104 10304 10000

104-10304-10000 2025 RELEASE UNDER THE PRESIDENT JOHN F. KENNEDY ASSASSINATION RECORDS ACT OF 1992

911 7-1-12-79 PERS 79-1222 Allx 790112

8 January 1979

MEMORANDUM FOR: Director of Personnel SUBJECT : Annual Fitness Report - George Joannides Operations Officer GS-16 ESN 064818 23 DOB 5 July 1922 067180743

1. This Memorandum in Lieu of Fitness Report is prepared in accordance with HR 20-20, for the period mid-June 1978 through 12 January 1979. The occasion of the Fitness Report is the retirement of the rating official.

2. The undersigned was detailed in mid-May to serve as the Agency's Principal Coordinator for work with the House Select Committee on Assassinations. As it became apparent that the volume of the work required assignment of additional full-time personnel, the decision was made that one experienced officer was needed to handle the DDO account. A senior officer experienced in DDO work and available to serve for several months was requested. Mr. Joannides was known to the undersigned by reputation, although not personally, and arrangements were made for his detail to the work. While there is no way to outline the qualifications that one should have for this sort of work, it became quickly clear that Mr. Joannides was the perfect man for it.

3. Mr. Joannides was responsible for a new procedure in recording of exchanges with the HSCA. As it developed, the Agency's logs and records on the status of requests by the HSCA and the Agency's responses became the only reliable record; it was clear that the HSCA often did not know the status of business in this respect and time and time again had to come to this office for clarification. Beyond that early contribution to the ordering of the affairs of the office, Mr. Joannides handled day-to-day follow-ups of requirements by telephone with the DDO focal point as well as throughout the DDO. Further, the firm position that he took with the young investigators in response to aggressive harassment on some occasions was exactly what the situation called for. A person of his maturity and experience handled the job exactly as required by the situation. If the peculiar nature of the work did not call on Mr. Joannides for all the talents of his wide experience, it nonetheless was his experience and quick perceptions that ensured a superior performance. His advice and

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counselling on courses of action to cope with unique situations was always sound and responsible.

1. The work in this assignment provided little occasion for Mr. Joannides to demonstrate attitudes on either EEO matters or economy, considerations that are required by regulation for comment in Fitness Reports. As a result, no comment is made.

2. Not because of the demands on his superior talents, but because of the cool efficacy with which he handled an unusual special assignment, Mr. Joannides' work is evaluated as Outstanding.

S. D. Breckinridge

I certify that I have seen the comments in the Narrative section of this memorandum.

George Joannides 2 اشة 8 79 Date 14

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FITNESS REPORT

SECTION Norge GENERAL 1. NAME (Last) (First) (Middle) EMPLOYEE SERIAL NUMBER 06481858 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD 7-5-22 M99 GS-14D

gm jp 7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION DDP/S.A.S. JMWAVE

1. OFFICIAL POSITION TITLE Ops. Officer

2. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISOR X ANNUAL REASSIGNMENT EMPLOYEE CAREER-PROVISIONAL (See instructions Section C) SPECIAL (Specify): SPECIAL (Specify):

3. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From- to-) 1 April 1963 - 31 March 1964

SECTION B PERFORMANCE EVALUATION

W-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.

A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.

P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.

S - Strong Performance is characterized by exceptional proficiency.

O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.

SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).

SPECIFIC DUTY NO. 1 RATING LETTER Supervises and manages the Station's covert action branch which S employs [ten] staff officers and Seven contract employees. 199 24 24 SPECIFIC DUTY NO. 2 RATING Serves as senior case officer for a student project which involves LETTER distribution of printed propaganda, production of radio programs, 99 and the development of political action programs. SPECIFIC DUTY NO. 3 RATING LETTER Maintains liaison with the FI, CI and PM branch chiefs, in order 94 to insure that t the Station's covert action effort is appropriately (P supporting the missions of the other branches.

SPECIFIC DUTY NO. 4 RATING Conducts production and security reviews on the Station's covert LETTER action operations.: 99 SPECIFIC DUTY NO. 5 RATING LETTER

SPECIFIC DUTY NO. 6 RATING LETTER

OVERALL PERFORMANCE IN CURRENT POSITION, D? Take into account everything about the employee which influences his effectiveness in his current position such as per- formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, RATING LETTER [s] S place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.of.

