CHAPTER II Print
INTRODUCTION:
The intelligence targets must be selected and investigated by
the CI agent at the beginning of an insurrection or preferably
before the beginning of the same. The agent must be constantly in
search of individuals who domicile in the same center or zone of
the insurrection, or who, could with time succeed to approach
directly or indirectly in a continuous manner the place that is
subject of the investigation. The agent must also know how to
determine if an individual has the necessary qualifications to be
an information collector. He must exercise the proper control on
the employee from the moment he asks him to work for the government
until his separation from his employment or use. One of the most
important factors to be able to exercise the proper control on an
employee is the reason that induced him to work for the government.

DEVELOPMENT:

a. REQUIREMENTS WHICH THE EMPLOYEE MUST MEET:
1. Among the factors to be considered on looking for a person
for the intelligence service could refer to patent manifestations
of his character, the manner in which he could serve the interests
of the government and the manner he develops in his environment.

a. The two most important qualities that a potential employee
has are:
1) To be in or near the target zone.
2) To have access.

b. Being in or near the target zone refers to the physical
location of the employee with respect to the target or objective.
The employee must inside or be able to enter in this zone to
perform productive work. An individual who happens to be a native
of the geographic zone where the target may be has the advantage of
being familiar with the region and its inhabitants.

c. Having access refers to the ability of the employee to be
able to obtain specific information desired by the government.
This is a highly important factor on considering the selection of
an employee. The rest of the desirable qualities are not
important. Whoever has access or the possibility of gaining access
to required information is absolutely indispensable.

d. The ideal, of course, would be an employee who is in the
same zone with the target. Gathering information under this
circumstances involves a minimum of effort and risk increasing that
way the security of the employee as well as of the operation. The

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high the position which the employee occupies in the organization
subject to infiltration,, that greater is the possibility of
obtaining the information. But, regardless of what the position of
the employee nay be, the importance is that he more closer the
possible to the target.

e. At times it is impossible to recruit an individual within
the same zone of the target in dealing with a zone with excellent
security and custody measures by competent personnel. In this case
may be necessary to select a person from outside the target zone.
Perhaps the organization that is desired to be infiltrated carried
out commercial transactions with commercial companies who
periodically send representatives in that area. In this case, it
would be wise to try to obtain the services of an individual who
has to visit this area frequently. Even though he would have
limited access to information, it would be much better than no
information at all. It is possible, at times, to recruit a person
from outside the target area and then place him in it.

f. In certain situations, even the slightest penetration in
the target area is impossible. In this case, the CI agent could
use the services of a person who lives near the zone, who in his
turn would obtain information through a close surveillance of the
objective and pump some information from the individuals working in
said area.

g. Another factor that must be considered that refers to
accessibility is the desire to penetrate the target zone in the
most highest echelons. Normally, it would preferable to recruit
one of the organization leaders for penetration purposes instead of
being concerned with ordinary members. In dealing with a
subversive organization, however, this is not always possible since
the members are carefully selected and mistrust one another.

It is difficult to become a member of an organization of this
kind, where always investigate the history of their potential
members. In addition the trustworthiness of the members is
subjected to continuous tests, which often include interrogations
and surveillance by the security elements.

h. A high level official in a subversive organization would
probably have access to valuable information, being responsible for
the execution of the organization rules. Nevertheless, if the
services of said individual cannot be obtained, an employee who has
the possibility of becoming a high level official in a short period
of time could be selected. Another possibility would be to find an
employee who may provides the necessary information that would
allow the CI agent come in direct contact with a member of the
organization willing to collaborate with the government.

i. We said that being close or inside the target zone

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and having access to valuable information are the two most
important requirements that an individual, whose services have been
solicited, must have. The services of an individual without these
requirements lack in value. We are now going to mention some other
qualities which are desirable. We shall discuss those positive
qualities that all employees must have, as well as those necessary
to carry out special tasks which demand special knowledge.

j. Try to think of all the requirements that would be
demanded from an employee who has to carry out secret information
gathering missions. Consider first the general characteristics
that you would wish all the employees to have, so that then to
examine those that would be needed in very special situations.

