ee PE..CORMANCE RATING GU. 7 : .  FOR@IVESTIGATIVE PERSONN@L (For use as attachment to Performance Rating Form No. FD-185 ) * Name of Employee ALDEN F, M Title Special Agent, GS-13. Rating Period: fromt/ ly 62 to. 3y 31/63 RATING GUIDE AND CHECK-LIST Only those items having pertinent bearing on employee's performance should be rated. All employees in same salary grade should be compared. Rate items as follows: + __ Qutstanding (exceeding excellent and deserving of special commendation). Excellent. —v_.. Satisfactory (good or very good). =. Unsatisfactory. : No opportunity to appraise performance during rating period. Guide for determining adjective rating: 1. “Outstanding” adjective rating requires (A) that all rated elements be “-}”’ and (B) that each and every rated element be factually justified by narrative detail on reverse of Form FD-185. ~ “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory* must be supported by narrative comments. B. An “official” adjective rating of ‘Unsatisfactory’ must comply with the requirements described on the reverse of form FD-185. Note: 2. FE (1) Personal appearance. _Vv (17) Firearms ability. 7 ~E_ (2) Personality and effectiveness of his personal contacts. _ (18) Development of informants and sources of information. —-— (3) Attitude (including dependability, cooperativeness, loyalty, __-t (19) Reporting ability: . : enthusiasm, amenability and willingness to equitably share work load). == (4) Physical fitness (including health, energy, stamina). + (5) Resourcefulness and ingenuity. ; (Consider:_ 4+ conciseness; t“clarity;_*& organization; —2.. (6) Forcefulness and aggressiveness as required. -#2_thoroughness;_17 accutacy;_+¢ adequacy and perti- (7) Judgment, including common sense, ability to arrive at proper nency of leads; #administrative detail.) E conclusions, ability to define objectives. oD (20) Pe , . we as : formance as a witness. d the taking of i r “: (8) Initiative and the taking of appropriate action on own (= (21) Executive ability: (a) Leadership —i«@ (b) Ability to handle personnel (a) Investigative reports ——* (b) Summary reports ___£ (c) Memos, letters, wires Ty responsibility. _t. (9) Planning ability and its application to the work. —E (10) Accuracy and attention to pertinent detail. —~< (c) Planning (11) Industry, including energetic, consistent application to duties. —<_(d) Making decisions (12) Productivity, including amount of acceptable work produced es) Assignment of york and rate of progress on or completion of assignments. Also —> If) Devising subor wes consider adherence to deadlines unless failure to meet is — 2) evising procedures E attributable to causes beyond employee’s control. . —7 ih Emotional stability i —==.. (13) Knowledge of duties, instructions, rules and regulations, in- ; Ht) Getting res alte morate cluding readiness of comprehension and “know how” of LZ foo) Ann : . . - —==_ (22) Ability on raids and dangerous assignments: fo ‘application. (a) As leader —/__ (14) Technical or mechanical skills. == (b) oi __ $=" (15) Investigative abili d results: (b) (As participant Bi ty an . —s“_ (23) Organizational interest, such as making of suggestions for (a) Internal security cases . improvement. ss . . . wwe * ~—-... (b) Criminal or general investigative cases <—__ (24) Ability to work under pressure. (c) Fugitive cases (d) Applicant cases _—S2 (e) Accounting cases is al (16) Physical surveillance ability. a i (25)_ Miscellaneous. Specify and rate: Dictation ability A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent, supervisor, instruc- tor, ete)" - Security B. Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator C. (1) Is employee available for general assignment wherever needs of service require® 2 S__ (If answer is not “yes,” explain in narrative comments.) (2) Is employee available for special assignment wherever needs of service requireY GS. (If answer is not “yes,” explain in narrative comments.) D. 1. Has employee had an abnormal sick leave record during rating period NO 2. Has employes ysed more sick leave (including annual leave or LWOP for illness) during rating period than the amount of sick leave earned during such period? _NO_ (If answer to either question is “Yes,” explain in narrative comments. ) E. Is employee qualified to operate a motor vehicle incidental to his official duties? [xX] Yes | No _ ; - If answer is “yes,” personnel file must reflect the following: (a) Has valid State cr local operator's license for type vehicle he is to use. (b) Is physically fit to drive. (c) Past safe driving recard OK or has passed Bureau road test, ADJECTIVE RATING:__... Satisfactory EMPLOYEE'S INITIALS Outstanding, Excellent, Satisfactory, Unsatisfactory ae Page 26 \" 55076 Docld: 32989533 | |
3 * . Atlanta, Georgia March 31, 1963 ALDEN F, MILLER Special Agent PART I GENERAL COMMENTS SA MILLER is tall, and has a well proportioned, robust build. His general demeanor is businesslike, and he always dresses in good taste. He has a very friendly per- —- sonality, and conducts himself in an excellent fashion. He is capable of handling any complicated Bureau case, and is capable to participate in raids and dangerous assignments, | both as a leader or as a participant. During this rating period, he has handled primarily security type matters, as well as many Civil Rights, Election Law, and Racial Matters, all in a very competent manner. His written work is well prepared, and requires less than an average amount of supervision. He is completely available, and has no known limitations on his physical condition. He is a very capable Agent, and consistently handles the more complicated investi- gative matters in the security field. The Director commended SA MILLER through the Special Agent in Charge four times for his efforts in helping the Atlanta Office accomplish zero:delinquency. He was also commended for the statistical accomplishments for fiscal year 1962, in that all four categories were exceeded by the Atlanta Division. On August 1, 1962, the Director commended SA MILLER for the excellent manner in which he participated in the investigation conducted in connection with a racial matter of interest to the Bureau. SA MILLER is a weekend supervisor, and has always discharged these responsibilities in a very satisfactory manner. Qu Employee's Initials ‘HGR:mel mw 55076 Doold: 329895335 Page 27
PART II - SPECIFIC COMMENTS 4. Justification for any Minus Ratings Given NA 2. Experience and Ability as Inspector's Aide NA 3,: Participation in Informant Program SA MILLER has six Potential Security Informants under development. It is felt he is making very good progress in this phase of the Bureau's work, 4. Testifying Experience and Ability SA MILLER has not testified during this rating period. He handles primarily security type investigations, which do not lend themselves to testifying in Federal Court. Cle HW 35076 Doold: 32989533 Page 28 ’ Y
