@ tarnative COMMENTS @ 1, PERSONAL APPEARANCE AND PERSONALITY: SA MILLER presents an excellent personal appearance, dressing conservatively and 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 participated in highly dangerous assignments during the rating period in an outstanding manner. 3. LIMITATIONS ON AVAILABILITY; PHYSICAL LIMITATIONS AFFECTING PERFORMANCE; AND SICK LEAVE INFORMATION: SA MILLER is completely available for general or special assignment, and there are no known 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 in the Atlanta Division, handling most involved security, racial, and civil rights matters. He has also handled very involved SGE investigations, and in connection with fulfilling his responsibility regarding these delicate matters has develoned numerous highly placed sources in institutions of learning and other Government agencies which have made significant contributions to these investigations. SA MILLER is qualified to handle the most complicated investigative matters, requiring & minimum of supervision. He has demonstrated an outstanding attitude towards his assignments consistently using outstanding judgment, resourcefulness, and sufficient forcefulness when warranted. SA MILLER's technical knowledge and ability is used periodically to insure the existence of adequate security in connection with Bureau communication facilities. SA MILLER is @ qualified weekend supervisor and periodically serves in this capacity on Saturday. SA MILLER has not recruited an applicant during the rating period; however, he is aware of the Bureau's needs with respect to applicant recruiting and has displayed sincere efforts in regard to this responsibility even though he has not been successful in securing an applicant who received an appointment. hd Initials HW S5076 Docid: 329859533 Page 61 oy a
7 —__—_-- * . ? 5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED: N/A 6. DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS: (List items taken into consideration on rating guide and check list. .) . oe “eb SA MILLER was censured by letter from the Bureau ‘dated 8/29/68, for a delinquency found during the recent Atlanta Office inspection, for failing to disseminate a copy of a report to another Government agency which procedure was required by Bureau regulations. Item #10 on the rating guide and check-List was affected by this disciplinary action. 7. PARTICIPATION IN INFORMANT PROGRAMS: SA MILLER has developed sources among students and faculty members in educational institutions which have been of ; considerable significance in revealing information regarding activities of the New Left movement on college campuses. (continued 8. TESTIFYING EXPERIENCE AND ABILITY: on page 2a) 4 =e erenmenenemeine weil menenen mane mEnE TI Renee SET RRTTTEN On FON FES BEE MPRA TET SA MILLER has not testified during the rating period. 9. ACCOUNTING INFORMATION: N/A 10. POLICE INSTRUCTION: SA MILLER is a general police instructor; however, due to his confidential assignments in the security field, he has not been used on police schools during the rating period. ll. RESIDENT AGENTS: N/A LHL. Initials —NW—5507-4—Peekd+Saeeo533. Page
(Number 7 continued) The highly placed sources in Government as well as institutions of learning have been of significant service in furndshing information which would have been difficult to obtain otherwise. ~2a— BW S5076 Docid: 32389533 Page 63 eR one HR FRR OIE ai ti A ey YOR Ren NS erp BET 1 te ne
_. 12. EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: N/A 13. ‘FOREIGN LANGUAGE ABILITY: N/A Language in which proficient Completed language school [[] Yes [(] No Fluent in_________————r language to extent Agent can handle typical investigative problems as follows: (1) Conversation form ([] Yes [CJ No... >> (2) Written form. CyYes (jNo .- ; 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. (_] Yes No (b) Agent is completely available for administrative advancement. [|] Yes  ] No (c) Agent is considered completely qualified at presént for administrative advancement, including experience, ability, personality and appearance. Ci Yes [{L)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.) (Yes ()No (ff Initials Mw 55076 Dood: 329855335 Page 64