B. QUALITIES TO BE CONSIDERED :

1. INTELLIGENCE: The employee must have at least average
intelligence, good judgement and common sense. He must have a good
retaining memory, in a way that he only needs to take few notes in
order to be able to present a truthful and precise report. The
requirements in regards to intellectual ability in question, vary
considerably according to the nature of the mission that has to be
carried out. The intelligence is always a factor of supreme
importance in the ability of the employee to be able to absorb
training.

2. EDUCATION: This includes academic education and all types
of training as well as military education and at work. For
example, a person who does not know how to read often finds himself
at a tremendous disadvantage. As a rule, better results would be
obtained if the employee has received training related with the
subject about which he would have to report. If the employee, for
example, must present a report on a political situation, it is
necessary to be verses in political matters. The employee's
ability to understand advanced specialized matters depends, in
great part, on his academic preparation.

3. TECHNICAL ABILITY: There are an unlimited number of
special abilities that would be needed to help the individual in
carrying out the assigned tasks. Said abilities could vary from
the. ability to drive specific types of vehicles and make certain
apparatus function, being an electronics expert.

4. SOCIAL POSITION: Here we refer to the position that the
individual occupies within the social structure of his country.
This condition is determined from a series of factors, such as
birth, education, economic status, place of residence, religion,
nationality, manners, marital status, employment and the
aspirations of the individual. Often it happens that the
individual does not know his true social position. The CI agent
must determine this comparing the history of the potential
employee, his appearance, his apparent education and manners with
the known

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social conditions of the community in which he lives. The social
condition in very rare occasions could change without considerable
effort, in a way that it is a f actor that must be considered on
evaluation the ability of the potential employee to be able to
adopt to a specific environment. This is particularly true when
the employee will be asked to penetrate in an objective area.

5. PHYSICAL CONDITION: It is important to know if the
potential employee suffers from some illness or affliction that
could impede him from carrying out his tasks. It is understood
that the employee will have to work regularly, to obtain and
provide information about the indicated target, at previously
agreed times and meetings. Working full time seeking information
about any objective would be a highly difficult task for any
employee who may have a physical impediment.

6. SEX: The CI agent must not discard the possibility of
employing women. Women should be employed in some situations,
while in others, they could be used with greater effectiveness than
men. Remember that women are, as a rule, more emotional than men,
but there no difference in their intelligence. Whatever success
the employee may have will depend on the individual. The decision
to employ a woman would be subject, of course, of many factors.

7. AGE: Worthy employees of great trust are mature
individuals, objective and emotionally stable, who are not letting
their own personalities influence their observation abilities.
Immature and emotionally unstable persons, worrying about their own
problems, as a rule, are persons on your you cannot confide. The
children often are very observant and they can provide precise
information about things that they have seen and heard, in they are
questioned in a proper manner. However, it is indispensable that
said individual be trustworthy, honest and sincere in his relations
with the CI agent.

9. RELIGION: The religious beliefs of the potential employee
could, at times, be a factor of high consideration in the selection
of the individual. A person could have certain convictions or
beliefs that would impede him from performing specific tasks.

C. This list of the qualifications that a potential employee
most have does not include, without any question, all the positive
qualifications. In order to determine the desired requirements,
the CI agent must consider the local environment, the customs, the
needs and the economic and social aspirations of the zone.

The requirements that the candidates to be employed should meet
must be sufficiently flexible, in a way that they could agree with
the mission for which the individual may be employed. Rarely we
find a person who meets all the qualifications that we consider
desirable. Therefore, the CI agent must evaluate the potential

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employee bearing in mind the positive qualities and to proceed from
here in the selection of the most qualified individual. Some
qualities are indispensable, while others could be overlooked
always and when the individual shows to have the aptitude to be
trained. For example, almost any technical ability that an
employee must have could be acquired after he has been employed.

D. EMPLOYEE MOTIVATION:
1. We will go an now to discuss some of the f actors that are
usually considered in the selection of persons who have to work in
intelligence operations. We shall limit the discussion to factors
which are related to the employee, such as his personality and the
environment where he lives. We particularly shall consider his
motivations, that is to say,, this inner impulse that determines
his way of thinking, feeling and acting, and which reveals the form
in which the CI agent could exercise influence an said employee.