5, Disciplinary Action On 2/27/62, SA MILLER was placed on probation as a result of his responsibility for failure to furnish another office complete information in a teletype sent to that office. He has not received any disciplinary action during this rating period. The Director removed him from a probationary status on 8/21/62. This was taken into consideration when arriving at adjective rating of Satisfactory. 6. Accounting Information NA 7, Police Instruction i SA MILLER is a qualified - general police instructor, , and has participated in two police schools. The Special Agent in Charge has personally monitored his presentation, and stated he made a very good impression. 8. Sound Training SA MILLER is competent and proficient to handle any sound matters and techniques that are necessary to perform with Bureau equipment assigned to this office. He has not been called upon to make any actual installation of Mic-Tel or Tesurs during this rating period. He discusses some technical equipment at firearms and all equipment at annual Agent technical conferences, and makes a very good presentation. SA MILLER makes regular telephone and microphone surveys in Headquarters Office as well as Resident Agencies, and has excellent contacts with the Telephone Company. Ca HW S5076 Doold: 32989533 Page 258 \-
7 -.° G,. Resident sent NA Foreign Language Ability NA 11, Administrative Advancement (a) (b) (ce) (d) Is Agent. interested in administrative advancement? Yes { ) Ho (%) Is Agent completely available for administrative advancement? Yes ( ) No ¢ ) is Agent considered completely qualified at present for administrative advancement, including experience, ability, personality and appearance? Yes ( } No € )} if answer to {c) is “Yes,” would. you consider his jialifications Very Good ¢ 3} Excellent ¢ ) Owtstanding ¢ J) if answer to ‘c) is "No," does he have potential for future administrative advancement? ; Yes ( 3 No ¢ } ub ed NW 55076 Docid:32985533 Page 30 \ 6 ene
4 AOA LINC, 914-90) ” ‘ PERFORMANCE RATING Give FOR @VEsTIGATIVE PERSONN@® (For use as attachment to Performance Rating Form No. FD-185) Name of Employee _____ ALDEN F. MILLER : Title Special Agent, GS-13 Rating Period: from uy, 1 / 600: 3 / ; 31/61 RATING GUIDE AND CHECK-LIST Note: Only those items having pertinent bearing on employee's performance should be rated. All employees in same salary grade should be compared. Rate items as follows: Quistanding (exceeding excellent and deserving of special commendation). Excellent. Satisfactory (good or very good). Unsatisfactory. No opportunity to appraise performance during rating period. Guide for determining adjective rating: 1, “Outstanding” adjective rating requires (A) that all rated elements be “+” and (B} that each and every rated element be factually justified by narrative detail on reverse of Form FD-185. “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Quistanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An “official” adjective rating of Unsatisfactory” must comply with the requirements described on the reverse of form FD-185. EE (1) Personal appearance. _ (17) Firearms ability. E (2) Personality and effectiveness of his personal contacts. ee (18) Development of informants and sources of information. (3) Attitude (including dependability, cooperativeness, loyalty, — EK. (19) Reporting ability: one amenability and willingness to equitably share A. (a) Investigative reports work loa — (b) Summary reports +. (4) Physical fitness (including health, energy, stamina). a (b) Wee 5) R fal 4 (c), Memos, letters, wires ivan (3) Forcefuineas and agers atvences as required. * Considerst—— . +___conciseness; : A elartys-£— organization —tthoroughness;-j-_accuracy;_f- adequa ti- ze (7) Judgment, including common sense, ability to arrive at proper nency of ferde ie administrativa detail) cy ane pes conclusions, ability to define objectives. , af (8) Initiative and the taking of appropriate action on own (20) Performance as a witness. . responsibility. —<2 (21) Executive ability: =e (9) Planning ability and its application to tt k (3) Leadership g y and pplication to the work. (b) Ability to handle personnel —-F2.. (10) Accuracy and attention to pertinent detail. (c) Planning —=__ (11) Industry, including energetic, consistent application to duties. (d) Making decisions —f=_ (12) Productivity, including amount of acceptable work produced (e) Assignment of work and rate of progress on or completion of assignments. Also (f) Devisine Subor ‘nes consider adherence to deadlines unless failure to meet is (g) Devising procedures attributable to causes beyond employee’s control. —- ta) Emotional stability 1 —-_ (13) Knowledge of duties, instructions, rules and regulations, in- ti Getting results morale cluding readiness of comprehension and “know how” of = (22), Ability on raids and dangerous assignments: application. ; e. (a) As leader 6 8 — (14) Technical or mechanical skills. TE 03) Investigative abil 4 tt rank —-- (b) As participant eG) Interna seourity cases * (23) Organizational interest, such as making of suggestions for improvement. (b) Criminal or general investigative cases = (24) Ability to work under pressure. ac (c) Fugitive cases : x: (25)_Miscellaneous. Specify and rate: ie (d) Applicant cases —\= —_Dieration ability -(e) Accounting cases a (16) Physical surveillance ability. A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent. supervisor, instruc- tor, ete.):" Security & Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator C. (1) Is employee available for general assignment wherever needs of service require? VESIE answer is not “yes. “explain in narrative comments.) (2) Is employee available for special assignment wherever needs of service require?, EGE answer is not “yes.” explain in narrative comments.) D. 1. Has employee had an abnormal sick leave record during rating periad? NO 2. Has employee used more sick leave (including annual leave or LWOP for illness) during rating pertod than the amount of sick leave earned during such period? JNO (If answer to either question is “Yes,” explain in narrative comments. ) E. Is employee qualified to operate a motor vehicle incidental to his official duties? [X_] Y esL__] No If answer is “yes.” personnel file must reflect the follawing: (a) Has valid State er local operator's license for type » vehicle he is to use. (b) Is physically fit to drive. (¢) Past safe driving record OK or has passed Bureau road test, ADJECTIVE ramng, exeellent 0 etptover's inrmans _@ee Outstanding, Excellent, Satisfactory, Unsatisfactory NW S5076 Doold: 32989533 Page 32-
Atlanta, Georgia March 31, 1961 AIDEN F, MILLER Special Agent PART I GENERAL COMMENTS SA MILLER is a mature agent, has a large, sturdy build, dresses neatly, is well groomed and presents an excellent personal appearance. He has a friendly, businesslike personality. SA MILLER continues to be assigned to Head- quarters City with primary responsibility for the investiation of security-type cases involving the Communist Party, espionage, satellite nations and related matters. He is very dependable, his written work is prepared in a careful and thorough manner and requires Little or no supervision, and he has an excellent knowledge of the Bureau's rules and regulations. He has no limitations on his physical condition or availability that would affect his performance as an agent. He -is certainly capable of handiing invohed and complicated investigations, and can be used on dangerous assignments. ; SA MILLER continues to be liaison agent with all local military intelligence agencies and is highly respected by them, On January 5, 1961, SA MILLER, along with several other agents of the Atlanta Office, was commended by the Director for the excellent work done in the investigation and subsequent apprehension- of Lawrence Robert Duncan, an Identification Order fugitive and a Conditional Release Violator. Ww! Initials HGR:hs MW 35076 Doold:32839533 Page 33 3 | f 4 i.