8 JUN 1964 4-62 FORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET GROUP 1 Excluded from avtomatle downgrading and declassification

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SECTION C NARRATIVE COMMENTS OFFI Indicate significant strengths or weaknesses demonstrated in current position keeping in profer pergestive their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendatiotraining. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section Bio provide best basis for determining future personnel action. Manner of performance of managerial or, supervisory duties must be described, if applicable. JUN 4 M Subject is a hard working, dedicated and effectos Affficer who has proven by performance that he can accomplish assigned operational tasks in allowable time limits. The period covered by this fitness report represents Subject's initial Agency exposure to those first echelon management responsibilities which are implicit in a branch chief's assignment in a Station that has 313 employees. Subject responded to the challenge of the first echelon supervisory responsibilities in an exemplary manner. Subject managed a branch that had a yearly budget of two million four hundred thousand dollars. These funds were judiciously spent on printed propaganda, white and black radio programs, and on political action operations which were implemented via labor, student and professional groups. Subject has the knack of judiciously blending quality with quantity and in this melding effort, Subject reflected cost consciousness and effectiveness in the use of personnel, space equipment and funds. Subject has a distinct flair for political action operations and can translate policy directives into meaningful action programs by all of his assets. Subject has the ability to delegate authority and to appropriately fix responsibility with those officers whom he supervises. In the management field).. Subject's only discernible weakness is a tendency to be abrupt with subordinates. It is believed that this minor shortcoming will be overcome with the acquisition of added experience in the field of personnel management. On balance therefore, Subject's overall perfor- mance as a supervisor and as an intelligence officer warrants an 99 SECTION D CERTIFICATION AND COMMENTS evaluation of' Strong" BY EMPLOYEE 1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT DATE SIGNATURE OF EMPLOYEE (CONTINUED) 15 May 1964 /s/ (signed in pseudo on Field Transmittal)

BY SUPERVISOR 2. MONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION UNDER MY SUPERVISION 22 months DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE 15 May 1964 Chief of Station, JMWAVE (s/ Andrew K. REUTEMAN (signed in pseudo on Fld. Trans 3. COMMENTS OF REVIEWING OFFICIAL BY REVIEWING OFFICIAL

Although I have had few chances to personally observe work, I concur in the supervisor's comments and rating due to my general impression of capabilities and performance of duty received in occasional meetings extending over a number of years.

DATE TYRED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF REVIEWING OFFICIAL 1 June 1964 Deputy Chief, WH (SA) Bruce B. Cheever

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C C

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CONTINUATION SHEET Section C - Narrative Comments

Subject has additional growth potential as an intelligence officer and as a first echelon supervisor of individuals doing a basic intelligence task. Ethnic origins, foreign language fluency and experience acquired to date generally dictates a career for Subject in the general arena of Greek operations. While the major thrust of Subject's career orientation should be geared toward Greece and its related problems, it is believed that it is essential that, on a periodic basis, Subject be directed into non-Greek areas of interest, in order that the continued challenge of new horizons will stimulate Subject to develop to his full capacity. In practical terms, this means that out of any eight-year time cycle, at least two years should be spent by Subject on non-Greek or even non-European affairs. This officer has the potential to be a broad-gauged officer but he must be stimulated and led in that direction which will fully harness the totality of his potential.

The rating officer would be pleased to have Subject work with him at any other Field Station that might be entrusted to the rating officer.

SECRET 0807 1 Excluded from automatic dexagrading and

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FITNESS REPORT

SECTION A Joannides, hore Es GENERAL 1. NAME (Last) (First) (Middle) EMPLOYEE SERIAL NUMBER [0648187 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD 5 Jul 1922 MP GS-14 D 7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION DDP/S.AS. JMWAVE 10. CHECK (X) TYPE OF REPORT INITIAL ANNUAL XX REASSIGNMENT SUPERVISOR REASSIGNMENT EMPLOYEE 6. OFFICIAL POSITION TITLE OPS OFFICER

1. CHECK (X) TYPE OF APPOINTMENT CAREER RESERVE TEMPORARY CAREER-PROVISIONAL (See instructions Section C) SPECIAL (Specify):-

2. DATE REPORT DUE IN O.P. SPECIAL (Specify):

3. REPORTING PERIOD (From-to-) 1 January 1963 - 31 July 1963 SECTION B PERFORMANCE EVALUATION Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on. probation, to reassignment or to separation. Describe action taken or proposed in Section C. A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence. W-Weak

P-Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.

S - Strong Performance is characterized by exceptional proficiency.

O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.

SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).

SPECIFIC DUTY NO. 1 RATING LETTER Deputy Chief of Branch handling (in absence of Chief) all aspects of political action and psychological warfare activity and S supervising fourteen case officers and clerical personnel. [s]

SPECIFIC DUTY NO. 2 RATING LETTER Case officer for student project involving political action, S propaganda, intelligence collection and a hemisphere-wide apparatus. [s]

SPECIFIC DUTY NO. 3 RATING LETTER SPECIFIC DUTY NO. 4 SPECIFIC DUTY NO. 5 SPECIFIC DUTY NO. 6 RATING LETTER POSTED ON RATING LETTER

OVERALL PERFORMANCE IN CURRENT POSITION RATING LETTER Take into account everything about the employee which influences his effectiveness in his current position such as per- formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, RATING LETTER S place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.

