Francesco/who-killed-jfk huggingface dataset:
[104-10304-10000.pdf — page 0]
# 2025 RELEASE UNDER THE PRESIDENT JOHN F. KENNEDY ASSASSINATION RECORDS ACT OF 1992all 7-1-12-79PERS 79-1222Allx 7901128 January 1979MEMORANDUM FOR: Director of PersonnelSUBJECT : Annual Fitness Report - George JoannidesOperations OfficerGS-16ESN 064818 23DOB 5 July 19220671807431.  This Memorandum in Lieu of Fitness Report is prepared in accordance with HR 20-20, for the period mid-June 1978 through 12 January 1979. The occasion of the Fitness Report is the retirement of the rating official.2.  The undersigned was detailed in mid-May to serve as the Agency's Principal Coordinator for work with the House Select Committee on Assassinations. As it became apparent that the volume of the work required assignment of additional full-time personnel, the decision was made that one experienced officer was needed to handle the DDO account. A senior officer experienced in DDO work and available to serve for several months was requested. Mr. Joannides was known to the undersigned by reputation, although not personally, and arrangements were made for his detail to the work. While there is no way to outline the qualifications that one should have for this sort of work, it became quickly clear that Mr. Joannides was the perfect man for it.3.  Mr. Joannides was responsible for a new procedure in recording of exchanges with the HSCA. As it developed, the Agency's logs and records on the status of requests by the HSCA and the Agency's responses became the only reliable record; it was clear that the HSCA often did not know the status of business in this respect and time and time again had to come to this office for clarification. Beyond that early contribution to the ordering of the affairs of the office, Mr. Joannides handled day-to-day follow-ups of requirements by telephone with the DDO focal point as well as throughout the DDO. Further, the firm position that he took with the young investigators in response to aggressive harassment on some occasions was exactly what the situation called for. A person of his maturity and experience handled the job exactly as required by the situation. If the peculiar nature of the work did not call on Mr. Joannides for all the talents of his wide experience, it nonetheless was his experience and quick perceptions that ensured a superior performance. His advice and3/mc 19
[104-10304-10000.pdf — page 1]
13-00000counselling on courses of action to cope with unique situations was always sound and responsible.4. The work in this assignment provided little occasion for Mr. Joannides to demonstrate attitudes on either EEO matters or economy, considerations that are required by regulation for comment in Fitness Reports. As a result, no comment is made.5. Not because of the demands on his superior talents, but because of the cool efficacy with which he handled an unusual special assignment, Mr. Joannides' work is evaluated as Outstanding.![signature of S. D. Breckinridge]S. D. BreckinridgeI certify that I have seen the comments in the Narrative section of this memorandum.![signature of Geonge Joannides]Geonge Joannides![Date of signature]Date2![KC 1/14]
[104-10304-10000.pdf — page 3]
# SECTION C**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 or, supervisory duties must be described, if applicable.Subject is a hard working, dedicated and effective officer who has proven by performance that he can accomplish assigned operational tasks in allowable time limits. The period covered by this fitness report represents Subject's initial Agency exposure to those first echelon management responsibilities which are implicit in a branch chief's assignment in a Station that has 313 employees. Subject responded to the challenge of the first echelon supervisory responsibilities in an exemplary manner. Subject managed a branch that had a yearly budget of two million four hundred thousand dollars. These funds were judiciously spent on printed propaganda, white and black radio programs, and on political action operations which were implemented via labor, student and professional groups. Subject has the knack