Francesco/who-killed-jfk huggingface dataset:
[104-10291-10000.pdf — page 136]
SECTION C /continued --/not necessarily conducive to easier relationships with local counterparts, Subject handles himself with professionalism, tact and understanding, well designed to absorb increasing sensitivities and still get the job done. Operational and performance consultations are held constantly -- daily on specifics and at least weekly on detailed performance and operational objectives. These sessions are frank and Subject is as much contributor as receiver, but he is distinctly receptive to realistic supervision and guidance for operational continuity. Subject is markedly security conscious, maintains his covor status as appropriate and is perhaps overly cost conscious. His work in analysis and research in the complex MPWATCH field, bringing together and collating viably positive intolligence (which otherwise bo lost) in draft form is exemplary; his finished written work requires and is getting continuing attention. In fairness to Subject on latter point, he does very well in this area when adequate time is available to "finish" the product; on balance we prefer him active and mobile and can live with this marginal fault while evidont efforts to improve continue. Overall, Subject is a well-rounded operations officer, a credit to the Agency and capable of larger responsibilities.
[104-10291-10000.pdf — page 137]
SECRETReviewing Comments (continued)role in suggesting operational ideas, levying tailored intelligence requirements, etc, to the various ops officer. Accordingly, for this rating period, I would rate Subject in Duty #1 at Proficient with an over-all rating of Proficient. Subject has the potential to increase his capability in the operations and ops management spheres. Subject and his rating officer work effectively as a team; consultations between them have produced, some positive results.SECRET
[104-10291-10000.pdf — page 138]
# FITNESS REPORT**SECRET**## GENERAL**EMPLOYEE SERIAL NUMBER** 017974**SECTION A**1.  NAMEFox, Jerome2.  DATE OF BIRTH: 9 Oct 19283.  SEX: M4.  GRADE: GS-135.  SD: D6.  OFFICIAL POSITION TITLE: Operations Officer7.  OFF/DIV/BR OF ASSIGNMENT: DDP/FE/PMI/P8.  CURRENT STATION: Headquarters9.  CHECK (X) TYPE OF APPOINTMENTX CAREER10. CHECK (X) TYPE OF REPORTX REASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN OP:12. REPORTING PERIOD: 1 January 1969 - 10 May 1969**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 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 affectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).Acting Chief of the Philippine DeskRATINGLETTERSHeadquarters case officer for a variety of Manila Station CA and FI operationsRATINGLETTERSContact of liaison and unilateral assets in the U.S.RATINGLETTERSPreparation and coordination of correspondence, studies, etc., in connection with Desk activitiesRATINGLETTERPRATINGLETTERRATINGLETTER**OVERALL PERFORMANCE IN CURRENT POSITION**Take 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.RATINGLETTERSFORM 45 USE PREVIOUS EDITIONS
[104-10291-10000.pdf — page 139]
# 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 ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial 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.During the reporting period Mr. Fox has assumed greater responsibility as an Acting Desk Chief. As such he is responsible for the support of the operations of a large and active Station and for the direction of some eight employees either serving on this Desk or in process for the field. On balance he has done extremely well. His ability to express himself well verbally or in writing has stood him in good stead. His operational judgment is extremely good. He gets along well with his subordinates, delegates to them, and has obtained good production from them. He is highly cost conscious.He has made progress in speeding up the preparation of his written material. After serving with him for some two years the undersigned is convinced that Mr. Fox has considerable potential for further advancement as a manager and operations officer.## CERTIFICATION AND COMMENTSI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDate28 April 1969Months employee has been under my supervisionDate28/4/69Official Title of SupervisorADC/FE/PMITyped or Printed Name and SignatureLaurent M. St. GeorgesBy Reviewing OfficialComments of Reviewing OfficialMr. Fox leaves shortly for an assignment in Manila. He will be missed here since he assumed increasingly heavy responsibilities during his tenure on the Branch and performed in a responsible manner which clearly warrants the strong fitness report given him.Date29 APR 1969Official Title of Reviewing OfficialAC/FE/PMITyped or Printed Name and SignatureRobert F. ThompsonSECRET
[104-10291-10000.pdf — page 141]
# SECRET## SECTION C### NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position looping to 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 way of personnel, space, equipment and funds must be commented on. If extra space is needed to complete Section C, attach a separate sheet of paper.Mr. Fox is a bright, energetic and capable officer. At the same time, he is professionally sound in his judgement. He is thorough in reviewing and evaluating his programs and has a superior knowledge of his subject matter. He is cost conscious. During the past year he has handled a very large work load. While his general performance has been exemplary, there have been, at times inordinate delays in completing a proportion of his written work, accounting, etc. Mr. Fox has been cautioned in his written work, accounting, etc. Mr. Fox has been cautioned in his occasionally erratic performance, and it is expected that he will show marked improvement.This officer is scheduled for assignment to the Philippines in mid-1969. His operational work in Hqs in handling visiting unilateral and liaison assets, as well as local developmentals argue well for a fine performance in the field. He is an extremely personable individual, who while intense does very well in social situations. He is a self starter, who needs little guidance. These factors should stand him in good stead.In spite of occasional delays noted above, Mr. Fox was a very strong asset for the Philippine Desk during the past year. He remains a most capable officer with considerable potential career development.