Francesco/who-killed-jfk huggingface dataset:
[104-10291-10004.pdf — page 169]
SECRET(When Filled In)FITNESS REPORTEMPLOYEE SERIAL NUMBER010032SECTION AGENERAL1. NAME   (Last) (First) (Middle)   Woods, James S.2. DATE OF BIRTH 3. SEX.   20 Feb. 28 M4. GRADE 5. SD   GS 9 D6. OFFICIAL POSITION TITLE7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION   Records Admin Officer   US/P2/750 VIETNAM9. CHECK (X) TYPE OF APPOINTMENT10. CHECK (X) TYPE OF REPORT    CAREER - RESERVE TEMPORARY    INITIAL X REASSIGNMENT SUPERVISOR    CAREER-PROVISIONAL (See instructions - Section C)    ANNUAL REASSIGNMENT EMPLOYEE    SPECIAL (Specify):    SPECIAL (Specify):11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - to-)    14 Jan 67 - 9 May 67SECTION B PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly Inadaquate 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 - Adequate Performance moats all requirements. It is entirely satisfactory and is characterized nelthor by deficioncy norexcellance.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 ofothers doing similar work as to warrant special recognition.SPECIFIC DUTIESList up to six of the most important specific duties performed during the roting period. Insert rating letter which best describies thamanner 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. 1 RATINGLETTERChief, Registry with supervisory responsibility for 8 employees. 8SPECIFIC DUTY NO. 2 RATINGLETTERSPECIFIC DUTY NO. 3 RATINGLETTERSPECIFIC DUTY NO. 4 RATINGLETTERSPECIFIC DUTY NO. 5 RATINGLETTERSPECIFIC DUTY NO. 6 RATINGLETTER28 JUN 1957OVERALL PERFORMANCE IN CURRENT POSITIONTake into account averything 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 or habits, andparticular limitations or talents. Based on your knowledge of amplayon's overali performance during the rating period,place the latter in the rating box corresponding to the statement which most accurately reflects his lovel of performance.SFORM 45 USE PREVIOUS EDITIONS4-66SECRET
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# SECRET(When Filled In)## 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, if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Jun 12 '67Although Subject has been at the Station for only a few months, he quickly established himself as a formidable leader in a very large Registry operation. He is resourceful and constantly strives to improve office procedures in order to increase efficiency and provide better service. He is an old hand in the Registry field, well indoctrinated in proper procedure and knows when and how to adjust to meet changing situations.Subject effectively supervises 8 employees and displays cost consciousness in the management and operation of his office.## SECTION D### CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE8 May 1967SIGNATURE OF EMPLOYEE/s/James S. WoodsBY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION4IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE8 May 1967OFFICIAL TITLE OF SUPERVISORRecords OfficerTYPED OR PRINTED NAME AND SIGNATURE/s/Richard Richardson### COMMENTS OF REVIEWING OFFICIAL BY REVIEWING OFFICIALConcur with rating and narrative comments. Subject is employing in this position his cumulative experience as a Registry supervisor at previous posts. Subject has contributed to the improvement of Registry procedures and in-country courier system of this large and fast moving station.DATE15. May 1967OFFICIAL TITLE OF REVIEWING OFFICIALOps OfficerTYPED OR PRINTED NAME AND SIGNATURE/s/Terry T. ShinaSECRET
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# FITNESS REPORTSECRET(When Filled In)## SECTION A1. NAME   WOODS JAMES8. OFFICIAL POSITION TITLE   Intel. Analyst - CH9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER PROVISIONALSPECIAL (Specify):11. DATE REPORT DUE IN O.P.GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD20 Feb 28 M GS-9 b7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/FE/Pers/JKO Tokyo10. CHECK (X) TYPE OF REPORTINITIAL XX REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - To)    30 Sept 65 - 1 Sept 1966## 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).Chief of Central Registry and Records with responsibility for the receipt and routing of all incoming and outgoing cables, dispatches, and memoranda of the Station, including all other organizations corresponding with the Station.Supervises six Registry employeesSupervises Station courier service which distributes classified correspondence to the five geographically separated elements of the Station.Supervises the analysis and distribution of incoming and outgoing cables.Supervises the operation of the Station Flexowriters.