® PART IIT SPECIFIC COMMENTS Justification for Any Minus Ratings Given NA Experience and Ability as Inspector's Aide NA Participation in Informant Programs SA MILLER continues to coordinate the security informant program in the Atlanta Office. He is alert and has an excellent attitude, and is rated as very satisfactory. PeStifyineg Experience and Ability Because of the nature of his assignments during this rating period, SA MILLER has not had the opportunity to testify. He has had considerable experience in testifying in the past. Disciplinary Action NA Accounting Information NA Police Instruction SA MILLER is a qualified general police instructor, He is assigned primarily to security and sound work and for that reason he has not been used as a police instructor during this rating period. . Sound Training During this rating period SA MILLER has been called upon to make the regular telephone and microphone security surveys in Headquarters Office as well as Opn! .Initials NW 55076 Doocld: 32989533 Page 24 Y
the Resident Agencies. No other occasion has occurred for the utilization of the new transitorized preamplifier equipment other than practice use. SA MILLER's work with equipment is generally limited to practice and experimental use in the Atlanta Office due to the lack of demand for actual installation of Mic-Tel or TESURS. ; SA MILLER feels sufficiently competent and proficient to handle any sound matters and techniques that are necessary to perform with the equipment assigned this office. He attended a refresher course in sound matters in November, 1959, and it is felt that he is sufficiently qualified ' to, handle any sound problems in this division. SA MILLER has sufficient telephone company contacts to handle most any request that may be made of them. 9. Resident Agents NA ‘LO. Foreign Language Ability NA 11. Administrative Advancement (a) Interested in: Yes - Nox. _ ne Tnitials HW 35076 Doold: 32989533 Page 35 to 5
" PD-185 (Rev. 8-16-63) > lh i FEDERAL BUREAU OF INVESTIGATION ae UNITED STATES DEPARTMENT OF Pe a REPORT OF PERFORMANCE ratinlé ALDEN F, MILLER Name of Employee: Atlanta (Division) (Section, Unit) Special Agent GS-13 Where Assigned: - Official Position Title and Grade: Rating Period: from _ April 1, 1964 ty March 31, 1965 Seg SS ee S68 . Qu Sy 8 Employee's <*&: S.% ADJECTIVE RATING: _____Excellent 0 Initicds © SESS Outstanding, Excellent, Satisfactory, Unsatisfactory . 8 ®eo sr Qua) 933° Se" 3 sags . ass g Rated by: ae: a LALL Supervisor 3/31/65 3 Ss Title Date Sax CHARLES §, HARDIN : s LA Be 8 Reviewed by: ond — pecs gent _3/31/65 8 = S ; os Date ss & OSE K, POL egos Rating Ap Kea } Eg Ean 0 __ Assistant PECTS MAY 2 Ody ‘S tae Title _ Date Sea S§ S38 8&3 Les eh TYPE OF REPORT Seog . sak (3 Official ([) Administrative = &. 93. fe] Annual . (-] 60-Day Ss {_] 90-Day S38 3 {-] Transfer Xs8s - (_] Separation from Service aS . me Special ee 5° ae ee, g : rats 7 é v Ss RES 37 Pe Sg {- . Sa arch. 1" Marat erped ep Tee Pye: UN AY BS fr | fue a owe ey f ma Re le arm WF ne! care * —HW_55076._Docld: 32989533 Page 36 \ ‘. a . * , |
“D-185a (Rev. 4-14-58) mo, PERFORMANCE RATING GUIWE FOR I@VESTIGATIVE PERSONN®? (For use as attachment to Performance Rating Form No. FD-185} ALDEN F, MILLER te Special Agent, GS-13 Rating Period: from4/ 1/64 13/31/65 Name of Employee RATING GUIDE AND CHECK-LIST Note: Only those items having pertinent bearing on employee's performance should be rated. All employees in same salary grade should be compared. Rate items as follows: + Outstanding (exceeding excellent and deserving of special commendation). Excellent. —-/_ Satisfactory (good or very good). = __ Unsatisfactory. “~G~ No opportunity to appraise performance during rating period. Guide for determining adjective rating: : 1. “Outstanding” adjective rating requires (A) that all rated elements be “+” and (B) that each and every rated element be factually justified by narrative detail on reverse of Form FD-185. 2. “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An “official” adjective rating of “Unsatisfactory” must comply with the requirements described on the reverse of form FD-185. (1) Personal appearance. (2) Personality and effectiveness of his personal contacts. (3) Attitude (including dependability, cooperativeness, loyalty, enthusiasm, amenability and willingness to equitably share work load). _E (4) Physical fitness (including health, energy, stamina). at (5) Resourcefulness and ingenuity. (6) Forcefulness and aggressiveness as required. (7) Judgment, including common sense, ability to arrive at proper conclusions, ability to define objectives. . oi (8) Initiative and the taking of appropriate action on own responsibility. -_ (9) Planning ability and its application to the work, —2_. (10) Accuracy and attention to pertinent detail. (11) Industry, including energetic, consistent application to duties. (12) Productivity, including amount of acceptable work produced and rate of progress on or completion of assignments. Also consider adherence to deadlines unless failure to meet is attributable to causes beyond employee's control. av me (18) Knowledge of duties, instructions, rules and regulations, in- cluding readiness of comprehension and “know how” of application. (15) Investigative ability and results: (a) Internal security cases _£_ (b) Criminal or general investigative cases (c) Fugitive cases . (d) Applicant cases (e) Accounting cases te (16) Physical surveillance ability. = (17) Firearms ability. (18) Development of informants and sources of information. (19), Reporting ability: (a) Investigative reports - (b) Summary reports + _ (c) Memos, letters, wires (Consider conciseness; _~*“elarity; + organization; horoughness;_2—accuracy; —t adequacy and perti- ” Al nency of leads; _=#-administrative detail.) — (20) Performance as a witness. . ee (21) Executive ability: (a) Leadership —i< (b) Ability to handle personnel & (c) Planning —~ (d) Making decisions _-£_ (e) Assignment of work —“ (f) Training subordinates << (g) Devising procedures —_‘— (h) Emotional stability _£ _ (i) Promoting high morale —* (j) Getting results te (22), Ability on raids and dangerous assignments: (a) As leader (b) As participant a (23) Organizational interest, such as making of suggestions for improvement. (24) Ability to work under pressure. —  _ (25) Miscellaneous. Specify and rate: Dictation ability A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent. supervisor, instruc- tor, etc.):" e B. Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator C. (1) Is employee available for general assignment wherever needs of service require? Yes (If answer is not “yes.” explain in narrative comments.) (2) Is employee available for special assignment wherever needs of service require XE S/ If answer is not “yes.” explain in narrative comments.) D. 1. Has employee had an abnormal sick leave record during rating period? for illness) during rating period than the amount of sick leave earned during such period? NO narrative comments. ) m 2. Has emplovee_used more sick leave (including annual leave or LWOP (If answer to either question is “Yes,” explain in Is employee qualified to operate a motor vehicle incidental to his official duties? LA YesL__] No If answer is “yes,” personnel file must reflect the following: (a) Has valid State er local operator's license for type vebiele he is to use. (b) Is physically fit to drive. (¢) Past safe driving record OK or has passed Bureau road test. a EXCELLENT ADJECTIVE RATING: Qu) EMPLOYEE'S INITIALS Outstanding, Excellent, Satisfactory, Unsatisfactory MW 55076 Doold: 32969533 Page 37 \ 0 , ee ser tre neprnens see heed iene ie Rie emeRS ame od
"sew VA 4a EMO SR) 7 me 7 — - meme ‘ . @ wannative COMMENTS @ 1, PERSONAL APPEARANCE AND PERSONALITY: SA ALDEN F, MILLER makes an excellent personal appearance, He dresses conservatively in good business taste. He has an excellent personality, and makes a very favorable impression. 2, ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS: SA MILLER has handled during the rating period numerous dangerous assignments in an outstanding manner. He can be utilized in this type assignment in the future. 3. LIMITATIONS ON AVAILABILITY; PHYSICAL LIMITATIONS AFFECTING PERFORMANCE; AND SICK LEAVE INFORMATION: - SA MILLER is completely available for general and special assignment. There are no physical limitations affecting his performance. 4, TYPE OF CASES OR WORK HANDLED AND APPRAISAL OF OVER-ALL PERFORMANC INCLUDING ABILITY TO HANDLE COMPLICATED INVESTIGATIVE MATTERS AND SUPERVISION REQUIRED: During the entire rating period SA MILLER jhas been assigned to the Security Squad of the Atlanta Division where he has handled the most involved Security, Racial, and Civil Rights matters. He has consistently demonstrated an excellent attitude towards his work and consistently used outstanding judgment and resourcefulness, His work requires the bare minimum of supervision. SA MILLER has handled highly confidential investigations in connection with the Communist influence in racial matters, and his contribution to the achievements of the Atlanta Office in this respect have been outstanding.| His investigative ability and results, and his reporting!ability are outstanding in every respect. SA MILLER is a qualified weekend supervisor, and periodically serves in this capacity on Saturdays. MW OSs076) Boeld:i 32865533 Fage 38
5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED: NA 6. DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS: (List items taken into consideration on rating guide and check list.) NA 7. PARTICIPATION IN INFORMANT PROGRAMS: SA MILLER has a Security Informant assigned to him which he has developed, He has also developed numerous vital Sources of Information in private industry who have been able to greatly (See 2A) 8. TESTIFYING EXPERIENCE AND ABILITY: SA MILLER has not testified during the rating period, but has testified previously and was an excellent witness. 9. ACCOUNTING INFORMATION: NA 10. POLICE INSTRUCTION: “ SA MILLER is a general police instructor; however, because of his assignments in the Security field, and his confidential work it has only been possible to assign him to one police school during the rating period. Judging by previous performance his delivery is excellent, and favorable comments have been received concerning his performance. His one performance during the rating eriod was not audited. ll. RESIDENT AGENTS: NA - MW 55076 Docld: 32999533 Page 39 C .
