Francesco/who-killed-jfk huggingface dataset:
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# SECTION CSECRET(When Filled in)NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel space, equipment and funds, must be commented on, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Smith lives covertaction -- his imaginative and disciplined/ mind comes forth with many operational concepts and ideas ranging from simple, quite routine matters to complicated and carefully shaded activities. It is to be expected that within this enthusiastic outpouring, practical details of implementation are sometimes buried, In these instances, Mr. Smith quickly trims his sails and comes forth with the needed realistic approach. In short, he is a fine operations officer, more competent and at ease in real as against planning or policy situations.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATESIGNATURE OF EMPLOYEE24 February 19692. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE24 February 1969C/WH/CAGerard Droller3. BY REVIEWING OFFICIALCOMMENTS OF REVIERING OFFICIALMr. Smith is an excellent CA officer. I concur in this report,DATEOFFICIAL TITLE OF REVIERING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE26 February 1969WH/Executive OfficerDonald C. MareliusSECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER007894## GENERAL**SECTION A**1. NAMESMITH,JosephB.2. DATE OF BIRTH 3.SEX16 June 1921M4. GRADEGS-145. SD   D6. OFFICIAL POSITION TITLEInstr Ops7. OFF DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDS/OTR/OS/HTB-Hdgs.9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORTXX CAREERRESERVETEMPORARYINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONALXX ANNUALREASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 196812. REPORTING PERIOD (From to-)! April 1967 to 29 March 1968**SECTION B PERFORMANCE EVALUATION**W- WeakPerformance 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 token or proposed in Section C.A- AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor axcellance.P- ProficientPorformance is more than satisfactory. Desired results are being produced in a proficient mannor.S- StrongPorformance is characterized by exceptional proficiency.O- OutstandingPerformance 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 latter which bost doscribes the manner in which employee parforms EACH specific duty. Consider ONLY. olfactivaness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to superviso (indicate number of omployees supervised).SPECIFIC DUTY NO. 1Chief Instructor for the Covert Action Operations Seminar and the CA Politics Workshop.RATINGLETTERSSPECIFIC DUTY NO. 2Course Coordinator for the Vietnam Psychwar Course given to the military in conjunction with FE DivisionRATINGLETTERSSPECIFIC DUTY NO. 3Tradecraft Advisor and Coordinator for the Operations Support CourseRATINGLETTERSSPECIFIC DUTY NO. 4RATINGLETTER$DG 50 -DM 60$SPECIFIC DUTY NO. 5$DG10$RATINGLETTERSPECIFIC DUTY NO. 6RATINGLETTER-K.O.MAY 1958### OVERALL PERFORMANCE IN CURRENT POSITIONTake into accawit ordrything about the employee which influoncos his effectiveness in his current position such as par formance of specific duties, productivity, conduct on ich, cooperativores pertinant personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's orarull performance during the raring period, place the lotter in the rating bar corresponding to the statement which most occupatoly reflects his level of performance.RATINGLETTERSFORMSECRET45 USE PREVIOUS EDITIONS
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# SECTION C - NARRATIVE COMMENTS, Joseph B. Smith (cont.)Agency. In design and content the new courses reflect thoughtfulness, imagination, and realism--a combination of traits only too seldom encountered.As a corollary to the main duties cited above, Mr. Smith has also successfully run, in conjunction with FE Division, a Psychological Warfare Operation's Course for military officers being assigned to MACV/SOG in Saigon. Finally, in the CA field, Mr. Smith has provided tutorials, as requested by various area Divisions, to a number of Staff and Contract Agents and to foreign liaison representatives in such fields as black radio, youth and student operations, veterans organizations, and methods of countering Communist propaganda.In February 1968 Mr. Smith was asked to assume responsibility as Tradecraft Advisor and Coordinator for the Operations Support Course; a critical block of instruction for (primarily young and inexperienced) CS clericals headed for overseas assignments where they may be called upon to assist case officers in operational support tasks. Although, strictly speaking, this teaching and coordination task was outside Mr. Smith's normal purview and main area of expertise, he accepted this additional responsibility with exemplary willingness, and then proceeded to discharge it smoothly, energetically, and effectively. In addition to managing an extensive live problem, the Tradecraft Advisor must ensure that prosen- tations by a number of instructors résult in a balanced and coherent coverage of all operational subjects in the course. This entails the coordination of efforts of several senior and experienced instructors, all under the norminal aegis of the course's Chief Instructor, and, thus, demands a great deal of finesse and tact. Mr. Sraith has not only fulfilled this difficult role in a highly efficient manner but has also drawn on his own long Field experience for pertinent and meaningful contributions to the course.Mr. Smith occasionally handles Branch-wide administrative tasks and in my absence functions as Acting Chief, Headquarters Training Branch, to my complete satisfaction. At such times he has exercised supervisory responsibilities well. He is cost conscious and makes effective use of personnel, space, equipment, and funds.
