Francesco/who-killed-jfk huggingface dataset:
[104-10291-10001.pdf — page 116]
# CENTRAL INTELLIGENCE AGENCY"P.C. 8/29/51(ml)## NOTIFICATION OF PERSONNEL ACTION1. NAME (MR.-MISS-MRS - ONE GIVEN NAME, INITIAL, AND SURNAME) 2. DATE OF BIRTH 3. JOURNAL OR ACTION NO. 4. DATEMr. Joseph D. Smith 16 June 1921 8003 17 Sept. 1951This is to notify you of the following action affecting your employment:8. NATURE OF ACTION (USE STANDARD TERMINOLOGY) 6. EFFECTIVE DATE 7. CIVIL SERVICE OR OTHER LEGAL AUTHORITYExcepted Appointment 17 Sept. 1951 Schedule A-6.116(b)FROM TO8. POSITION TITLE   Intelligence Officer, GS-99. SERVICE SERIES, GRADE, SALARY GS-9-132 $4600.00 per annum.10. ORGANIZATIONAL DESIGNATION    OPC    FE    Plans Branch11. HEADQUARTERS    Washington, D. C.FIELD DEPARTMENTAL 12. FIELD OR DEPT'L FIELD DEPARTMENTAL13. VETERAN'S PREFERENCE 14. POSITION CLASSIFICATION ACTION    NONE 5-POINT W-POINT 10-POINT NEW VICE L.A. DEAL Bu.42974    CS003031    DISAB. OTHER 6/2/4915. SEX 16. RACE 17. APPROPRIATION 18. SUBJECT TO C. 3. 19. DATE OF APPOINT- 20. LEGAL RESIDENCE    RETIREMENT ACT MENT AFFIDAVITS CLAIMED PROVED    FROM: 2123900 (YES-NO) (NECESSARY ONLY)STATE:21. REMARKS: THIS ACTION IS SUBJECT TO ALL APPLICABLE LAWS, RULES AND REGULATIONS AND MAY BE SUBJECT TO INVESTIGATION AND APPROVAL BY    THE UNITED STATES CIVIL SERVICE COMMISSION. THE ACTION MAY BE CORRECTED OR CANCELLED IF NOT IN ACCORDANCE WITH ALL REQUIREMENTS.(73308)WANT TO DCI DIRECTIVERE 24 OCT. 1951I ADJUSTED TO 5060This appointment is subject to the satisfactory completion of a trial period of one year."Subject to a satisfactory medical examination."Civil Affidavit Executed.CEC - 04/26/53CSOC-09/17/57ACC-11/17/61Entrance Efficiency Rating:/s/ D. V. MulcahyPersonal Division(Signature of Official on Other Authorization)4. PERSONNEL FOLDER COPY
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# FITNESS REPORTSECRET## GENERAL**SECTION A**1. NAME: Smith, Joseph B.2. DATE OF BIRTH: 16 Jun 213. SEX: M4. GRADE: GS-145. SO: D6. OFFICIAL POSITION TITLE: Operations Officer7. OFFICE/DIV/BR OF ASSIGNMENT: DDP/WH/18. CURRENT STATION: Mexico City9. CHECK (X) TYPE OF APPOINTMENT:   X CAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify)10. CHECK (X) TYPE OF REPORT:INITIALX ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify)11. DATE AT REPORT DUE IN O.P.: 31 December 197212. REPORTING PERIOD (From-To): 1 January - 31 October 1972**SECTION B PERFORMANCE EVALUATION**U-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 actions 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 DUTIES**List 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. 1Supervises a section that is responsible for CA, Political, and Exile activities. This includes supervision over two officers, 1 NOC, one IA and one secretary.RATING LETTERSSPECIFIC DUTY NO. 2Supervises operations for the collection of intelligence on selected targets in the Mexican government and political arena.RATING LETTERSSPECIFIC DUTY NO. 3Develops new contacts and operations to improve the output of Station third country targeted propaganda.RATING LETTERSSPECIFIC DUTY NO. 4Develops new contacts for producing intelligence on significant targets in the Mexican political and intellectual community.RATING LETTERSOVERALL PERFORMANCE IN CURRENT POSITIONRATING LETTERTake 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 progress or 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.SSECRET
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SECRET## OFFICE UP'RE T't'lET l'n'### NARRATIVE COMMENTSSECTION CIndicate significant strengths as weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions mad-Domingovement of periformance. Give recommendations for training. Comment on loreign language competence, il required Biribil or explain ratings given in Section B to provide boar hasis for determining future cervannel action. Monner of performance of managerial or managerial or supervisory duties and cost consciousness in the use of personnel seece, enviomsot and funt must be commented on, il applicable. If extra space is needed to complete Section C, artach a separere sheet of paper.Subject is a mature soundcofficer who has an excellent grasp and undörstanding of local politics and its ever changing profile. Most of his career Subject has specialized in the CA activity and this experience has proven very useful to the Station. During this reporting period he was given added responsibility in supervision and a change of pace with operational duties in the subversivo, leftist and oxile field. He accepted the new challenge and performed well. Just rocontly the Station has completed major reorganizational changes which rosulted in Subject once more concentrating his attention on CA and Moxican government matters. He has done exceptionally well at developing contacts in Government circles and we are taking advantage of his ability to do this to develop long lasting and meaningful relationships. (This beyond official liaison contacts.)Subject is responsive to guidance and direction and is one of our more imaginative officers. Most recently he has indicatod a desire to rotire, after completion of his present tour in August 1973. Subject has performed well at this Station for over three years and his departure will be most felt in the area of his specialization.