7. assist the Atlanta Division in accomplishing its desired results. His performance in this phase of the Bureau's program is excellent. =~ 2A - HW 35076 Doold: 32889533 Page 40 | | | |
Sree ee Ee if > 12. EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: NA 13. FOREIGN LANGUAGE ABILITY: NA Language in which proficient - Completed language school ([] Yes [(} No Fluent in______—S————s Language to extent Agent can handle typical investigative problems as follows: (1) Conversation form ((] Yes ("| No 7 (2) Written form C1Yes (No Evaluate language proficiency in each phase as excellent, very good, good, fair or unsatisfactory Language Read Write Speak Understand Frequency ________-»__. language ability used during rating period: Frequency of use of __________ language ability anticipated during ensuing year: 14. ADMINISTRATIVE ADVANCEMENT: (a) Agent is interested in administrative advancement. (oO Yes [XNo (b) Agent is completely available for administrative advancement. (] Yes [[] No (c) Agent is considéred completely qualified at present for administrative advancement, including experience, ability, personality and appearance. C) Yes ([]No (d) If answer to (c) is “Yes,” Agent’s qualifications considered ; {_] very good [jexcellent (_] outstanding ' (e) If answer to (c) is “No” Agent considered to have potential for future administrative advancement. (If applicable, explanatory comments required.) MW 35076 Doold:32939533 Page 41 \
Jf. FD-too (REV. J-To-05 ” * . FEDERAL BUREAU OF INVESTIGATION po » UNITED STATES DEPARTMENT OF JUSTICE: Lae? . pi | Le Ue, REPORT OF PERFORMANCE RATING ( / Sr Name of Employee: ALDEN F, MILLER Atlanta Where Assigned: 1 . (Division) (Section, Unit) . . Special Agent GS-13 Official Position Title and Grade: RBeRA &S 8 = , Sasa Rating Period: from _April 1, 1965 tg March 31, 1966 E28 S85, eas guy : Employee’s 3 g ADJECTIVE RATING: Excellent Initials ESO8 Outstanding, Excellent, Satisfactory, Unsatisfactory ©3e sege ae” gi ? yf ek x8: Rated by: é oben PIED ot Supervisor 3/31/66», WS FR HA Signature “j os + Title Date 8 & a a * Fd . oe i CHARLES §. RDING Li fen J Special Agent rj oe SHS Reviewed by: if F AMARY in Charge Charge ape PEA Bass JOSEPH K, PONDER “!#ncture stant irector e Fes Assista Ses % i Rati ff Vid ._ <i 8 x anne dad Signature Title Date BSS . © . pans a com wad - aoe f - ee tee J o Bae TYPE OF REPORT - “2 "0 UR fue Sg § (K] Official _ . €2) Administratiye . Rat npc ¥leeses (3) Annual “0.430 60-Day vs 3 33 EEL EES, te “oe ‘ se~ > [] 90-Da 7 £38 wane wee Ss 4 one Porta og hbes . CO BASSET 8¢ ° Au ape Joe fo Lens pear ets ( AL- C) s paration from Service re vb al a : of . CJ Special a ‘oye me we O ” ab 7 +t -f é ‘ “2 Aces Lea gs eo ti Aa a rupee & i “Am pee es Te 7 NW 55076 Docld:32989533 Page 42 \. * _ _ = Sas ey
woe re ae ae TIT 7 . £ . 4 . “ « . . PERFORMANCE RATING GUIDE FOR INVESTIGATIVE PERSONNEL (For use as attachment to Performance Rating Form No. FD-1865) Nome of Employee ALDEN F, MILLER tite Special Agent, GS-13. 7 Rating Period: from‘ A/1/65 _3/31/66 RATING GUIDE AND CHECK-LIST . Note: Only those items having pertinent bearing on employee’s performance shuuld be rated. All employees in same salary grade should be compared. RATE ITEMS AS FOLLOWS: +__ Outstanding (exceeding excellent and deserving of special commendation). —E&__ Excellent. —Y.. Satisfactory (good or very good). = _ Unsatisfactory. —O__. No opportunity to appraise performance during rating period. Guide for determining adjective rating: - “Outstanding” adjective rating requires (A) that all elements be -+- and (B) that each and every rated element be factually justified by narrative details, including reasons for considering each worlhy of Special Commendation and be’ attached to FD-185a. . “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluatinz all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable’ in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An official rating of “Unsatisfactory” must be supported in writing stating (1) wherein the performance is unsatisfactory, (2) the facts of the (90-day) prior warning, and (3) the efforts made after the warning to help the employee bring his performance un to a satisfactory level and must be attached to FD-185a, no = LE (1) Personal appearance. = (16) Firearms ability. (2) Personality and effectiveness of his personal contacts. —-&__ (17) Development of informants and sources of (3) Attitude (including dependability, cooperativeness, . information. loyalty, enthusiasm, amenability and willingness to >t (18) Repprting ability: ~ equitably share work load). ape (a) Investigative reports (4) Physical fitness (including health, energy, stamina). —_F—.. (b) Summary reports (5) Resourcefulness and ingenuity. __%-_ (c) Memos, letters, wires (6) Forcefulness and aggressiveness as required. (Consider: onciseness; clarity; Lf - (7) Judgment, including common sense, ability to arrive at organization; oroughness; 4 E proper conclusions, ability to define objectives. —faecuracy; Z-adequacy and pertinency “=. (8) Initiative and the taking of appropriate action on own of leads; administrative detail.) : i responsibility. =en (19) Performance as a witness. 4% (9) Planning ability and its application to the work. (20) Executive ability: (10) Accuracy and attention to pertinent detail. - (a) Leadership (il) Industry, including energetic, corsistent application to (b) Ability to handle personnel | - duties. —£2_(c) Planning a (12) Productivity, including amount of acceptable work —4#=.(d) Making decisions produced and rate of progress on or completion of ——e-() Assignment of work assignments. Also consider adherence to deadlines (f) Training subordinates ' unless failure to meet is attributable to causes beyond ——_2.(g) Devising procedures employee’s control. «=~ (h) Emotional stability te (13) Knowledge of duties, instructions, rules and regulations, __&_(i) Promoting high morale including readiness of comprehension and “know how” »” (j) Getting results of application. te (21) Ability on raids and dangerous assignments: —# (14) Investigative ability and results: (a) As leader (a) Internal security cases (b) As participant — (b) Criminal or general investigative cases a (22) Organizational interest, such as making of sug- (c) Fugitive cases . gestions for improvement. (d) Applicant cases a Ability to work under pressure. (e) Accounting cases (24) Miscellaneous. Specify and rate: to (15) Physical surveillance ability. Dictation ability \. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, cr as Resident Agent, supervisor, instructor, etc.): Securit ____ 4. Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): _. Investigator — * (1) Is employee available for genera! assignment wherever needs of service require? 2@S ar answer is not “yes,” explain in narrative (2) istenplosee available for special assignment wherever needs of vervice require? ({f answer is not “yes,” explain in narrative conments. 1. Has employee had an abnormal sick leave record during rating period? Noo. Has employee used meyasick leave (including annual leave or LWOP for illness) during rating period than the amount of sick leave earned during such period? (If answer to either question is “yes,” explain in narrative comments.) Is employee qualified to operate a motor vehicle incidental to his official duties? EX? Yes [_! No_ . . If answer is “yes,” personnel file must reflect the following: (a) Has valid State or local operator’s license for type vehicle he is to use. (b) Is physically fit to drive. (ce) Past safe -driving record OK or has passed Bureau road test. Yo, ADJECTIVE RATING: __._ EXCELLENT EMPLOYEE'S INITIALS _ a Outstanding, Excellent, Satisfactory, Unsatisfactory MW 55076 Docld: 32999533 Page 43 \ o— ; aaa seme +, hee em vane ~ ee Ce eee mp e Sener TReERTE NMED SOE SPINOR ENA Se RaneeeMmmET Te ho,