2. There is a diversity of motives that induce individuals to
accept work in intelligence activities of the government. We shall
analyze in detail some of the most common reasons, in order then to
consider how said motives could be observed or identified. The
potential employee could allege any reason to justify his interest
in the job, but it is the responsibility of the CI agent to know
how to discern the true motives of the employee , so that he may be
able to persuade him to accept to work for the government.
However, this is often difficult and the necessary ability could be
acquired through experience. The agent, for example, must know
when to appeal to patriotic sense of the individual, when to
indicate to him that it would be best to be anticommunist, or when
to offer him money or some material thing.

3. Place yourself for a moment in the position of the persons
who appears to offer his services for this type of employment.
This person is risking his security and possibly his own life on
agreeing to enter the target zone to obtain information which the
government needs.

It is serious decision in which the CI agent could contribute in
the final decision that the potential employee makes. But, for
that, the CI agent must know the individual, the feelings which
motivate bin and the factors that exercise influence on his way of
thinking.

4. We are now going to discuss the variety of reasons that
attract persons to these activities. You, by your experience on
the behavior of persons, could provide many ideas to this
discussion. We shall consider three questions: (1) Which are the
reasons that induce the individuals to work in intelligence
operations? (2) In what form are manifested or could be observed
these reasons? (3) What techniques the CI agent must use to exploit
said reasons for the benefit of the government?

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5. IDEOLOGY: It has been frequently proven that the belief in
an ideology is the most convenient Motivation that the potential
employee could possess. When the ideological concept motivates the
employee, his points of view, especially those that refer to
politics and economics, harmonize with those of the government.
Consequently, said employee will frequently accept to carry out
tasks and missions that normally would decline if he was motivated
by other factors. The employee motivated by ideology, as a rule,
is more reliable, faithful and dedicated to his work than persons
moved by other motives, The ideologic motivation implies adhering
to abiding to specific government conceits, such are the
anticommunist struggle or on behalf of democracy. The devotion to
conservatism, liberalism, individualism, etc., could also be
classified as ideologic motivation. Even when they are necessarily
linked to specific political party, the propose however specific
political ideas and way of life.

a. The political motivation of the individual could noted by
the interest he shows in politics, that is to say, his
participation in discussions about political subjects, reading of
books about politics and his membership status in political action
groups or making comments or making comments about political
events. It could also be noted by his reaction to events of
current importance, by his attitude in respect to social reforms
and even by his way of dressing. When the potential employee is
motivated by an ideology, the CI agent could show interest in
political and economic ideas that do not necessarily have to be
similar to those of the candidate to be employed.

Could identify the government with the same ideals that the
potential employee has and suggest to him that, by being a
government employee he would be in a better position to effectively
continue towards realization of said ideals.

6. PATRIOTISM: Patriotism is another convenient motivation in
the character of the potential employee. The patriot loves his
country and he is dedicated to it. Above all the welfare of his
country concerns him, and he wishes to promote its prestige. An
individual motivated by patriotism normally includes the danger
which the insurrection threat represents and would be willing to do
much more than it is expected if that was necessary. The patriotic
motivations as a rule, walks together with the ideologic
motivation.

a. The patriotic motivation could be distinguished by the way
the individual thinks, acts and feels. His contentions are not
necessarily a clear indication of patriotic motivation. An
potential employee, motivated by patriotism, as a rule, would not
be willing to accept employment in a dangerous situation alien to
every patriotic consideration. However, said individual could be
induced to work for the government provided his employment was
related with a specific patriotic objective.

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(*) WHICH IS THE MOST COMMON MOTIVATION FACTOR AMONG POTENTIAL
EMPLOYEES?
(*) ANSWER: The expectation of some remuneration or compensation.