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, H, AND C OF THIS REPORTDATE8 Jan 1973/s/888XXXXXXXXXXXX Joseph B. SmithSIONATURE OF EMPLOYEEBY SUPERVISOR2. IF THIS REPORT HAS NOT BREN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOIER, HAS OFENUNDEN MY SUPERVISIONDATEOFFICIAL TITLE OF SUPERVISOR8 Jan 1973Operations Officer/s/ John W. Beckwith3. PED OR PRINTO NAME AND SIGNATURECOMMENTS OF HE VIEDING OFFICIALBY REVIEWING OFFICIALI agree with the above. The loss to the Station is greater than usual for Subject is retiring and thus his considerable talents will probably bo unavailable to the Agency, unless some special arrangements are made in the future, dépending on what he ends up doing.I am personally sorry to see this friend leave the Agency and I know further that it will be hard to replace his abilities in various operational fields, including that of good contacts in the community hare. He has served the Agency well hore and in many other posts and his leaving is a loss to us.DATACOPICIAL TITLE OF REYEING PICIAL8 Jan 1973Chief of Station/s/ John R. HortonPED OR PRINSECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER007894SECTION AGENERAL1. NAMESmith, Joseph B.2. DATE OF BIRTH16 June 214. GRADEGS-145. SO   D6. OFFICIAL POSITION TITLEOperations Officer7. OFF/DIV/BRANCH/G. CURRENT STATION   DDP/WH/1Mexico City9. CHECK (X) TYPE OF APPOINTMENTCAREERXX CAREERRESERVETEMPORARY10. CHECK (X) TYPE OF REPORTINITIALREASSIGNMENT SUPERVISORCAREER-PROVISIONALXX ANNUALREASSIGNMENT EMPLOYERSPECIAL (Specify)SPECIAL (Specify)11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - To)    April 1971 - 31 December 1971SECTION BPERFORMANCE 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 characterized by exceptional proficiency.O-OutstandingPerformance is so exceptional in relation to requirements of the work and is superior 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. 1Supervises the CA section of the station which includes one station case officer, one senior outside career agent and parttime services of one senior contract agent.RATING LETTER0SPECIFIC DUTY NO. 2Supervises operations for the collection of intelligence on selected targets in the Mexican government and political arena.RATING LETTERSSPECIFIC DUTY NO. 3Develops new contacts and operations to improve the output of station third country targeted propaganda.RATING LETTERSSPECIFIC DUTY NO. 4Develops new contacts for producing intelligence on significant targets in the Mexican intellectual community.RATING LETTERSSPECIFIC DUTY NO. 5RATING LETTERSPECIFIC 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, personnel traits or habits, and potential limitations or releases. 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 LETTERSSECRET
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# SECTION CSECRET(When Filled In)## NARRATIVE COMMENTSIndicate significant strengths of weaknesses, demonstrated on suitable 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. Manager 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.Subject is now well into his second tour at this station and has not lost any of his momentum. He charges into his work daily as if it were all a new challengesand new experience. His past fitness reports from this station have all reflected his professional approach to the job and he continues to merit those plaudits. He is conscientious, dedicated and a team worker. He takes direction well and takes great pride in meeting deadlines. One of our more imaginative officers who is effective.Yet, with all of this, he has not progressed in the organization as he should have. It has been recommended that he be considered for promotion and/or a chance in a command job. The station is presently considering some reorganization which will give Subject an opportunity to manage and direct activity which will be diversified and a change from the specialized jobs ho has held in the past. This will be another excellent test for him and we are optimistic in that he will handle this new assignment with the same degree of expertise that we have learned to expect from him.# SECTION D## CERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE9 Feb 1972SIGNATURE OF EMPLOYEE/s/ Joseph B. Smith2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE9 Feb 1972OFFICIAL TITLE OF SUPERVISORDeputy Chief of StationTYPED OR PRINTED NAME AND SIGNATURE/s/ George A. Fill3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI agree with all of the above. Concerning his performance here and his delay in getting a promotion, I made a special point of bringing these matters to the attention of Deputy Chief, WOMACE, while I was in Washington in October of 1971. Our pending re-organization would find him with considerably increased responsibility, which is a good indicator of how wo feel about him.DATE9 Fob 1972OFFICIAL TITLE OF REVIEWING OFFICIALChief of StationTYPED OR PRINTED NAME AND SIGNATURE/s/ John R. HortonSECRET