[ FD-185¢ (Rev. 2-12-65)" a » tay, - . [ 4 ~ ‘ @ RARRATIVE COMMENTS 1, PERSONAL APPEARANCE AND PERSONALITY: SA ALDEN F, MILLER makes an excellent personal appearance. He dresses conservatively in good business taste. He is extremely personable and effective in his contacts, 2. ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS: SA MILLER has handled numerous highly dangerous assignments during the rating period in an outstanding manner. He is especially adept at working under pressure. 3. LIMITATIONS ON AVAILABILITY; PHYSICAL LIMITATIONS AFFECTING PERFORMANCE; AND SICK LEAVE INFORMATION: SA MILLER is completely available for general and special assignment. There are no physical limitations affecting’ his performance, 4. TYPE OF CASES OR WORK HANDLED AND APPRAISAL OF OVER-ALL PERFORMANCE, INCLUDING ABILITY TO HANDLE COMPLICATED INVESTIGATIVE MATTERS AND SUPERVISION REQUIRED: During the entire rating period SA MILLER has been assigned to the #3 Squad of the Atlanta Division. He has handled the most involved Security, Racial, and Civil Rights Matters. He is qualified to handle the most complicated investigative matters, and requires a minimum of supervision, He consistently uses - outstanding judgment, and his forcefulness and resourcefulness can be rated as outstanding. His attitude towards all assign-~ mentS is excellent. SA MILLER jis an outstanding investigator, and his reporting ability can be rated as outstanding. He has made a very Significant contribution to the investigation of communist influence in racial matters through his technical knowledge and ability. | SA MILLER is a qualified weekend supervisor, and periodically. serves in this capacity on Saturdays.’ SA MILLER has not made a contribution to the applicant program in the Atlanta Division. hw Initials NW 35076 Docld: 32959533 Page 44 5
5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED: NA 6. DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS: (List items taken into consideration on rating guide and check list.) NA 7. PARTICIPATION IN INFORMANT PROGRAMS: SA MILLER has developed numerous vital Sources of Information which have enabled the Atlanta Office to participate in highly confidential investigative techniques. He has handled this phase of the Bureau's program in an excellent manner. ESTIFYING EXPERIENCE AND ABILITY: . SA MILLER has not testified during the rating period, 9. ACCOUNTING INFORMATION: NA 10. POLICE INSTRUCTION: sa MILLER is a general police instructor and handles occasional police schools. Due to his confidential assignments in the security field, he is only used in police schools when absolutely necessary. His performance in technical conferences has been audited by the SAC and ASAC, and he is considered an excellent instructor. ll. RESIDENT AGENTS: NA btw Initials
» 12. 13. MW S5076 Docld: 32999533 Page 46 14, e \ EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: NA FOREIGN LANGUAGE ABILITY: “NA Language in which proficient Completed language school ([] Yes [(] No Fluent in __._»_——SS—C ange to extent Agent can handle typical investigative problems as follows: (1) Conversation form ([[] Yes {[] No (2) Written form (Yes [)No Evaluate language proficiency in each phase-as excellent, very good, good, fair or unsatisfactory Language Read Write Speak Understand Frequency _..m__________ language ability used during rating period: Frequency of use of ____._________ language ability anticipated during ensuing year: ADMINISTRATIVE ADVANCEMENT: (a) Agent is interested in administrative advancement. Ci Yes (CXNo (b) Agent is completely available for administrative advancement. ([] Yes [(] No (c) Agent is considered completely qualified at present for administrative advancement, including experience, ability, personality and appearance. . C1Yes []No (d) If answer to (c) is “Yes,” Agent’s qualifications are considered ["] very good (L]excellent (_] outstanding (e) If answer to (c) is “No,” is Agent considered to have potential for future administrative advancement? (If applicable, _ explanatory comments required.) (7) Yes [(-]No a Initials A) — ae ys OH AMEN AE ORR ON Ratt EEE PNT eB Ot ee Nae om RM
FD-185 (Hev. §-16-03) FEDERAL BUREAU OF INVESTIGATION — iy UNITED STATES DEPARTMENT OF JUSTICE REPORT OF PERFORMANCE LY en aa i Name of Employee: _____ ALDEN F. MILLER Where Assigned: _ Atlanta ‘ (Division) (Section, Unit) Official Position Title and Grade: j ent GS-13 Empl ADJECTIVE RATING: Excellent ss ——C—CsC* gee’ Outstanding, Excellent, Satisfactory, Unsatisfactory Cte Te er A Rated by: mee ‘2OTPUUOQ inoh apisyjno wounu asad UL Patvdasd $b JuaUNIOp SY T, Supervisor 3/31/67 Title Date Signature ia ay. fo joaosddp ih aYy2 JnoYzIMN Jou qou Mout 768209 8Y2 PUD saITIM.WOD WNoh } a i CHARLES 8, HARDING Special Agent < ; Reviewed by: Viv VA rm) in Charge 3/31/67 8 ignat Titl ~~ . FRANK V; LZ On Cx Assistant Director APR ZO EFS * £ U0ssad PaZiLoyjznvun oO} pasozosyp fig sBurpasooud yororffo 02 p Rating Approved by?” O7VULE] ose Signature Title Date TYPE OF REPORT st pup ysanbe. imoh 02 asuo (3) Official {_] Administrative S [3 Annual (] 60-Day o [-} 90-Day 8 __ . ("| Transfer 3 . eye (_] Separation from Service g ah. a oe : ae bo (_] Special = = FOE ay groyeninemepnennsememep tt MnO maeyY Fa tentte memnteeatentton timeshare garmmnetnniemer tm ate m= WW 55076 Docld: 32989533 Page 47
@ corwance RATING GUIDE FOR INVESTIGATIVE PERSONNEL (For use as attachment to Performance Rating Form No. FD-185) Name of Employee ALDEN F MILLER Title NS) ecial Agent GS-13 Rating Period: from _4/) 4 L/ 6 6 to 3/31/67 RATING GUIDE AND CHECK-LIST Note: Only those items having pertinent bearing on employee’s performance should be rated. All employees in same salary grade should be compared. RATE ITEMS AS FOLLOWS; Outstanding (exceeding excellent and deserving of special commendation). Excellent. Satisfactory (good or very good). = Unsatisfactory. No opportunity to appraise performance during rating period. Guide for determining adjective rating: . “Outstanding” adjective rating requires (A) that all elements be + and (B) that each and every rated element be factually justified by narrative details, including reasons for considering each worthy of Special Commendation and be attached to FD-185a. . “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” -he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An official rating of “Unsatisfactory” must be supported in writing stating (1) wherein the performance is unsatisfactory, (2) the facts of the (90-day) prior warning, and (3) the efforts made after the warning to help the employee bring his performance up to a satisfactory level and must be attached to FD-185a. tt ww (1) Personal appearance. _-. (16) Firearms ability. (2) Personality and effectiveness of his personal contacts. —f=&. (17) Development of informants and sources of e = (3) Attitude (including dependability, cooperativeness, information. loyalty, enthusiasm, amenability and willingness to ad (18) Reporting ability: ' equitably share work load). . {a) Investigative reports (4) Physical fitness (including health, energy, stamina). (b} Summary reports (5) Resourcefulness and ingenuity. (c) Memos, letters, wires (6) Forcefulness and aggressiveness as required. : (Consider: .f-=conciseness; _f¢clarity; —%—_ (7) Judgment, including common sense, ability to arrive at organization; _A<thoroughness; proper conclusions, ability to define objectives. «' —ymaccuracy; _ymadequacy and pertinency _F_ (8) Initiative and the taking of appropriate action on own - of leads; -~administrative detail.) responsibility. (19) Performance us a witness. (9) Planning ability and its application to the work. fe" (20) Executive ability: (10) Accuracy and attention to pertinent detail. (a) Leadership (11) Industry, including energetic, consistent application to (b) Ability to handle personnel ~ duties. (c) Planning (12) Productivity, including amount of acceptable work (d) Making decisions produced and rate of progress on or completion of —&"_(e) Assignment of work assignments. Also consider adherence to deadlines _if7_(f) Training subordinates unless failure to meet is attributable to causes beyond: —if”__(g) Devising procedures employee’s control. —#_(h) Emotional stability _f (13) Knowledge of duties, instructions, rules and regulations, —__ (i) Promoting high, morale including readiness of comprehension and “know how” KE —te_.