ee a i |- jor FG AA “Fa WL. allo 8 January 1979 MEMORANDUM FOR: Director of Personnel SUBJECT : Annual Fitness Report - George Joannides Operations Officer c (GS-16). ESN 064818] 23 OB 5 July 1922 O67 /FO7Y3 ]. This Memorandum in Lieu of Fitness Report is prepared tn accordance with HR 20-20, for the period mid-June 1978 through ' 2 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’ no responses became the only reliable record; it was clear that the HSCA cena: 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 and | Zhnc_\\14
13-00000 - counselling 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. Ss. D. Breckinridge I certify that I have seen the comments in the Narrative section of this memorandum. ,
13-00000 (When Filled In) . FITNESS REPORT a 2. DATE OF BIRTH 13. sex a : 7-522 os-14], 7 6. OFFICIAL POSITION TITLE | 7 aN OF ASSIGNMENT |8. CURRENT STATION Ops. Officer DUP/S.A.S. JIMWAVE 9. CHECK [X) TYPE OF APPOINTMENT 10. - CHECK (X) TYPE OF REPORT fq feaneen [reserve _[—[raionany [Towra REASSIGNMENT SUPERVISOR | CAREER-PROVISIONAL (See instructions - Section C) [XR _fanwvas _] Tf REASSIGNMENT EMPLOYEE SPECIAL (Specify): , - Looe ao I | ‘SPECIAL (Specify): 11. DATE REPORT DUE IN-O.P. 12. REPORTING PERIOD (Frome to) 1 April 1963 - 31 March 1964 SECTION B “PERFORMANCE EVALUATION W- Weak - Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires - - positive remedial action. . The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Deserlbe 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 ie more than satisfectory. Desired results are being produced in o proficient manner. § » Strong Performance is characterized by exceptional proficiency. © + Outstanding Performance Is so exceptional In relation to requirements of the werk and In comperlson te 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 cupervised) a ‘ SPECIFIC DUTY NO. 1 RATING Supervises and manages the Station's covert action ‘branch which employs staff. officers, and | contract. employees. FES) SPECIFIC DUTY NO. 2 oe RATING Serves as senior. case. officer for a student project: which: involves | distribution: of printed. propaganda, production of.radio. programs ; WY _- and the development of political action programs. ce : |G] SPECIFIC DUTY.NO. 3. _ : , RATING : Maintains liaison with the FL, CI and PM branch chiefs, in order icin to insure that the Station's covert action effort is appropriately Py” supporting ‘the missions of the other branches. . us : 7 RATING 7 SPECIFIC DUTY NO. 4 Conducts production and security reviews on the Station’ s “covert action operations.: Q RATING LETTER SPECIFIC DUTY NO. 5 -- RATING SPECIFIC DUTY NO. 6 LETTER Lh RATING LETTER OVERALL PERFORMANCE IN CURRENT POSITION, 9? Take inte account everything about the employee which influences his effectiveness in his current position such as per- formance of specific les, preductivity, conduct on jee cooperativeness, pertinent personal traits or habits, and particular limitations “ass Sr on your knowledge of employee's overall performance during the-seting period, % plece the letter in the rating box corresponding to the statement which mest accurately roligets | his level of performance. 8 JUN 19 ) FORM 4-82 45 «ossoLete PREVIOUS EDITIONS. / SECRET
13-00000 ot bye Co SECRET . 2 By . (When Filled In} Indicate significant stterfyths or weaknesses demonstrated in current position keeping 14 P oe BEG, thelr relationship to. overall performance. State suggestions made for improvement of work.performance, Give cea aid iy ining. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in neon Oh 4 provide best basis for determining future personnel action. Manner of performance of managerial or, supervisory duties must be described, if applicable. vehing, dedicated ana'lbcd <Bas tgtaces ho 2 Subject is a hard working, dedicated and eff toes AE Sper who has proven by performance that he can accomplish assigned o onal tasks in allowable time limits. The period covered DY y rl) ieey fitness report represents Subject's initial Agency exposure to t dWdkdrst echelon management responsibilities whic! —implicit in a branch chief's assignment in a Station that hag’ 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 . a ana 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 