7. DESIRE OF PROFIT: The great majority of potential
employees are driven by the desire of profit, that is to say, they
work with the intention of being paid for their services. When
this tendency is noted in the individual, it must be tested until
there is no doubt about that. The way in which he solicits to be
paid and the manner in which he is going to spend what he receives
must be determined. In addition, the fact of being paid in a short
or long period of time must also be considered for security
purposes.

a. The desire of profit probably is the most common among
the mercenary motivations. Frequently happens that the potential
employee is working, but he wishes to supplement his income. Even
when money is the most common medium used, the individual could ask
to be paid with specific articles difficult to obtain.

The remuneration for the services of the individual could cause
a security problem if precautions are not taken to have
satisfactory explanations to justify any sudden improvement in the
economic condition or standard of living of the individual.

8. DESIRE OF PERSONAL SATISFACTION: The desire of personal
satisfaction is something similar to wish for material benefit.
However, an individual motivated by personal satisfaction does not
try to benefit in the material sense. He could ask to be
compensated with a job that provides respect and certain social
position in the community. Or, he could ask for a favor of great
personal value, totally lacking monetary value.

a. As a rule, it is not difficult to distinguish the
individual who accepts work for material compensation or personal
reasons. A negative test would usually give good results. The CI
agent simply pretends to find out if the individual will work for
nothing. The person motivated by mercenary intentions will usually
accept to work for the government if it agrees to his demands.
Nevertheless, any other method that could suppose interest the
individual must be exhausted.

9. PROFESSIONAL GOALS: Another type of employee is the one who
is motivated by professional goals. Said individual could have had
experience as police investigator, private detective, CI agent, or
investigator for some other government agency. The persons with
experience in investigation work could carry out tasks such as
secret information collectors with greater ease and skill than
those who have not had such experience. The professional motive in
these cases is important, since said individual often want to
continue in this type of work.

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10. DESIRE OF REVENGE: The desire of revenge is another
motivation factor that prevails among many potential employees.
Revenge is the urge of removing real or imaginary injustices. Some
of the most obvious reasons that drive the individuals in this
direction are: loss of their properties or business, loss of the
privilege to exercise a profession and personal reasons such as
having been victim of robbery, violation pr personal injuries.
Although this individual could often provide very good information,
the CI agent must take note that because of their personal
sentiments they could prejudge things and, therefore, present
exaggerated or distorted reports.

Employees motivated by vengeance must be dealt with high care,
since generally they are emotionally unstable persons.

a. Potential employees stimulated by motives of injustice
could be easily distinguished, since these generally could be
revealed in the conversation. If not so, the most flagrant
offenses could be noticed through a study of the individuals
history. A sign os sympathy and the wish to help on the part of
the CI agent would normally induce this type of individual to
accept to work for the government. Recruitment of this type of
persons is a comparatively an easy thing. The CI agent could
suggest to potential employee to join a movement, some activity or
organization with which he could identify, providing him at the
same time the opportunity to get it off his chest.

11. WHAT ARE THE DISADVANTAGES OF FEAR AS A MOTIVATION FACTOR.

a. Normally fear could not be successfully used to motivate
individuals. Experience has shown that information obtained on the
basis of fear is unreliable. Employees with negative attitude tend
to offer passive resistance. Therefore, the appearance of the
least obstacle would be reason to stop fulfilling their tasks. In
addition, if an individual has been recruited using f ear as a
weapon, the CI agent must be in a position of maintain the threat.

b. For example, an individual who had committed a crime in a
specific country was recruited after threats that if he was not
going to do it he would be punished for having violated the law.
The individual then accepts the government generous offer and
worked satisfactorily for seven years. However, when this period
of time ended presented his resignation. He knew perfectly well
that there is a legal disposition through which criminal cases
prescribe to seven years and, therefore, the government now could
not prosecute him for the crime committed.

12. We have until now dealt how to determine and identify some
of the most common motivations that usually stimulate the potential
employee. We have considered different methods through

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which the CI agent could evaluate the individuals motivation to
induce him to participate in information collection operations for
the government.

