Document date: 00/00/0000

## Page 1

File #:

62-40-116395

Serial Scope:

EBF 1010

DO NOT

DESTROY

FOIPA#_

N/A

133020

DosEd: 32989533-

-Bage- 1

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## Page 2

•5005, 21

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1005: 106500

U, S.

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DATS 10/18/00 Bx SP 2 Am /7

_NW 55026: DocId: 32989533

Page 2

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## Page 3

¡OUSTUDY/SENSTUDY "JUNE" ENCLOSURE PERMANENT CHARGE OUI FORM

RE -

• HOUSTUDY

OR

SENSTUDY

62-116464-

62-116395-1010

NOTE:

THIS IS A PERMANENT CHARGE OUT FOR A XEROX COPY/COPIES OF

"JUNE" MAIL THAT WAS INCLUDED IN

1. COPIES OF FBI DOCUMENTS

FURNISHED TO THE ATTORNEY GENERAL BY MEMO/LETTER

DATED /0-24-75

• IN RESPONSE TO REQUEST(S) MADE BY EITHER

THE U. S. SENATE OR HOUSE SELECT COMMITTECS ON INTELLIGENCE.

THE COPY/COPIES OF THE "JUNE" MAIL DATED AS INDICATED BELOW

HAS/HAVE BEEN REMOVED FROM THIS ENCLOSURE MATERIAL TO BE

FILED IN FAB APPROPRIATE HOUSTUDY OR SENSTUDY "JUNE" FILE

INDICATED ABOVE, LOCATED IN THE SPECIAL FILE ROOM OF

RECORDS SECTION.

DATES) OF MAIL: 6: 10-16 - 63

REMOVED BY: Wandlaw

DATE REMOVED: 9-28-76

ON THIS

AZI INPOVATION CONTAINED FORM

DANTS 10/18/0031 SP-2 ALmIHIG

NN 55076 DooId: 32989533 Fage 3

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## Page 4

Senate Select Committee

Request Dated 9/29/75

Item

ALL, INTORATION CONTAINED

FIREIN IS UNCLIESITIED

DATE 10/I8 100

m Relain

DocId: 32989533 Page 4

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## Page 5

FD-185 (Rev. 6-20-57)

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

frictin

REPORT OF PERFORMANCE RATING

#MDR16

ALL INFOR"ATION CONTAINIO

FARTIN IS UNCLASSIFIED

DATE LE 18100 BISP. 2 ALm

Name of Employee:

Where Assigned:

Official Position Title:

Rating Period:

from.

sale rig

ALDEN F.

MILLER

Atlanta

(Division)

Special Agent

April 1, 1959

(Section, Unit)

GS-13

- to March 31, 1960

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

1. 117

HENRY G. ROWSE, JRignature

Reviewed by:

6. E. Teeko

Signature

C. E. WEEKS

Rating Approne by Ca

Alar

listen. ==

Signature

Supervisor

Special Agent

in Charge

Title

TYPE OF REPORT

(x) Official

K ) Annual

) Administrative

() -60-Day

90- Day

Transfer

Separation from Service

( ) Special

/

NW 55076 DocId:32989533 Page 5

This document is prepared in response to your request and is not joy wissem

nation outside your Committee.

amited to official proceedings o

•Employee

and the

content may not

o, disclosed to unauthorized person

without, the

Initials

3/31/60 g

the

BI.

Date

3/31/60

Date

APR 22 1960

Date

---

## Page 6

PEKFORMANCE RATING GUINE

FOR NVESTIGATIVE PERSONN

(For use as attachment to Performance Rating Form No. FD-185) .

ALDEN F. MILLER

Name of Employee

• Title.

Special Agent, GS-13

Rating, Period: from 4/1/59_ 3/31/60

Note:

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).

Unsatisfactory.

No opportunity to appraise performance during rating period.

Guide for determining adjective rating:

1. "Outstanding" adjective rating requires (A) that all rate 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).

(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.

+

(8) Initiative and the taking of appropriate action on own

responsibility.

(9) Planning ability and its application to the work.

(10)

Accuracy and attention to pertinent detail.

• (11) Industry, including energetic, consistent application to duties.

i Prod rare d probatio on out of are a les primens to

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.

£ (13) Knowledge of duties,

instructions, rules and regulations, in

luding readiness of comprehension and "know how" ol

application.

(14) Technical or mechanical skills.

- (15) Investigative ability and results:

I (a) Internal security case

bi Criminal or general investigative cas

E (c) Fugitive cases

_E (d) Applicant cases

(17) Firearms ability.

E2 (18) Development of informants and sources of information.

+ (19) Reporting ability:

I (a) Investigative reports

‡ (b) Summary reports

- (c) Memos, letters, wires

(Consider: conciseness; clarity; = organization;

f thoroughness; accuracy; _ adequacy and perti-

nency of leads; — administrative detail.)

(20) Performance as a witness.

(21) Executive ability:

(a) Leadership

(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

E (22) Ability on raids and dangerous assignments:

F. (a) As leader

E (b) As participant

* (23) Organizational interest, such as making of suggestions for

improvement.

(24) Ability to work under pressure.

- (25) Miscellious, alcity and rate:

Dictation ability

_0 (e) Accounting cases

+ (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.):.

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 ussignment wherever needs af service require YeS (if answer is not "yes" explain in narrative comments)

(2) Is employee available for special assignment wherever needs of service require: YeS (if answer is not "yes."

explain in narrative comments.)

D. 1. Has employe hnd an abnormal sick leave record during rating period? NO 2. Has emplong ysed more sick leave finchuding annual leave or lip

for illness) during rating period than the amount of sick leave carned during such period?

- (If answer to either question is "Yes," explain in

narrative comments.)

E. Is emploregulied to perate to vehicle incide allo his in dure a

personnel file must reflect the following: (a) Has valid Stre er 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

Outstanding, Excellent, Satisfactory, Unsatisfactory

_ENPLOYEE'S INITINLS

NW 55076 DocId: 32989533 Page 6

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## Page 7

Atlanta, Georgia

March 31, 1960

ALDEN F. MILLER

'SPECIAI, AGENT

PART I GENERAL COMMENTS

• SA MILLER is a tall, heavily-built agent. He

presents a neat, conservative, mature appearance. he

has a quiet, good-natured personality, and is very.

popular among fellow employees. '

primarily to matters involving the Communist Party,

administers his work well.

He

SA MILLER requires little or no supervision.

He has the ability to handle any type complicated

case, and I would not hesitate to use him on any

dangerous assignment.

He has no known limitations on his physical

condition or availability that would affect his

performance as an agent.

SA MILIER is the liaison agent with all local

military intelligence agencies. He does an excellent

liaison job and is highly respected by the local

intelligence agencies.

Initials

HGR:hs

-NW 55076-DocId:32982533 Page 7

12

3

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## Page 8

PART II SPECIFIC COMMENTS

1.

Justification for Any Minus Ratings Given

NA

?. Experience and Ability as Inspector's Aide

NA

:

3. Participation in Informant Programs

•SA MILIER coordinates the security informant program in the •

Atlanta Office.

He has excellent ability in handling highly

confidential sources, is alert and has an excellent attitude

toward this program.

SA MILLER handles the security informant

program in a very satisfactory manner.

4. Testifying 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.

5. Disciplinary Action

NA

6. Accounting Information

NA

7. Police Instruction

SA MILLER is a qualified general police

instructor.

He is assigned primarily to

security and sound work and for that reason has not been used as a

police instructor during this rating period.

8. Sound Training

In November, 1959, SA MILIER was afforded a

refresher course in the latest techniques

and equipment relating to sound work and locks. He performs monthly

maintenance checks on the equiment in the Atlanta office and other

4 highly confidential assignments.

Employee's

initials

i.

tones fin 544 523-60-266824

NW 55076

DocId: 32989533

Page 8

it:

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## Page 9

i..:

9. Resident Agents

NA

10. Foreign Language Ability

NA

Il: Administrative Advancement

(a) interested in: Yes_

(b) completely available for: Yes

No

(c' considered completely qualified at present for adminis-

trative advancement, including experience,

ability,

personality and appearance:

Yes

No

(a) his qualifications are: very good

excellent

outstanding _

(e) he has potential for future administrative advancement:

Yes

Employee's initials

WW 55076 ĐoeId+32989533- Page 9

5

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## Page 10

FD -185 (Rev. 6-20-57)

SCIATION CONTAINED

UNCLASSITIED

BYSP-Z'ALI

REIN

FORTEN

D117 10/18/

Name of Employee:

FEDERAL BUREAU OF INVESTIGATION.

REPORT OF PERFORMANCE RATING

ALDEN F. MILLER

Atlanta

Where Assigned:

(Division)

Official Position Title: Special Agent

GS-13

Rating Period:

April 1, 1961

_ to._

(Section, Unit)

March 31, 1962

ADJECTIVE RATING:

Satisfactory

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

Reviewed by:

JAMES E. MCMAHON

Rating Approved by? 1? E

Signatur

Signature

Signature

Supervisor

Title

Special Agent •

in Charge

Title

Title

Employee's

Initials

Odfa

3/31/62

Date

3/31/62

Date

MAY & 1962

Date

X ) Official

(X) Annual

TYPE OF REPORT

REG-?'

( ) Administrative

( ) 60-Day

90- Day

Transfer

( )

Separation from Service

( ) Special

NW 55076 DocId 32989533

Page 10

This document is prepared in response to your request and is not for dissem

nation outside

your Committee.

Its 26Se 23

limited to official proceedings t

---

## Page 11

FD-185a (Rev. 4-14-58)

PEKFARMANCE RATING GU.JF

FOR INVESTIGATIVE PERSONNE

(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 /1/6110_3/31/62

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:

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.

1. Any element rated "Unsatisfactory" must be supported by narrative comments

3. An "official" adiective 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).

• (4) Physical fitness (including health, energy, stamina).

+

(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.

(8) Initiative and the taking of appropriate action on own

responsibility.

(9) Planning ability and its application to the work.

(10) Accuracy and attention to pertinent detail.

- (11) Industry, including energetic, consistent application to duties.

Ta (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.

= (13) Knowledge of duties, instructions, rules and regulations, in-

cluding readiness of comprehension and "know how" of

application.

(14) Technical or mechanical skills.

(15). Investigative ability and results:

L (a) Internal security cases

E

- (b) Criminal or general investigative cases

Ea (c) Fugitive cases

(d) Applicant cases

+

• (e) Accounting cases

(17) Firearms ability.

(18) Development of informants and sources of information.

