Confidential Human Source Assessing Aid

FBI ANCHORAGE CH5 PROGRAM Spot and filter Turnover I Terminate Handfe DEVEIOP Recruit treat-r7111: Date; 201.1 Last. 11.977.715.101: 01710112121311 .719 15117: 1? 1177.177112w7 10 .3311: 117.771 CH I manna 11.711117 .. .. . 1 -.J A, a II 7717-? 11.71.17..- -. . 11151.1 .51 1370,1111? . '7 C-?g 112171.217- 3? 1797.51.11.71- 7 1.1.7-117-4 M) 301?11531435114177: :1771'9?79. 1?11 13131-1117711111 P77951111: 2912;411:211 :69. til-:21; {3 912511712 1" .. 9.2 .?311 7" .11 .7127: Program Alds . Derived From: FBI NSISCG CH5 Recru?hng Ciassi?cd By: F44M44K65, 131 Series Rovnr?' FET- 27.1.7

semi?{marrow (Ul Purpose of This Aid it is a core responsibiizy of each Saetiamgent :0 develop and maintain a HUMIMT 3359 from which to collect vital information on invegiigstive and national inteillge-?ice priorities, inc uci ng i dertifving, assessing toe suitability of, validating, and onerating Coo?den?el Human Sources Special Agents of the operate Confidenlial Humar SOL r295 to meet the critical musics of intelligence collection in order to to investigative program priorities and t3 natio'ial level and inteiligenre collection reqijrew?ents, Additionally, the intelligence collected from these 0455 seaports he eifo it; of partner agencies in law enforcement and intel igerce community members in order to support setur?ft'f and law enlarc?ement cbj?ctiues. (UHFOUO) In order to meet there goals, proactive measures must be undertaken to identify individuals witl' the placement and access to the Weme?m reeded to advance FBI investigative and intelligence efforts Th:s aid is purposed rowan: providng investigative and analytical personnel MW 3 tool to assist in the of Con?dential Human Sources The aid fozuses primarilyr on the assessirg portion of the CH5 recruiimam cycle. (U) The CHS Recruitment Cycle T19 recruitment process can to tinker: down irto in: events or stages. These comprise what is Imown as the Rer-ru t'rent Cycle and they track 3 recruitment cpe'aticn from initiation to conclusior. These events. can be corducied 13v 3 Special Agent. Often. however, recruitment is a "team? operation wirl' several agents, grain-sis, and o?fioers participating. *3 i ?0 @t infillii lhe no Recwirwmtuie

ORN (Slim) CH5 Recruitment Cycle - Definitions Spotting? The pro-active and systematic search for individuals who can collect evidence or have access to information that can ful?ll a collection requirement. Filtering The active process of reviewing the access. suitability, susceptibility, accessibility, and security issues associated with each potential CH 5 so that efforts can be focused on the most appropriate individual. Assessing The ongoing process of analyzing both ?spotted" and recruited Cl-lSs. The is assessed to identify a means to induce him/her into becoming a recruited CH5 mainly through identifying that person's motivations and vulnerabilities. Assessment continue; throughout the recruitment cycle. Even after 3 CH5 is recruited, he/she will continue to be assessed to determine how he/she is best handled and directed. Developing refers to the process that leads to a recruitment of 3 CH8. To accomplish this, the SA begins establishing and building a bond between the 5A and the pCl-iS. The SA must make contact with the and purposefully build rapport. The SA must also take non-alerting, natural actions to manipulate and in?uence the into a seemingly personal relationship thereby creating a situation which is conducive to a successful recruitment. Successful CH5 development begins with the first contact (sometimes called ?The Bump"). Recruitment Refers to that point in time at which a target acknowledges to the SA, by word or deed, that s/he agrees to provide the SA with information or services for which the target could be criminally. socially or professionally sanctioned. The CH5 has more at stake in the clandestine nature to his relationship with the SA than does the 5A. Once recruitment takes place, the EA will transform his relationship with the CH5 from a personal one to a professional one between the CH5 and the SA. Pitch is an act whereby an SA focuses on the bene?ts to the for accepting a clandestine/con?dential relationship, and then articulating those benefits to motivate the to work for the SA. Handling ?executing of the tradecraft that allows a SA to collect information or services from 3 CH5 without the knowledge of th employer, family, organization, agency, etc. As part of source ha ndiing, the SA may train the CH5 in limited tradecraft techniques without revealing to the CH5 tradecraft terminology. Terminate Closing 3 CH5 with the intention of not operating that person any ionger. Turnover Passing the CH5 to another Agent or Agency because hisfher usefulness for your purposes has run out but the CH5 may help others. ORN