perfor- mance as a supervisor and as an intelligence. officer warrants. an SECTION D_. ___ CERTIFICATION AND COMMENTS evaluation ofp txont amy BY EMPLOYEE | CERTIFY THAT | HAVE SEEN SECTIONS A, 8, AND C OF THISREPORT _ eS MONTHS EMPLOYEES HAS BEEN ‘ iF THIS REPORT HAS.NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION UNDER MY- SUPERVISION 22 months DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE s/ Andrew K. REUTEMAN - ‘Chief of Station, JMWAVE (signed ‘in pseudo on Fld, Trans.) SoMWENTE OF REVIEWING OFFICIAL Although I have had few chances to personaliy “observe work, I concur in the supervisor's comments and rating due to. my general impression ofmi@§j@% capabilities and performance of duty received in occasional meetings extending over a number of years. OFFICIAL TITLE OF REVIEWING OFFICIAL xR RAMEY D SIGNATURE ® OO | Deputy Chief, WH (SA) |*° —YBruce*B.” Cheever. Co SECRET Lye
13-00000 Pe CONTINUATION SHEET “Section C - Narrative Comments” | Subject 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. . hi ey MT yds
13-00000 @ ’ (When Filled In) ; oe ‘|EMPLOYEE'SERIAL NUMBER” | cease f “LA * Lees, >. (2. DATE OF BIRTH (3. SEX 4. GRADE 6. OFFICIAL POSITION TITLE ~~ OD . VC RO Gi é R : = |__*_- OPS eto ~ aaa SPECIAL Cpecityy: 12. REPORTING PERIOD (Fram- fo) 7 mt _:_1 January 91963 - 31: say. 1963 - "PERFORMANCE EVALUATION 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 tn Section Ce A- Adequate Performance meets all requirements. it is entirely satisfactory and ts characterized neither by deficiency nor excellence. P - Proficient Performance is more than setisfactory. Desired results ore being produced ina proficient . manner. § - Strong Performance is characterized by exceptional proficiency. O - Outstanding Performanée is so exceptional In relation to requirements of the work and in comparison te 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. Al! employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised). PSPECIFIC DUTY NO. t ‘ . . RATING LETTER Deputy Chief of Branch handling (in absence of Chief) all aspects of politica action..and psychological warfare activity and case officers and clerical personnel. _ SPECIFIC DUTY NO. 2 nn . . . . . . RATING Case officer for student project involving political action, “4 SPECIFIC DUTYNO.3 |. ; RATING ~ LETTER SPECIFIC DUTY NO. 4 . RATING LETTER SPECIFIC DUTY NO. 5 : Chia oe RATING s ; 7 LETTER ‘PSPECIFIC DUTY NO.6 . . . ; oe ; _ RATING ; : . ' | LETTER _OVERALL PERFORMANCE IN CURRENT POSITION RATING Take inte eccount ever hing about the employee which influences his effectiveness in his current position such as per- LETTER formance of specific duties, productivity, conduct on ae, cooperativeness, pertinent personal traits or habits, and : particular limitations or talents. Based on your knowledge of employee's overall performance during the rating perlod, (87 ‘(place the letter in et rat ox corresponding to the statement which most accurately reflects his level « of performance. |... 17 Ol 03, see" 45° ossoLete PREVIOUS EDITIONS. _ SECRET y
13-00000 @ (SEcTion a NARRATIVE COMMENTS 4 |ted those qualities of management, initiative,’ drive and devotion to duty that are necessary to perform the many and varied tasks of a fast ‘jthe Rating Officer's overall evaluation of (Strong} as - + SECRET ' (When Filled In) Indicate significant strengths or weaknesses demonstrated In current position keeping in proper perspective their relationship to. overoll 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 te provide best basis for determining future personnel action. Manner of performance of monogeriel or supervisory duties mus? be described, if applicable. . : —_ . Reference is made to paragraph C of subject's previous fitness report dated 10 January 1963 which is still applicable. During the period covered by this report subject has done an excellent job in the handling of a significant student exile group which hitherto had successfully resisted any important degree of control. Under subject's direction an exile teachers' group reached a high level of effectiveness in the propaganda field and was turned over to another case officer. Subject has effectively terminated unproductive operations in the prop field (one magazine and a news letter) and is building up Station radio capability directed at the maintarget. His high professional standards, complete comprehension of the problems [ faced by the Station and strong. urge to win in our struggle with the opposition make it a distinct pleasure to see him take over as Chief of the PW branch. re) SECTION D CERTIFICATION AND COMMENTS 1, BY EMPLOYEE ! CERTIFY THAT | HAVE SEEN SECTIONS A, B, AND C.OF THIS REPORT DATE UL 5 1 b3 SIGNATURE OF EMPLOYEE | , . /s/ Walter D, NEWBY (signed in pseudo on Fld. Transmittal) 2 ’ BY SUPERVISOR an EMPLOYEE HAS BEEN UNDER MY SUPERY ISION. 