### 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 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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SECRETSECTION CNARRATIVE COMMENTS OFFICEIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective that 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 duties must be described, if applicable.3 30 PM 66FOSHAG has continued to perform at a "Strong" level. He is a fine supervisor and thereby gets maximum performance from staff which is too small to handle a work load which has constantly increased over the past year. He is cost conscious in funds material and also strives to stream-line and improve the functioning of the Registry and its related functions.FOSHAG has twice been recommended for promotion. He definitely deserves it and should be assigned next to a position above his present rating.SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT15 August 1966James Woods /S/BY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEENUNDER MY SUPERVISION14DATEOFFICIAL TITLE OF SUPERVISORTYPED OR PRINTED NAME AND SIGNATURE16 August 1966QPS. OfficerKenneth Miller /S/BY REVIEWING OFFICIAL3. COMMENTS OF REVIEWING OFFICIALConcur in above rating.DATEOFFICIAL TITLE OF REVIEWING OFFICIALTYPED OR PRINTED NAME AND SIGNATURE17 August 1966Chief of StationWilliam S. Nelson /S/SECRET
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# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER010032## SECTION A**1. NAME**Woods, James J.**6. OFFICIAL POSITION-TITLE**Intel Analyst Ch**9. CHECK (X) TYPE OF APPOINTMENT**CAREERTEMPORARYCAREER-PROVISIONALSPECIAL (Specify)**11. DATE REPORT DUE IN O.P.**May 30 1965GENERAL**2. DATE OF BIRTH** 20 Feb 28**3. SEX** M**4. GRADE** GS-09**5. SD** D**7. OFF/DIV/BR OF ASSIGNMENT** DDP/FE/JKO**8. CURRENT STATION** Tokyo**10. CHECK (X) TYPE OF REPORT**INITIALANNUALSPECIAL (Specify)**12. REPORTING PERIOD (From - to)** 1 July - 30 September 1965## SECTION BPERFORMANCE EVALUATIONW - 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 taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.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 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** Chief of Central Registry and Records with responsibility for the receipt and routing of all incoming and outgoing cables, dispatches, and memoranda of the Station, including all other organizations corresponding with the Station.RATINGLETTERO**SPECIFIC DUTY NO. 2**Supervises six Registry employeesRATINGLETTERS**SPECIFIC DUTY NO. 3**Supervises Station courier service which distributes classified correspondence to the five geographically separated elements of the Station.RATINGLETTERS**SPECIFIC DUTY NO. 4**Analyze and distribute all incoming and outgoing Station cables.RATINGLETTERO**SPECIFIC DUTY NO. 5**Supervise the operation of the Station Flexowriter.RATINGLETTERS**SPECIFIC DUTY NO. 6**## 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 and 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.15 DEC 1965RATINGLETTERSFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRET
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SECRETSECTION C NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in 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.WoodsDEC 15 9 21 AM '65During the four months has been under my supervision he has demonstrated very real supervisory ability and a talent for getting maximum performance from a small staff which handles an increasingly large volume of work. He has also shown his ability to cut the costs of his operation.Woodsnot only runs a most efficient Registry but is also constantly seeking ways to improve and stream-line its operation. He is a man who takes such interest in his job that his ideas and plans for improvement are carefully worked out and sound.Though I have observed his work for only four months, I believe his over-all performance is "Strong" and close to "Outstanding." He has been recommended for promotion. He deserves it.SECTION D CERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE SIGNATURE OF EMPLOYEE27 October 1965 /s/ James S. WoodsBY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISIONDATE OFFICIAL TITLE OF SUPERVISOR TYPED ON PRINTED NAME AND SIGNATURE27 October 1965 Ops Officer /s/ Kenneth P. MillerBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALI agree with his supervisor that Subject is unusually competent in his field and fully deserving of a "Strong" rating. Subject displays unflagging enthusiasm for his job and constantly tries to improve his operation. He has displayed a high degree of imagination and inventiveness in making changes in our over-all CRR set-up. He very definitely deserves promotion.DATE OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE2 November 1965 DCOS /s/ Horace Z. FeldmanSECRET
