Francesco/who-killed-jfk huggingface dataset:
[104-10291-10004.pdf — page 158]
# SECRET(When Filled In)# FITNESS REPORTEMPLOYEE SERIAL NUMBER010032## SECTION A1. NAME   Woods, James S.6. OFFICIAL POSITION TITLE   Records Admin Off9. CHECK (X) TYPE OF APPOINTMENTCAREERCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.## GENERAL2. DATE OF BIRTH   20 Feb. 237. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/EUR/BCR10. CHECK (X) TYPE OF REPORT    INITIALANNUALSPECIAL (Specify):12. REPORTING PERIOD (From - To)    1 October 1969 - 30 June 19703. SEX   M4. GRADE   GS-10LondonX IDEASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE## SECTION B PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance 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-MarginalPerformance 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-ProficientPerformance is satisfactory. Desired results are being produced in the manner expected.S-StrongPerformance is characterised 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 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. 1Responsible for organization and direct management of station registry.RATING LETTERSSPECIFIC DUTY NO. 2First-line supervisor for two full-time and one part-time registry assistants.RATING LETTERSSPECIFIC DUTY NO. 3Organizes and implements review and purge of registry and other station files.RATING LETTEROSPECIFIC DUTY NO. 4Prepares station notices and outgoing correspondence on registry matters.RATING LETTERSSPECIFIC DUTY NO. 5Maintains and controls case file index and 201 file index.RATING LETTERSSPECIFIC DUTY NO. 6Top Secret Control Officer.RATING LETTERS## OVERALL PERFORMANCE IN CURRENT POSITION5 JUL 1970RATING LETTERSTake 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.FORM 45 OBSOLETE PREVIOUS EDITIONSSECRET
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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 and cost consciousness in the use of personnel, space, equipment and funds, must be commented on as applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.With about nineteen months experience managing the station registry already under his belt, his usefulness here increases. Ho continues to demonstrate the same quietly effective leadership and talent for sound organization in his own shop as were noted on the last fitness report.While maintaining a high standard in the more routine day- to-day services and processes a registry is normally expected to supply, he has also been the catalyst for a thorough, carefully phased and continuing review and, where appropriate, purge of registry and other file holdings. Administering this ambitious reduction program requires sound judgment and experience in handling the detail in our existing records. Subject has these qualities and has achieved impressive results. To complete this task, he has asked to extend his tour here for one year until November 1971 and Headquarters has approved this.He is invariably completely responsive to guidance from the DCOS, his immediate supervisor, and conscientiously seeks to achieve the work goals which are identified during our occasional accomplishment and performance consultations. The spirit of cooperation with which he deals with other station personnel is equally commendable.No criticism can be made of his security and cover deportment.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE18 June 1970SIGNATURE OF EMPLOYEE/s/ James S. Woods2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE. GIVE EXPLANATIONDATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE18 June 1970DCOS/s/ David Whipple3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALConcur entirely with this favorable assessment. Subject has been a dedicated and conscientious supervisor of his office. His achievements have been quite measurable and specific, as described in the above report. On the basis of his performance here, Subject should have excellent career prospects for further growth in his chosen field.DATE22 June 1970OFFICIAL TITLE OF REVIEWING OFFICIALCOSTYPED OR PRINTED NAME AND SIGNATURE/s/ Bronson TweedySECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMDER010032## SECTION A1. NAME   WOODS, James S.6. OFFICIAL POSITION TITLE   Records Admin Officer9. CHECK (X) TYPE OF APPOINTMENT   CAREER   TEMPORARY   RESERVE   CAREER-PROVISIONAL   SPECIAL (Specily):11. DATE REPORT DUE IN O.P.    31 October 1969## GENERAL2. DATE OF BIRTH 3. SEX   20 Feb 23 M7. OFF/DIV/BR OF ASSIGNMENT O. CURRENT STATION   DDP/EUR/BCR London10. CHECK IX) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    ANNUAL REASSIGNMENT EMPLOYEE    SPECIAL (Specify):12. REPORTING PERIOD    18 November 1968-30 September 1969## SECTION B PERFORMANCE EVALUATIONW-Weak Performance ranges from wholly inadequate to slightly less than satisfactory.. A rating in this comegory requires positivo romodial action. The nature of the action could range from counseling, to further training, so placing on probation, to reassignment or to