15 months . . DATE OFFICIAL TITLE OF SUPERVISOR “Ye/ Rot PRINTED NAME AND SIGNATURE 3 bert K, TROUCHAND 31 July 1963 Chief, PW (signed in pseudo on “1d. Trans. 3. ; __BY REVIEWING OF FICIAL - . g . 5 IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION general observation of Subject during the past year and frequently review- ing his completed work. Subject is an extremely hard working, dedicated individual with an ability to develop rapport quickly with his contacts. Subject works long hours including weekends without complaining and is always available when there is a job to be done. Subject has demonstra— and continually changing’ situation. The Reviewing Officer-.concurs ‘with OFFICIAL TITLE OF REVIEWING OF FICIAL TYP D OR PRINTED NAME AND SIGNATURE Deputy Chief of Stati /s/ Frederick J. INGHURST ‘Deputy Chief of Station (signed in pseudo on Fld. Trans.) ~ ; . > SECRET ) ort Voc re
13-00000 a DATE ey Po -s SECRET ory (When Filled In). SECTION G — “NARRATIVE COMMENTS Indicate 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 bes? basis for determining future personnel ection. 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 COMMENTS 1. : BY EMPLOYEE = oe . a 1 CERTIFY THAT | HAVE SEEN SECTIONS A, 8, ANDC OF THISREPORT .. | __ DATE ; SIGNATURE OF EMPLOYEE’ . : . /s/ Walter D, NEWBY (signed on Field Transmittal) , BY SUPERVISOR ae iF THIS.REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION : ‘ MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION , 12 TYPED OR PRINTED NAME AND SIGNATURE = /s/ Revert K, TROUCHARD signed on Field Transmittal) OFFICIAL TITLE OF SUPERVISOR 27 March 63 _ Chief, PW Branch _BY REVIEWING OFFICIAL COMMENTS OF REVIEWING OFFICIAL OFFICIAL TITLE OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE /3/ 4narew K, REUTEMAN tion, JMWAVE | PneC OT Chief of Sta te ee * New te
13-00000 - TY eT Ce SECRET C a = a a Co .. 1 €When Filled In). 000000 a _ Fame — TT pw i _[PMPROYES SERIAL NaypeR . FITNESS REPORT ph _ 2. BATE OF BIRTH /|3. SEX & GRADE 8s. $0 ~ iil 7 suly 1922 [Mate |@s-ais[" > | 6. OFFICIAL POSIT! 7. OFF/DIV/BR OF ASSIGNMENT |6. CURRENT STATION pa | OPS OFFICER DDP/S.A. Se JMWAVE 45 Fueca [cancer [| [Reserve | | TEMPORARY | [rian _«REASSIGNMENT SUPERVISOR} | if. DATE REPORT DUE IN O.P. : 12. REPORTING PERIOD (From- to«) 1 January 1963 - 31 March 1963 PERFORMANCE EVALUATION . oe. W- Weak - Performance ranges from wholly inadequate to slightly less than satisfactory. . Arating In this category requires wT io: positive remedial action. The nature ofthe action could range from counseling, fo further training,.to placing on probation, to-reassignment of to separetion. Describe action taken of.proposed in Section C.. A + Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor ; ' excellence. . yo . - ot : e P - Proficient’ Performance is more then satisfactory. Desired results are being produced in a proficient manner. S- Strong . Performance is characterized by exceptional proficiency. © - Qutstanding Performance is so exceptional in relation. to requirements of the work and in comparison to'the performance of others doing similar work as to'warrant special recognition. — “SPECIFIC DUTIES List up te 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). 5 SPECIFIC DUTY NO. 1 ; oO ee, : RATING ] a . a , LETTER , SPECIFIC DUTY NO. 2 _ RATING . LETTER : SPECIFIC DUTY NO. " : Oe RATING , . , RORS | os LETTER SP 4 oa RATING ECIFIC DUTY NO SPECIFIC DUTY NO. 8 " ; RATING ; LETTER SPECIFIC DUTY NO. 6 ) RATING | ae eee oD UI ye ee -. - . LETTER OVERALL PERFORMANCE IN CURRENT POSITION RATING Take into account everything about the employee which Influences his effectiveness in his current position such as per- LETTER formance of specific duties, productivity, conduct on gee cooperativeness, pertinent personal tealts or habits, and porticuler limitations of talents. Based on your knowledge of employee’s ‘overall performance during the rating periad, place the letter in the rating box coffesponding-te the statement which most accurately reflects his level of performance. ADD 10¢ = In FORM 45 case (ele previous EDITIONS, SECRET