## SECTION DDate 31 Dec 1968I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTJerome FoxMonths employee has been under my supervisionIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDateOfficial title of supervisor CPE/PMI/PTyped or printed name and signature Laurent St. GeorgesComments of reviewing officialI believe the foregoing evaluation sums up the situation very well. Mr. Fox is an aggressive, capable, and experienced officer.Date 2 January 1969Official title of reviewing official DC/FF/PMITyped or printed name and signature Robert F. ThompsonSECRET
[104-10291-10000.pdf — page 142]
# TRAINING REPORTNAME OF TRAINER: Fox, Jerome COURSE: CI OperationsDOB 1928 HOURS: 80OFFICE: FE SDI D DATES: 25 Nov - 6 Dec '68## OBJECTIVE AND PETHOD OF INSTRUCTION### ObjectivesTo provide the Clandestine Services Officer who will be responsible for counterintelligence operational planning and implementation with current counterintelligence operational concepts, techniques, and tactics; to describe the current field organization, functions, techniques, and tactics of selected intelligence and security services; to increase his proficiency in the planning, management, and implementation of counter intelligence operations; and to acquaint him with Headquarters organization and support for operations against selected counterintelligence targets.### l'ethod of InstructionThe course is presented by means of lecture, caso study, and discussion.## ADJECTIVAL RATINGS OF ACHIEVER ENT|                                                                                                  | Adjectival Rating || ------------------------------------------------------------------------------------------------ | ----------------- || 1. Demonstration of understanding of course concepts and materials.                              | Excellent         || 2. Participation in class discussions.                                                           | Excellent         || 3. Imaginative and practical application of operational principles to case studios and problems. | Good              || 4. Industriousness.                                                                              | Excellent         |CONTENT: Mr. Fox was a vory active student in discussions to which he contributed many helpful ideas. His presentation of the Wennerstroem Case was both objective and critical in terms of the available information on the case:OVERALL adjectival rating of achievement: ExcellentFOR THE DIRECTOR OF TRAINING:2 JANDateGeorge G. KisevaltorChief Instructor
[104-10291-10000.pdf — page 143]
# SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER017974SECTION A GENERAL1. NAME (Last) (First) (Middle)   FOX, JEROME2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD   9 Oct 1928 M GS-12 D6. OFFICIAL POSITION TITLE 7. OFF/DIV/DR OF ASSIGNMENT 8. CURRENT STATION   Operations Officer DDP/FE/PMI/P Headquarters9. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORTXX CAREER XX ANNUAL11. DATE REPORT DUE IN G.P. 12. REPORTING PERIOD (From - To)    7 April 1967 - 31 December 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 LETTERHeadquarters Desk Officer for several Manila Station operational activities. SSPECIFIC DUTY NO. 2 RATING LETTERStudy and Familiarization of the situation in the Philippines in preparation to an assignment in that country. SSPECIFIC DUTY NO. 3 RATING LETTERContacts various operating units and staffs in the furtherance of operational assignments. SSPECIFIC DUTY NO. 4 RATING LETTERPrepares operational correspondence to the field in connection with his assigned responsibilities. PSPECIFIC 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 of talents. Based on your knowledge of employee's overall performance during the rating period, place the latter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSFORM 45 USE PREVIOUS EDITIONSSECRET
[104-10291-10000.pdf — page 144]
## SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement 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. If extra space is needed to complete Section C, attach a separate sheet of paper.Dec 29 3 52 PM '67Mr. Fox is a thoroughly competent case officer who has been a major asset to the Philippine Desk. He has worked extremely hard with a minimum of supervision. He has not limited himself to his assigned duties, but has interested himself in other aspects of the Desk. In this regard he contributed considerably to the complete reorganization of the desk files.In carrying out his duties he has been extremely thorough. His analysis of his cases has been excellent. While he writes clearly and meaningfully he still tends to be slow in handling correspondence. He will have to pay extra attention to this in his coming assignment as a Chief of a one-man base.Mr. Fox is personable intelligent, and mature officer. He is a self starter who should do extremely well in his upcoming assignment.Mr. Fox has had no supervisory responsibilities during the period under review. He is commendably cost-conscious.