_ 3 FD-125 (Rev. 6-20-57) * f e a | od ANAT BUREAU OF nwvestic MON UNITED STATES DEPARTMENT OF JUSTICE & ‘ A se | | / REPORT OF PERFORMANCE RATING, / { ng 4 die ¥ 008 eS * , te ; Al we ass pes Sopp isl lO WD pAt iol} a Name of Employee: ALDEN F, MILLER Where Assigned: Atlanta (Division) (Section, Unit) Official Position Title: Special Agent GS-13, April 1, 1963 March 31, 1964 Rating Period: from . to E Llent . Employee’s ADJECTIVE RATING:___#XCCLLCMT Initials Outstanding, Excellent, Satisfactory, Unsatisfactory / Rated by: jf ap Supervisor 3/31/64 Signature Titl Dat HENRY G, ¢ h Z. Special ‘Agent ate | Reviewed by: mia Y. 1)e. Va »~An Charge 3/31/64 r, JAMES E/ McM OD Title Date - Rating Appr ZC Cx Gla —-—Assisizat_Birectot-—— APRS 2: | m4. ‘ Signature ; Title Date. ~ G68, net TYPE OF REPORT (X) Official . € ) /Administrative &) Annual’ 33) an \ey ) 60-Day s ¥ ( ) 90-Day ogee ae af ( ) Separation from Service . _ Thishddcument is prepared in response to your requ t@ 9 not for dissemi- . ‘(+ nation outside your Committee. Its use is limited to 3 vial proceedings by , . “your Committee and the content may nut be disclosed to unauthorized persoz- nel without the express approval of the FBI. NW 55076 DobId:32989533 Page 65 \o. ‘ al —_ ~~ me i 7 | =o”. t ( ) Transfer” | ‘
-7 & ©" DEREFORMANCE RATING GUIDE FORQNVESTIGATIVE PERSON@EL . . ({ For use as attachment to Performance Rating Form No. FD-185} Name of Employee ALDEN F. MILLER ss Title Special Agent GS-13 Rating Period: from 4/1/63 to. 3/31/64 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). a Excellent. : Satisfactory (good or very good). 5 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 FO-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 checklist 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. EE (1) Personal appearance. E (17) Firearms ability, . (2) Personality and effectiveness ot his personal contacts. _ (18) Development of informants and sources of information. (3) Attitude (including dependability, cooperativeness, loyalty, tz (19) Reporting ability: : enthusiasm amenability and willingness to equitably share (a) Investigative reports WOrK 1o2ad). b) Summary reports E (4) Physical fitness (including health, energy, stamina). i Memos "ites wires (5) Resourcefulness and ingenuity. _ (Consider: conciseness; ceclarity; + organization; (6) Forcefulness and aggressiveness as required. . thoroughness; #<. accuracy; #<_ adequacy and perti- (7) Judgment, including common sense, ability to arrive at proper nency of leads;=1— administrative detail.) conclusions, ability to define objectives. E (20) Performance as a witness +t (8) Initiative and the taking of appropriate action on own ' , cps —1é (21) Executive ability: responsihility. (a) Leadership at. (9) Planning ability and its application to the work. 1<Z(b) Ability to handle personnel ~ (10) Accuracy and attention to pertinent detail. (c) Planning’ (11) Industry, including energetic, consistent application to duties. Za) Making decisions (12) Productivity, including amount of acceptable work produced ®) Assignment of work and rate of progress on or completion of assignments. Also a ) Devising Subor dines consider adherence to deadlines unless failure to meet is (g) Devising a etability E attributable to causes beyond employee’s control. eh) Emotiona stabi iy 1 — «4. (18) Knowledge of duties, instructions, rules and regulations, in- , ran Getting reeult morale cluding readiness of comprehension and “know how” of _E (22) .Ability on raids and dangerous assignments: 4 application. ; ; . = (a) As leader —F_ (14) Technical or mechanical skills. =" (b) As participant —£E_ (15) Investigative ability and results: 7 (23) Organizational interest, such as making of suggestions for (a) Internal security cases . oo improvement. ; (b) Criminal or general investigative cases . _ E (24) Ability to work under pressure. ; = {c) Fugitive cases . a Ee (25) Miscellaneous. Specify and rate: =a (d) Applicant cases Dictation ability —_—__________ (e) Accounting cases = ae (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, etc.): Securit B. Specify employee’s most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): Investigator oe eee me at C. (1) Is employee available for general assignment wherever needs of service require? If answer is not “yes,” explain in narrative comments.) (2) Is employee available for special assignment wherever needs of service require?. f answer is not “yes,” explain in narrative comments.) D. 1. Has employee had an abnormal sick leave record during rating period? NO 2, Has employee used move 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? CA] Yes —_ No . . . . Uf 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. ADJECTIVE RATING:___EXCELLENT 0s etpovece's inrriats _ Gee Outstanding, Excellent, Satisfactory, Unsatisfactory Nw 35076 Doold: 32939533 | Page 66