(19) Reporting ability:

I (a) Investigative reports

_ (b) Summary reports

(c) Memos, letters, wires

(Consider: conciseness; clarity; organization;

-thoroughness; accuracy; - Ladequacy and perti-

nency of leads; i administrative detail.)

(20) Performance as a witness.

(21) Executive ability:

(a) Leadership

(b) Ability to handle personnel

(c)

Planning

Making decisions

Assignment of work

Training subordinates

Devising procedures

(h)

Emotional stability

(i) Promoting high morale

(j) Getting results

(22) Ability on raids and dangerous assignments:

- (a) As leader

Fa (b) As participant

(23) Organizational interest, such as making of suggestions for

improvement.

= (24) Ability to work under pressure.

- (25) Miscellaneous. Specify and rate:

t=

Dictation ability -

_ (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.):'

Security

B.

Specify emploree's most noteworthy special talents (such us investigator, desk man, research, instructor, speaker):

Investigator

C. (1) Is emplosee asailable for general assignment wherever needs of service require? Ye Slf answer is not "yes." explain in narrative comments.)

(2) Is emplovee available for special assignment wherever needs of service require? Jeff 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 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," explin in

narrative comments.)

Is employee qualified to operate a motor vehicle incidental to his oficial duties? X Yes

If answer is "yes,"

personnel file must retlect the following: (a) llas valid Stre or local operator's license for type vehicle he is to use. (b) Is

physically fie to drive. (e) Past safe driving record Ok or has passed Bureau road k'st.

ADJECTN'E RATING: -

Satisfactory

_ EMPLOYEES INITIALS

Outstanding, Excellent, Satisfactory, Unsutisfactory

NW 55076 DocId: 32989533

Page 11

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## Page 12

4. Testifying Experience and Ability

SA MILLER Is a security Agent and his assignments

do not lend themselves to testifying. He has had considerable

testifying experience in the past.

5. Disciplinary Action

MILLER and placed him on probation, as he shared in the

responsibility for the failure to furnish the Birmingham

Division complete information and clear instructions in a

teletype sent to that office.

Consideration has been given to the above in the

overall rating and also Items #7, 8 and 10 on the rating guide

and checkoff list are affected by this action. •

6. Accounting Information

NA

7. Police Instruction

SA MILLER 15 a qualified general police instructor.

Inasmuch as he is assigned primarily to security and sound work,

he has not been used as a police instructor during this rating

period.

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.

atm

Employee's

Initials

_MN 55076

DocId: 32989533 Page 12

3

- 30 a

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## Page 13

Atlanta, Georgia

March 31, 1962

ALDEN F. MILLER

Special Agent

PART I GENERAL COMMENTS

SA MILIER 1s a tall, well built Agent. He has a good

natured personality and is popular among his fellow employees.

He continues to be assigned to Headquarters City and handles a

considerable volume of work and clearly manifests a thorough

and detailed knowledge of security work. He is forceful,

aggressive, conscientious, hardworking

and thoroughly dependable.

He is capable oi handling complicated investigative matters and

fully qualified to participate in raids and dangerous assignments.

During this rating period he has handled primarily security-

type cases involving the Communist Party, espionage, satellite

nations and related matters.

He has no known limitations on

his physical condition and is completely available. He continues

to be liaison Agent with all local military intelligence agencies

and is very popular.

SA MILLER has been interested in the Bureau's applicant

program and has been responsible for recruiting applicants who

have entered on duty at the soG.

On February 5, 1962, the Bureau commented SA MILLER did

an excellent job of reporting information which will be of

significant value to CIA and State Department representatives,

stating his memorandum was well written and indicated a proper

grasp of intelligence needs in a case which did not involve

espionage or subversive aspects.

PART II SPECIFIC COMMENTS

1. Justification for Any Minus Ratings Given

NA

2. Experience and Ability as Inspector's Aide

NA

3. Participation in Informant Programs

SA MILLER for several years has coordinated the

security informant program in the Atlanta Office, and is rated

as very satisfactory.

Cota

Employee's Initials

NW 55076 DocId: 32989533 Page 13

4

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## Page 14

• . ..

9. Resident Agents

NA

10. Foreign Language Ability

NA

11. Administrative Advancement

(a) Interested in: No.

atm

Employee's Initials

5

NW 55076 DocId: 32989533

Page 14

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## Page 15

CEDERAL BUREAU OF INVESTIG ZION

UNITED STATES DEPARTMENT OF JUSTICE

REPORT OF PERFORMANCE RATING

Name of Employee:

Where Assigned:

Official Position Title:

Rating Period: from.

ALDEN F. WILLER

Atlanta

(Division)

Special Agent

#MDRIG

AIL INPORMATION CONTAINES

RELY IS UNCLASSITIMI

DETO 1818100 DISPR ALM/ETE

(Section, Unit)

GS-13

February 27, 1962 to_

May 28, 1962

ADJECTIVE RATING:-

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

HENRY G. ROWSE, JR.C

Reviewed byes.

•JAMES E/

Rating Approved by:

Signature

Signature

Signature

Supervisor

Title

Special Agent

Title

Assistant Direcior

( ) Official

( ) Annual

This document is prepared in response to you request. and is not for dissemi

nation outside

Committee.

official proceedings by

your Committee

content

nut

be disclosed

to

unauthorized person-

nel without the

aval

BI

5/28/62

Date

5/28/62

Date

JUN 5 1962

Date

JUN 131962

NW 55076 DocId:32989533 Page 15

EC-133

TYPE OF REPORT

157-

(X)

Administrative

Hunterest

( ) 60/-Day

• JUN 2 7362

(X)

90-Day

( ) Transfer

( ) Separation from Service

(X) Special

.""

---

## Page 16

P_.<FORMANCE RATING GL.

FORENVESTIGATIVE 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 2/27/62 5/28/62

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).

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 ratea elements be "*" and (B) that each and every rated element be factually justified by narrative detail on

reverse of Form FD-185.

adjective rating is reasonable in the light of elements rated.

• Any element rated "Unsatisfactory" must be supported by narrative comment:

„An "official"' adiective rating of "Unsatisfactory" must comply with the requirements described on the reverse of form FD-18:

(2) Personality and effectiveness of his personal contacts.

3) Attitude (including dependability, cooperativeness, loyalty,

enthusiasm, amenability and willingness to equitably share

(4) Physical fitness (including health, energy, stamina).

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.

(8) Initiative and the taking of appropriate action on own •

(9)

Planning ability and its application to the work.

(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

E

consider adherence to deadlines unless failure to meet is

attributable to causes beyond employee's control.

(13) Knowledge of duties, instructions, rules and regulations, in•

cluding readiness of comprehension and "know how" of

application.

(14) Technical or mechanical skills.

(15), Investigative ability and esulls:

(a) Internal security cases

(b) Criminal or general investigative cases

< (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; - clarity; s organization;

*thoroughness; accuracy adequacy and perti-

nency of leads; administrative detail.)

K (20) Performance as a witness.

E(21) realite alerty.

(a) Leadership

< (b) Ability to handle personnel

< (c) Planning

(d) Making decisions

Assignment of work

Training subordinates

Devising procedures

Emotional stability

(i) Promoting high morale

(j) Getting results

- (22), Ability on raids and dangerous assignments:

- (a) As leader

E. (b) As participant

- (23) Organizational interest, such as making of suggestions for

improvement.

- (24) Ability to work under pressure.

- (c) Fugitive cases

(d) Applicant cases

Dictation ability .

+

0

(e) Accounting cases

. (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.):

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? YeS (If answer is not "yes." explain in narrative comments.)

(2) Is employee available for special assignment wherever needs of service require? We s(if ansier 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 more sick leave (including annual leave or LWO!

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

E. Is emplovee qualified to operate a motor vehicle incidental to his official duties? LE

if answer is "yes,

personnel file must reflect the following: (a) Has valid State or local operator's license fortype vehicle he is to use. (b) Is

physically fu to drive. (e) Past sufe driving record Ok or his passed Bureau road test.

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

EMPLOYEE'S INITIALS

NW 55076 DocId: 32989533

Page 16

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## Page 17

Atlanta, Georgia

May 28,

1962

ALDEN F. MILLER

Special Agent

PART I GENERAL COMMENTS

SA MILIER is tall and well built. He presents an

excellent appearance and has a friendly, good-natured

personality. During this rating period, SA MILLER has

spent considerable time

working on bank robbery, Special

Inquiry and Security of Government Employees cases, as

well as handling several controversial Election Law

cases in rural Georgia counties.

He is a very capable

Agent and consistently handles the more complicated

investigative matters in the security field.

He has also

participated in the applicant program, all of which has

been handled in a very satisfactory manner. He has an

excellent attitude toward his assignments. His paper work

is well prepared and requires little supervision.

He has

no known physical limitations or limitations on his

availability which would affect his performance as an

• Agent.

He is fully qualified to participate in raids

and dangerous

assignments and certainly capable of handling

the more complicated Bureau investigative matters.

On May 14, 1962, the Director, through the Special

Agent in Charge, commended SA MILLER in carrying out his

individual responsibilities with a great deal of diligence

and enthusiasm in achieving a zero delinquency for the month

of April, 1962.

PART II SPECIFIC COMMENTS

1. Justification for Any Minus Ratings Given

NA

Employee's Initials

HGR: hs

NW-55076 DocId:32989533 Page 17

3

---

## Page 18

2. Experience and Ability as Inspector's Aide

NA

3. Participation in Informant Programs

SA MILLER for several years has coordinated the

security informant program in the Atlanta Office, and is

rated as very satisfactory.

4. Testifying Experience and Ability

SA MILLER is a security agent and his assignments

do not lend themselves to testifying. He has had considerable

testifying experience in the past.

5. Disciplinary Action

NA

6. Accounting Information

• NA

7. Police Instruction

SA MILIER is a qualified general police instructor.

He has not been used as a police instructor during this rating

period.

8. Sound Training

SA MILLER has demonstrated all the technical

equipment recently during the Annual Agents Technical Conference.

He is competent and proficient to handle any sound matters and

techniques that are necessary to perform with Bureau equipment

assigned to this office.

He makes regular telephone and

microphone surveys in Headquarters City, as well as in Resident

Agencies and maintains excellent contacts with the Telephone

Company.

He has not been called upon to make any actual

installation of Mic-Tel or Tesurs during this rating period.

22tw

•Employee's Initials

4

-NW-55036-DoeId:32989533.

Bane 19

---

## Page 19

He discusses technical equipment at regularly

scheduled firearms and makes a very good presentation.

9. Resident Agents

NA

10. Foreign Language Ability

NA

11. Administrative Advancement

(a) Interested in: No.