of judiciously blending quality with quantity and in this melding effort, Subject reflected cost consciousness and effectiveness in the use of personnel, space equipment and funds. Subject has a distinct flair for political action operations and can translate policy directives into meaningful action programs by all of his assets. Subject has the ability to delegate authority and to appropriately fix responsibility with those officers whom he supervises. In the management field;Subject's only discernible weakness is a tendency to be abrupt with subordinates. It is believed that this minor shortcoming will be overcome with the acquisition of added experience in the field of personnel management. On balance therefore, Subject's overall performance as a supervisor and as an intelligence officer warrants an evaluation of "Strong".# SECTION DCERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE15 May 1964SIGNATURE OF EMPLOYEE/s/ (signed in pseudo on Field Transmittal)2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION22 monthsDATE15 May 1964OFFICIAL TITLE OF SUPERVISORChief of Station, JMWAVETYPED OR PRINTED NAME AND SIGNATURE/s/ Andrew K. REUTEMAN (signed in pseudo on Fld. Trans.)3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIALAlthough I have had few chances to personally observe work, I concur in the supervisor's comments and rating due to my general impression of capabilities and performance of duty received in occasional meetings extending over a number of years.DATE1 June 1964OFFICIAL TITLE OF REVIEWING OFFICIALDeputy Chief, WH (SA)TYPED OR PRINTED NAME AND SIGNATUREBruce B. CheeverSECRET
[104-10304-10000.pdf — page 4]
13-00000SECRETCONTINUATION SHEET*Section C - Narrative CommentsSubject has additional growth potential as an intelligence officer and as a first echelon supervisor of individuals doing a basic intelligence task. Ethnic origins, foreign language fluency and experience acquired to date generally dictates a career for Subject in the general arena of Greek operations. While the major thrust of Subject's career orientation should be geared toward Greece and its related problems, it is believed that it is essential that, on a periodic basis, Subject be directed into non-Greek areas of interest, in order that the continued challenge of new horizons will stimulate Subject to develop to his full capacity. In practical terms, this means that out of any eight-year time cycle, at least two years should be spent by Subject on non-Greek or even non-European affairs. This officer has the potential to be a broad-gauged officer but he must be stimulated and led in that direction which will fully harness the totality of his potential.The rating officer would be pleased to have Subject work with him at any other Field Station that might be entrusted to the rating officer.SECRET
[104-10304-10000.pdf — page 5]
# SECRET(When Filled In)FITNESS REPORT## SECTION A1. NAME: Joannides, George, E. GENERAL2. DATE OF BIRTH: 5 Jul 19223. SEX: M4. GRADE: GS-145. SD: D6. OFFICIAL POSITION TITLE: OPS OFFICER7. OFF/DIV/BR OF ASSIGNMENT: DDP/S.A.S.8. CURRENT STATION: JMWAVE9. CHECK (X) TYPE OF APPOINTMENT:CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions - Section C)SPECIAL (Specify):10. CHECK (X) TYPE OF REPORT:INITIALANNUAL XX REASSIGNMENT SUPERVISORSPECIAL (Specify):REASSIGNMENT EMPLOYEE11. DATE REPORT DUE IN O.P.:12. REPORTING PERIOD (From-to-): 1 January 1963 - 31 July 1963## SECTION B PERFORMANCE 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 RATING LETTERDeputy Chief of Branch handling (in absence of Chief) all aspects of political action and psychological warfare activity and supervising [fourteen] case officers and clerical personnel. [O]SPECIFIC DUTY NO. 2 RATING LETTERCase officer for student project involving political action, propaganda, intelligence collection and a hemisphere-wide apparatus. [S]SPECIFIC DUTY NO. 3 RATING LETTERSPECIFIC DUTY NO. 4 RATING LETTERSPECIFIC DUTY NO. 5 RATING LETTERSPECIFIC DUTY NO. 6 RATING LETTER> [Figure] Stamp with the text "POSTED ON 19 Oct 63"### 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 LETTER[S]FORM 45 OBSOLETE PREVIOUS EDITIONS.SECRETGROUP 1Excluded from automatic downgrading and declassification6/mc
[104-10304-10000.pdf — page 7]