FD-185a (Rev. 11-8-65). . . ae . 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 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. —Q_ No opportunity to appraise performance during rating period. 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 the-employee bring his performance up to a satisfactory level and must be attached to FD-185a. 1) = (1) Personal appearance. . E (16) Firearms ability. _-z_ (2) Personality and effectiveness of his personal contacts. _ ET 17 ) Development of informants and sources of #7. (3) Attitude (including dependability, cooperativeness, information. loyalty, enthusiasm, amenability and willingness to (18) Reporting ability: ’ equitably share work load). —z (a) Investigative reports _E (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: ~#<conciseness; —feclarity; (7) Judgment, including common sense, ability to arrive at organization; thoroughness; proper conclusions, ability to define objectives. —jeaccuracy; adequacy and pertinency ay al (8) Initiative and the taking of appropriate action on own O of leads; =+¢administrative detail.) responsibility. . (19) Performance as a witness. tt (9) Planning ability and its application to the work. _e (20) Exegutive 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 te (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. —E__(h) Emotional stability i (13) Knowledge of duties, instructions, rules and regulations, (i) Promoting high morale including readiness of comprehension and “know how” + E (j) Getting results of application, (21) Ability on raids and dangerous assignments: tt. (i4) Inypstigative ability and results: (a) As leader (a) Internal security cases . —_t _(b) As participant (b) Criminal or general investigative cases Ee (22) Organizational interest, such as making of sug- 2 _(c) Fugitive cases gestions for improvement. —cf=_.(d) Applicant cases (23) Ability to work under pressure. fe © _(e) Accounting cases (24) Miscellaneous. Specify and rate: (15) Physical surveillance ability. Dictation ability. A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent, supervisor, instructor, etc.): Securit 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 ur answer is not “yes,” explain in narrative comments.) . . . Yes . 1 . — . (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? —____2. Has employee used m 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? KX 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. Outstanding, Excellent, Satisfactory, Unsatisfactory . MW 55076 Doold: 32989533 Page 72 o : -
3. } @ NARRATIVE COMMENTS © . PERSONAL APPEARANCE AND PERSONALITY: SA Miller presents an excellent appearance, aréssing in good business taste, and possessing a pleasant personality which is effective in his personal contacts. - ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS: SA Miller has not actually participated in any raids during -the rating period; however, he is fully qualified to participate ‘in raids and dangerous assignments. LIMITATIONS ON AVAILABILITY; PHYSICAL LIMITATIONS AFFECTING PERFORMANCE; AND SICK LEAVE INFORMATION: SA Miller is completely available for any assignment, and there are no known physical limitations affecting his yerformance. 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 heen assigned to the #3 Squad in the Atlanta Division handling in most cases very involved investigative matters in the security, racial, and civil rights field, as well as very delicate SGE énvestigations. He is qualified to handle the most complicated investigative matters, requiring an absolute minimum of supervision, and has demonstrated an outstanding attitude towards these assignments _ using outstanding ingenuity and initiative with sufficient forcefulness to produce outstanding investigative results. SA Hiller has been successful in developing informants who have furnished valuable information, particularly regarding New Left activities, SA Miller's technical knowledge and ability is utilized periodically to insure the existence of adequate security in connection with Bureau communication facilities. SA Miller was given specific applicant recruiting assignments but was not successful in obtaining any applicants; however, he is aware of the importance of this program, SA Miller is a weekend and holiday supervisor and periodically serves in that capacity in an excellent manner. [byt Initials -HW 55076 Doold:329369533 Page 73 f *. 3 ; —— on
