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Home Facts SOA Manuals Handling of Sources CHAPTER III
CHAPTER III PDF Print E-mail
INTRODUCTION:

As you probably have guessed, there are three steps that must be
followed in acquiring a potential employee: Finding him,
investigate his history and establish contact. All other
subsequent steps are part of the utilization phase. We have
considered the procedure that the CI agent must follow in order to
find a presumed employee. Must consider the possible position of
the presumed employee and the facility with which he could operate
in a given environment, in addition to-considering all his
aptitudes. Must also scrutinize the motivation that the individual
could have. Must know the vulnerabilities of the guerrillas and
how and where to look for presumed employees.

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DEVELOPMENT:

A. When the CI agent has tentatively found a presumed employee,
he must initiate an investigation of his history in order to obtain
all available information, before he actually begins to establish
contact with him. on conducting the investigation he must use his
support personnel where it may be necessary. In order to obtain
the pertinent information should be able to use all investigation
resources. The CI agent must dissolve the personnel which for some
reason for another may not be appropriate for the mission. He
should investigate all pertinent archives including those of all
governmental agencies without revealing the true nature of the
investigation. The CI agent in essence, carried out an initial
thorough investigation of the history of the presumed employee, of
his personality, his outstanding characteristics and vices, his
likes and his dislikes, etc.

B. once the initial investigation has been completed, the CI
agent shall analyze the information and shall develop a plan to
reach the individual. In other words, he initiates the procedure
to establish contact, at the moment in which begins to analyze the
information and to evaluate the individual.

As I informed you in the acquiring phase, the step to establish
contact is a complete procedure that must be planned and developed
so that the CI agent can convince an individual to accept the
employment. We recognize that there are occasions when, due to the
nature of the mission and the fact that the CI agent may have
established a good relationship with the individual, perhaps may
not be necessary to conduct a detailed investigation and the
elaborate procedure to establish contact. In such rare cases, it
could be possible to do without the acquiring phase. But, in the
majority of cases, the CI agent will have to follow the procedure
to establish contact.

C. This procedure could be divided into defined steps depending
on the action that has to be carried out. We already mentioned the
evaluation step, in which we analyze the information obtained
during the initial investigation and to determine the method that
we are going to use to convince the individual to collaborate with
the government. Then we plan how we are going to reach the
individual. This shall be done pleasantly in order that we are
able to win his respect, his friendship and his confidence. Before
trying to reach the individual, must establish the relations
necessary to win his confidence and respect at the beginning, as
well as subsequently his faithfulness and control. The CI agent,
in the phase of finding a presumed employee, must have analyzed
that motivation that the individual could have and must have
expanded his study after the initial investigation.. on becoming
familiar with the individual, the CI agent shall determine the
reason that he could have and use it totally. Shall cultivate the
friendship of the presumed employee and develop it until he has had

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sufficient time to study him thoroughly; then and only then is when
he will really try to establish contact --- try to convince him to
collaborate with the intelligence service.

D. As it can be seen, in order to be able to determine the
acquiring phase it requires such time, detailed planning, analysis
and great skill. We are dealing with human beings Who have their
own ideas and act individually. When the investigation is
completed and establishing the contact itself has begun, we depend
on the information and the ability to analyze the individual and to
develop the situations. The majority of the operations related
with presumed employees are analytical.'

Nevertheless, due to the fact that we are working with
individuals, certain parts of our operation could be considered as
na "art". We must recognize this fact and develop this art
necessary to successfully conclude the procedure to establish
contact. If they study the analytical part and learn to apply it
as well as their common sense, intuition, knowledge and art, there
is no doubt they will be successful.