(U) Assessing (SUNF) Assessment is the process of analyzirg 3 "spotted' recruiiment?target. The analyzes, or ?assesses". the target to identify a mains to induce him into becoming a recrurteii CH Additionally, ihe BL reau assesses the target to more fulv determm the iavail of the is rgei?s access to daired infirm-nation or his ability to perform a desired service. Assessment continues throughout tie recruitme nt cytle. Even alter target is recruited, the CH5 will writing: to be assessed to determine how he is him handlod and directed. (5/;ij During assessment, he agent will colect detailed baciigrounc the target to insluda the target's family situation, piece of marl: am; position employment and finarv?ai hisiory, and former resicemes. The Bureau will also attempt to evahiaie the target to determine the iarget's motivations, mental stability and loyalties and will seek nformation on the target's habits, hobbies, interests, vices, aspirations, emotional ties, and feelings concerning lies country, his career and his employer. mportantiy. during assessment, the Bureau collects information not only concerning the ia?get himsel?, but also the target?s company, employer and family. cs/i'NF] The Far collects information concerns; a target from two general mtegories of sources The first, am! most important, ?5 inlorrnation col ?eciec through observation and conversatim directly from the target mself by me agent An agent assessing a target can so retimes show his two purpose by appearing to have an inordinate interest in a target?s personal life. (58m) A second caiegory of inlormation collectec ?interning a target is that information collected from all warts other than the target. This second category ncludes information collected from otter incl viduals who are either CHSs themsehia or unmt?lng contacts. Also rink-dad in 1H: category islnforma?onfrompuhkmmai - .. - directories. Other invest gatlve :emniques can also prmloe valuable information (SU NF) When a potential CH8 is identified or approaches any USG of?cial and states higher desire to help the USGJ efforts to determine h?sl'her hone fldes begin. 're three questions regarding bona fides that must be addressed are: (1i 5 the CH5 who hefshe (lens to be? Does the CH5 have the excess hie/she claims? is the SHS free from exte'nal control? initial are sometimes conducted under severe time constraints. ant: often before the HS has provided any spec fir: information. Compon is (SHHF) The assessment DIOCESS is the mechanism by which the Special Agent continually evaluates several aspects of the CH5. As covered in the Spotting ard Filtering Program Aid (link here), the aspects of me PCHS or CHS that must he assessed area: access, suitability, sasrepzibllity, accessiblity, and security. This is also the oroper time to assess the authentic?)! of the - Whezr a potential CH3 is identified or aoproaclres any use official and states hisfher desire to help the USE, efforts to determine hisjher bona ?des begin. The three qwsiions regarding bona ?nds that must be addressed are: is the CH5 who nejsha claims in be? Does 3 EC RETHNOFC Rh.