SECRET (When Filled In) W + Weak Performance ranges from wholly inadequate to slightly less than sotisfactory. A eating in this category requires -. ¢ «+ positive remedial action..-The ature of the action could range from. counseling, to further training, to placing on probation, to reassignment of to separation. Describe action taken <¢ or proposed In’ Section Cc. A» Adequate § Performance meets all requirements. It Is entirely satisfactory and ‘ts. characterized neither by deficiency nor excellence. P= Proficient. . Performance is more than satisfactory. Desired results are being produced in a proficient manner. S - Strang Performance is characterized by exceptional proficiency. OQ - Outstanding Performance is so exceptional in relation to requirements of the werk and in comparisen to the performance of others doing similar work as to warrant special recegnition. “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 oOurTy NO. 1 Deputy Chief of Branch handling (in absence: of Chief) all aspects political action and psychological warfare and supervising case officers and clerical personnel. SPECIFIC DUTY NO. 2 Case Officer for student project involving political action, propaganda, intelligence eollection and hemisphere-wide apparatus, ' SPECIFIC DUTY NO. 3 Case Officer for teacher' s organization engaged in hemisphere— wide press and radio propaganda. SPECIFIC ‘DUTY. NO.4.. |... Case. Giniser on project. producing «1 news . letter aimed at press. outlets | .in Latin America, .— Dee SPECIFIC L DUTY.NO. § Maintains. contacts “with key elements of a veteran’ Ss type. | organization. as.a developmental | Project. SPECIFIC DUTY NO. 6 OVERALL PERFORMANCE IN. CURRENT P POSITION Take into account everything about the employee which influences his effectiveness in his current position such as per formance of specific duties, productivity, conduct on jem cooperativeness, pertinent personal traits or habits, and particuler 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 4-62 45 OBSOLETE PREVIOUS EDITIONS. , SECRET RATING LETTER RATING RATING ee Oey RATING leat [RATING LETTER RATING LETTER “RATING LETTER
13-00000 - _- Soe ‘ * SECRET i ~ ce ; (When Filled In) SECTION C cep NARRATIVE COMMENTS Indicate 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 sepliceblesupject'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. -Ccarrying..on. covert operations. and. voices his convictions without fear, He is an excellent supérvisor 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. by : oe AN ~ “CERTIFICATION AND COMMENTS — — BY EMPLOYEE ' CERTIFY THAT | HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT _ DATE SIGNATURE OF EMPLOYEE 19 JAN 63 /s/ Walter | D, NEWBY (signed on 2 Field Transmittal) BY SUPERVISOR if THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE “EXPLANATION | MONTHS EMPLOVEE HAS SEEN UNDER MY SUPERVISION 10 months — BATE : . OFFICIAL TITLE OF SUPERVISOR - : BY REVIEWING OFFICIAL _ Subject is an unusually competent of icer ip the field of covert action operations in that‘he blends a flair for this-: -: jactivity 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. jaccomplish his operational objectives. Subject's overall performance - jwarrants an evaluation of ‘fstron "99. Subject has growth potential . both as. an. intelligence officer and as a~first echelon supervisor of. individuals jdoing a basic intelligence task. Subject's activities come to the” attention of the reviewing officer on a ‘weekly basis. cams “Ts OR PRINTED NAME AND SIGNATURE . & Robert K, TROUCHARD © (signed:on Field Transmittal) |} COMMENTS OF REVIEWING OFFICIAL TYPED OR PRINTED NAME AND SIGNATURE /a/ Andrew K. (signed on Field Transmittal) : y SECRET — “| OFFICIAL TITLE OF REVIEWING OFFICIAL Chief of Station, JMWAVE : Vic