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SECRETIn summary, Mr. Smith is a mature and responsible officer, keeps things nicely in perspective, and has a good sense of priorities. In tackling problems he strives to make molehills out of mountains, which is a refreshing change; in short, a dedicated and intelligent officer and, withal, unfailingly cordial and cooperative.SECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER007894SECTION A1. NAME(Last)SMITH6. OFFICIAL POSITION TITLE   Instr OperationsGENERAL(First)Joseph(Middle)B.2. DATE OF BIRTH 3. SEX   16 June 1921 M7. OFF/DIV/BR OF ASSIGNMENT   DDS/CTR/OSACT9. CHECK (X) TYPE OF APPOINTMENTXX CAREERRESERVETEMPORARYCAREER PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.    28 April 19674. GRADE 5. SO   GS-14 D.8. CURRENT STATION   Headquarters WAC10. CHECK (X) TYPE OF REPORT    XX INITIALANNUALSPECIAL (Specify)REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE12. REPORTING PERIOD (From to):    1 April 1966 - 31 March 1967SECTION 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 supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1 RATING LETTERChief Instructor for Covert Action subjects presented in Headquarters Training SSPECIFIC DUTY NO. 2 RATING LETTERSPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING 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 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 LETTERSFORM 45 USE PREVIOUS EDITIONSSECRET
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# SECRET(When Filled In)## 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 rating given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.AFR 21 9 27 AM '67.Since his assignment to Headquarters Training Branch of the Operations School, Mr. Smith has been principally engaged in a thorough study and review of all courses in Covert Action previously given in OTR. This has been a long and complicated job, the difficulty of which has been compounded by the necessity, at least in part through public events, to plan and project a total revision of instruction in the CA field. As a result, Mr. Smith has not yet had the opportunity to teach. This will come shortly, however, when a new course begins on 8 May. The "Strong" rating given him here is based on the excellent work and thoroughly professional approach he has taken in all of the preparatory work he has undertaken. He has been eminently successful in establishing useful new relationships and in maintaining his old contacts in the Clandestine Services for the purpose of laying a solid groundwork for high quality training. In addition to his responsibilities in OTR he has been regularly consulted by the CA Staff in a survey of one of its activities. This is fine testimony for the regard in which he is held outside the confines of his present job. The prognosis for a very effective performance in all of his teaching assignments is excellent. He has no supervisory responsibilities and is average in cost consciousness.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT.DATE![signature of employee]2. BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION63. DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE7 April 1967Chief, Headquarters Training![signature of Charles B. Wheeler]CHARLES B. WHEELERCOMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALAs noted above, Mr. Smith, for several valid reasons, has not done much teaching in his first six months in the Operations School, but judging from the way he handles himself in preparing his courses, he will be a very effective teacher once he begins, which will be very soon.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE13 April 1967Chief, Operations School/TR![signature of Benjamin H. Cushing]BENJAMIN H. CUSHINGSECRET
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SECRET# FITNESS REPORTSECTION A1. NAME: SMITH, JOSEPH B.GENERAL2. DATE OF BIRTH: 16 Jun 213. SEX: M4. GRADE: GS-145. SO:   DEMPLOYEE SERIAL NUMBER: C078946. OFFICIAL POSITION TITLE: Ops Officer7. OFF/DIV/BR OF ASSIGNMENT: DDP/WH/48. CURRENT STATION: Buenos Aires9. CHECK (X) TYPE OF APPOINTMENT:   X CAREERRESERVETEMPORARYCAREER/PROVISIONAL (See Instructions - Section C)10. CHECK (X) TYPE OF REPORT:INITIALREASSIGNMENT SUPERVISORANNUALX REASSIGNMENT EMPLOYEESPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.:12. REPORTING PERIOD (From-to-): 1 April - 28 August 1968SECTION BPERFORMANCE 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 employee's with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).SPECIFIC DUTY NO. 1Operational and administrative management of all Station media activities.RATING LETTERSSPECIFIC DUTY NO. 2Conduct liaison with local services on Covert Action operations.RATING LETTERSSPECIFIC DUTY NO. 3Spotting, developing, handling and exploiting unilateral assets.RATING LETTERPSPECIFIC DUTY NO. 4Preparation of operational, contact and dissemination reports.RATING LETTERSSPECIFIC DUTY NO. 5Preparation of operational programs, projects and briefing papers in the media field.RATING LETTERSSPECIFIC 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 & 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 LETTERS
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SECRET- 2 -SECTION C (CONTINUED).thinking; he is perceptive and resourceful. He requires a minimum of guidance and direction. Subject showed some definite improvement with respect to cost consciousness and it is noteworthy that it did not adversely affect his enthusiasm. His operational and positive reports continue to be clear, concise and well written.Summed up, Subject is a highly regarded professional officer who made a most worthwhile contribution to the Station's overall mission.SECRET