separation. Describe action takon or proposed in Section C.A-Adequate Performance meets all requirements. It is entirely satisfactory and is characterized noither, 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 Performanco 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 DUTIESLiat up to six of the most important specific dutios performed during the rating period. Insert rating lottor which bast describes the manner in which employee performs EACH spocific duty. Consider OtiLY effectiveness in performance of that day. All employees with supervisory responsibilitios MUST bo rated on their ability to supervise (indicato number of employees suparatsedjSPECIFIC DUTY NO. 1Responsible for organization and direct management of Station Registry.RATINGLETTERSSPECIFIC DUTY NO. 2First-line supervisor for at first three, later two full-time Registry personnel and one part-time Registry assistant.RATINGLETTERSSPECIFIC DUTY NO. 3Provides informal training and guidance to some Station officers and secretaries on records procedūres.RATINGLETTERSSPECIFIC DUTY NO.Prépares Station Notices and outgoing correspondence on Registry matters.RATINGLETTERPSPECIFIC DUTY NO. 5Maintains and controls case file index and 201 file indexRATINGLETTERSSPECIFIC DUTY NO. 4Top Secret control officer.RATINGLETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTako Into account everything about the employen which influences his affectivendas in his current position such as par-formance of specific dutios, productivity, ramduct on job, cooperativeness, pertinent personal traits or habits, and perticular limitations or talents. Based on your knowledge of omployee's overall performance during the rating gamiod. place the lettor in the rating bar ccerasponding to tire statement which most accurately rolloses his level of performance.RATINGLETTERSFORM 45SECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER010032SECTION A1. NAMEWoods, James S.GENERAL2. DATE OF BIRTH 3. SEX   20 Feb 28 M4. GRADE 6:80   GS-10 D6. OFFICIAL POSITION TITLE   Records Admin Of7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   DDP/FE/VNO Vietnam9. CHECK (X) TYPE OF APPOINTMENTTEMPORARY10. CHECK (X) TYPE OF REPORTCAREERRESERVEINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONAL (See instructions - Section C)X ANNUALX REASSIGNMENT EMPLOYEESPECIAL (Specify)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to)    5 March 1968 - 5 October 1968SECTION B PERFORMANCE EVALUATIONPerformance range's from wholly Inadequata to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment of to separation. Describe action taken or proposed in Soction C.W-WeakA-Adequate Performance meets all requirements. It is ontirely satisfactory and is characterized neither by deficiency nor excellence.P-Proficient Porformance is more than satisfactory. Dosired results are being produced in a proficient manner.S-Strong Performance is characterized by oxceptional 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 fatter which bost describes the monner 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 superviso (indicate number of omployees supervised).SPECIFIC DUTY NO. 1 RATING LETTERChief Station Registry DC 52 0SPECIFIC DUTY NO. 2 RATING LETTERManagement and training of personnel under his supervision SSPECIFIC DUTY NO. 3 RATING LETTERScheduling of routine and exceptional work assigned to his unit. OSPECIFIC DUTY NO. 4 RATING LETTERPreparation of routine and other reports on the activities of his 'Section. SSPECIFIC DUTY NO. 5 RATING LETTEROverall Security of Registry operations .SSPECIFIC DUTY NO. 6.![signature]OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the amployed which influences his affectiveness in his curront position such as per-formance of apecline duries, 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 lattor in the rating box corresponding to the statement which most accurately reflects his level of parlarmance. RATING LETTERSFORM 45 VIR PREVIOUS EDITIONSECRET
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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 bases 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.This is Subject's final Fitness Report as Chief, Registry at Vietnam Station. He has worked long and hard but can look with pride at the many accomplishments that he has effected during his tenure. He will depart leaving a sound and well-functioning organization. His planning has been effective and his cross-training and development of the personnel under his supervision have been fully productive.During this period, his unit has experienced heavy increases in workload and assumed now or additional functions with no reduction in the service provided to Station components.Subject has been responsible for many work saving innovations, procedural changes and a thorough updating and revamping of the highly important registry reference records.The personnel under his supervision display enthusiasm and dedication in their work. Their pleasant manner is a reflection of Subject's management ability.Subject performs his managerial and supervisory duties in a highly professional manner. He knows systems, writes lucid and concise procedures and reacts positively to situations. He is a "Doer".# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE21 Sept 1968SIGNATURE OF EMPLOYEE/s/James S. WoodsBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION2. MONTHS EMPLOYEE HAS BEEN   UNDER MY SUPERVISION   14DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE21 Sept 1968Records Adain Officer/s/John K. Smith3. COMMENTS OF REVIEWING OFFICIAL   BY REVIEWING OFFICIALI concur in the ratings and comments of the Rating Officer.Subject has been most amenable and responsive to positive direction.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE21 Sept 1968Cps Officer/s/Vincent M. LockhartSECRET
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SECRET-2-NARRATIVE COMMENTS, Section C. (Continued)I have enjoyed serving with Subject, wish him success at his next post and look forward to serving with him again.Subject is cost conscious.SECRET
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# SECRET.(When Filled In)# FITNESS REPORT## GENERAL**SECTION A**1. NAMEWoods, James S.6. OFFICIAL POSITION TITLERecords Adain Officer8. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.2. DATE OF BIRTH 3. SEX20 Feb 28 M7. OFF DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/FE/VHO Vietnam10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEEX SPECIAL (Specify): Promotion12. REPORTING PERIOD (From-to-)6 Jan 68 - 28 March 68**SECTION B PERFORMANCE EVALUATION**W - 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. 1Chief Station RegistryRATING LETTERSSPECIFIC DUTY NO. 2Management and training of Personnel under his supervision.RATING LETTERPSPECIFIC DUTY NO. 3Scheduling of routine and exceptional work assigned to his unitRATING LETTEROSPECIFIC DUTY NO. 4Preparation of routine and other reports on the activities of his SectionRATING LETTERSSPECIFIC DUTY NO. 5Overall Security of Registry operationsRATING LETTERPSPECIFIC DUTY NO. 6![Signature]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 LETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET![signature]
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SECRET## 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 has done an excellent job in reorganizing the layout and arranging the work flow in the new Station Registry. As a result, his unit has been operating on a fully effective and productive basis, even during the recent emergency when certain workloads increased several hundred per cent. In operation and physical appearance the Station Registry may be considered a model registry.He is very cooperative and works well with other offices in solving mutual problems or setting up new requirements.Subject is industrious and dedicated and willingly works long hours to meet the daily demands of his position. He performed in an exemplary manner while working for an extended period under stress during the recent emergency.Subject is a pleasant, dependable individual who is anxious to do the best job possible in a demanding and vital position at the Station.He is properly cost conscious in the use of personnel, space and equipment.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT### BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONSubject has not reviewed this report inasmuch as it recommends him for promotion.### BY REVIEWING OFFICIAL
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# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER010032# SECTION A1. NAME (Last) (First) (Middle)   Woods, James S.8. OFFICIAL POSITION TITLE   Records Admin Of9. CHECK (X) TYPE OF APPOINTMENT   CAREER TEMPORARY   RESERVE   CAREER-PROVISIONAL (See Instructions - Section C)   SPECIAL (Specify):11. DATE REPORT DUE IN O.P.# GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   20 Feb. '28 M GS-9 D7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   -DDP/FE/VNO Vietnam10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    ANNUAL RE-ASSIGNMENT EMPLOYEE    SPECIAL (Specify):12. REPORTING PERIOD (From - to)    10 May 1967 - 30 Sep, 1967# SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action, The nature of the action could range from counseling, to further training, to placing on, probation, to reassignment or to separation, Describe action taken or proposed in Section 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, Station Registry Section PSPECIFIC DUTY NO. 2 RATING LETTERManagement and training of personnel under his supervision ASPECIFIC DUTY NO. 3 RATING LETTERScheduling of routine and exceptional work assigned to his unit. SSPECIFIC DUTY NO. 4 RATING LETTERPreparation of routine and other reports on the activities of his Section. PSPECIFIC DUTY NO. 5 RATING LETTEROverall security of Registry operations. ASPECIFIC DUTY NO. 6 RATING LETTER29 NOV 1967# 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 LETTERPFORM4-65 45 USE PREVIOUS EDITIONSSECRET