Employee's Initials

NW 55076 DocId: 32989533 Page 19

•5

110709

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## Page 20

FD-185•(Rev. 6-20-57)

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

#EMBRIG

ALI LEGOR LATION CONTAINED -

Name of Employee:

Where Assigned:

Official Position Title:

Rating Period:

from

REPORT OF PERFORMANCE RATING

ALDEN F

MILLER

Atlanta

(Division)

Special Agent

May 23, 1962

GS-13

_to_

(Section, Unit)

August 14, 1962

ADJECTIVE RATING:

Rated by:

tity

Reviewed bi Amis

Rating approved by:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

4 K

sivi

Signature

• Signature

Signature

Cirr

Supervisor

Special Agent

in Charge

Title

Assistant Director

Title

TYPE OF REPORT

( ) Offcial

( ) Annual

This document is prepared in response to

your request and is not for dissemi

nation outside your Committee.

Its use

limited to

official proceedings by

nut.

disclosed

unauthorized person-

without the

ex0p0r

the

8/14/62

Date

8/14/62

Date

AUG 29 1962

Date

REC-146

(X) :Administrative

) 60- Day

(

)

90-Day

)

Transfer

( ) Separation from Service

(X) Special

NW- 55076-DocId:32989533

Page 20

---

## Page 21

FD-185a (Rev. 4-14-58)

P..

ORMANCE RATING G...

FOR INVESTIGATIVE PERSONNE

(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 5/23/62 8/14/62

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:

1. "Outstanding" adjective rating requires (A) that all ratea elements be "f" and (B) that each and every rated element be factually justified by narrative detail on

2.

reverse of Form FD-185.

"Excellent," "Satisfactory" or "Unsatisfactory" adjective ratings will depend upon the composite resuit of evaluating ali 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) Persanal appearance.

(2) Personality and effectiveness of his personal contacts.

(3) Attitude (including dependability, cooperativeness, loyalty,

enthusiasm, amenability and willingness to equitably share

work load).

(4) Physical fitness (including health, energy, stamina).

(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.

= (8) Initiative and the taking of appropriate action on own

responsibility.

(9) Planning ability and its application to the work.

(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

E

attributable to causes beyond employee's control.

(13) Knowledge of duties, instructions, rules and regulations, in-

cluding readiness of comprehension and "know how"

of

+

application.

(14) Technical or mechanical skills.

(15) Investigative ability and results:

_ (a) Internal security cases

= (b) Criminal or general investigative cases

- (c) Fugitive cases

- (d) Applicant cases

(17) Firearms ability.

(18) Development of informants and sources of information.

(19) Reporting ability:

for (a) Investigative reports

= (b) Summary reports

(c) Memos, letters, wires

(Consider: + conciseness; - clarity; organization;

thoroughness; *accuracy; adequacy and perti-

nency of leads; a administrative detail.)

(20) Performance as a witness.

(21) Executive ability:

(a) Leadership

- (b) Ability to handle personnel

Planning

Making decisions

Assignment of work

Training subordinates

Devising procedures

Emotional stability

w(i) Promoting high morale

E

* (j) Getting results

. (22) Ability on raids and dangerous assignments:

i (a) As leader

/ (b) As participant

(23) Organizational interest, such as making of suggestions for

improvement.

(24) Ability to work under pressure.

(25) Miscellaneous. Specify and rate:

Dictation ability

+

C (e) Accounting cases

- (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.):

Security

3. Specily 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 uf answer is not "yes." explain in narrative comments.)

(2) Is emplovee available for special assignment wherever needs of service require? Ye fif answer is not "yes." esplain in narrative comments.)

). 1. Has emploree had an abnormal sick leave record during rating period? NO

for illness) during rating perind than the amount of sick leave earned during such seniod? gused more sick leave (including annual leave or .WOP

- (If answer to either question is "Yes," explain in

Is employee qualified to operate a motor vehicle incidental to his oflicial duties?

if answer is "ses." personnel file must reflect the following: (a) Has valid State or local operator's license for type vehicle he is to use. (b) Is

obesically fir to drive. (e) last safe driving record OK or has passed Bureau road lest.

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

EMPLOYEE'S INITIALS

NW 55076 DocId: 32989533

Page 21

---

## Page 22

Atlanta,

Georgia

August 14, 1962

ALDEN F. MILLER

Special Agent

PART I GENERAL COMMENTS

SA ALDEN F. MILLER is a tall, well built Agent making

an excellent personal appearance. He is friendly and good-

natured, and has a pleasing personality. During the rating

period,

SA MILLER has been assigned primarily to the investi-

gation of complicated Internal Security cases.

spent considerable time on working controversial Civil Rights

and Election Law matters, and Security of Government Employees

cases. He is continually striving to develop informant coverage

in the security field, and he has participated in the Bureau

applicant program.

He has handled all

of his assignments in

a very commendable manner. SA MILLER's attitude towards his

assignments is outstanding.

He is forcible and aggressive in

connection with his investigative work, and his paper work

requires little or no supervision.

He has no known physical

limitations, and is completely available for special and

general assignments. He is fully qualified to participate

in raids and dangerous assignments, and capable of handling

the most complicated Bureau investigative matters.

The Director commended SA MILLER through the Special

Agent in Charge for his individual responsibilities and devotion

to duty, which helped the Atlanta Office achieve zero delinquency

for the

months of May, June, and July 1962. The Director per-

sonally commended SA MILLER

by letter dated August 1, 1962,

for his high degree of skill, alertness and thoroughness in

discharging his responsibilities in connection with the recent

racial matter of interest to the Bureau.

PART II SPECIFIC COMMENTS

1. Justification for Any Minus Ratings Given

NA

cond

Employee's Initials

HGR: mel

NIC 55076. DocId: 32989533 Page 22

3

---

## Page 23

2. Experience and Ability as Inspector's Aide

NA

3. Participation in Informant Program

SA MILLER coordinates the Security Informant

Program in the Atlanta Office. He also has several individual

Informants under development, and his participation in this

program is very satisfactory.

4. Testifying Experience and Ability

SA MILIER's particular assignment does not

result in testifying in court. However, he has testified in

the past a number of times.

5. Disciplinary Action

SA MILLER was on probation throughout the rating

period, which was occasioned as a result of his responsibility

for the failure to furnish another office complete information

in a teletype sent to that office. He has not received any

disciplinary action during the rating period.

6. Accounting Information

NA

7. Police Instruction

SA MILLER is a qualified general police instructor,

but he has not been used as a police instructor during the

ating period because of his probationary status

His presentation

it the Annual Arents Technical Conference was audited, and h

Is considered

• to be an excellent police instructor.

8. Sound Training

SA MILLER has received sound training at the

Bureau, and recently demonstrated

all. the technical equipment

at an Agents Technical Conference. He is

competent to handle

Employee's Initials

NW 55076 DocId: 32989533 Page 23

---

## Page 24

sound matters, and has complete knowledge of the techniques

that are necessary to perform with the Bureau equipment

assigned to the Atlanta Division. SA MILLER also makes

telephone and microphone surveys in Headquarters City and

all Resident Agencies. He is in constant contact with the

telephone company, and handles this liaison in an excellent

manner.

He has not been called upon to make any actual

installation of Mic-Tel or Tesurs during this rating period.

9. Resident Agents

NA

10. Foreign Language Ability

NA

I1. Administrative Advancement

(a) Interested in:

No.

Employee's Initials

NW. 55076 DocId: 32989533 Page 24

5

---

## Page 25

14-100 (NEV. 0-20-01)

4-d

#MDR/6

TIL TNTORHATION CONTAINED

IREN IS UNCLASSIFIED

DATS 10/18/00 BISP 2 ALmAt

Name of Employee:

DERAL BUREAU OF INVESTIGA ON

UNITED STATES DEPARTMENT OF JUSTICE

REPORT OF PERFORMANCE RATING

17710e

Jestin

bessie

ets'

ALDEN F. MILLER

Where Assigned:

Atlanta

(Division)

(Section, Unit)

Official Position Title:

Special Agent GS-13

Rating Period:

from

April 1, 1962

_to

March 31, 1963

ADJECTIVE RATING:

Rated by:

Signature

HENRY

Reviewed by: ames C. Mc Mation

Signature

MCMAHON

Rating Approved by.

Satisfactory

Outstanding, Excellent, Satisfactory, Unsatisfactory

Supervisor

Title

Special Agent

in Charge

Title

Assicant Direcei

TYPE OF REPORT

(X) Official

(x) Annual

T'has document is prepared in response

nation outside your Committee.

Its

your Committee

nel

without the

and the

content m

asse

Employee

Initials

approval

3/31/63

Date

your request and is not. för dissemi-

limited to

official proceedings by

19.38

unauthorzed person

3/31/63

administrative

6)-Day-

90-Day

Transfer

(

Separation from Service

( ) Special

NW 55076 DocId: 32989533 Page 25

---

## Page 26

--1

PE..FORMANCE RATING GUI. -

FOR CIVESTIGATIVE PERSONNEL

(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 4/1/62 10 3/31/63

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:

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

nechanical 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

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

E

work load).

(4) Physical fitness (including health, energy, stamina).

(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.

E

(8) Initiative and the taking of appropriate action on own

responsibility.

(9) Planning ability and its application to the work.

E (10) Accuracy and attention to pertinent detail.

E (11) Industry, including energetic, consistent application to duties.

E (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

E

attributable to causes beyond employee's control.

• (13) Knowledge of duties, instructions, rules and regulations, in-

cluding readiness of comprehension and "know how" of

application.

(14) Technical or mechanical skills.

I= (15) Investigative ability and results:

• (a) Internal security cases

- (b) Criminal or general investigative cases

- (c) Fugitive cases

_ (d)

Applicant cases

(17) Firearms ability.

(18) Davelopment of informants and sources of information.

- (19) Reporting ability:

# (6) Summary reports

- (a) Investigative reports

* (c) Memos, letters, wires

(Consider: *conciseness; clarity; + organization;

I thoroughness; I accuracy; adequacy and perti-

nency of leads; _* administrative detail.)

(20) Performance as a witness.

= (21) Executive ability:

(a) Leadership

K (b)

Ability to handle personnel

i (c) Planning

• (d) Making decisions

Assignment of work

Training subordinates

•(g)

(h)

Devising procedures

Emotional stability

(i) Promoting high morale

(i) Getting results

[= (22) Ability on raids and dangerous assignments:

(a) As leader

= (b) As participant

(23) Organizational interest, such as making of suggestions for

improvement.

(24) Ability to work under pressure.