# SECRET(When Filled In)SECTION C 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.No change from previous report submitted 19 January 1963.SECTION D CERTIFICATION AND COMMENTS1. BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT| DATE        | SIGNATURE OF EMPLOYEE                             || ----------- | ------------------------------------------------- || 27 March 63 | /s/ Walter D. NEWBY (signed on Field Transmittal) |2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONUNDER MY SUPERVISION12| DATE        | OFFICIAL TITLE OF SUPERVISOR | TYPED OR PRINTED NAME AND SIGNATURE                   || ----------- | ---------------------------- | ----------------------------------------------------- || 27 March 63 | Chief, PW Branch             | /s/ Robert K. TROUCHARD (signed on Field Transmittal) |3. BY REVIEWING OFFICIALCOMMENTS OF REVIEWING OFFICIAL| DATE         | OFFICIAL TITLE OF REVIEWING OFFICIAL | TYPED OR PRINTED NAME AND SIGNATURE                  || ------------ | ------------------------------------ | ---------------------------------------------------- || 2 April 1963 | Chief of Station, JMWAVE             | /s/ Andrew K. REUTEMAN (signed on Field Transmittal) |SECRET
[104-10304-10000.pdf — page 8]
# FITNESS REPORTSECRETSECTION A1. NAME Joannides, George E.6. OFFICIAL POSITION TITLEOPS OFFICER9. CHECK (X) TYPE OF APPOINTMENTCAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See instructions - Section C)ANNUAL XSPECIAL (Specify):11. DATE REPORT DUE IN O.P.GENERAL2. DATE OF BIRTH 5 July 19223. SEX Male 994. GRADE GS-145. SD D7. OFF/DIV/BR OF ASSIGNMENT DDP/S.A.S.8. CURRENT STATION JMWAVEAsfuid10. CHECK (X) TYPE OF REPORTINITIAL REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEE12. REPORTING PERIOD (From- to-) 1 January 1963 - 31 March 1963SECTION 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. 1RATING LETTERSPECIFIC DUTY NO. 2RATING LETTERSPECIFIC DUTY NO. 3POSTED ON 16 APR 63RATING LETTERSPECIFIC DUTY NO. 4RATING LETTERSPECIFIC DUTY NO. 5Annual fitness report covering the period 1 January - 31 December 62 still current.RATING 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, 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 LETTERFORM 45 OBSOLETE PREVIOUS EDITIONS.SECRETGROUP 1Excluded from automatic downgrading and declassification
[104-10304-10000.pdf — page 9]
# FITNESS REPORTSECTION A1. NAMEJoannidis, George E. General6. OFFICIAL POSITION TITLEOPS OFFICER9. CHECK (X) TYPE OF APPOINTMENTCAREERRESERVETEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL:ANNUAL11. DATE REPORT DUE IN O.P.SECTION B12. REPORTING PERIOD (From-to-)1 January 1962 - 31 December 1962## PERFORMANCE 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. 1Deputy Chief of Branch handling (in absence of Chief) all aspects political action and psychological warfare and supervising fifteen case officers and clerical personnel.SPECIFIC DUTY NO. 2Case Officer for student project involving political action, propaganda, intelligence collection and hemisphere-wide apparatus.SPECIFIC DUTY NO. 3Case Officer for teacher's organization engaged in hemisphere-wide press and radio propaganda.SPECIFIC DUTY. NO. 4Case Officer on project producing news letter aimed at press outlets in Latin America.SPECIFIC DUTY NO. 5Maintains contacts with key elements of a veteran's type organization as a developmental project.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 place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.
[104-10304-10000.pdf — page 10]