17 OCT 1963

4-62 FORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET GROUP 1 Excluded from automatic downgrading and declassification

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SECTION C NARRATIVE COMMENTS Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.

Reference is made to paragraph C of subject's previous fitness report dated 10 January 1963 which is still applicable. During the period covered by this report subject has done an excellent job in the handling of a significant student exile group which hitherto had successfully resisted any important degree of control. Under subject's direction an exile teachers' group reached a high level of effectiveness in the propaganda field and was turned over to another case officer.

Subject has effectively terminated unproductive operations in the prop field (one magazine and a news letter) and is building up Station radio capability directed at the maintarget.

His high professional standards, complete comprehension of the problems faced by the Station and strong urge to win in our struggle with the opposition make it a distinct pleasure to see him take over as Chief of the PW branch.

SECTION D CERTIFICATION AND COMMENTS BY EMPLOYEE 1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT DATE SIGNATURE OF EMPLOYEE JUL 31 1963 /s/ Walter D. NEWBY (signed in pseudo on Fld. Transmittal)

BY SUPERVISOR 2. MONTHS EMPLOYEE HAS BEEN IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION UNDER MY SUPERVISION. 15 months

DATE TYPED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF SUPERVISOR 31 July 1963 Chief, PW /s/ Robert K. TROUCHARD (signed in pseudo on Fld. Trans. 3. BY REVIEWING OFFICIAL COMMENTS OF REVIEWING OFFICIAL The Reviewing Officer is familiar with Subject's work based primarily on discussions with Subject and Subject's supervisor, general observation of Subject during the past year and freqüently review- ing his completed work. Subject is an extremely hard working, dedicated individual with an ability to develop rapport quickly with his contacts. Subject works long hours including weekends without complaining and is always available when there is a job to be done. Subject has demonstra- ted those qualities of management, initiative, drive and devotion to duty that are necessary to perform the many and varied tasks of a fast and continually changing situation. The Reviewing Officer- concurs with the Rating Officer's overall evaluation of Strong)

DATE TYPED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF REVIEWING OFFICIAL SEP 24 1963 Deputy Chief of Station /s/ Frederick J. INGHURST (signed in pseudo on Fld. Trans.)

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SECTION C NARRATIVE COMMENTS Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable.

No change from previous report,submitted 19 January 1963.

SECTION D CERTIFICATION AND COMMENTS BY EMPLOYEE 1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT DATE SIGNATURE OF EMPLOYEE 27 March 63 /s/Walter D. NEWBY (signed on Field Transmittal)

BY SUPERVISOR 2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION 12

DATE OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATURE 27 March 63 Chief, PW Branch /s/ Robert_K. TROUCHARD (signed on Field Transmittal) 3. BY REVIEWING OFFICIAL COMMENTS OF REVIEWING OFFICIAL

DATE TYPED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF REVIEWING OFFICIAL 2 April 1963 Chief of Station, JMWAVE /s/ Andrew K. REUTEMAN (signed on Field Transmittal

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FITNESS REPORT

SECTION A Joannides, toge E, GENERAL 1. NAME (Last) (First) (Middle) EMPLOYEE SERIAL NUMBER 037747064818) 2. DATE OF BIRTH 3. SEX 4. GRADE 5. SD 5 July 1922 Male 99 @S-147 D USFuid 7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION DDP/S.A.S. JMWAVE 6. OFFICIAL POSITION TITLE OPS OFFICER

1. CHECK (X) TYPE OF APPOINTMENT 10. CHECK (X) TYPE OF REPORT CAREER RESERVE TEMPORARY INITIAL REASSIGNMENT SUPERVISOR X ANNUAL REASSIGNMENT EMPLOYEE CAREER-PROVISIONAL (See instructions Section C) SPECIAL (Specify): SPECIAL (Specify):

2. DATE REPORT DUE IN O.P. 12. REPORTING PERIOD (From- to-) 1 January 1963 - 31 March 1963 SECTION B PERFORMANCE EVALUATION

W-Weak Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.

A- Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.

P-Proficient Performance is more than satisfactory.. Desired results are being produced in a proficient manner.

S - Strong Performance is characterized by exceptional proficiency.

O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.

SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).

SPECIFIC DUTY NO.1 RATING LETTER SPECIFIC DUTY NO. 2 RATING LETTER

SPECIFIC DUTY NO. 3 RATING LETTER

SPECIFIC DUTY NO. 4 RATING LETTER

SPECIFIC DUTY NO. 5 RATING LETTER SPECIFIC DUTY NO. 6 RATING LETTER

POSTED CIT

31 December 62 still current. Period 1 January

OVERALL PERFORMANCE IN CURRENT POSITION RATING LETTER Take into account everything about the employee which influences his effectiveness in his current position such as per- formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.