E (25) Miscellaneous. Sacity and rate:

Dictation ability -

i (e) Accounting cases

+ (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.):

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 requires. (If answer is not "yes," explain in narrative comments.)

(2) Is employee available for special assignment wherever needs of service require YeS. (if answer is not "jes," explain in narrative comments.)

D. I. Has employee had an abnormal sick leave record during rating period:NO

for illness) during rating period than the amount of sick lease earned during such period?

-2. Has employes psed more sick leave (including anual leave or LIVOF

— If ansiver to either question is "Yes" esplain it

narrative comments.)

E. Is employee qualified to operate a motor vehicle incidental to his official duries? X J'us!

i answer is "yes"

personnel file must reflect the following: (a) Has valid Stato or local operator's license for typo 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: -

Satisfactory

Outstanding, Excellent, Satisherory, Unsatisfactory

_ EMPLOYEE'S INITIALS

NW 55076 DocId: 32989533

Page 26

1.

---

## Page 27

Atlanta, Georgia

March 31, 1963

ALDEN F. MILLER

Special Agent

PART I GENERAL COMMENTS

SA MILLER 1s 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 MILIER is a weekend supervisor, and has always

discharged these responsibilities in a very satisfactory

manner.

Employee's Initials

• HGR: mel

NW 55076 DocId: 32989533 Page 27

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## Page 28

PART II - SPECIFIC COMMENTS

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 MILIER has not testified during this rating period.

He handles primarily security type investigations, which

do not lend themselves to testifying in Federal Court.

Initials

NW 55076 DocId: 32989533 Page 28

- 4.

---

## Page 29

Disciplinary Action

On 2/27/62, SA MILIER 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 hin 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

SA MILIER 1s 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 tirearms and all equipment au

E at stree

annual Agent technical conferences, and makes a very 8000

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.

Initials

NW 55076 DocId: 32989533 Page 29

1".

---

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## Page 30

• 9.-

Residert Agents

NA

10. Foreign Language Ability

NA

11. Administrative Advancement

(a). Is Agent interested in administrative advancement?

Yes & i

NO (X)

(b) Is Agent completely available for administrative

advancement?

Yes (

No !)

(c) is Agent considered completely qualified at present

for administrative

advancemert, including experience,

ability, personality and appearance?

Yes ?)

NO!

(a) Il answer to (e) is "Yes," would. you consider his

qualifications

Very Good & ›

Excellent &

Outstanding &

(e) If answer to (c) is "No," does he have potential for

future

administrative

advancenent?

Yes (

Coti

: *61.3

NW 55076 DocId: 32989533 Page 30

6

---

## Page 31

FLEERAL BUREAU OF INVESTIGATA

UNITED STATES DEPARTMENT OF JUSTICE

SM

REPORT OF PERFORMANCE RATING

Jesters

IT INFOR'ATION CONTAINED

FREIN IS UNCLASSIFIM

DiTE 10/18/00

BESP-FALMITTE

Name of Employee:

ALDEN F.

MILLER

Where Assigned:

Atlanta

(Division)

Official Position Title: Special Agent

Rating Period:

from

April 1, 1960

(Section, Unit)

GS-13

-to-

March 31, 1961

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Employee's

Initials

atow

Rated by:

Supervisor

3/31/61

Signature

Reviewed by:

HENRY G. BOWSTE

Ellen

Title

"Date" *

Special Agent

in Charge

C. E. jaso coulaban

— Assistant Director

- 3/31/67 20 1961

Rating Approved by:

Signature

Title

Date

TYPE OF REPORT:

(x) Official

(X) Annual

) Administrative

()

60-Day

90- Day

Transfer

i...

(

) Separation from Service

( ) Special

This document is prepared in response to your request and is not for dissemi

nation outside your Committee.

Its use is limited to official proceedings by

NW 55076

DocId: 32989533

---

## Page 32

(1104.4-14-00)

PEKFORMANCE RATING GUINE

FOR M

VESTIGATIVE PERSONNS

(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 4/1/6Qr03/31/61

Note:

+

RATING GUIDE AND CHECK-LIST

Only those items hüving 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:

1. "Outstanding" adjective rating requires (A) that all rated elements be "f" and (B) that each and every rated element be factually justified by narrative detail on

2.

reverse of Form FD-185.

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).

(4) Physical fitness (including health, energy, stamina).

(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.

(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.

E (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 falure to meet is

attributable to causes beyond employee's contro!.

E (13) Knowledge of duties, instructions, rules and regulations, in-

luding readiness of comprehension and "know how" of

application.

(14) Technical or mechanical skills.

(15) Investigative ability and results:

- (a) Internal security cases

E_ (b) Criminal or general investigative cases

I (c) Fugitive cases

J. (d) Applicant cases

(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: € clarity; organization;

+ thoroughness; _ accuracy; i adequacy and perti-

nency of leads; -* administrative detail.)

(20) Performance as a witness.

(21) Executive ability:

(a) Leadership

(b) Ability to handle personnel

(c) Planning

(d) Making decisions

Assignment of work

(f) Training subordinates

(g)

Devising procedures

(h) Emotional stability

(i) Promoting high morale

(i) Getting results

(22) Ability on raids and dangerous assignments:

I= (a) As leader

_[_ (b) As participant

(23) Organizational interest, such as making of suggestions for

improvement.

- (24) Ability to work under pressure.

E(2) Miselleue, Sacify and rate:

Dictation ability -

- (e) Accounting cases

- (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.):*

Security

B.

Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): —

Investigator

C. (1) Is emplovee available for general assignment wherever needs of service require? Ye Slf answer is not "yes." explain in narrative comments.)

(2) Is emplosee available for special assignment wherever needs of service require?

Yeaf answer is not "ves." explain in narrative comments.)

D. 1. Has employee had an abnormal sick leave record during rating period? MQ. 2. Has employee used more sick leare (including annual leave or LN'OP

for illness) during rating period than the amount of sick leave earned during such period? No

-, Il answer to either question is "Y'es." explain in

narrative comments.)

E.

Is employee qualified to operate a motor vehicle incidental to his official duties? ^

I No

if answer is "res."

personnel file must reflect the following: (a) Has valid State or local operator's license for type vehicle he is to use. (b) 15

physically fit to drive. (e) Past safe driving record Ol or has passed Bureau road lest.

ADJECTIVE KATING:

Excellent

Outstanding, Escellent, Satisfactory, Unsitisfactory

EMPLOYEES INITIAIS

exer

NW 55076 DocId: 32989533

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:

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## Page 33

Atlanta, Georgia

March 31, 1961

ALDEN F. MILLER

Special Agent

PART I GENERAL COMMENTS

SA MILIER 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 investigation

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 handling involed 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.

ascu

Initials

HGR:hs

NW 55076 DocId: 32989533

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3

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PART II SPECIFIC COMMENTS

1. Justification for Any Minus Ratings Given

NA

2. Experience and Ability as Inspector's Aide

NA

3. 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.

4.

Testifying Experience and Ability

Because of the nature of his assignments during this.

rating period, sA MILLER has not had the opportunity

to testily. He has had considerable experience in

testifying

in the past.

5. Disciplinary Action

NA

6. Accounting Information

NA

7.

Police Instruction

SA MILIER 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

8. 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

Initials

NW 55076 DocId:32989533 Page 34

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## Page 35

che 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

10. Foreign Language Ability

NA

1l. Administrative Advancement

(a) Interested in: Yes

No X

- анш

Initials

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35

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## Page 36

FD-185 (Rev. 8-16-63)

...is

INFORMATION CONTAINED

HERBIN

DAIT: 10/18/00

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

section

REPORT OF RERFORMANE PATIE

Name of Employee:

ALDEN E.

MILLER

Where Assigned:

Atlanta

(Division)

Official Position Title and Grade:

Special Agent

(Section, Unit)

GS-13

Rating Period:

from

April 1, 1964

_to

March 31, 1965

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

Charlis.

SHucking

Supervisor

Signature

Title

CHARLES S. HARDING

Reviewed by:

sk fonde

Special Agent

Signature

- In Charge

JOSEPH

K.

Rating Approved Ay:

SONER

Signature

Assistant Director

Title

TYPE OF REPORT

Official

fE Annual

REC 137

2

""?"

-NN-55076-DocId: 32989533 Page 36

1:

Administrative

60-Day

L

90-Day

Transfer

L

Separation from Service

Special

667-

Rashid

i APR 19 1655

+ +7

E'les document is

prepared in response to

you request

and is not for dissemi-

nation outside your Committee.

Its use

your Committee and the content may nut

nel without the express approval

Date

1965 a ca

limited to official proceedings by

disclosed

to unauthorized person.

Employee s

initio

Cerm

3/31/65

Date

3/31/65

MAY "7

Date

---

## Page 37

:D-185a (Rev. 4-14-58)

PEKFORMANCE RATING GUINE

FOR IVESTIGATIVE PERSONNA

(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 4/1/64 0 3/31/65

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:

I. "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.

adjective rating is reasonable in the light of elements rated.

1. Any element rated "Unsatisfactory"

8. An official rajective rating of Unsatistaeory pust 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).

(4) Physical fitness (including health, energy, stamina).

(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.

(8) Initiative and the taking of appropriate action on own

responsibility.

(9) Planning ability and its application to the work.

(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.

1 (13) Knowledge of duties, instructions, rules and regulations, in-

cluding readiness of comprehension and "know how" of

application.

(14) Tochnical or mechanical skills.

- (15) Investigative ability and results:

7 (a) Internal security cases

* (b) Criminal or general investigative cases

_ (c) Fugitive cases

(a) Prive cases

(17) Firearms ability.

(18) Development of informants and sources of information.

12 Repo in alien:

- (a) Investigative reports •

(b) Summary reports

(c) Memos, letters, wires

(Consider: conciseness; clarity; organization;

thoroughness; accuracy: > adequacy and perti-

nency of leads; — administrative detail.)

(20) Performance as a witness.

(21) Executive ability:

(a) Leadership

- (b)

Ability to handle personnel

Planning

Making decisions

Assignment of work

Training subordinates

Devising procedures

Emotional stability

(i) Promoting high morale

* (i) Getting results

+ 2) Abily on reids and dangerous asignments:

(a) As leade

+ (b) As participant

E

• (23) Organizational interest, such as making of suggestions for

improvement.

E 24) Ability ro work under pressure.

- (25) Miscellaneous Sacily and rate:

Dictation ability

_ (e)

Accounting cases

- (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.):*.

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 es

- (If answer is not "yes," explain in narrative comments.)

(2) Is employee available for special assignment wherever needs of service require? YeS (if answer is not "yes" explain in narrative comments.)