# 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 or supervisory duties must be described, if applicableSubject's strengths lie in his ability to analyze a problem quickly and skillfully, to strip it of unnecessary detail and to render a decision without waste of motion. He has contributed greatly to the efficiency of the Branch by eliminating unproductive ventures, counseling the members and promoting the principles of correct tradecraft. He has been successful in resolving complicated problems involving control of an unruly group. He has a strong personality and firm convictions about the proper manner of carrying on covert operations and voices his convictions without fear. He is an excellent supervisor and is respected by the members of the branch for his forthrightness and his sober judgment and sound advice. His handling of agents and contacts on the outside both directly and indirectly mixes to a proper extent firmness and friendliness. In short he is a distinct asset to the clandestine services both administratively and operationally.## CERTIFICATION AND COMMENTS### BY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT**DATE**19 JAN 63**SIGNATURE OF EMPLOYEE**/s/ Walter D. NEWBY (signed on Field Transmittal)### BY SUPERVISOR**MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION**10 monthsIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION**DATE**19 JAN 63**OFFICIAL TITLE OF SUPERVISOR**Chief/PW - JMWAVE**TYPED OR PRINTED NAME AND SIGNATURE**/s/ Robert K. TROUCHARD (signed on Field Transmittal)### BY REVIEWING OFFICIAL**COMMENTS OF REVIEWING OFFICIAL**Subject is an unusually competent officer in the field of covert action operations in that he blends a flair for this activity with sound tradecraft principles and a firm adherence to valid reporting techniques. Subject is dedicated and hard working and he has proven by performance that he is willing to work long hours in order to accomplish his operational objectives. Subject's overall performance warrants an evaluation of "strong" Subject has growth potential both as an intelligence officer and as a first echelon supervisor of individuals doing a basic intelligence task. Subject's activities come to the attention of the reviewing officer on a weekly basis.**DATE**FEB 1 5 1963**OFFICIAL TITLE OF REVIEWING OFFICIAL**Chief of Station, JMWAVE**TYPED OR PRINTED NAME AND SIGNATURE**/s/ Andrew K. REUTEMAN (signed on Field Transmittal)
[104-10305-10000.pdf — page 0]
2025 RELEASE UNDER THE PRESIDENT JOHN F. KENNEDY ASSASSINATION RECORDS ACT OF 1992CIA HISTORICAL REVIEW PROGRAMRELEASE IN FULL 1998MEMORANDUM FOR THE RECORDSUBJECT: SEEFILE NUMBER: 28 JANUARY 75FILE NUMBER: 526113IF THIS FILE IS PULLED, DO NOT TAKE ANY ACTION WITHOUT ALSO CONSULTING THE FOLLOWING FILES ON RELATIVES AND ASSOCIATES:(DUE TO WATERGATE ASSOCIATION OF 526113(NOVEL, GORDON DWAYNE):GOMEZ, LOUIS H., SR OSA 925945 (ASSOCIATE)BACCUZZI, ANDRES RENEE, JR OSA 190442 (COUSIN OF 925945)BACCUZZI, JANET ELNOKA OS #107919 (SPOUSE OF 190442)OFFICE AND TITLE SIGNATUREE. EVANS CS/3/FFORM 7-62 1954CLASSIFICATIONGROUP 1EXCLUDED FROM AUTOMATICDOWNGRADING ANDDECLASSIFICATION
[104-10305-10000.pdf — page 1]
# INFORMATION REQUEST FLAGTHIS FORM IS USED TO SAFEGUARD FROM INADVERTENT DESTRUCTION RECORDS THAT ARE INVOLVED IN FREEDOM OF INFORMATION ACT OR PRIVACY ACT REQUESTS, LITIGATION, OR MATTERS UNDER INVESTIGATION BY THE DEPARTMENT OF JUSTICE OR CONGRESS. IT MUST BE FILED IN THE FRONT OF A FOLDER TO LIST ALL DOCUMENTS IN THE FOLDER RELATED TO A SPECIFIC REQUEST (one form for each request), OR AS A SINGLE ATTACHMENT TO EACH INDIVIDUAL DOCUMENT. IT MUST NOT BE REMOVED FROM THE DOCUMENT OR FOLDER UNTIL THE RECORD SERIES IS DUE FOR DESTRUCTION IN ACCORDANCE WITH APPROVED RECORDS CONTROL SCHEDULES AT WHICH TIME DISPOSITION OF FLAGGED RECORDS WILL BE CHECKED WITH THE COMPONENT RECORDS MANAGEMENT OFFICER AND OTHER AUTHORITIES AND WILL BE DEPENDENT ON THE STATUS OF EACH REQUEST.|             || ----------- || PRIVACY ACT || FOIA        || LITIGATION  || REQUESTER   ||                                 || ------------------------------- || CONGRESSIONAL INVESTIGATIONS    || DEPT. OF JUSTICE INVESTIGATIONS || MANDATORY CLASSIFICATION REVIEW ||                 || --------------- || OTHER (specify) || OGC 2/3         |REQUEST NO.SUBJECT OF REQUESTNOVEL GordonDATE OF REQUEST1979DOCUMENTS SUBJECT TO REQUEST - INCLUDE FILE NO., SYMBOL, DATE AND SUBJECTCIA HISTORICAL REVIEW PROGRAMRELEASE IN FULL 1998REMARKSCONTINUED ON SEPARATE PAGEDATE OF COMPONENT RESPONSECONTINUED ON SEPARATE PAGEDATE APPEALED (if applicable)**DO NOT REMOVE THIS FORM FROM THIS FILE**![Form 4016 9-77]