We said that in some cases, it is difficult to determine the
true motives that could inspire some persons to fork for the
government. In other cases, could exist reasons that appear to be
intimately related. Very rarely an individual is found who is
motivated only and exclusively by a single factor. You, as CI
agents, must know what methods to use when you try to separate and
identify apparently conflicting motives and emotions. when the
individual is driven only by mercenary purposes, it is necessary to
tread carefully. If the government can acquire the services of a
person for a specific price, the guerrillas also could obtain them
for a higher price.

E. METHODS USED TO LOCATE POTENTIAL EMPLOYEES.

1. Now we are going to consider some methods that could be
used to find competent employees. The CI agent must exhaust all
efforts in this search, trying to carry out his activities with
discretion and without revealing why he is interested in a specific
person.

2. The possibilities of findings persons willing to
collaborate with the government, in the place where an insurrection
movement is developing, are immense. specific individuals,
organizations and commercial companies must be the object of
infiltration by government employees, in order to obtain
information about the guerrillas. Now we shall consider how the CI
agent, with discretion, could locate and identify potential
employees who are placed and who have access to desired
information. He knows exactly the qualification which the
potential employee must have, but the problem is to find the
appropriate person.

3. METHODS USED TO LOCATE EMPLOYEES.

Archives and Records

Activities of the CI agent

Other government agencies

Military activities

Local religious workers, physicians, etc.

Other employees.

a. ARCHIVES AND RECORDS.

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1) Archives, records and publications represent a good
starting point in the search for potential employees. The archives
and records contain information related to objectives of value.
The lists of names of persons and organizations could help to find
persons who have the necessary qualifications. An archive, for
example, which contains the names and information about the
families and friends of persons who have been victims of the
guerrillas could be of great value. It is logical to support that
said individuals detest the guerrillas and that they could be
willing to participate in the intelligence activities of the
government.

2) Archives about criminal matters could also be
useful. The CI agent must keep in mind that a criminal does not
necessarily have to be a guerrilla. Even though the guerrillas
many times are accustomed to using criminals to carry out
contraband operations, circulate fake money, traffic in contraband
articles, etc., must not commit the error of confusing these two.
if the government places the criminal and the guerrilla in the same
category, it could force the criminal to collaborate with the
guerrilla. On the other hand, a former criminal who does not
sympathize with the cause of the guerrillas could be a good bet to
accept to work for the government.

3) The records of commercial companies who deal in
munitions, sanitary material and other equipment that the
guerrillas need could provide data that will allow to locate
potential employees in said companies. Having a government
employee in a commercial house of this type allows to to guard in
advance against possible guerrilla activities and to obtain
detailed information about specific operations. Checking the
archives could also supply additional information about persons
already considered as possible candidates for employment by us.

b. CI AGENT ACTIVITIES:

1) The search for potential employees must be carried
out as part of the normal activities of the CI agent. He could be
busy, usually, in policy type projects or some other kind that nay
allow him to cover the entire zone.

But regardless of the type of work that he performs, it is
indispensable to rely on the respect and voluntary cooperation of
the population. Achieving this assignment, the population in its
entirety should be considered as potential employees.

2) The CI agent will undoubtedly have in his round the
opportunity to get to know government officials, merchants and
peasants, small business proprietors, workers, etc. Said persons
could very well be converted to guerrillas or information
collectors for the government. The CI agent could

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direct the conversations towards subjects that would allow him to
evaluate his interlocutor, and thus obtain the information that
subsequently could confirm in the archives. Nevertheless, he must
keep in mind that any individual with whom he strikes up
conversation could very well be a member of the guerrilla
organization.

c. OTHER GOVERNMENT AGENCIES:

1) Government agencies could in many cases help discover
potential employees. However, even in this case, the CI agent must
conceal all interest that he may have in said parson, since there
is the possibility that the guerrillas may he informants within the
government. On the other hand, a trusted official could
inadvertently reveal said information.

2) The CI agent must review the records of all government
agencies dedicated in investigation and verification of employees
I history. This allows to identify the parents and friends of
guerrillas, as well as individuals originating from the zones
dominated by them, who could be useful to the government. It is to
be expected that in the refugee camps and centers, in all the
places where interrogations are conducted, in the food distribution
and control centers, and even in warehouses and markets, records of
some kind would be found.