D. 1. Has employee had an abnormal sick leave record during rating period? O

for iles) durie rating period than elve aecount of sick ting pered during such period? NO mi reset to either question is" rest eyplain in

_ (If answer to either question is "Yes," explain in

narrative comments.)

F. Is employee er lifed ta operate one cle incidental to his official duries? a 'es

"Ies."

No

ersonnel file must reflect the following: (a) las valid State er local operator's license for lype vehicle he is to use. (b) 1

hssically fie to drive. (e) Past safe driving record OK or has passed Bureau road les

EXCELLENT

ADJECTIVE RATING:

_ EMPLOYEES INITIALS

Othe

Outstanding, Excellent, Satisfactory, T'usatisfactory

2

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Page 37

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## Page 38

4006(440415041

NARRATIVE 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 PERFORMANCE

INCLUDING ABILITY TO HANDLE COMPLICATED INVESTIGATIVE MATTERS AND

SUPERVISION REQUIRED:

During the entire rating period SA MILLER has 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 every respect.

SA MILLER is a qualified weekend supervisor, and periodically

serves in this capacity on Saturdays.

3

NW 55076. DocId: 32989533 Page 38

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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 wors

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

period was not

audited.

11. RESIDENT AGENTS:

NA

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DocId: 32989533

Page 39

4

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T

e% e

7.

assist the Atlanta Division in accomplishing its

desired results. His periormance in this phase of

the Bureau's program is excellent.

- 2A -

at

NW 55076 DocId: 32989533 Page 40

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## Page 41

12. EXPERIENCE AND ABILITY AS INSPECTOR'S AIDE:

NA

13. FOREIGN LANGUAGE ABILITY:

NA

Language in which proficient

Completed language school

• Yes INo

Fluent in -

_ language to extent Agent can handle typical investigative

problems as follows: (1) Conversation form

D 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

Frequency of use of

language ability used during rating period:

language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

• Yes

(b) Agent is

completely available for administrative advancement. D Yes

(c) Agent is considéred completely qualified at present for

administrative advancement, including experience, ability,

personality and appearance.

• Yes

(d) If answer to (c) is "Yes," Agent's qualifications considered

I very good D excellent

• outstanding

(e) If answer to (c) is "No," Agent considered to have potential

for future administrative advancement. If applicable,

explanatory comments required.)

• Yes

[& No

• No

D.No

• No

- 3 -

6

arn

NW 55076 DocId: 32989533

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## Page 42

+D-10S TREV. 8-16-037

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

REPORT OF PERFORNANCE RATING MISCRET

Name of Employee:

ALDEN F. MILLER

Where Assigned:

Atlanta

(Division)

Special Agent

Official Position Title and Grade:

Rating Period: from

April 1, 1965

_ to

(Section, Unit)

GS-13

March 31, 1966

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Supervisor

‹Special Agent

in Charge

Assistant Dírector

Title

Rated by:

nestes A !31

Ster 12 nellig

CHARLES S. HARDING D

Reviewed by:

Signature

JOSEPH K. PONDER

Rating Approveday: Ca

Signature

TYPE OF REPORT

+/ 041200/103

Official

* Annual

FC-139

32/

: it

mployee

nitial

atm

3/31/66

Date

APR 221966-

Date

Administratiye

60-Day

90-Day

Frongfer

Sparation from Service

Special

NW 55076 Docid: 32989533

Page 42

This document

as prepared in response to

your request and is not for dissemo

nation outside your

Committee.

Its use

limited to official proceedings by

your Committee and the content may nut be disclosed to unauthorized person

nel without the

express approval of the

---

## Page 43

PERFORMANCE RATING GUIDE

FOR INVESTIGATIVE PERSONNEL

(For use as attachment to Performance Rating Form Ns. FD-185)

Nome of Employee

ALDEN F. MILLER

_ Title Special Agent,

Rating Period: from 4/1/65

GS-13

3/31/66

_ to

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 +

narrative details.

in genie the no ho see can on end attached to t be factually justified by

2.

such rating factors.

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.

(1)

(2)

(3)

Personal appearance.

Personality and effectiveness of his personal contacts.

Attitude (including dependability, cooperativeness,

loyalty, enthusiasm, amenability and willingness to

(4)

(5)

equitably share work load).

Physical fitness (including health, energy, stamina).

Resourcefulness and ingenuity.

Forcefulness and aggressiveness as required.

Judgment,

including common sense, ability to arrive at

proper conclusions, ability to define objectives.

(8)

Initiative and the taking of appropriate action on own

responsibility.

(9)

Planning ability and its application to the work.

(10)

Accuracy and attention to pertinent detail.

(11)

Industry, including energetic, corsistent application to

(12)

duties.

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.

Knowledge of duties, instructions, rules and regulations,

including readiness of comprehension and "know how"

of application.

Investigative ability and results:

(a) Internal security cases

. (b)

Criminal or general investigative cases

(c)

Fugitive cases

_(d) Applicant cases

_(e)

Accounting cases

Physical surveillance ability.

(16) Firearms ability.

E

(17) Development of informants and sources of

(18)

information.

Repprting ability:

(a)

Investigative reports

(b)

(c)

Summary reports

Mems, etes, viciseness; clarity;

_thoroughness;

Kaccuracy; .

accuracation adequare and pertinency

of loads: = administrative detail.)

(19)

Performance as a witness.

(20)

Executive ability:

(a)

Leadership

_ (b)

(c)

Ability to handle personnel

Planning

(d)

Making decisions

Assignment of work

(f)

(g)

Training subordinates

(h)

Devising procedures

Emotional stability

(i Petionne suits

Promoting high morale

+ (21)

Ability on raids and dangerous assignments:

. (a) As leader

E

(22)

E(b)

As participant

Organizational interest, such as making of sug-

ta (23)

gestions for improvement.

Ability to work under pressure.

(24) Miscell Dictat

Specify and rate:

Dictation ability

l Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent,

supervisor, instructor, etc.):

Security

¿ Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): -

Investigator

: (1) Is emplovee avuilable for general assignment wherever needs of service require?

Yes

comments.)

Yes

(2) Is emplovee available for special assignment wherever needs of service require?

_ (If answer is not "yes," explain in narrative

(If answer is not "yes," explain in narrative

comments.)

leave or LHOP for illness)

Has emplovee used "of sick leave (including annual

(It answer to either

' Is employee qunlified to operate a motor vehicle incidental to his official duties? [X, Yes

No

If ansiver is

personnel file must reflect the following: (a) Has valid State or local overator's license for type vehicle he is to use.

(b) Is physicalls fit to drive. (e) Pust sale driving record Ok or has passed Burenu rond test.

ADJECTIVE RATING:

EXCELLENT

Outstanding, Excellent, Satisfactory, Unsatisfuctory

_ EMPLOYEE'S INITIALS -

NW 55076 DocId: 32989533

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## Page 44

FD 1850 (Rev. 2-12-65)"

HARRATIVE 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.

1. 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.

and his reporting ability can be rated as outstanding.

SA MILLER is an outstanding investige 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.

Initials

NW 55076 DocId: 32989533 Page 44

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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

3. PLATIA IN EXPERIENCE DARIEN

program In

an excellent manner.

. 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.

11. RESIDENT AGENTS:

NA

Initials

- 2 -

4

NW 55026 DooId:32989533 Page 45

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## Page 46

12.

EXPERIENCE AND ABILITY AS INSPECTOR'S AIDE:

NA

13. FOREIGN LANGUAGE ABILITY:

NA

Language in which proficient

Completed language school 0] Yes I No

- language to extent Agent can handle typical investigative

problems as follows: (1) Conversation form [Yes No

(2) Written form

• Yes ENo

Evaluate language proficiency in each phase as excellent, very good, good, fair or

unsatisfactory

Language

Read

Write

Speak Understand

Frequency

Frequency of use of .

- language ability used during rating period:

- language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

• Yes

(b) Agent is completely available for administrative advancement. • Yes

(c) Agent is considered completely qualified at present for

administrative advancement, including experience, ability,

personality and appearance.

(d)

If answer to (e) is "Yes," Agent's qualifications are considered

O very good excellent

• outstanding

(e) If answer to (c) is "No," is Agent considered to have potential

for future administrative advancement? (If applicable,

explanatory comments required.)

• Yes

L No

• No

• Yes No

I No

Initials

- 3-

NW 55076 DocId: 32989533

Page, 45

1: 5

+ 19

=: *

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## Page 47

FD-1858H67: 8-16-038

#MDR16

ALL INFORLATION CONTALNED

HEREIN IS UNCIASSIFIED

BE SPEALMlE

DANE 10/18/00

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE-

REPORT OF PERFORMANCE RATING

Name of Employee:

ALDEN E

MILLER

Where Assigned:

Atlanta

(Division)

Official Position Title and Grade:

Rating Period:

from

April 1, 1966

(Section, Unit)

Special Agent GS-13

_ to

March 31, 1967:

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

Supervisor

Signature

CHARLES S. HARDING

Reviewed by:

Mank V. IT

Special Agent

in Charge

FRANK V. Canadam

Assistant Direcror

Rating Approved by:

Signature

Title

TYPE OF REPORT

Official

& Annual

..

Administrative

• 60-Day

D 90-Day

Transfer

Separation from Service

Special

nel without the

"mployee

Initial

express

your Committee and the

nation outside your

3/31/67

Date

approval

of

content may

Committee.

3/31/67₴

nut

T'his document is prepared in response to

APR 25 3928

Date

disclosed to unautronized person

your request and is not for dissemi-

.: 1937

MW 55076 DocId: 32989533

Page 47

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## Page 48

PERFORMANCE RATING GUIDE

FOR INVESTIGATIVE PERSONNEL

(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 .

• 4/1/66

_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:

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.

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.

Ao

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)

(2)

(3)

Personal appearance.

Personality and effectiveness of his personal contacts.

Attitude (including dependability, cooperativeness,

loyalty, enthusiasm, amenability and willingness to

equitably share work load).

(4)

(5)

(6)

(7)

Physical fitness (including health, energy, stamina).

Resourcefulness and ingenuity.

Forcefulness and aggressiveness as required.

Judgment, including common sense, ability to arrive at

proper conclusions, ability to define objectives.

(8) Initiative and the taking of appropriate action on own

(9)

responsibility.

Planning ability and its application to the work.

(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.

I (13)

Knowledge of duties,

instructions, rules and regulations,

including readiness of comprehension and "know how"

of application.

(14) Investigative ability and results:

(a) Internal security cases

-(b)

Criminal or general investigative cases

_ (c)

Fugitive cases

- (d)

Accounting cases

(15)

-(e)

Applicant cases

+

Physical surveillance ability.