E. INVESTIGATION OF PRESUMED EMPLOYEES:

1. SYSTEMATIC SCRUTINY:
------ STRONG POINT
------ WEAKNESSES
------ PERSONALITY
------ IDEOLOGY
------ RELIGION
------ ECONOMIC SITUATION
------ POLITICAL INCLINATIONS
------ EDUCATION
------ TRAINING
------ TRAVELS
------ HABITS
------ FRIENDSHIPS
------ LANGUAGES

2. Let's suppose that a mission was assigned and that we
already have analyzed his requirements as well as the target. We
also have found some presumed employees who seem to meet the
necessary qualifications to be placed in an area and to operate
easily in a given environment in order to carry out a mission. Now
we must study the best qualities in order to carry out the mission.
This analysis is a systematic study of the individual, which
includes his strong points, weaknesses, personality, ideology,
religion, economic situation, political inclinations and
affiliations, lineage, education higher professional training to
obligatory, travels abroad, habits, friendships and his linguistic
knowledge. We conduct a detailed investigation of each individual
in order to be able to eliminate those who are not suitable and to
select the most qualified.

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3. This investigation is carried out carefully but without
any one finding out. The CI agent and his superiors are the only
ones who must know the true reason for which this investigation is
being conducted.

It is important to bear in mind that all the information,
whether derogatory or not, is important for the investigation.
Therefore, the CI agent in investigating the archives must search
for all the information that he could obtain about the presumed
employee, since only on the basis of it he could plan and perfect
his procedure of establishing contact, when he has all the
information in his possession. The same as in any other operation,
in order to achieve his objective, he should plan every movement to
be able to assure a systematic and without problems operation.

F. INITIAL INVESTIGATION PROCEDURES:

1. During the initial investigation, the CI agent must
develop the necessary information- keeping the following question
in mind: Should I continue the investigation? If the evidence
indicate that the individual works for another friendly service or
collaborates with the guerrilla movement, we must continue the his
utilization for another type of mission in the last case. We could
continue the investigation, but probably it will not be with the
intention of using the individual in the mission we had in mind. if
it is determined that the individual is a criminal or a swindler
known in the intelligence circles, normally the investigation will
be discontinued. However, remember that perhaps in some situations
the services of a person of that nature are required, therefore do
not automatically discard him. You will have analyzed his mission
and will know the type of individual who could complete the
mission; so that the most suitable to be selected.

2. In almost every case, it is necessary that the
investigation begins with a check of the archives in our own
office. There could be isolated cases in which would be required
to carry out an immediate check of the archives of another agency,
since it is possible that said information is not available before
hand or due to the fact that the information is such archives is
urgently needed. Whatever the case may be, the CI agent must be
flexible and use his common sense. As a rule, we conduct an
investigation in our own archives in order to determine if some of
our presumed employees have voluntarily contributed information or
if the name is recorded in said archives for some other reason.
Frequently, good trails and excellent investigations have been
developed because the CI agent began with a thorough investigation
of his own files.

Since the main office is at a higher level, in addition to
having information about our area of interest, it also has
information about all the activities under its responsibility. We

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have two great advantages when we conduct the investigation in the
archives of our own agency: First, it is very probable that the
veracity of the source of said information may have been evaluated
with precision, thus simplifying the analysis; and, second, there
is less probability of compromising the security and the pertinent
problems could be resolved much easier. In the first case, the CI
agent will always be able to ask questions from his colleagues who
interrogated the source or conducted the prior investigation. If
he is not able to make contact with the original investigator, he
could obtain the classification assigned by him about the veracity
of the source> If he is conducting the investigation within his own
organization, it is less probable that security problems would
develop since there is no need to have to reveal the names of the
individuals or other persons outside his agency.

3. Frequently. neither his own office or the main office have
the required information and the CI agent will have to analyze the
archives of other agencies. on investigating said archives, he must
not indicate the purpose of his investigation. For example, out
intelligence agency would normally have relations with other units
and military and civilian intelligence agencies and the police.
There must be a good connection, probably could investigate the
archives of another agency and this way eliminate the risks of
security compromise. However, all agencies do not allow anyone to
see their archives, but if you provide them a list, they themselves
would conduct the investigation. The CI agent could conceal his
true intention or the nature of the investigation in different
ways. For example, he could submit a list of 15 or more names some
of which are presumed employees and could request to be provided
all the information that the agencies may have on each one of the
individuals. This would conceal the true nature of the
investigation in addition to passing out the names. Other methods
could be used, but he must make certain that security is maintained
all the time.