(j) Getting results of application. (21) Ability on raids and dangerous assignments: ca (14) Investigative ability and results: (a) As leader ode a) Internal security cases (b) As participant (b) Criminal or general investigative cases _£é (22) Organizational interest, such as making of sug- (c) Fugitive cases . gestions for improvement. (d) Applicant cases = (23) Ability to work under pressure. —@ _(e) Accounting cases . _. (24) Miscellaneous. Specify and rate: 4 (15) Physical surveillance ability. Dictation ability ¥ Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent, supervisor, instructor, etc ); Security 8. Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator c. (1) Is employee available for general assignment wherever needs of service require? YES cf answer is not “yes,” explain in narrative comments.) ; ; . Yes | (2) Is employee available for special assignment wherever needs of service require? (If answ er is not “yes,” explain in narrative comments.) >. 1. Has employee had an abnormal sick leave record during rating period? No 2. Has employee used mary sick leave (including annual leave or LWOP for illness) during rating period than the amount of sick leave earned during such period? i Cf answer to either question is “yes," explain in narrative comments.) . Is employee qualified to operate a motor vehicle incidental to his official duties? [3% Yes [_} No If answer is “yes,” personne} file must reflect the following: (a) Has valid State of local operator's license for type vehicle he is to use. (b) Is physically fit to drive. (c¢) Past safe driving record OK or has passed Bureau road test. . { ; ay } ADJECTIVE RATING: _. Excellent 0 EMPLOYEE'S INITIALS LUA Outstanding, Excellent, Satisfactory, Unsatisfactory ‘NW 55076 DoclId:32989533 Page 48 4 SEMEN EN a CERT dew SOREN TEU EME Ey  WEREES weet TET ree Sen ete.) eat EOE ane wae on FO rermaneerey meee PMNS mentee TR wm OFT
” @ @ . NARRATIVE COMMENTS FD-]8Se (Rev. 2012-65) 1. PERSONAL APPEARANCE AND PERSONALITY: SA MILLER makes an excellent personal appearance, dressing conservatively in good business taste. He is personable and effective in his contacts. 2. ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS: SA MILLER has handled highly dangerous assignments during the rating period as a leader and participant in an outstanding manner, 8. LIMITATIONS ON AVAILABILITY; PHYSICAL LIMITATIONS AFFECTING PERFORMANCE: AND SICK LEAVE INFORMATION: SA MILLER is completely available for general or special assignment, There are no physical limitations affecting his performance, ; 4. TYPE OF CASES OR WORK HANDLED AND APPRAISAL OF OVER-ALL PERFORMANCE, INCLUDING ABILITY TO HANDLE COMPLICATED INVESTIGATIVE MATTERS AND SUPERVISION REQUIRED: During the entire rating period, SA MILLER has been assigned to the #3 Squad of the Atlanta Division. He has handled the most involved security, racial and civil rights matters, and has been responsible for the development of numerous highly placed sources in institutions of learning and Government agencies which sources have made Significant contributions to Atlanta's overall investigative responsibilities. He has also handled involved SGE investigations. SA MILLER is an outstanding investigator, and his reporting ability is outstanding in every respect. He has demonstrated an outstanding attitude towards his assignments, and has con- Sistently used outstanding judgment. He requires a minimum of supervision, He has made a very significant contribution to . the investigation of the communist influence in racial matters a through his technical knowledge and ability. He is a qualified weekend supervisor and periodically serves in this capacity on Saturdays. Terence arene nue pent ever pe meena ewe wm SA MILLER is aware of the Bureau's needs with respect to applicant recruiting; however, his efforts have not resulted in the appointment of any Bureau applicants. J Initials i >» } NW 35076 Doold:32989533 Page 45 ; i
5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED: SA MILLER received a personal letter:-of commendation from the Director on 5/25/66, for his exemplary services in connection with an operation of much interest to the Bureau in the security field, SA MILLER shared the commendation of the (See 2A) DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS: (List items taken into consideration on rating guide and check list.) = NA PARTICIPATION IN INFORMANT PROGRAMS: . SA MILLER has been instrumental in developing numerous highly placed sources in Government and institutions of learning, which have been of significant service to the Bureau. He has also developed sources which have enabled the Atlanta (See 2-A) 8. TESTIFYING EXPERIENCE AND ABILITY: SA MILLER testified before a United States Commissioner during the rating period in a very satisfactory manner. ~ 9. ACCOUNTING INFORMATION: NA 10. POLICE INSTRUCTION: - SA MILLER is a general police instructor; however, due to his confidential assignments he has not been used on police schools during the rating period. 11. RESIDENT AGENTS: NA . Initials MW 55076 DoclId: 32989533 Page 50
Continuation Item 5, Atlanta Office for its splendid statistical accomplishments during Fiscal Year 1966, Item 7. Office to participate in highly confidential investigative techniques, these sources having been of inestimable value to the Bureau. ~ 2-A = \" 5 | aa woe NW 35076, Doocld: 32999533 Page 51 SS =< =
12. EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: NA 13. FOREIGN LANGUAGE ABILITY: NA Language in which proficient Completed language school [] Yes []No Fluent in___=—=s»_—sSs sd angurage to extent Agent can handle typical investigative problems as follows: (1) Conversation form [[] Yes {| No (2) Written form []Yes []No Evaluate language proficiency in each phase as excellent, very good, good, fair or unsatisfactory Language Read Write | Speak Understand Frequency ee language ability used during rating period: Frequency of use of ______________ language ability anticipated during ensuing year: 14. ADMINISTRATIVE ADVANCEMENT: (a) Agent is interested in administrative advancement. CYes (No (b) Agent is completely available for administrative advancement. ([] Yes [[] No (c) Agent is considered completely qualified at present for administrative advancement, including experience, ability, personality and appearance. “(Yes [[)No (d) If answer to (c) is “Yes,” Agent’s qualifications are considered (| very good [_Jexcellent (_) outstanding (e) If answer to (c) is “No,” is Agent considered to have potential for future administrative advancement? (If applicable, explanatory comments required.) CiYes ([)No fer Initials —NW=55 O--6+—-Dogle: JSS 88355 Pag : wr