(16) Firearms ability.

(17) Development of informants and sources of

information.

-+ (18)

Reporting ability:

(a) Investigative reports

(b) Summary reports

(c) Memos, letters, wires

(Consider: #conciseness; -clarity;

morganization; mthoroughness

Laccuracy; adequacy and pertinency

of leads; administrative detail.)

(19)

(20)

Performance as a witness.

Executive ability:

-(a)

Leadership

. (b)

Ability to handle personnel

(c) Planning

(d)

Making decisions

(e)

Assignment of work

(f)

(g)

Training subordinates

Devising procedures

(h)

(1)

Emotional stability

Promoting high, morale

t(21)

E

+

(j)

Getting results

Ability on raids and dangerous assignments:

(a)

As leader

_b) As participant

(22)

Organizational interest, such as making of sug-

gestions for improvement.

(23)

Ability to work under pressure.

(24)

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, instructor, etc.):

Security

8. Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker):

Investigator

¿. (1) Is employee available for general assignment wherever needs of service require? YeS (If answer is not "yes," explain in narrative

(2)

Is emplosee available for special assignment wherever needs of service require? YeS (f answer is not "yes," esplain in narrative

comments.)

9. 1. Has employee had an abnormal sick leave record during rating period? No

Has empiovee used

leave or LWOP for illness)

Mine rating coriod than the mount of sick lee enmod ting soch norical sick leave (including annunl

- It' answer to either

question is "yes," explain in narrative comments.)

Is emplover qualified to opente a motor vehicle incidental to his officini dutiest

If answer is

personnel file must reflect the following:

iris valid icate or focal operator's license for type vehiele he is to use.

Is physically fit to drive. (e) Past safe driving record OK or has passed Burenu rond test.

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satistactory, Unsatisfactory

/

_ EMPLOYEE'S INITIALS CETViL

MN 55076

DocId: 32989533

Page 48

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## Page 49

FD - 185c (Rev. 2-12-65)

NARRATIVE COMMENTS

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.

3. 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

through his technical knowledge and ability. He is a qualified

weekend supervisor and

• periodically serves in this capacity on

Saturdays.

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.

cation

Initials

NN 55076 DooId: 32989533 Page 49

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## Page 50

5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED:

SA MILLER received a personal letter of commendation from the

for his exemplary services in connection

field.

SA MILLER shared the commendation of the (See 2-A)

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 been instrumental in developing numerous highly

placed sources in Government and institutions of learning,

which have been of significant service to the Bureau.

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

NW 55076 DocId: 32989533 Page 50

-2 -

4

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## Page 51

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=

por

Nw 55076. DocId: 32989533 Page 51

5

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## Page 52

12. EXPERIENCE AND ABILITY AS INSPECTOR'S AIDE:

NA

13. FOREIGN LANGUAGE ABILITY:

NA

Language in which proficient

Completed language school

DJ Yes I No

Fluent in

- language to extent Agent can handle typical investigative

problems as follows: (1) Conversation form

• Yes

• No

(2) Written form

• Yes ENo

Evaluate language proficiency in each phase as excellent, very good, good, fair or

unsatisfactory

Language

Read

Write

Speak Understand

Frequency

Frequency of use of

language ability used during rating period:

language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

• Yes

(b) Agent is completely available for administrative advancement.

D Yes

(c) Agent is considered completely qualified at present for

administrative advancement, including experience, ability,

personality and appearance.

• Yes

(d) If answer to (c) is "Yes," Agent's qualifications are considered

_ very good

• excellent

• outstanding

(e) If answer to (c) is "No," is Agent considered to have potential

for future administrative advancement? IIf applicable,

explanatory comments required.)

C*NO

• No

I No

O Yes [No

* =

Initials

1:

- 3 -

6

-NW-55076-DocId:32989533_Page 52

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## Page 53

FD-185 (Rev. 8-16-63)

ALI INFORVARICA CONTALNED

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

Name of Employee:

ALDEN F. MILLER

Where Assigned:

Atlanta

(Division)

Official Position Title and Grade:

Special. Agent, GS-13

Rating Period:

from

April 1, 1967

_ to.

(Section, Unit)

March 31, 1958

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Charles

Rated byCHARIUS 5. HARiSiNtature

SParing

Supervisor

Title

Track V. I Lo

Special Agent

• Charge

Reviewed by:

FRANK

• Assistant Director

Rating Approved by:

Signature

Title

3/51/33

Date

3/31/S8

Date

ArN 5 1968

Date

TYPE OF REPORT:

This document is prepared i response to your request and is not tor dissemi

nation outside your Committee.

Its use

limited to official proceedings by

your Committee and the content may nut

be disclosed to unauthorized person

without the express approval of

(Ã] Official

[& Annual

C, Administrative

60-Day'*

Jm90-Day.

I, Transfer

Separation from Service

Special

NW 55076 DocId: 32989533 Page 53

---

## Page 54

PERFORMANCE RATING GUIDE

FOR INVESTIGATIVE PERSONNEL

(For use as attachment to Performance Rating Form No. FD-185) •

Nome of Employee

ALDEN F. MILLER

RATING GUIDE AND CHECK-LIST

Noto:

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.

Satistactory (good or very good).

Unsatisfactory.

No opportunity to appraise performance during rating period.

Guide for determinin adi e ive raties

artive det as ictive ning sons to con that all elech von he of sec Con each and evere ated elemen ibe factually justified by

2.

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.

I

+

_ (14)

+

(1)

(2)

(3)

Personal appearance.

Personality and effectiveness of his personal contacts.

Attitude (including dependability, cooperativeness,

loyalty, enthusiasm, amenability and willingness to

(4)

(5)

(6)

(7)

equitably share work load).

Physical fitness (including health, energy, stamina).

Resourcefulness and ingenuity.

Forcefulness and aggressiveness as required.

including common sense, ability to arrive at

ability to define objectives.

(8)

Initiative and the taking of appropriate action on own

(9)

Planning ability and its application to the work.

(10)

Accuracy and attention to pertinent detail.

(11)

Industry, including energetic, consistent application to

(12)

duties.

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

(13)

employee's control.

Knowledge of duties, instructions, rules and regulations,

including readiness of comprehension and "know how"

of application.

Investigative ability and results:

Internal security cases

_(b)

Criminal or general investigative cases

. (c)

Fugitive cases

o(d) Acclicant cases

(15) Physical sueilance acasey.

(16)

(17)

- (18)

Firearms ability

Development of informants and sources of

information.

Reporting ability:

(a) Investigative reports "

(b)

Summary reports

(c) Memos, letters, wires

/conciseness; _clarity

[ thoroughness

[accuracy;

_adequacy and pertinency

of leads: _administrative detail.)

(19)

(20)

Performance as a witness.

Executive ability:

- (a)

(b)

Leadership

(e)

Ability to handle personnel

Planning

(d)

Making decisions

e)

Assignment of work

(f)

(g)

Training subordinates

Devising procedures

(h)

Emotional stability

(i)

Promoting high morale

+ (21)

Getting results

Ability on raids and dangerous assignments:

. (a)

As leader

É

_(b) As participant

- (22)

Organizational interest, such as making of sug-

gestions for improvement.

_ (23) Ability to work under pressure.

(24) Misgellaneous.

Specify and rate:

→ Dictation Bolly

anDlicanE brogram

Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agen

ipervisor, instructor, etc.

Security

B. Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): -

Investigator

C. (1) Is emplovee available for general assignment wherever needs of service require? YOS (If answer is not "yes," explain in narrative

comments.)

2 Is emperose available or special assignment wherever needs of service require? Yes_ (f answer is not "yes," explain in narrative

D. 1. Has employee had an abnormal sick leave record during rating period? 110 2

Hns employee used more-sick leave (including annual

question is so pit i nuare come than the amount of sick leve cummed during such period?

1Q (If answer to either

E Lensee guite tone motor ice in codent his official dated or

Yes

No

(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 rond test.

ADJECTIVE RATING:

Excellent

- EMPLOYEE'S INITIALS MILL:

Outstanding, Excellent, Satistinctory, Unsatisfactory

NW 55076 DocId: 32989533

Page 54

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## Page 55

5b-1850/neV. 212-001

NARRATIVE COMMENTS

1. PERSONAL APPEARANCE AND PERSONALITY:

SA MILLeR makes an excellent personal appearance, dressing

in good business taste. He is effective in his contacts and

is extremely personable.

2. ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS:

SA MILLER has participated in highly dangerous assignments

during the 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

assignrent, 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 of the Atlanta

Division and has handled

involved investigative matters

in the racial, security,

and

civil rights fields. He can handle involved investigative

matters with a minimum of supervision and has handled numerous

complicated SGE and applicant investigations with a security

connotation.

SA MILLER is an outstanding investigator and his written

communications are outstanding in every respect. He has

consistently demonstrated an outstanding attitude toward his

assignments, and his penetrative and thorough investigations

involving security subjects and individuals with intelligence

training have been of immeasurable value to the Bureau.

on Millch Is a qualiiled weekend supervisor and periodically

SA MILLER has recruited an applicant for the Bureau and his

contribution is considered

excellent in this vital Bureau

program.

Bitron!

Initials

NW 55076 DocId: 32989533 Page 55

3

!

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## Page 56

5. NUMBER OF INCENTIVE AWARDS AND COMMENDATIONS RECEIVED:

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. DISCIPERATE REPFOR AND JUSTIFICATION FOR ANY UNSATISFACTOR TrANGE 4)

(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. TESTIPYING EXPERIENCE AND ABILITY:

SA MILLER testified before a U. S. Commissioner during the

rating pejod in an excellent manner.

9. ACCOUNTING INFORMATION:

NA

10. POLICE INSTRUCTION:

SA MILLER is a general police instructor; however, his

confidential

rating portod ssignments nave precluded his use during the

mass more.

11. RESIDENT AGENTS:

NA

Initials

- 2 -

NW. 55076 DocId: 32989533 Page 56

4.

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## Page 57

12. EXPERIENCE AND ABILITY AS INSPECTOR'S AIDE:

NA

13. FOREIGN LANGUAGE ABILITY:

NA

Language in which proficient

Completed language school DYes DJ No

Fluent in

- language to extent Agent can handle typical investigative

poems a follows: tens me

(2) Written form

Evaluate language proficiency in each phase as excellent, very good, good, fair or

unsatisfactory

Language

Read

Write

Speak

Understand

Frequency

Frequency of use of

language ability used during rating period:

language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

(b) Agent is completely available for administrative advancement.

(c) Agent is considered completely qualified at present for

administrative advancement, including experience, ability,

personality and appearance.