the CH5 have the access lie/sire claims? is the CH5 free from external control? initial efforts are metimes conducted under aware time constraints and often before the CH5 has provide: any specific infarmatia n. ACCESS - it is of critical import that you verify the access your CHS has to the infarrnation you need. or the Revs you need access to. This applies equally to and existing Dias. With respect to a QCHS, your spotting and hits-mg pracess was bases: on nformaticn net obtained from the immune! under consideration. During that process yoc made a determination that the new under consideration had access to your mic-matbr?item of need. New is the time to confirm that access with the PC H5 himlharself. With respect an existing CH5, you must contznuaily reassess their access. CHS operations history is rife wt?r exa males of CHSs whose access had waned/or been eliminated yet aon?nLed to be operated surmisiuw . Emadly speaking, suitability regards the character, rteiligence, anc competence: of the pCi-iS; asking ?dues the indivrdual have the attributes to perform as a i: is irportant to evaluate whether there are vu neratitties present that might create reliability issues or invite potential hostile exploitatian? Such con?de-sums may bleed fit!) the ?Security criterion, below. - The likeli'iood that the ndividuai wil accent recruitment as a against targeted iriformat on Evaluating requires an analysis of possibie nw?yatims, biases, ife experlences, and other factors relevant to the of the int! viduai to become 3 CH5. . Ability of the F8: to gain access to the individual for the purpose of assessment, and for development to potential recruitment; SECLIIHY - Assessment of Doerational sewrity and cosmerinteiligence risks. an the event that the iridivictral rejects contact with F81. or proves not susceptib to restatment. it is impartant to assess whether the inrfividuais? are to our adversary. What lit-1e individuai becomes aware of FBI interest and objectives, but the entividual?s loyaities prove to be to our adversary? Categories of information to assess. as previously mentioned, incl-1dr! Character 8 Personality, Family, Education, Career, ?tt?udes, Belie?s. and Aspirations. Below are areas farm which to collect infonTiation remaining to each cf these categories: Character and Personality: Hobbies Religion Mcralsi'vaiues System Vices hiealth/Emct?ional State Temperament Risk Tater Reilabilitv SECRETIMOFOQ h.

Self Esteem De meanor Likeable Social Pressure Passive/Aggressive lifestyle Cultural Differences Non-Verbal Communication Cues Family: Marital Status Fidelity Extended Family 00 mestlc Issues Family igations: Education Needs Education: Level Languages Professional Organizations Military Service/1' raining Career: Position Career Progression Job Satisfaction Mentors is Colleagues Attitudes, Belieis, and MpifatiOl?iS: Religious Wews Financial Goals Communications Style Physical Appearance Sensitivities Food, Smoke, Drink Sly/Cunning Persons Admired Language Family in?uence Family Approval Relatlves Children Elderly Care Specialized Training Clubs Trade Schools Goals Travel Stress Reputatlon Dolliiral Views Bias/Prejudice Conformity Understanding the Motivations of your PCHS or CBS is of great import as well. Be it money, greed, patriotism, your understanding of an individual's motivations will provide you with the words or

SECRET fl NOFORN actions you need to inspire an individual to do something that they may not otherwise do. Motivation is something that must be addressed Frequently with your CH5. As put by Zlglar, OFTEN BAY ?1 MUIIVATION l" LAST. WELL, NEITHER DOES BATHING - WHY WE RECOMMEND Ii Below is a list of some common motivations: patriotism/Ideology vesire in use Heard Greed/Envy Increase Sacral Status Adventure/Adrenalin Opportunity Education Family Well Being Desire To Contribute Desire For A Change Something to Prove Recognition Needs/Wants Money Revenge Be cognizant of the fact that not all motivations are necessarily noble or good, and that there may be strong cultural in?uences involved as well. Understanding your PCHS or vulnerabilities is aiso of value. Simply put, a vulnerability is a perceived weakness, which is prone to criticism or attack if exposed. Boiow is a list of common vulnerabilities: Money lssuea in?delity Sub~ Par Abilities/Poor Performer Estrangement Ostracism Boredom/Lonely Depression/Panic fear Social Status/Lack Of Prejudices Addictions Sociai Deviances rear Of Discovery {all of above) While some may state that a vulnerability is something that can be exploited to motivate a CH5 to cooperate, it is generally much more productive to work from a motivations. Exploiting a vulnerability may be an easy win for the sou rce handler, but as the CH5 is inherently the loser in this equation, it sets the stage fo future failures. in this type of relationship, there will be a constant battle for operational control of the CH5. Exploiting a motivation, by contrast, buiids a collaborative relatinnqhip with your (HS. Operationai control, by extenqinn, is rarely an inane. Operational Behavioral Assessment of CHSS: Of the thousands of FBI criminal, counterintelligence and counterterrorlsm CHSs, a large number are being used in cases of significant nation ai importance which entail substantial personal risk. To maximize the success of hese CHSs, ensure their safety and minimize the potential for danger or