ED-185 (Rev. 8-16-63) 2 od ) woo @ ‘@ , , . FEDERAL BUREAU OF INVESTIGATION SE UNITED STATES DEPARTMENT OF JUSTICE SOARS Spy” REPORT OF PERFORMANCE RATINGHV/A 8 PO ; i s/ a DD 45” i SL - ia Name of Employee: ALDEN F, MILLER Where Assigned: ee (Section, Unit) es Se , Qe Qu. 4 . 2 As ° SI. Official Position Title and Grade: Special Agent, GS-18 S88 sees , ; a Maren 2 Ketae Ro Rating Period: ftom _APTI1 1, 1967 to Maren 21, 1948 eee aiks 8 SOS Ra 3 bss 88s . 3 Ss ” hee a ~ y Empl , Sae ADJECTIVE RATING: uxcellent a mployee’s = SS 8 Outstanding, Excellent, Satisfactory, Unsatisfactory finu 7 pmwrffo 07 poryuy Sp 28M SIT Rated by: 7 7s 9: Subervisor ated Dou dprns SHRM Mame te ae Title Date * [Da 9Y2 fo < > snecial Agent a 77 j we 2/2 a Reviewed by: DPytt VoL IX in Charge 2/31/68 Rating Approved by: a nt Director AP ~ oO 1468 ate ED ZSENDOL~ Signature Title oyynnUn 0} pasopssyp aq 20% wop journey p P TYPE OF REPORT: “%. : - _ oe Official atte EO sbuypeas0sd Esp er é a 4 yossad pazis _fiq ‘| , Administrative a [4] Annual ae (J 60-Day 74 ed ai pfransfer . ty Aid Separation from Service am Special 3 by wen twee wen arsine HW 35076 Doold: 32989533
; : Fj ; . a * . PERFORMANCE RATING GUIDE FOR INVESTIGATIVE PERSONNEL {For use as attachment to Performance Rating Form No. FD-185) Name of Employee ALDEN F, MILLER RATING GUIDE AND CHECK-LIST Note: Only those items having pertinent bearing on employee’s performance should be rated. All employees in same salary grade should be compared, RATE ITEMS AS FOLLOWS: Outstanding (exceeding excellent and deserving of special commendation). Excellent. Satisfactory (good or very good). Unsatisfactory. No opportunity to appraise performance during rating period. aa f P Guide for determining adjective rating: 1. “Outstanding” adjective rating requires (A) that all elements be + and (B) that each and every rated element be factually justified by narrative details, including reasons for considering each worthy of Special Commendation and be attached to FD-185a. . “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however. for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An official rating of “Unsatisfactory” must be supported in writing stating (1) wherein the performance is unsatisfactory, (2) the facts of the (90-day) prior warning, and (3) the efforts made after the warning to help thé employee bring his performance up to a satisfactory level and must be attached to FD-185a. se _E (1) Personal appearance. E (16) Firearms ability. —_E (2) Personality and effectiveness of his personal contacts. _f (17) Development of informants and sources of —#_ (3) Attitude (including dependability, cooperativeness, information. loyalty, enthusiasm, amenability and willingness to _t_ (18) Reporting ability: equitably share work load). (a) Investigative reports ° E (4) Physical fitness (including health, energy, stamina). se (b) Summary reports —F_ (5) Resourcefulness and ingenuity. (c) Memos, letters, wires -~— (6) Forcefulness and aggressiveness as required. (Consider: #<conciseness; 4o_clarity; (7) Judgment, including common sense, ability to arrive at organization; thoroughness; proper conclusions, ability to define objectives. —faccuracy; adequacy and pertinency —# (8) Initiative and the taking of appropriate action on own of leads; OPoadministrative detail.) responsibility. E (19) Performance as a witness. (9) Planning ability and its application to the work. i (20) Executive ability: (10) Accuracy and attention to pertinent detail. (a) Leadership rr _# (11) Industry, including energetic, consistent application to E (b) Ability to handle personnel duties. (c) Planning is a (12) Productivity, including amount of acceptable work (d) Making decisions produced and rate of progress on or completion of —-&_.(e) Assignment of work assignments. Also consider adherence to deadlines (f) Training subordinates unless failure to meet is attributable to causes beyond . (g) Devising procedures employee’s control. . : 4 (h) Emotional stability _£ (13) Knowledge of duties, instructions, rules and regulations, . (i) Promoting high morale - including readiness of comprehension and “know how” & __(j) Getting results of application. +t (21) Ability on raids and dangerous assignments: - _t_ (14) Investigative ability and results: (a) As leader ; (a) Internal security cases __T_(b) As participant , ___(b) Criminal or general investigative cases _£_ (22) Organizational interest, such as making of sug- (c) Fugitive cases gestions for improvement. : —__t_(d) Applicant cases + 23)" Ability to work under pressure. sos + (e) Accounting cases _£ (24) Miscellaneous. Specify and rate: (15) Physical surveillance ability. Rictation ability . . E SEY OR an nites program A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent, Supervisor, instructor, etc.): Recuritv . B. Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator C. (1) Is employee available for general assignment wherever needs of service require? iC (if answer is not “yes,” explain in narrative ee aes i comments.) Vas 4 : : . : 9 Le8 . “ n . : (2) Is employee available for special assignment wherever needs of service require? (If answer is not “yes,” explain in narrative comments.) D..1. Has employee had an abnormal sick leave record during rating period? 1:2 2. Has employee used more.sick leave (including annual leave or LWOP for illness) during rating period than the amount of sick leave earned during such period? — 0 _ (Hf answer to either question is “yes,” explain in narrative comments.) E. Is employee qualified to operate a motor vehicle incidental to his official duties? Yes (_] No. - . If answer is “yes,” personnel file must reflect the following: (a) Has valid State or local operator’s license for type vehicle he is to use. (b) Is physically fit to drive. (c) Past safe driving record OK or has passed Bureau road test. “ Tis * j- hee UA. “ ADJECTIVE RATING: _____————xcelient EMPLOYEE'S INITIALS:_” Outstanding, Excellent, Satisfactory, Unsatisfactory ANCOR EE EIRENE Tihs NOKOAR pa a
. * rs . “ . , @ @ 5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECBIVED: SA MILLER shared the commendation of the Atlanta Office for its splendid statistical accomplishments achieved during fiscal year 1967, He also shared the commendation of the ~ Atlanta Office for his participation in’ the clerical applicant | 6. DACP RECO Ap JUSTIFICATION FOR ANY UNSURE RRP TRAE? © (List items taken into consideration on rating guide and check list.) By letter dated January 5, 1968, SA MILLER was censured for violating specific instructions restricting the investigation which could be conducted without Bureau approval. He was downgraded from outstanding to excellent in number 7 and number 13 on the rating guide sheet, 7. PARTICIPATION IN INFORMANT PROGRAMS: SA MILLER has 2 informants in ghetto areas under development and also has a source whom he has developed sufficiently in the security field to be furnishing current and valuable information. SA MILLER has also developed excellent sources in private industry who have been of immeasurable service to the Bureau in security investigations 8. TESTIFYING EXPERIENCE AND ABILITY: SA MILLER testified before a U. S. Commissioner during the rating peiod in an excellent manner, 9. ACCOUNTING INFORMATION: NA 10. POLICE INSTRUCTION: SA MILLER is a general police instructor; however, his confidential assignrents have precluded his use during the rating period, 11. RESIDENT AGENTS: NA ee Initials W 55076 Doeld: 32989533 Page 564 ‘ : Se ere te Teena nen nee RE se eH a hres