(d) If answer to (c) is "Yes," Agent's qualifications are considered

• very good

• excellent

• outstanding

(e) If answer to (c) is "No," is Agent considered to have potential

for future administrative advancement? (If applicable,

explanatory comments required.)

• Yes

• Yes

• Yes

Yes

] No

DJ NO

D No

I No

Initials

NW 55076 DocId:32989533

Page 57

- 3 -

S

-

---

## Page 58

:.

...

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.

- 4

6

NW 55076 DocId: 32989533

Page 58

Cisan

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## Page 59

FD-185 (leY. 8-36-63)

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

#MDR16

ALE INFORMATION CONTAINED

FERDIN IS UNCLASSIFIED

DATE 10/18/00 BY SP-275 REPORT OF PERFORMANCE RATING

Name of Employee:

ALDEN F. MILLER

Where Assigned:

ATLANTA

(Division)

Official Position Title and Grade:

Special Agent, GS-13

Rating Period:

from

August 22, 1968

= to

(Section, Unit)

November 22, 1968

ADJECTIVE RATING:

EXCELLENT

Outstanding, Excellent, Satisfactory, Unsctisfactory

Rated by:

Reviewed by:

Rating Approved by,

CHARLES HE HAYNES

Signature

FRANK X. HITT

Supervisor

Title

Special Agent

in Charge

Title

Rosinin Assistant Director

TYPE OF REPORT

Official

[ Annual

[X]

nel without the

mployee'

nitia

express

11/22/68

Date

approval of

11/22/68

the

your Committee and the content may nut

nation outside your Committee.

This document is prepared in response

Date

FBI

- DEG 18

1968'

Administrative

6D-Day.

90-Dày

Transfer

Separation from Service

"Special

be disclosed to unauthorized person

Its use is limited to official proceedings by

your request and is not for dissemi-

NW 55076 DocId: 32989533

Page

59

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## Page 60

FD-185@ (Rev. 11-8-õ5)

Name of Employee

PERFORMANCE RATING GUIDE

FOR INVESTIGATIVE PERSONNEL

(For use as attachment to Performance Rating Form No. FD-185)

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.

Guide for determining adjective rating:

"Excellent," "Satisfactory"

must be supported by narrative comments.

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

(1)

(2)

(3)

(4)

(5)

(6)

(7)

Personal appearance.

Personality and effectiveness of his personal contacts.

Attitude (including dependability, cooperativeness,

loyalty, enthusiasm, amenability and willingness to

equitably share work load).

Physical fitness (including health, energy, stamina).

Resourcefulness and ingenuity.

Forcefulness and aggressiveness as required.

Judgment,

including common sense, ability to arrive at

(8)

proper conclusions, ability to define objectives.

Initiative and the taking of appropriate action on own

(9)

responsibility.

Planning ability and its application to the work.

(10)

(11)

Accuracy and attention to pertinent detail.

Industry, including energetic, consistent application to

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.

Knowledge of duties, instructions, rules and regulations.

including readiness of comprehension and "know how"

of application.

* (14)

Investigative ability and results:

Internal security cases

_ (b)

Criminal or general investigative cases

•{c) Fugitive cases

_(d) Applicant cases

(e)

Accounting cases

(15)

Physical surveillance ability.

E

(16)

(17)

Pirearms abiliti

Development of informants and sources of

information.

- (18). Reporting ability:

a) Investigative reports

(b)

Summary reports

of leads; administrative detail.)

(19) Performance as a witness.

(20)

Ex Cute, abide.

_ (a)

(b)

Leadership

Ability to handle personnel

(c) Planning

E

(d)

Making decisions

(e)

(f)

Assignment of work

Training subordinates

(g)

Devising procedures

(h)

Emotional stability

(i)

Promoting high morale

_(j ) Getting results

- (21)

Ability on raids and dangerous assignments:

(a) As leader

(b) As participant

(22)

Organizational interest, such as making of sug-

gestions for improvement.

+

(23) Ability to work under pressure.

(24) Miscellaneous. Specify and rate:

Bittin applicant 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.):

Security

B. Specify employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker):.

Investigator

C. (1) Is employce available for general assignment wherever needs of service require? YeS. (If answer is not "yes," expluin in narrative

(2) Is employee available for special assigument wherever needs of service require? Yes

- (If answer is not "yes," explain in narrative

D. I. Has emploved had an abnormal sick leave record during rating period?

-2. Has employee used more

sick leave (including annual

leave or LHOP for illness)

during rating period than the amount of sick leave earned during such period?

No_ If answer to either

"yes," explain in narrative comments.)

Is employee qualified to operate a motor vehicle incidental to his official duties?

f7 Yes

personnel file must reflect the following:

has diac valiciente or Tocal operntor's license for type vehicle he is to use.

is physically fit to drive. (e) Past safe driving record Ok or has passed Burenu roud test.

ADJECTIVE RATING:

EXCELLENT

Outstanding, lixcellent, Satisfactory, Unsatisfactory

- EMPLOYEES INITIALS Cum

NW 55076 DocId: 32989533

Page 60

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## Page 61

HARRATIVE 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 developed 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

a 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

a 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 avare 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.

Initials

NW 55076 DooId: 32989533

Page 61

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## Page 62

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.)

SA MILLER was censured by letter from the Bureau dated

B/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 laculty

members in educational institutions which have been of

considerable significance in revealing information regarding

activities of the Ney Left movement on college campuses.

8. TESTIFYING EXPERIENCE AND ABILITY:

(continued

on page 22)

SA MILLER has not testified during the rating period.

9. ACCOUNTING INFORMATION:

N/A

io. 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.

11. RESIDENT AGENTS:

N/A

Initials

- 2-

4

NW 5507f-Do01d+32989533-Bage_62

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## Page 63

;.:*

(Number 7 continued)

The highly placed sources in Government as well as

institutions of learning have been of significant service

in furnishing information which would have been difficult

to obtain otherwise.

-22-

5

NN 55076 DocId: 32989533 Page 63

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## Page 64

.. 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

_ language to extent Agent can handle typical investigative

problems as follows: (1) Conversation form • Yes

(2) Written form

Evaluate language proficiency in each phase as excellent, very good, good, fair or

unsatisfactory

Language.

Read

Write

Speak Understand

Frequency

Frequency of use of .

. language ability used during rating period:

language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

• Yes X] 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 excellent 1 outstanding •

(e) If answer to (c) is "No," is Agent considered to have potential

for future administrative advancement? IIf applicable,

explanatory comments required.)

• Yes No

Initials

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## Page 65

; ED -185 (Rav. 6-20-57)

sM.

#MDR16

AUL INFORYAT !US CONTAINED

HEREIN IS UNCLASSIPIED

DATE 10 180O BISP-ZALMI

Name of Employee:

Where Assigned:

Official Position Title:

Rating Period:

from

EDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

REPORT OF PERFORMANCE RATING

it sitis

ALDEN F. MILLER

Atlanta

(Division)

Special Agent

April 1, 1963

(Section, Unit)

GS-13.

_ to

•

March 31, 1964

ADJECTIVE RATING:

Excellent

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

Herse

Supervisor

HENRY G. ROWSE

Signature

Reviewed by:

James E. Me. Mahon si char e

Special sent

JAMES E

MCMAHON

Signature

Title

Rating Approved by:

Signature

Assistant Director

Title

TYPE OF REPORT

(X) Official

(8) Annuqlit-137

Administrative

) 60-Day

( ) 90-Day

initio

) 'Transfer

( ) Separation from Service

• T'histocument is prepared in response to your request gud i not for dissemi

ination outside your Committee.

Its use is limited to offical proceedings br

your Committee and the content may nut be disclosed to unauthorized persoz

nel without the express approval of the FBI.

NW 55076 DodId: 32989533

Page 65

Employee's

Initials

aond

3/31/64

Date

3/31/64

Date

Date

APR 23 964;

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## Page 66

PERFORMANCE RATING GUIDE

FOR NVESTIGATIVE PERSONEL

(For use as attachment to Performance Rating Form No. FD-185)

Name of Employee

ALDEN F. MILLER

Title Special Agent, GS-13

Raring Period: from 4/1/63 to 3/31/64

Note:

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).

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

• 2.

adjective rating is reasonable in the light of elements rated.

* Any element rated "Unsatisfactory" must be supported by narrative comments

3. 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 ot his personal contacts.

(3) Attitude (including dependability, cooperativeness, loyalty,

enthusiasm, amenability and willingness to equitably share

work load).

(4) Physical fitness (including health, energy, stamina).

(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.

(8) Initiative and the taking of appropriate action on own

responsihility.

(9)

Planning ability and its application to the work.

(10)

Accuracy and attention to pertinent detail.

• (11) Industry, including energetic, consistent application to duties.

E (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.

E (13) Knowledge of duties, instructions, rules and regulations, in-

cluding readiness of comprehension and "know how" of

application.

(14) Technical or mechanical skills.

(15) Investigarive ability and results:

(a) Internal security cases

(b) Criminal or general investigative cases

_ (c) Fugitive case

= (d) Applicant case

O (e) Accounting cases

(17) Firearms ability.

(18) Development of informants and sources of information.

I (19) Reportinvestigay:

• (a) Investigative reports

€ (b) Summary reports

- (c) Memos, letters, wires

(Consider: conciseness; clarity; organization;

thoroughness: * accuracy; ‡ adequacy and perti-

nency of leads; =-administrative detail.)

(20) Performance as a witness.

(21) Executive dershy

(a) Leadership

(b) Ability to handle personne

½18 Making decisions

K (e) Assignment of work

< Devining subedinates

(g) Devising procedures

_ (h) Emotional stability

(i) Promoting high morale

E

(i) Getting results

• (22), Ability on raids and dangerous assignments:

= (s) As participant

(23) Organizational interest, such as making of suggestions for

improvement.

(24) Ability to work under pressure.

E(25) Miscellacus, acity and rate:

Dictation ability -

+ (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.):

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.

YeSil answer is not "ves." explain in narrative comments.)

(2) Is employee available for special assignment wherever needs of service require?

¿eff 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 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

• Is emplovee qualified to operate a motor vehicle incidental to his official duties.

personnel file must reflect the following: (a) Has valid State or local operator's license for type vehicle he is to use. (bo) 15

physically fit to drive. (c) Past safe driving record OR or has passed Bureau road test.