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SECRETFITNESS REPORTSECTION A1.  NAMESMITH, JOSEPH B.6. OFFICIAL POSITION TITLEOperations Officer9. CHECK (X) TYPE OF APPOINTMENTXX CAREER7. OPPIDIV/BR OF ASSIGNMENT   DDP/WH/Branch 110. CHECA (X) TYPE OF REPORTXX ANNUAL12. REPORTING PERIOD (F    April 1970 - 31 March 1971SECTION BPERFORMANCE 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 reason 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 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 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. 1Supervises the CA section of the station which includes one station case officer, one senior outside career agent and parttime services of one senior contract agent.RATINGLETTER0SPECIFIC DUTY NO. 2Supervises operations for the collection of intelligence on selected targets in the Mexican government and political arena.RATINGLETTERSSPECIFIC DUTY NO. 3Develops new contacts and operations to improve the output of station third country targeted propaganda.RATINGLETTER0SPECIFIC DUTY NO. 4Develops new contacts for producing intelligence on significant targets in the Mexican intellectual community.RATINGLETTERSSPECIFIC DUTY NO. 5Uses his language capability in the conduct of above-mentioned operational activity, especially 3 and 4.RATINGLETTERSOVERALL 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.RATINGLETTERS
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SECTION C                                             NARRATIVE COMMENTS                                         -continuedlong hours, devoted his full offorts and produced remarkablywhen we needed him. He can always be expected to performin this manner.COMMENTS OF REVIEWING OFFICIAL                                                                      -continuedalluded to above, means that Subjoct is not able fully touse and to demonstrate his great oporational talent andflair in this field. What we have here to do is dono wellunder his able management.For one reason or another, I think largely because ofhis having been in more or less specialized jobs, although/sonior ones, rather than having been in a command position,Subject has lost ground in promotions, having been in gradesince December, 1962. I should like to see him promotedin this position or, if this is difficult, to see him givena chance in a command job which might qualify him forpromotion.
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# SECRET# FITNESS REPORTEMPLOYEE SERIAL NUMBER007894## SECTION A1. NAME   Smith Joseph B.2. DATE OF BIRTH 3. SEX   16 June 21 M4. GRADE 5. SO   GS-14 D6. OFFICIAL POSITION TITLE   Ops Off.7. OFF/DIV/OR OF ASSIGNMENT 8. CURRENT STATION   DOP/WH/Br..1 Mexico City9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER PROVISIONAL (See Instructions Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORT    XX INITIAL    ANNUAL    SPECIAL (Specify):11. DATE REPORT DUE IN O.P. 05/7012. REPORTING PERIOD (From - to)    June 1969 - April 1970## 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 of 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).Chief of CA Section, supervising one Station Case Officer, two outside Case Officers and one secretary.RATINGLETTERSDirecting CA assets so that they not only accomplish assigned CA missions, but contribute to Station's efforts against Soviet targets.RATINGLETTERSDevelopment of new contacts and assets to contribute to priority Station objectives.RATINGLETTERSLiaison with the LNPURE political section and with QKFLOWAGERATINGLETTERSRATINGLETTERRATINGLETTER## 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.FORM 45RATINGLETTERSSECRET
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SECTION CNARRATIVE COMMENTS Continuedto operato in a manner which bost suited Station's objectives.COMMENTS OF REVIEWING OFFICIAL Continuedpart to his considerable montal agility and imaginativeness,and as such could hardly bo called a weakness.
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER007894SECTION A1. NAMESMITH, Joseph B.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREERRESERVETEMPORARYCAREER PROVISIONALSPECIAL (Specify):11. DATE REPORT DUE IN O.P.30 April 1969GENERAL2. DATE OF BIRTH16 Jun 213. SEX   M4. GRADEGS-145. SD   D7. CPP/DIV/BR OF ASSIGNMENTDDP/WII/CA Staff8. CURRENT STATIONHeadquarters10. CHECK (X) TYPE OF REPORTX ANNUALREASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIODJuly 1968 to 31 March 1969SECTION BPERFORMANCE EVALUATIONPerformance 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 CoPerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.Performance is more than satisfactory. Desired results are being produced in a proficient manner.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 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).Help to establish and monitor the political action and propaganda priorities and plans of the Division, including commenting on policy papers and plans originating outside the Division.RATINGLETTERPPrepare propaganda guidance to accomplish priority area-wide objectives.RATINGLETTERSAdvise and consult with the Branches and Desks concerning the management of political and propaganda activities.RATINGLETTERSDirect the activities of a contract specialist in conducting political research, including polling, useful in the achievement of Division objectives.RATINGLETTERSRATINGLETTERRATINGLETTEROVERALL 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 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