other complications. it is imperative that we develop a comprehensive understanding of their backgrounds. capabilities and vulneramities. We must make certair that the Operalions in which trey are being user: are cowsistent with their abilities, temperament and lifestyle. One ol the Desi ways to begin to unrlersta nd 3 CH5 is to conduct an operational behavioral assessmenr. operationai behavioral assessment is a funnel process oesgied to a CH 5'5 core perso The process involves examining a integrity, belef syste '71. thorax: and decolon- makmg processes arr:f level of social/emotional mamrity. emphasis is placed on gaigirg hrs/her am ty to handle stress and adapt to change. Krowledge of these lutores can greatly assist ha ng ageats in successfully directing and ma wing their 0455. Context is important. A good operations! belimnloral assessment must take into account the unique relati :mship between the CHS and the handling agent. Expenerce has shown that this dynamic is critical to ?ssion success. Often, oommuni-za?or- betweeothe two is slmoly a matter of spending time together and leamirg to adaot to each other: personality. Howevey t'ouble can arise when there is ether a clash of personalities or wwen there is poor communication some hstances, a may exhibit compelling bewavioral problems that require attention and management. Operational behavioral assessmems may be used either'in lieu of condoning an operatbnal test or as a means to assist in the deve?opmem of AVE 1 operational testing scenarios. Prose-min operational bewax'ioral assessments are being concucted by er?perienced Behavioral and Spes'aiists win have an averqe of 20* years of practical law onlorcementi inteligence andr?or beravoralfmenlal health exporience. (Uri/?5) The CHS operational behavioral assessment prooeu is labor-intensive and takes approormately five days to complete. After :oordinatioo with VOTE. 9 handling agent will submit an EC request to hisfher Squad Supervisor and program ASA: for approval to initiate the worms. Once approved and scheduled by VOTU, theCHS Operational Behavioral Assessmert begins with a comprehensive review of relevant be: kgrou rid mater al the CH5 ?les, and case ?les by and operational specialist followed by an oil-Site Sit. Substantial time is devoted to debriefing case agents and Cir-l5 ha'idlers prior to the CH3 interview. The CH5 interview is usually zonouctec- in a location away from the ?eld office. The requesting Fielc 0* :2 Is responsible for costs of he CH5 meeting room. The environment and setting for this interview is critical and should be coordinated with VDTU Operational Behavioral Assessment staff or PM i there are any questions. Field oFFlces are authorized and encourage: to use CH5 funds for this expense. Depending on the indlrimal ?lls, a test may be administered. After the interview is completed and toe behavioral assessment team has had time to compare their obsen?atbns and impressions, they mil meet with field office personnel and provide a debrie?ng. This will be followed by a formal; W'lItEl'i report. 5