ADJECTIVE RATING:

EXCELLENT

Outstanding, Excellent, Satisfactory, Unsitisfactory

— EMPLOYEE'S INITIALS -

arm

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## Page 67

Atlanta, Georgia

March 31, 1964

ALDEN F. MILLER

Special Agent, GS-13

PART I GENERAL, COMMENTS

SA MILLER is tall, and has a well proportioned,

robust build. He has a very friendly personality, always

dresses neatly, and is well liked by his fellow employees.

SA MILLER continues to be assigned to Headquarters

City handling primarily security type cases, involved racial

matters, as well as some sensitive Civil Rights and Election

Law investigations in rural Georgia counties.

He is forceful,

aggressive, enthusiastic, and displays a high degree of

initiative.

His written

work is well prepared,

and requires

little supervision.

He is a very capable Agent, and has a

mature type judgment that is necessary for the handling of

controversial and sensitive type investigations.

He can

andle any complicated Bureau investigation, and is capable

o1 participating in raids and dangerous assignments. He

has no known limitations on his physical condition, and is

SA MILLER is a weekend supervisor, and always

discharges his responsibilities in a very satisfactory

manner.

arm

Employee's Initials

NW 55076 DocId: 32989533* Page 67

3

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## Page 68

PART II - SPECIFIC COMMENTS

1. Justification for Any Minus Ratings Given

NA

2. Experience and Ability as Inspector's Aide

NA

3.

Participation in Informant Program

4.

Testifying Experience and Ability

Due to the nature of his assignments,

SA MILLER has not

testified during this rating period.

He has testified

considerably in the past in all Federal tribunals, and

has made an excellent witness.

Initials

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.: 4

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## Page 69

5.

6.

Disciplinary Action

NA

Accounting Information

NA

7. Police Instruction

SA MILLER is a qualified general police instructor, and during.

this rating period has participated in three police schools..

He works primarily security type investigations.

The SAC or the ASAC did not have the opportunity to audit sa.

MILLER's presentation during this rating period due to the

limited number of police schools he participated in.

SA MILLER

makes an excellent personal appearance, has a very

friendly

personality, and gets along well with police officers.

3. 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.

During this rating period he has been

called upon to make two actual installations of TESURS. He also

a stronone

discusses technical equipment at firearms, and all equipment at

the annual Agent technical conferences. He makes an excellent

presentation.

SA MILLER makes the regular telephone and microphone surveys in

headquarters office, as well as Resident Agencies,

and has excellent

liaison

with the Southern Bell Telephone Company.

arm

initials

•rom

NW 55076 DocId: 32989533 Page 69

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## Page 70

----

----

....

...

Resident Agents

NA

0. Foreign Language Ability

NA

Administrative Advancement

(a) Is Agent interested in administrative advancement?

Yes (

No (x)

(b)

Is Agent completely available for administrative

advancement?

Yes ()

No ()

(c)

Is Agent considered completely qualified at present

for administrative advancement, including experience,

ability, personality and appearance?

Yes ( )

No ()

(a)

If answer to (c) is "Yes," would you consider his

qualifications

Very Good ()

Excellent (

Outstanding (

(e)

If answer to (c) is "No," does he have potential for

future administrative advancement?

Yes ()

No ()

nitials

NW 55076 DocId: 32989533' Page 70

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## Page 71

...

FD-1,85, (Ror- 2-16-63)

net goes

ALE INTORKATION COTTAINED

BY SPRALI

FEDERAL BUREAU OF INVESTIGATION

UNITED STATES DEPARTMENT OF JUSTICE

REPORT OF PERFORMANCE RATING

ALDEN F. MILLER

Name, of Employee:

Where Assigned:

ATLANTA

(Division)

Official Position Title and Grade:

(Section, Unit)

Special Agent, GS-13

Rating Period:

from

April I, 1968

- to

March 31, 1969

ADJECTIVE RATING:

SATISFACTORY

Outstanding, Excellent, Satisfactory, Unsatisfactory

Rated by:

Charle Taper Supervisor

CHARLES T.

Special Agent

Reviewed by:

in Charge

FRANK V. Himature

Title

Rating Approved ins

Assistant Director

Signature

TYPE OF REPORT

Employee's

Initials

3/31/69

Date

3/31/69

Date

Date

[X Official

* Annual

Administrative

60-Day.

•90-Day

Transfer

Separation from Service

Special

This document is prepared in response to your request and is not for dissemi-

nation outside your Committee.

Its use

is limited to official proceedings by

your Committee and the content may nut be disclosed to

unauthorized person

nel without the express

approval

the FBI.

!:

NW 55076 DocId: 32989533

Page 71

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## Page 72

FD-185a (Rev. 11-8-65)

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

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:

1.

"Outsie deg as, entive a eason ros consider in elch worth special cant each on ever ate led to be factually justified by

2.

Any element rated "Unsatisfactory" must be supported by narrative comments.

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.

E

(1)

(2)

(3)

(4)

(5)

(6)

(7)

(8)

Personal appearance.

Personality and effectiveness of his personal contacts.

Attitude (including dependability, cooperativeness,

loyalty, enthusiasm, amenability and willingness to

equitably share work load).

Physical fitness (including health, energy, stamina).

Resourcefulness and ingenuity,

Forcefulness and aggressiveness as required.

Judgment, including common sense, ability to arrive at

proper conclusions, ability to define objectives.

Initiative and the taking of appropriate action on own

(9)

responsibility.

Planning ability and its application to the work.

(10)

Accuracy and attention to pertinent detail.

(11)

Industry, including energetic, consistent application to

duties.

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.

Knowledge of duties, instructions, rules and regulations,

including readiness of comprehension and "know how"

of application.

+ (14)

Investigative ability and results:

(a) Internal security cases

+ (b)

Criminal or general investigative cases

-(c) Fugitive case:

(d) Applicant cases

+

(15) Physicals Neilance a cases.

(16)

E: (17)

Firearms ability.

Development of informants and sources of

information.

— (18)

Reporting ability:

(a) Investigative reports

(b) Summary reports

(c) Memos, letters, wires

Consider: #conciseness; clarity

_organization: -*thoroughness:

accuracy; adequacy and pertinency

of leads; administrative detail.)

-: (20)

Performance as a witness.

(20)

Executive abilide:

_(a) Leadership

E. (b)

Ability to handle personnel

(c)

Planning

+

— (12)

(d)

Making decisions

(e)

Assignment of work

. (f)

(g)

Training subordinates

Devising procedures

. (h)

(13)

E

_(i)

Emotional stability

Promoting high morale

+ (21).

_(j ) Getting results

Ability on raids and dangerous assignments:

_(a)

As leader

E

_(b) As participant

- (22)

Organizational interest, such as making of sug-

gestions for improvement.

- 24) Miscella or Spectressure

Specify and rate:

Dictation ability.

- Applicant Recruiting

A. Specify general nature of assignment during most of rating period (such as security, criminal, applicant squad, or as Resident Agent,

supervisor, instructor, etc.):

Security

B. Specity employee's most noteworthy special talents (such as investigator, desk man, research, instructor, speaker): -

Investigator

C. (1) Is employce available for general assignment wherever needs of service require? YeS (If answer is not "yes," explain in narrative

(2) Is employce available for special assignment wherever needs of service require? YeS (If answer is not "yes," explain in narrative

comments.)

9. 1. Hns emplovee had an abnormal sick leave record during rating period?

leave or LWOP for illness) during rating period than the amount of sick leave earned during such period?

2. Ins employee used "NO If answer to either

sick lenve (including annual

question is "yes," explain in narrative comments.)

No

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. (e) Pust sate driving record OK or has passed Burenu road test

SATISFACTORY

ADJECTIVE RATING:

Outstanding, Excellent, Sutisfuctory, Unsntistuctory

- EMPLOYEE'S INITIALS GET

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## Page 73

NARRATIVE COMMENTS

1. PERSONAL APPEARANCE AND PERSONALITY:

SA Miller presents an excellent appearance, dressing in good

business taste, and possessing a pleasant personality which

is effective in his personal contacts.

2. ABILITY TO PARTICIPATE IN RAIDS AND DANGEROUS ASSIGNMENTS:

SA Miller has not actually participated in any raids during

the rating period; however, he is jully qualified to participate

in raids and dangerous assignments.

3. 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 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 in most cases

very involved investigative matters in the security, racial,

and civil rights field,

as well as very delicate SGE investigations.

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 suificient

forcefulness to produce outstanding investigative results.

SA Miller has been successful in developing informants who have

furnished valuable information, particularly regarding New Left

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 avare of the importance of this program.

SA Miller is a weekend and holiday supervisor and periodically

serves in that capacity in an excellent manner.

Initials

• NW 55076 DocId: 32989533 Page 73

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## Page 74

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, JI.; on 6/13/68, for participation in the (continued on page

22)

6. DISCIPLINARY ACTION AND JUSTIFICATION FOR ANY UNSATISFACTORY ITEMS:

(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

19/17/68, 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

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, l security informant, l 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.

11. RESIDENT AGENTS:

NA

Initials

- 2-

NW 55076 DocId: 32989533 Page 74

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=...

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## Page 75

(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.

iniormants-ghetto, and 1 racial liaison source.

He is currently

assigned I security informant, l potential security informant,

• probationary racial intormant ghetto, and 2 racial liaisor

sources, the others having been re-assigned or closed.

SA Miller

has been

particularly eifective in developing sources anong

students and faculty members and obtaining considerable information

regarding New Leit activities

on college campuses.

participation in this area is

considered excellent.

une.

-22-.

Rilen

NW 55076 DocId: 32989533 Page 75

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## Page 76

12. EXPERIENCE AND ABILITY AS INSPECTOR'S AIDE:

NA

13. FOREIGN LANGUAGE ABILITY:

Language in which proficient

Completed language school

D Yes ENo

Fluent in

- language to extent Agent can handle typical investigative

problems as follows: (1) Conversation form D Yes

• No

(2) Written form

Evaluate language proficiency in each phase as excellent, very good, good, fair or

unsatisfactory

Language

Read

, Write

Speak

Understand

:

Frequency

Frequency of use of

language ability used during rating period:

- language ability anticipated during ensuing year:

14. ADMINISTRATIVE ADVANCEMENT:

(a) Agent is interested in administrative advancement.

[ Yes

(b) Agent is completely available for administrative advancement. • Yes

(c) Agent is considered completely qualified at present for

administrative advancement, including experience, ability,

personality and appearance.

Yes

(d) If answer to (c) is "Yes," Agent's qualifications are considered

• very good excellent outstanding

• (e) If answer to (c) is "No," is Agent considered to have potential

for future administrative advancement? (If applicable,.

explanatory comments required.)

• Yes

I No

I No

I No

Initials

- 3 -

6

• NW 55076 DocId: 32989533 Page 76

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