. ® i 5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED: During the rating period, the Director commended the personnel of the Atlanta Division on 4/18/68, for handling: the heavy volume of work engendered by the death and funeral of Dr. Martin Luther King, Jr.; on 6/13/68, for participation in the (continued on page 6. DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS: 2a) (List items taken into consideration on rating guide and check list.) Bureau letter dated 8/22/68, placed SA Miller on probation: for failure to meet Bureau physical standards. Bureau letter dated 12/12/68, removed SA Miller from probation. Items 3 and 7 on the performance rating guide were affected by this. By letter dated 8/29/68, SA Miller was censured for a delinquency found in a security matter case in which he failed to disseminate a copy of a report to another Government agency. Item 10 on the rating guide was affected by this. Agent’s overall adjective rating was reduced because of this disciplinary action. ‘7. PARTICIPATION IN INFORMANT PROGRAMS: At the beginning of the rating period SA Miller had 1 probationary racial informant, 1 security informant, 1 potential security informant, and 1 probationary racial informant-ghetto. During the rating period he developed 1 security informant, (cont'd on page 2a) 8. TESTIFYING EXPERIENCE AND ABILITY: SA Miller has not testified in Federal court during the rating period; however, he has previously testified in an excellent manner, 9. ACCOUNTING INFORMATION: -NA 10. POLICE INSTRUCTION: SA Miller is a general police instructor; however, due to his : confidential assignments in the security field, he has not been : used on police schools during the rating period. i ll. RESIDENT AGENTS: NA ; : Initials _ NW 55076 Docld: 32989532 Page 74 \O
Oe  ©@ @ (Item 5 continued) investigation to locate James Earl Ray after- the death of Dr. Martin Luther King, Jr.; and on 12/26/68, for performance in the investigation of Gary Steven Krist and Ruth Eisemann-Schier, subjects of a kidnaping case. SA Miller shared in these . commendations. (Item 7 continued) 1 potential security informant, 4 probationary racial. informants-ghetto, and 1 racial liaison source. He is currently assigned 1 security informant, 1 potential security informant, 1 probationary racial informant-ghetto, and 2 racial liaison sources, the others having been re-assigned or closed. SA Miller has been particularly effective in developing sources anéng students and faculty members and obtaining considerable information regarding New Left activities on college campuses. His participation in this area is considered excellent. ~2a-,- j- MW 55076 Docld:32989533 Page 75_
< + t o + * ? € —~— e~ 12. EXPERIENCE AND ABILITY AS INSPECTOR’S AIDE: NA 18. FOREIGN LANGUAGE ABILITY: | NA . : Language in which proficient Completed language school [7] Yes [[]No Fluent in ____+_-__———_ language to extent Agent can handle typical investigative problems as follows: (1) Conversation form [[] Yes [| No (2) Written form L)Yes [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. C1 Yes KXNo (b) Agent is completely available for administrative advancement. (_] Yes [(] No fc) Agent is considered completely qualified at present for administrative advancement, including experience, ability, . personality and appearance. C1 Yes [No (d) If answer to (c) is “Yes,” Agent’s qualifications are considered (_J very good [C]excellent [7] outstanding . (e) If answer to (c) is “No,” is Agent considered to have potential for future administrative advancement-? (If applicable,. explanatory comments required.) , f) Yes [([) No - Initials “NW 55076 Docld:32989533 Page 76 _