Elicitation '78:}er it; ucs NF A5 provided earlier, it is important that this information be collected from the CH5 or PICHS in as nature! a fashion as possible. An agent assessing a target can sometimes show his true purpose by appearing to have an inordinate interest in a target?s personal life. Elicitation is the art of using naturally aggearing conversation to advance rapport and obtain Information that you wish to learn from another. Elicitation is a focused and planned activity. Similar to many martial arts practices, it is used with flexibility and real-time assessment. it allows the practitioner to use or not use whatever is presented by the other indiuidual. It exploits opportunity- At the same time, It is manipulative and proactive. it is not a separate and isolated skill, but is integral to a process that mixes in the right amount of pnthuqiaam, empathy, friendlinezs, attention, wrinimnom, and often humor. it adjuqh; for cultural and individual hiawq and cnnqidpratinnq and include; verbal and nonverbal rommunirai?inn. Below are caveral elicitation techniques for me in fhl?i prams?: Give to Get You provide some information to someone with the hope that this will encourage them to provide you with similar information about them. For example. you tell someone about foreign ?iravel that you made with the hope that they will tell you about foreign travel they made. Or you talk about your service to encourage them to reveal whether or not they served in the mititary. Me Some - You Same When you learn abuul am 'miuwsi (upirriunfsiluuliun. uric.) than! your large! has. you [all them that you share that interest with them In some canoe where you know little about the activity or topic. you at least are interested in learning or trying it. Example: didn realize that you?re a trout ?sherman. Hove [mat ?shing. Flatt: ryIP raise You use flattery or praise with the target. A lime praise goes a long way Flailary and praise usually has the effect of making your interlocuior feel good. it can also have the effect of encouraging them to tell you more. Take care not to over use this technique because doing so can make you appear disingenuous and have a negative effect on the elicitation and developmental process. really enjoyed your presentation and was impressed by how you took such a complex issue and made it understandable.?: 'You have such a pleasant voice on the telephone.? Assumption You make a comment that contains an assumption and which is designed to evoke a response from the oiher person that would likely con?rm or refute your assumpiion. ?How does your husband feel about all of the traveling that you do?? The assumption being ii: at the person is married.

SECREUJNOFOPN Attribution Yau make a siaiemenl which you attribute to anomex source. The bene?t is that ii gets a topic or ihe table and provides you a small degree of separation from the statement read in the newspaper {?ll in the blank). ?i heard on the radio Someone from Iran told me 'One of my university mfessors i heard that the Government of Zimbabwe has become unstable and is on the verge of coiiapse. Deception You deiberale mislead or rrisiniorm the 'ndivicuai in an effort to either advance rappmt with them, cr obtain iniomatioa lram them. ?i also holidayed in the French Riviera and would like to go back time soon. '7 met Donald Trump at 3 Chem dinner aadhe said aroma interesting allemale usage; ?Sorry to disturb you, but was sitting here awhile ago and be?eva I may have left my sungiassas behind.? Invocation Yau make a ent or statement than is designed to provoke a spc-ntaneous response or rebuttal 1mm yourinl??ocmorwhc can not let you: comment gr: unchallenged. Thus they will tell ym 'l?ve noticed that mos! people from your country have difficulty gnawing the nuances ?American culture. 'i think soccer is a great for people who want 10 phya sport, but don 't have much a?e?cism.? Disagreemem DU disagree with yaur intericculcr with the goal of causing dim/her to finite explain their positian, or to slimulale iurthex diacussion?bmtar. One must be careful. howevet, not to annoy the ether person. 'You made a good point, bull dontbelieve that the program will its objectives.? Incmdulhy Yau express disbelief with the indvi?ual?s commenls with the goal of emaumwg them to tell you more to pmve their {mint 'Somelhing doesn't quite addup hem. [?nd it hard to believe that me outcome was as you said.? Fragme ntarv ?fan make a fragmentary comm er! or nulli?ed an i?fnrmauon gap with the hope lhal you :nterloculm will template the thou-gm ?ll in the gap. "Obviously things didn't go according to plan. And theraasnn for this was Con?dence Tel?mg someone something in confidence enccurages them to likewise lake you inta their :on?dence. There are varying degrees of confidence: Some are appropriate for someone you 60:11 know well, all-tars ate nail. The}. can be humorous or serious. SECRET

(During a break at a training course to another attendee): "The infoma?on is but I'm not sure we need to be here for three days. (To someone you fusi met at a social setting): 'Just between us, I'm a lime uncomfortable. This isn't the sort of even! that! usually go to.? (U) Authorized Purposes (U I FOUO) As the Assessment process appiies to both potential and estabiished CHSS, one of two authorized purposes must exist. With respect to a Type 5 Assessment must be open, for existing CHSs, the assessment process occurs from within that 0455 file.