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# FITNESS REPORT**SEGRET****EMPLOYEE SERIAL NUMBER**010032## SECTION A1. NAME   Woods, James S.2. DATE OF BIRTH   20 Feb 19233. SEX M4. GRADE   GS-095. SO   D6. OFFICIAL POSITION TITLE   Intel Analyst Gen7. OFF/Div/BR OF ASSIGNMENT   DDP/YE8. CURRENT STATION   Tokyo9. CHECK (X) TYPE OF APPOINTMENT   CAREER10. CHECK (X) TYPE OF REPORT    REASSIGNMENT SUPERVISOR11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD (From - To)    1 October 1964 - 30 June 1965## 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 taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.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 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. 1Chief of Central Registry and Records with responsibility for the receipt and routing of all incoming and outgoing cables, dispatches, and memoranda of the Station, including all other organizations corresponding with the StationRATINGLETTERSSPECIFIC DUTY NO. 2Supervises six Registry employeesRATINGLETTERSSPECIFIC DUTY NO. 3Supervises Station courier service which distributes classified correspondence to the five geographically separated elements of the StationRATINGLETTERGSPECIFIC DUTY NO. 4Analyzes and distributes all incoming and outgoing Station cablesRATINGLETTER0SPECIFIC DUTY NO. 5Supervises the Station FlexowriterRATINGLETTERSSPECIFIC DUTY NO. 6RATINGLETTER**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.29 JUN 1955RATINGLETTERS
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# SECTION CNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B in providing basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.As Chief of the Station Registry this employee continues to perform exceptionally proficient level with little supervision from his supervisor. His supervisor is being reassigned and is scheduled to be replaced by another officer who will necessarily need several months to become knowledgeable of Registry activities. Whatever there is no concern that the flow of paper and the maintenance of accurate records will be affected due to the turnover of supervisors. This employee continues to use his native ingenuity and high standards of achievement to ensure that his office continues to be a well run and efficient unit. He continues to ensure that no government funds are wasted, even to the extent of arranging for the construction of certain modifications to the Registry office by Registry employees at little cost to the Government. This employee has been performing at a level above his present GS-09 grade. As recommended in November 1964, it is reconfirmed that this employee should be promoted to the next higher grade at the earliest possible opportunity.# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEE1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE4 June 65/s/ James S. WoodsBY SUPERVISOR2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION45DATE4 June 65OFFICIAL TITLE OF SUPERVISORCpo OfficerTYPED OR PRINTED NAME AND SIGNATURE/s/ Frederick HandallBY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALSubject takes his job seriously and performs it in strong fashion:I would say that he displays more energy, interest, and continuing attention than just about anyone else I've seen in registry-type work.DATE10 June 65OFFICIAL TITLE OF REVIEWING OFFICIALDCOSTYPED ON PRINTED NAME AND SIGNATURE/s/ Horace Z. Feldzan
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# FITNESS REPORTEMPLOYEE SERIAL NUMBER010032## SECTION A1. NAME   Woods, James S.8. OFFICIAL POSITION TITLE   Intel Analyst Gen9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify)11. DATE REPORT DUE IN O.P.    30 Nov 64## GENERAL2. DATE OF BIRTH 3. SEX 4. GRADE 5. SO   20 Feb 23 M GS-09 D7. OFF/DIV-BR OF ASSIGNMENT 6. CURRENT STATION   DDP/FE/JKO Tokyo10. CHECK (X) TYPE OF REPORTX ANNUAL INITIALSPECIAL (Specify)12. REPORTING PERIOD (From-to)    1 October 1963 - 30 September 1964## 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. 1Chief of Central Registry and Records with responsibility for the receipt and routing of all incoming and outgoing cables, dispatches, and memoranda of the Station, including all other organizations corresponding with the StationRATINGLETTERSSPECIFIC DUTY NO. 2Supervises six Registry employeesRATINGLETTERSSPECIFIC DUTY NO. 3Supervises Station courier service which distributes classified correspondence to the five geographically separated elements of the StationRATINGLETTERSSPECIFIC DUTY NO. 4Analyzes and distributes all incoming and outgoing Station cablesRATINGLETTERSSPECIFIC DUTY NO. 5Supervises the Station FlexowriterRATINGLETTERSSPECIFIC DUTY NO. 6## 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.RATINGLETTERS16 DEC 1951