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S-E-C-R-E-T(when filled in)MEMORANDUM FOR: Chief, Transactions & Records Branch/OPFROM: Chief, External Training Branch/RS/TRSUBJECT: Completion of External TrainingThis is to advise you that SMITH, Joseph Burkholder trainingrequest # R-18762 attended the following external training program:COURSE: NATIONAL INTERDEPARTMENTAL SEMINARINSTITUTION: DEPARTMENT OF STATEDATE: 21 NOVEMBER - 16 DECEMBER 1966GRADE: Successful CompletionFOR THE DIRECTOR OF TRAINING:![signature]Attachments:Grade ReportXXX Certificate of Satisfactory/Successful CompletionCertificate of CompletionRoster of ParticipantsTraining Report by InstitutionTraining Report by StudentNoneOther:S-E-C-R-E-T(when filled in)GROUP Iexcluded from automaticdowngrading anddeclassification
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![image of the seal of the United States]Department of State • Department of Defense •Agency for International Development • U.S. Information Agency# NATIONAL INTERDEPARTMENTAL SEMINARThis is to certify thatJoseph Burkholder Smithhas successfully completed the seminar onPROBLEMS OF DEVELOPMENTAND INTERNAL DEFENSEat the Foreign Service Institute, Washington, D.C.A TRUE COPY OFSIGNED ORIGINAL,...Seminar CoordinatorDecember 16, 1966...Director of FSI
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# SECRET(When Filled In)FITNESS REPORTEMPLOYER SERIAL NUMBER007894SECTION A1. NAMEGENERAL2. DATE OF BIRTH 3. SEX   16 Jun 21 M4. GRADE 5. SO   GS-14 D6. OFFICIAL POSITION TITLE7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATION   Ops Officer   DDP/WH/4   Buenos Aires9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORTX CAREERRESERVETEMPORARYREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See Instructions - Section C)INITIAL-REASSIGNMENT EMPLOYEEX ANNUALSPECIAL (Specify):SPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to-)31 May 196613 July 1965 - 31 Mar 1966SECTION BPERFORMANCE EVALUATIONW-WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requirespositive remedial action. The nature of the action could range from counseling, to further training, to placing onprobation, to reassignment or to separation. Describe action taken or proposed in Section C.A- AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency norexcellence.P- ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S- StrongPerformance is characterized by exceptional proficiency.O-OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance ofothers doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes themanner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employeeswith supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO.1Operational and administrative management of all Station media activities.RATINGLETTERSSPECIFIC DUTY NO. 2RATINGLETTERConduct liaison with local services on Covert Action operations.SSPECIFIC DUTY NO. 3RATINGLETTERSupervise one deep cover agent who operates in the student field.PSPECIFIC DUTY NO. 4RATINGLETTERSpotting, developing, handling and exploiting unilateral assets.PSPECIFIC DUTY NO. 5RATINGLETTERPreparation of operational, contact and dissemination reports.SSPECIFIC DUTY NO. 6RATINGLETTERPreparation of operational programs, projects and briefing papers in the media field.SOVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as per-formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits of habits, andparticular 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.RATINGLETTERSSECRET
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# SECRET## SECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective 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 has been under the direct guidance and supervision of this rating officer for the nine-month period covered by this report.Subject is well grounded in the knowledge and application of Covert Action tradecraft techniques and he has amply demonstrated an ability for creative thinking. He is both imaginative and resourceful and he uses his extensive knowledge of the internal political scene and his fluency in Spanish to the best operational advantage. He has initiative and he is persistent in carrying things through to a conclusion. He has an excellent facility for written communication. His operational and positive reports are clear, concise and well presented. He requires a minimum of guidance and direction. He responds very well to supervision and he accepts comments, suggestions and criticism in the constructive light in which they are presented. As a supervisor he has been able to obtain satisfactory results.Subject's only weakness is that he tends to be less cost conscious than is desirable and unless his activities are circumscribed he is apt to allow his fertile mind and enthusiasm to get out of hand. Summed up, Subject is a highly professional and experienced officer who has all of the necessary operational and intellectual abilities to meet the requirements of the job.## SECTION D1. Date 26 April 1966CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSignature of Employee /s/2. Months employee has been under my supervisionNineBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDate 26 April 1966Official title of supervisor Deputy Chief of StationTyped or printed name and signature Michael Tanes /s/3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALI would have rated Subject officer approximately the same. In the past eight months that I have observed him in action, he has demonstrated an ability to get things done in a professional manner. He is, without doubt, the most professional and effective senior case officer at this Station. It was a pleasure to work with this officer and he will be sorely missed after his departure in August.Date 27 April 1966Official title of reviewing official Chief of Station.Tyoed or printed name and signature Nicholas A. Natstov /s/SECRET