4. The CI agent on concluding his investigation could
determine that the individual is not collaborating with another
agency. Although he may have had contact with the agency, it is
possible that his representatives may have had their reasons for
not providing the requested information. An investigation of the
archives which gives a negative result usually would allow the CI
agent to conclude: First, that the informant has no criminal record
for the intelligence; second, that if he is a criminal or a
guerrilla, he has been sufficiently audacious not to be discovered.
A source or a competent intelligence agent of the enemy will be
well trained and will avoid being discovered. He will have learned
many of the same techniques that the government CI agent has and
will be very interested not to compromise security. The lack of
information, as a result of an investigation of the archives,
indicates that the investigation must continue. The CI agent is
not able to reach conclusions or develop a plan if he does not have
information.

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5. The CI agent, after checking the archives, must carry out
an investigation in the community to verify above all the
reputation, personality, character, habits, favorite hobbies,
social customs, etc., of the presumed employee. He could conduct
this part of the investigation himself , or he could assign the
mission to support personnel of investigations. In friendly areas
the investigation in the community could lie carried out easily.
Normally it is not convenient for the CI agent to conduct
investigations in areas controlled by the guerrillas. we must
assume that the guerrillas are watching and his operation would
fail; must employ hix support personnel of secret investigations to
look for information. These could be any means for the collection
of information, depending on the personnel involved and the
specific situation. He is located in the area, knows the majority
of the villagers and can casually ask questions without raising
suspicions. He can perform the role of a talkative traveler who is
interested in selling his merchandize. He must seek the
information without raising suspicion.

6. The CI agent as well as his assistant have many identities
which they can conceal when they carry out an investigation in a
friendly community.

For example, since the government has many projects that include
town improvements, rural reconstruction or agrarian reform, it is
common to see representative in the community asking questions and
taking notes. To assume the identity of an investigator for the
department of statistics who is taking the census of the population
is very useful. The CI agent on assuming the identity df such
representative could look for much information without rasing
suspicions.

7. Although the surveillance techniques will be
considered in detail farther on in training, we must consider them
here from the point of view of their usefulness, in the
investigation of a presumed employee. During our consideration of
the investigation, we stipulate that it could develop trails that
could help immensely. If for some reason or another, there is no
information in the archives and a thorough investigation in the
community is inadequate, the CI agent could use surveillance to
conduct his investigation. Perhaps he wishes to verify the
activities or interests; and could wish to investigate the
relationship or ideas that the presumed employee may have in
respect to guerrilla movement. They need a thorough planning, as
well as trained and intelligence personnel to conduct an
investigation surveillance. The surveillance must be carried out
in secret so that neither the individual nor the guerrillas
discover the operation. The same will all other measures.

8. In singular cases where all other investigation methods
do not contribute adequate information, the CI agent could try to
talk with the presumed employee. He must plan such

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conversation to the last detail before trying to speak with the
presumed employee. The conversation is such, like the word implies,
an informal talk. The individual will have the impression that he
is conversing friendly with a courteous individual. The CI agent
must try to obtain the information that he needs without the
individual becomes suspicious of his purpose. Once such
conversation has been planned, that is to say, when the manner how
he is going to present himself to the individual and develop the
required information casually has been determined, the conversation
itself will depend on the ingenuity and his imagination. He must
be able to capture any observation that could be used and must be
prepared to develop additional information. He must retain in his
mind all the information obtained.