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE18 December 1967SIGNATURE OF EMPLOYEEBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION5 monthsDATE19/12/67OFFICIAL TITLE OF SUPERVISORCFE/PMI/PTYPED OR PRINTED NAME AND SIGNATURELaurent St. Georges.BY REVIEVING OFFICIALCOMMENTS OF REVIEING OFFICIAL I concur with the Rating Officer's evaluations and comments.Prior to his assignment to the Philippines Desk Mr. Fox served under me on the Indonesia Desk. While there he mastered with commendable speed a variety of complex operational matters and related subjects of interest. He could always be counted on to know his cases and come up with the facts. He is a sound professional who can be trusted to do a job with a minimum of supervision.In view of his excellent performance since his assignment to this Branch, Mr. Fox has been recommended for promotion to GS-13. He is also being programmed for an assignment as Chief of a facility in Cebu where his independence and self-reliance should stand him in good stead.DATE22 December 1967OFFICIAL TITLE OF REVIEING OFFICIALDCFE/PMITYPED OR PRINTED NAME AND SIGNATUREJohn P. KennedySECRET
[104-10291-10000.pdf — page 145]
# SECRETFITNESS REPORT## SECTION A1. NAME   Fox Jerome6. OFFICIAL POSITION TITLE   Operations Officer8. CHECK(X) TYPE OF APPOINTMENT   CAREER RESERVE TEMPORARY   CAREER-PROVISIONAL   ANNUAL   SPECIAL (Specify)11. DATE REPORT DUE IN D.P.GENERAL3. DATE OF BIRTH 4. SEX 5. GRADE & D.D   2 Oct 1928 M GS-12 D7. GPS/SHOP OF ASSIGNMENT & CURRENT STATION   FE/PM/UI Hqs10. CLASS (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    REASSIGNMENT EMPLOYEE    1 January - 7 April 1967EMPLOYEE SERIAL NUMBER017924## 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. Corrective action taken or proposed to 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. Comment on the effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (Indicate number of employees supervised).Serves as Headquarters Desk case officer for certain Djakarta Station operational activities as assigned to him.RATINGLETTERSServes as primary referent on the Indonesian Desk for operations involving communist and other left-wing mattersRATINGLETTERSPerforms operational research functions on Indonesian communist and left-wing activitiesRATINGLETTERSPrepares operational correspondence to the field in connection with his assigned responsibilitiesRATINGLETTERPRATINGLETTERRATINGLETTER13 JUN 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 merits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the latter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERSFORM 45 USE PREVIOUS EDITIONSSECRET
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# SECRET## NARRATIVE COMMENTSSECTION CIndicate 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 mandatory duties and cost consciousnessSection C, attach a separate sheet of paper.The comments noted in Mr. Fox's previous Fitness Report to the effect that a little more experience with the Indonesian Desk (to which he was assigned in mid-October 1963) should make him a strong member have been more than amply justified during this period. With minimum supervision or direction, Mr. Fox undertook the task of absorbing and systemitizing the complexities of Djakarta Station operations against communists and other left-wing elements. The result has been increased comprehension on the part of Headquarters regarding these efforts.Mr. Fox also contributed materially in the way of preliminary operational research, support, recommendations and follow-through on two operational ploys conducted by Headquarters: one, an attempted recruitment of a communist functionary in a third country; and the other the turnover of a former Djakarta Station asset now in the U.S. to another agency. Mr. Fox was further involved in studies to determine the feasibility of capitalizing on other agency assets for entrees to the communist movement not only in Indonesia but also the Philippines, Malaysia, and Singapore. Ilis performance in these functions was characterized by thoroughness and imagination.Mr. Fox is an extremely capable, inteligent officer with whom it is a genuine pleasure to serve, both professionally and personally. He is intellectually (Continued)SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT![signature of employee]DATE25 May 1967BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISIONThreeDATEOFFICIAL TITLE OF SUPERVISOR![signature of William T. Makino]25 May 1967Acting Chief, FE/PMI/IWilliam T. MakinoBY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALI would have rated Mr. Fox about the same. He at times suffers from an inability to articulate his thoughts clearly. There is no question of his professional grasp of his field, however, Ilis feel for CP penetration operations is unusually sharp and he is capable of playing a significant ops role in a field assignment.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE23 May 1967Deputy Chief, FE/PMI![signature of Clyde R. McAvoy]SECRETClyde R. McAvoy
[104-10291-10000.pdf — page 147]
SECRETFITNESS REPORT JEROME FOX25 May 1967SECTION C, NARRATIVE COMMENTS (Continued)curious, has a probing mind and has the knack of quickly and accurately assessing a given situation. A diligent worker, he retains a good sense of humor and gets along well with his colleagues. He is inclined to become a bit Impatient with the bureaucratic procedures at Headquarters, but has the maturity to subdue such feelings in the interests of expediency.As for weak points, Mr. Fox has tended to be somewhat lax about answering correspondence, particularly when he felt them to be of marginal value. This has been pointed out to him, however, and he is effectively overcoming this defect.During this period, Mr. Fox had no supervisory duties as such, although he assisted on an ad hoc basis in the supervision of a career trainee temporarily assigned to the Indonesian Desk. His performance here was promising and it is contemplated to assign him some supervisory responsibilities in the future.Mr. Fox exhibits good cost consciousness.2SECRET