16 APR 1963

4-62 FORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET GROUP 1 Excluded from aviomatic downgrading and declassification

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SEGRET (When Filled In) Sed agni EMPLONEE SERIAL NUMBER 06480 FITNESS REPORT st) (Middle) SECTION A Joannidis, hoe E, GENERAL (Last) 6. OFFICIAL POSITION TITLE OPS OFFICER

1. CHECK (X) TYPE OF APPOINTMENT CAREER RESERVE TEMPORARY CAREER-PROVISIONAL (See Instructions Section C) SPECIAL (Specify):

2. DATE REPORT DUE IN O.P. SECTION B W-Weak A- Adequate P-Proficient S- Strong

3. DATE OF BIRTH 3. SEX 4. GRADE 5. SD D 5 July 1922 Male 99 [GS-14]
4. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATION DDP/S.AS. CA

5. CHECK (X) TYPE OF REPORT INITIAL X ANNUAL SPECIAL (Specify):

6. REPORTING PERIOD (From-to-) PERFORMANCE EVALUATION JMNAVETA

REASSIGNMENT SUPERVISOR REASSIGNMENT EMPLOYEE

1 January 1962 - 31 December 1962 Performance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C. Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence. Performance is more than satisfactory. Desired results are being produced in a proficient manner. Performance is characterized by exceptional proficiency. O-Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.

SPECIFIC DUTIES List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).

SPECIFIC DUTY NO. 1 RATING LETTER Deputy Chief of Branch handling (in absence of Chief) all aspects political action and psychological warfare and supervising (fifteen 99 case officers and clerical personnel. 24 [0]

SPECIFIC DUTY NO. 2 RATING LETTER Case Officer for student project involving political action, propaganda, intelligence collection and hemisphere-wide 99 [$]한 apparatus.

SPECIFIC DUTY NO. 3 RATING Case Officer for teacher's organization engaged in hemisphere- LETTER wide press and radio propaganda. 49 (s)

SPECIFIC DUTY. NO.4 RATING LETTER 04 Case Officer on project producing news letter aimed at press outlets in Latin America..

SPECIFIC DUTY.NO. 5 RATING LETTER Maintains contacts with key elements of a veteran's type organization as a developmental project.

SPECIFIC DUTY NO. 6 POSTED ON 26768 OVERALL PERFORMANCE. IN CURRENT POSITION Take into account everything about the employee which influences his effectiveness in his current position such as per- formance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, RATING LETTER A RATING LETTER place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance 5799 S 蛋 4-62 FORM 45 OBSOLETE PREVIOUS EDITIONS. SECRET GROUP 1 Excluded from automatic downgrading and declassification

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SECTION C NARRATIVE COMMENTS Indicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties must be described, if applicable Subject's strengths lie in his ability to analyze a problem quickly and skillfully, to strip it of unnecessary detail and to render a decision without waste of motion. He has contributed greatly to the efficiency of the Branch by eliminating unproductive ventures, counseling the members and promoting the principles of correct tradecraft. He has been successful in resolving complicated problems involving control of an unruly group. He has a strong personality and firm convictions about the proper manner of carrying on covert operations and voices his convictions without fear. He is an excellent supervisor and is respected by the members of the branch for his forthrightness and his sober judgment and sound advice. His handling of agents and contacts on the outside both directly and indirectly mixes to a proper extent firmness and friendliness. In short he is a distinct asset to the clandestine services both administratively and operationally.

SECTION D CERTIFICATION AND COMMENTS BY EMPLOYEE 1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORT DATE SIGNATURE OF EMPLOYEE 19 JAN 63 /s/Walter D. NEWBY (signed on Field Transmittal)

BY SUPERVISOR 2. IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISION 10 months

DATE TYPED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF SUPERVISOR 19 JAN 63 Chief/PW - JMWAVE /s/ Robert K. TROUCHARD (signed on Field Transmittal) 3. BY REVIEWING OFFICIAL COMMENTS OF REVIEWING OFFICIAL Subject is an unusually competent officer in the field of covert action operations in that he blends a flair for this activity with sound tradecraft principles and a firm adherence to valid reporting techniques. Subject is dedicated and hard working and he has proven by performance that he is willing to work long hours in order to accomplish his operational objectives. Subject's overall performance warrants an evaluation of "strong" 9 Subject has growth potential both as an intelligence officer and as a first echelon supervisor of individuals doing a basic intelligence task. Subject's activities come to the attention of the reviewing officer on a weekly basis.

DATE TYPED OR PRINTED NAME AND SIGNATURE OFFICIAL TITLE OF REVIEWING OFFICIAL FEB 1 5 1963 Chief of Station, JMWAVE /s/ Andrew K. REUTEMAN (signed on Field Transmittal SECRET Утс