassing results. On the other hand, these very qualities resulted in a recent and important recruitment. Subject is responsive to guidance and direction. He reports fully and within time limite. Subject's rapport with those with whom he is in professional contact appears excellent.
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# SECRET## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for improvement of his work. Give recommendations for his training. Describe, if appropriate, his potential for development and for assuming 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.Mr. Smith was head of the Venezuela Desk at the beginning of the reporting period. He left this position shortly thereafter in preparation for an overseas assignment, with another branch of WHID. During his duty with WH/1, Mr. Smith was a strong asset. With his previous operational experience and his innate good sense, he supervised the Venezuela Desk in a most effective fashion. This was particularly evident during the Presidential visit to Venezuela and Colombia in December 1961. The effective management of the Headquarters aspects of the visit called for a well-coordinated, efficient and intensive effort by all concerned. Mr. Smith and the personnel under his supervision measured up quite well in this situation.## SECTION F CERTIFICATION AND COMMENTSBY-EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT WAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONFour monthsSubject departed on overseas assignment.DATE 8 June 1962OFFICIAL TITLE OF SUPERVISIONAC/SE/1TYPED OR PRINTED NAME AND SIGNATURER. Reynolds3. 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.COMMENTS OF REVIEWING OFFICIALI AM NOT SUFFICIENTLY FAMILIAR WITH THE EMPLOYEE'S PERFORMANCE.
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SECRET# FITNESS REPORT## GENERALSmith, Joseph D. 15 June 1921 Male 13Operations OfficerDDP/HW/1## EVALUATION OF PERFORMANCE OF SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating number which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of this duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise.|                                                                      |       || -------------------------------------------------------------------- | ----- || 1. Unsatisfactory 2. Barely adequate 3. Acceptable                   |       || Reviews, assesses, and supervises all current operations in his area | **5** || Recommends courses of action to the field and policy to his superior | **5** || Keeps abreast of the political and economic situation                | **5** || Drafts dispatches, memoranda and cables. Edits project actions       | **5** || Reviews and monitors field monetary obligations                      | **5** || Supervises reports officer's and secretary's work                    | **6** |## EVALUATION OF OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position - performance of specific duties, productivity, conduct on the job, cooperativeness, pertinent personal traits or habits, particular limitations or talents.Rating: 4## DESCRIPTION OF THE EMPLOYEEIn the rating boxes below, check (X) the degree to which each characteristic applies to the employee| Characteristics          | Rating || ------------------------ | ------ || Gets things done         | X      || Resourceful              | X      || Accepts Responsibilities |        || Can make decisions       | X      || Does job without support |        || Facilitates operation    |        || Security Conscious       | X      || Writes clearly           | X      || Displays initiative      |        |
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# SECRET## SECTION E NARRATIVE DESCRIPTION OF MANNER OF JOB PERFORMANCEStress strengths and weaknesses demonstrated in current position. Indicate suggestions made to employee for Improvement of his work. Give recommendations for his training. Describe, il appropriate, his potential for development and for assuming greater responsibilities. Amplity of explain, if appropriate, ratings given in SECTIONS B. C, und D to provide the best basis for determining future personnel actions.This employee was new to Wi and served only about three months under the supervision of the undersigned. He brought wide experience and background in CA work to the Branch due to his past experience in other components of KURARK. He was applying himself industriously to the task of learning about the WH area and specifically Venezuela, for which country he was the desk officer responsible for FI as well as CA work. His performance was excellent and can be expected to improve with more familiarization with the area.## SECTION F CERTIFICATION AND COMMENTS1. BY EMPLOYEEI certify that I have seen Sections A, B, C, D and E of this Report.DATE4 April 1962SIGNATURE OF EMPLOYEX2. BY SUPERVISORMONTHS EMPLOIEF HAS BEEN UNDER MY SUPERVISIONIF TEYDESMAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEIF PEPOST IS NOT BEING MADE AT THIS TIME, DIVE REASON.ENPOTRE UNGRE MY SUPERVISION LESS THAM SO CARDREPORT MADE MITHIN LAST 30 DAYSOTHRA Spenitv;:26 March 1962OFFICIAL SITLE OF SUPERVISUMC//1TYPED OR PRINTED NAME ANG SIGNATURE/s/ Edwin H. Terrell3. BY REVIEWING OFFICIALXX I WOULD MAVE GIVEN THIS EMPLOYEE ABOUT THE SAME EVALUATIONI WOULD HAVE GIVEM THIS EMPLOYEE MOGHE EVALUATION..I WOULD HAVE DIVEN THE EMPLOYEE A LOSER EVALUATION.I CANNOT JUDGE THE EVALUATIONS AM NOT SUPFICIENTLY FAMILIAR BIEN THE SUPLOTER'S FERFORMANCE,COMMENTS OF EVIL OFFICIALDaring the period from the rating officer's departure in Oct 1961 until Mr. Smith wo resssigned to another Branch in Feb 1962 in preparation for an overseas assigament, he demonstrated high competence in all of his duties, thereby confirzing the rating officer's expectations in the last centence of Section E. On the cents of this fine performance, I would upgrade the rating in Section & fres 4 to 5,DATE4 April 1962OFFICIAL TELE OF NEVIRING OFFICIALAC/VE/1TIPER PRINTEDMAN AND SIGNATURER. ReynoldsSECRET
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(when filled in)# TRADING REPORTSpanish Basic Reading, Speaking, Writing I-100- hours, part time , 16 January 1961 - 24 March 1961 -6 studentsStudent : Joseph B. Smith Year of Birth: 1921SOD Date: September 1951 Grade: 08-15 Office : CA StaffCOURSE OBJECTIVES - CONTENT AND METHODSThis is the first phase in a three-phase basic sequence of 30 weeks, each phase lasting 10 weeks.The general aim of the course is to enable the student to use the spoken language with moderate facility and accuracy in a large number of everyday situa- tions while providing a basis for further learning of the language either by actual use in the area or by further formal study. The three major objectives of this phase of the course are to develop an ability: (1) to adequately dis- tinguish and pronounce the sounds of the language; (2) to use appropriately a small quantity of Spanish sentences and expressions; (3) to comprehend normal speed spoken Spanish in a limited number of everyday, non-technical situations.Classes are held 2 hours per day, 5 days a week, requiring a minimum of 10 hours of preparation per week. To receive the maximum benefit from this course each student should plan to devote at least two-thirds of the class preparation time doing drill in the language laboratory.ACHIEVEMENT RECORDStudent progress is evaluated primarily on oral recitation in the form of drills and free conversation based on memorized material. In addition, several tests are given during the course. This student's rating is indicated by the asterisk.| Unsatisfactory | Satisfactory | Excellent | Incomplete || - - - - - - - - | - - - - - - - - | - - - - - - | - - - - - - - - || | | 30 | 3 |It is regrettable that Mr. Smith will not be able to continue in the course at this time but increased office duties do not permit it. Mr. Smith had made a very profitable start in Spanish in this course.FOR THE DIRECTOR OF TRAINING: /s/ J. C. MAURER 22 May 1961Chief Instructor DateS-E-C-R-2-T(When filled in)