oa. NW S5076 Doold: 32989533 — 12. 13. 14. EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: NA FOREIGN LANGUAGE ABILITY: NA Language in which proficient — Completed language school [] Yes [—]No Fluent ins CSCC an grange too extents Agent can handle typical investigative problems as follows: (1) Conversation form [[] Yes [(] No (2) Written form C7iYes [No Evaluate language proficiency in each phase as excellent, very good, good, fair or unsatisfactory Language Read Write Speak Understand Frequency ____________ language ability used during rating period: Frequency of use of __.____-_____ language ability anticipated during ensuing year: ADMINISTRATIVE ADVANCEMENT: (a) Agent is interested in administrative advancement. CL] Yes (K)No (b) Agent is completely available for administrative advancement. (] Yes [] No (c) Agent is considered completely qualified at present for administrative advancement, including experience, ability, personality and appearance. C1 Yes (7) No (d) If answer to (c) is “Yes,” Agent’s qualifications are considered [-] very good [jexcellent [(] outstanding (e) If answer to (c) is “No,” is Agent considered to have potential for future administrative advancement? (If applicable, explanatory comments required.) . ; [jj Yes [No . . re oc 8 y Initials Page 57
Item 5 continued By letter dated September 6, 1967, SA MILLER was. personally commended by the Director for the fine job he did in preparation of a lengthy prosecutive summary report relative to a sedition matter, tn ns teem near oe ~ . NW 55076 Doocld:32989533 Page 58 —————— = SS
FD-185 (Rev. 8-16-63) . ) as : . & . ° . y, \ » yr Mf - FEDERAL BUREAU OF INVESTIGATION yo. 7 Ap , 6 UNITED STATES DEPARTMENT OF JUSTICE oF ee nD 69 A . AS Dvn /MEREP ORT OF PERFORMANCE RATING < Peril gett pe web tT 35 Be gee 8 pe ; Name of Employee: ALDEN F, MILLER ATLANTA (Division) (Section, Unit) Where Assigned: Official Position Title and Grade; _Special Agent, GS-13 ses Rating Period: from AUgUSt 22, 1968 to __November 22, 1968 SS 8 = > . : Oe SS, ° : : 35 Ses 2a es § 8 FS +S 28 | BTS Ss, . & Employee’s ° Seg ADJECTIVE RATING: ______ EXCELLENT Cs Ititicls © 8 8S Outstanding, Excellent, Satisfactory, Unsatisfactory 8 3,3 = o. A StH fit _ 8 S28 | . ; s _ eee 8d ‘ 3S Sree Sor Rated by: Cte Arty’ Supervisor 11/22/68 s5" § Signature Title Date e858) Reviewed by: “Dy henle Vl Bw Aan V. Aw in Charge 11/22/68 seh Ss ; Signature Title — Date Io Se | Bags! 2 Assistant Dirac tne -s) Ke hc & 33 —-7—_ke ee lll = : Qa Title aie ~~ . S ag . Ses! 8 oe we 30 ne ee conte e ene § ES arenes Cat TYPE OF REPORT Sse, } . gsal Pook Se \e ([) Official ee {X] Administrative ss SH my a . (J Annual pers 7 . D-Day, - cet tee So 7% ; C1, 90:Day & 8a poe “{2]-dransfer se 8° ° : Gy, Separation from Service % 2.8 f (A) “Special SS Fs e : toa ke oy MW 55076 Docld: 32389533 Page 53
FD-185a (Rev. 11-8-65) ; - wet . a . . » PERFORMANCE RATING GUIDE FOR INVESTIGATIVE PERSONNEL {For use as attachment to Performance Rating Form No. FD-185) ALDEN F, MILLER Name of Employee RATING GUIDE AND CHECK-LIST Only those items having pertinent bearing on employee’s performance should be rated. All employees in same salary grade should be compared. RATE ITEMS AS FOLLOWS: Outstanding (exceeding excellent and deserving of special commendation). Excellent. . Satisfactory (good or very good). Unsstisfactory. No opportunity to appraise performance during rating period. . | Guide for determining adjective rating: : - “Outstanding” adjective rating requires (A) that all elements be + and (B) that each and every rated element be factually justified by narrative details, including reasons for considering each worthy of Special Commendation and be attached to FD-185a. . “Excellent,” “Satisfactory” or “Unsatisfactory” adjective ratings will depend upon the composite result of evaluating all rated elements rather than following any mechanical formulas; however, for an employee to be rated “Excellent” he must not be rated unsatisfactory on any performance evaluation factors on the rating guide and check-list and must be rated “Excellent” or “Outstanding” on the majority of such rating factors. Good judgment must be exercised to insure that adjective rating is reasonable in the light of elements rated. A. Any element rated “Unsatisfactory” must be supported by narrative comments. B. An official rating of “Unsatisfactory” must be supported in writing stating (1) wherein the performance is unsatisfactory, (2) the facts of the (90-day) prior warning, and (3) the efforts made after the warning to help the employee bring his performance up to a satisfactory ~ level and must be attached to FD-185a. $9) , (2) (3) E Personal appearance. Personality and effectiveness of his personal contacts. Attitude (including dependability, cooperativeness, loyalty, enthusiasm, amenability and willingness to equitably share work load). = (6) Ee a7 at (18): Virearms ability. Development of informants and sources of information. Reporting ability: an” is (a) Investigative reports (4) Physical fitness (including health, energy, stamina). —-k&_ (b) Summary reports (5) Resourcefulness and ingenuity. , —zt— (c) Memos, letters, wires (6) Forcefulness and aggressiveness as required. (Consider: conciseness; ct clarity; (7) Judgment, including common sense, ability to arrive at organization; “f thoroughness: proper conclusions, ability to define objectives. —taccuracy; t“adequacy and pertinency A BR (8) Initiative and the taking of appropriate action on own ) of leads; ~-administrative detail.) responsibility. 2. (19) Performance as a witness. (9) Planning ability and its application to the work. i. (20) Execytive ability: —t<< (10) Accuracy and attention to pertinent detail. eS) Leadership —#2— (11) Industry, including energetic, consistent application to E (b) Ability to handle personnel duties. TE te) Planning a (12) Productivity, including amount of acceptable work —-E._(d) Making decisions produced and rate of progress on or completion of ET _(e) Assignment of work assignments. Also consider adherence to deadlines t-"_(£) Training subordinates unless failure to meet is attributable to causes beyond &“"(g) Devising procedures employee’s control. é“,_(h) Emotional stability ££ (18) Knowledge of duties, instructions, rules and regulations, (i) Promoting high morale including readiness of comprehension and “know how” (j) Getting results of application. Investigative ability and results: (2) Ability on raids and dangerous assignments: (14) (a) As leader (b) As participant Organizational interest, such as making of sug- gestions for improvement. Ability to work under pressure. Misggllaneous. Specify and rate: ictation ability = am : (a) Internal security cases ~.f=.(b) Criminal or general investigative cases ©. {c) Fugitive cases . (d) Applicant cases —OW(e) Accounting cases a a (15) Physical surveillance ability. (22) (23) (24) eh Is A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent, { supervisor, instructor, etc.): i Securit i B. Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): t Investigator } c. (1 Is employee available for general assignment wherever needs of service require? LES (if answer is not “yes,” explain in narrative ; comments.) . . . ‘ (2) Is employee available for special assignment wherever needs of service require? XE (if answer is not “yes,” explain in narrative comments.) D. 1. Has employee had an abnormal sick leave record during rating period? 2.2. Has employee used more sick leave (including annual leave or LWOP for illness) during rating period than the amount of sick leave earned during such period? (If answer to either question is “yes,” explain in narrative comments.) E. Is employee qualified to operate a motor vehicle incidental to his official duties? PS Yes [_] No : If answer is “yes,” personnel file must reflect the following: (a) Has valid State or local operator’s license for type vehicle he is to use. (b) Is physically fit to drive. (c) Past safe driving record OK or has passed Bureau road test. EXCELLENT Outstanding, Excellent, Satisfactory, Unsatisfactory ow~ ADJECTIVE RATING: EMPLOYEE'S INITIALS Ahe~— NW 35076 Docld: 32989533 Page 60