3) The CI agent could take advantage of the assistance
programs through which the government supplies food, clothes,
medical assistance and housing to population. Since these are
programs with which the government is already identified, the
individuals who have benefitted from them could be persuaded to
collaborate in the search for persons willing to work for the
government.

The CI agent must offer presents and compensation for
information leading to the arrest, capture or death of guerrillas.
This is another method that could be used successfully to locate
potential employees.

d. MILITARY ACTIVITIES:

1) Performing patrol service or other military activities
that imply establishing contact with the population is another
discreet way of obtaining information. The military units, in
performing their usual reconnaissance tasks in the villages,
usually search the houses and interrogate the villagers. The CI
agent or one of the supervisors could accompany the patrols and to
make certain that a routine interrogation mission is carried out.

e. LOCAL RELIGIOUS WORKERS, PHYSICIANS, ETC>:

1) Educators, physicians, social and religious

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workers in the locality could also provide much information to CI
agent. said individuals, as a rule, maintain a close relationship
with the population and enjoy the respect of the same. They are
used also to conserve a variety of records that could be a strong
source of useful Information.

f) OTHER EMPLOYEES:

1) At times, individuals in government service could help to
find other employees. In some cases, the use of persons who
already work for the government is absolutely indispensable. In
other cases, the CI agent could use an individual whose unique
mission is to find potential employees. For security reasons, of
course, the individual in charge of the task of findings potential
employees must not be told if the persons recommended by him were
subsequently employed by the government. The practice of using
persons already employed by the government to find other employees
could be dangerous. The CI agent must conserve absolute control in
these situations and have complete confidence in the judgement of
the person to whom the mission of finding other employees has been
delegated.

F. SEARCH FOR EMPLOYEES WITHIN THE ORGANIZATION.

1. We have considered more or less in detail the essential
requirements and the factors which motivate employees or potential
employees. We discussed some of the most common procedures used to
find said employees. On discussing the importance of accessibility
to valuable information, we said that in these situations it was
most advisable to procure the services of persons who belonged to
the guerrilla organization. It is logical, therefore, to
understand that the search for suitable individuals must be
concentrated and limited in the first place to persons who serve in
the files of the subversive organization. The possibility of using
the services of persons connected one way or another with the
insurrection movement must not be neglected.

2. The ideal regarding every infiltration attempt would be to
be carried out at the highest level of the guerrilla organization.
Considering the security measures themselves of these organizations
and ideologic indoctrination of the leaders of these movements,
such enterprise would be very daring. Nevertheless, none of the
possibilities must be discarded before it is seriously and
carefully thought out. The guerrilla Is human and, therefore,
subject to make mistakes, to incur in wrong evaluations and to be
negligent in what refers to security measures. The cases of key
individuals who have abandoned the ranks of a guerrilla movement
for almost any type of imaginable reason, from the philosophic to
psychopathic, abound in history.

3. The middle echelon of the guerrilla organization is the
next most advisable place to look for employees. They are more

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numerous at this level, who as a rule are less decided and
convinced persons in their personal and ideologic beliefs. This
provided a much wider field to find potential employees, but
naturally the degree of access to information that these
individuals could have generally diminishes in proportion to the
influence and power of the individual.

4. Must keep in mind that within the structure of the
guerrilla organization, there are persons who either by negligence,
carelessness and other reasons, alien to every ideologic
consideration, find themselves in vulnerable positions.

Often, some principal members of the movement could mistrust
others because of envy, result of some decisions taken, personality
differences or in the struggle to gain power. The persons who have
been disciplined by the guerrilla organization are,, as a rule,
good candidates for us. At times, the government could even foment
discord among the ranks of the guerrilla elements through well
palled and executed plots.

5. Any of these factors or a combination of them could
provide the CI agent with the opportunity to obtain the services of
individuals in administrative positions in the guerrilla
organization. However, any attempt to reach individuals at the
middle or upper echelon of said organization must be made with the
utmost discretion after careful selection of the employees. The
continuous and methodical investigation of the archives, records
and reports must be complemented and confirmed through careful
observation of the individual who is investigating for our
objectives.

6. At the lower level of operation of guerrilla activities,
access of the individuals to valuable information is highly
limited, but if an infiltration is achieved at this level, that
could be a valuable source for information about guerrilla
activities in the locality. The security measures at this level
are not always effective and often individuals are found at this
level, with the promise of obtaining some personal benefit or
monetary compensation if they are willing to cooperate.

7. Another method of being able to infiltrate the guerrilla
organization consists in recruiting persons who are known to be
involved in clandestine intelligence activities for the benefit of
the guerrillas. Even when this method is difficult and implies
certain some measure of risk, if it is successful, the results
could be highly satisfactory. Any hostile employee who is capture
by or is in a compromising situation with the government must be
immediately subject of an exhaustive evaluation, in order to
determine if his services would be beneficial for the government.

8. The support base of the guerillas is another

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propitious place where to look for potential employees. To the
extend its organization grows, that greater is the dependency of
the guerrillas on the local population for purposes of logistic
support,economic support, human resources and shelter means.

Within this support base, the security measures are usually
weak, being probable the existence of a number of persons not
identified with the guerrilla cause. Some could oppose the
guerrillas, when there is discretion or for ideologic or patriotic
reasons, or due to some misfortune directly or indirectly
attributed to acts of intimidation, terrorism and repression of
guerrilla elements. Persons in these situations could join the
insurrection movement for reasons of convenience or as means of
survival. Consequently, the individuals in these conditions could
be considered as our logical candidates.

9. In places where the guerrillas have succeeded in
attracting workers, shopkeepers, students, peasants, women and
other groups in disciplined support nucleus, the government must
try to have employees in each group. As a rule, it is much more
easier to try to obtain the services of founder members of these
groups than to try to introduce a person in said organizations.

10. In zones where the guerrillas have succeeded in
establishing a support base within the population, educators,
doctors, clergy and civilian leaders frequently remain faithful to
the government in view of their positions. Said individuals could
provide information and make very valuable recommendations in
regards to potential employees. Must not arbitrarily disregard any
company, organization or group that maintains relations or carried
out transactions with the guerrillas.

11. Experience has shown that the radius of action of the
guerrillas is limited only by their physical ability to reach all
their targets. Some high priority targets are universal, while
others could be peculiar to a specific country. Among the most
common targets of the guerrillas, one could mention the
universities, syndicates, religious organizations, circulation
organs, local political parties and police and military
organizations.

12. A government threatened with an insurrection outbreak
must not leave the guerrillas get the advantage in recruitment of
employees within said organizations. Each known objective and
those that is expected to become future targets must be subjects of
a periodic investigation seeking to procure the services of those
individuals who meet the necessary requirements.

13. The range and magnitude of every infiltration within an
organization must be considered in relation with the circumstances
existing in the same. In some cases, it could be necessary to hide
a single key employee to obtain the required

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information, while in other occasions the proliferation of
government employees in the organization could be possible as well
as advisable. Generally, it is preferable to infiltrate every
known organization where guerrilla elements work instead if trying
to predict its strategy to be later proven mistaken.

SUMMARY:

A. We have discussed the methods used to find suitable persons
for work in government service in information gathering secret
activities. We considered some of the requirements that said
persons must meet and we established some general standards to
serve as criteria in the selection of personnel. Nevertheless, we
recognize that every standard must be sufficiently flexible to
allow quick adaptations depending on the nature of the work that
the person has to carry out. In addition, we said that in rarely
is a person found that meets all the desirable positive qualities.

B. We also talked how to take note and identify some of the most
common motivations which stimulate potential employees. We warned
that it is difficult to precise the true motivations which drive
the individual in some cases and that in others, said motivations
could be intimately related. And so the importance of knowing how
to separate and identify the different emotions and motives that
could be stimulating the individual.

C. Finally, we discussed the usefulness of registers and
archives and the help that government employees, government
agencies and other employees could provide in the task of findings
potential employees inside the guerrilla organization, in its
support base and in places where project to develop their
activities.