G. PROCEDURES TO ESTABLISH CONTACT;

1. It is difficult to consider the initial investigation in
relation with the start of the procedure to establish contact due
to the fact that they overlap. The CI agent naturally must begin
to evaluate the presumed source as soon as he has information that
requires to plan the manner how he is going to approach the
individual and establish contact. But the individual must be kept
under continues investigation. As a result of the initial
investigation, a large file is developed that could be followed in
other trails. The CI agent would wish to know every action and
inclination of the individual, not only during the phases of the
initial investigation and of the contact but also during his
training, discharge of his obligations and all his projects.
Therefore, a continuous investigation shall be maintained, not
daily, but in an irregular manner to be up to date in all the
activities of the presumed employee.

2. Once the CI agent has considered adequate the information
to analyze and evaluate the presumed employee, he shall begin the
procedure to establish contact itself. A procedure is a particular
method that is followed to carry out something that generally
includes different steps or operations. The procedure to establish
contact is the method that is followed to know, cultivate
friendship and subsequently convince him to collaborate. This is'-
. a sequence that must be followed if the CI agent has to convince
the individual to accept the job. It is not an arbitrary step or
actions that he has to carry out with common sense. The procedure
begins with the evaluation. This is done on studying the
information gathered during the initial investigation.
concurrently, once we have finished gathering the principal
characteristics about our individual, we prepare a plan to approach
him and subsequently to meet him. We must begin the necessary
relations with the. individual, cultivate then and win his
confidence. The procedure reaches its culminating point when we
ask him if he wants to work with us. The common sense reveals that
although these steps follow a certain order, some will be

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continuous and certainly others will overlap. The evaluation of
the informant is a continuous procedure. The CI agent must be
ready to capture any indication of disaffection, of too much
confidence or talkativeness.

He must be prepared to change the method that had been planned
to cultivate relations with the individual, after evaluating him in
accessible phase. It could be that the presumed employee does not
have the personality that the analysis reveals from the information
obtained in the initial investigation. The development of
relations with the individual is another continuous step that will
last the entire time that the relationship has to be maintained.
Must establish some relations of mutual respect and trust in order
to maintain this harmony.

3. Once the initial investigation is ended, the CI agent
shall analyze the information and evaluate the presumed employee.
He must determine when, where and how to-approach the individual.
This must be carefully planned and to the and, since the manner how
the individual is going to be approached is a highly delicate step
in the procedure to establish contact. If the initial evaluation
is in error, the manner how to approach the individual is reflected
in the degree of success that can be achieved. We shall consider,
in the analysis of the second step that we are going to follow, the
plan of how we are going to approach the individual. The CI agent
carries out the encounter with him. During this initial personal
encounter, he continues analyzing the individual. Using this
personal evaluation as a base, he could determine if the individual
isr adequate for the job. Analyzes the individual Is personality
and concludes the plan to cultivate his friendship and finally
could convince him to collaborate. There is no limit in the amount
and type of information that could be obtained in this initial
encounter. This offers the CI agent the opportunity to obtain the
details that he needs to complete his fileo It is possible that
said details may have not been available until this initial
encounter, simply because the presumed employee was the only one
who knew these factors.

4. In addition, the subsequent encounters will allow the Cl
agent to be able to continue evaluating the individual, cultivating
his friendship and developing his methods to establish the contact
itself, in accordance with his personality and motivations that he
could have. Therefore, the procedure to establish contact begins
with an initial evaluation, he continues studying and evaluating
him in order to be able to determine the best manner to convince
him.

5. The initial evaluation will help the CI agent to develop
a plan to approach the individual.

A plan is formulated to anticipate the problems that could
emerge and to reduce errors. For example, if according to his

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evaluation, it is determined that the presumed employee is not
adequate, he must have devised a method to distance himself from
the individual casually and to discontinue the relations, without
him coming to suspect the truth. On the other hand, if the
evaluation is favorable for the presumed employee, the CI agent
must have planned the time and place where the encounter is going
to take place. Each detail of the initial encounter is planned to
assure us that all the imaginable possibilities have been
considered. The purpose is to carry out a real and natural
encounter with the presumed employee. A written plan is prepared,
in order to be carefully studied and to annotate all the pertinent
information. Although there is not a single format that must be
inflexibly followed, nevertheless, we will show below a typical
axample:

a. HEADING:

Like in any other plan, there is a preamble. We note all the
information like the name of the presumed employee, the date and
place of birth, his residence, place of employment, etc. we also
include the date of the plan, the project number, and any
additional reference. the heading must be written like a form with
blank spaces that have to be completed clearly outlined; these
spaces must make it easy to make annotations, also to be simple to
read. The project number is clearly indicated in order to be able
to file and easily located later on.

b. SUMMARY OF THE INFORMATION OF THE INITIAL INVESTIGATION;

Although the information that was received as a result of the
initial investigation is controlled and filled under the assigned
project number, the plan to approach the individual must contain a
summary of the information. The condensed version includes all the
pertinent data together with the archives number and must offer to
CI agent some adequate references to prepare the evaluation. That
is to say, includes all the principal factors related with the
suitability, trustworthiness, personality and history of the
presumed employee that could inf luence in his collaboration with
the government.

c. EVALUATION
The next step in the plan is the analysis of the information
obtained in the initial investigation and the evaluation of the
presumed employee. The CI agent must have studied all the
pertinent information obtained from the archives, the community and
the surveillance and be, using the information as basis, must reach
some firm conclusions with respect to the individual. He describes
the personality of the presumed employee, indicating his strong
characteristics, weaknesses, idiosyncracies, as well as those
experiences which he may have had that could affect his employment.
The CI agent indicates the possible reasons

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that the individual could have. Also he analyzes the information
to determine the best way to approach him. He determines when,
where and how to carry out the encounter with the individual. The
following questions must be answered: What type Of encounter is
projecting? when and where will be carried out? what pretext the
presumed employee will use to be there? which are the details of
his journey and that of the CI agent to reach the meeting place?
which surveillance and countersurveilance means are going to be
used? What other security measures are going to be used? What
reasons has the individual to be away from the place where he
works?

d. ANALYZING THE MEETING DETAILS:

1) There are many factors that must be considered when the
first meeting is going to be carried out. The CI agent lists each
one, forms plans for each one, and determines before hand his own
identity, in addition to the phrases that are going to initiate the
conversation and the manner that is going to follow.

2) If the presumed employee meets all the qualities and is
ready to try to convince him to collaborate with the government,
the CI agent must be prepared to establish the contact himself. He
must be prepared to offer him a guarantee or a contract, as well as
to train him on the communication means, identity and security. He
must have formulated the plans for a future encounter, together
with the signals and the identity that he is going to use to arrive
there. on the other hand, if the CI agent determines that the
individual does not meet the qualifications for the job, he must
have anticipated how he is going to distance himself from the
individual without him understanding the reason for the meeting or
his true identity. Finally, the CI agent must have ready how he is
going to end the meeting, whether the individual meets the
qualifications or not.

e. REMARKS:
1) The final part of the plan includes additional remarks of
recommendations. The plan must be submitted to be carefully
studied and approved before establishing the initial. contact.

2) Although the CI agent Vill have analyzed the information
that he compiled during the initial investigation, he will not be
certain in the manner how the presumed employee is going to react
at this meeting. Therefore, he has planned this meeting to the
last detail, he must allow sufficient flexibility to be able to
deal with any eventuality that may arise. on formulating his plans,
the CI agent carefully considers the place where he is going to-
talk. The initial meeting, as well as the rest that-]nay be
carried out in places where he is cultivating the friendship and
confidence of the individual, must be carried out in tranquil

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establishments which are not frequented by his friends,
acquaintances and associates. In normal circumstances, well known
establishments and government buildings are not used. The place to
be selected depends completely on the social. position and work of
the presumed employee, as well as the environment. in some
circumstances, a room in an innocuous hotel room is sufficient, in
others, a fishing boat could be opportune.

3) There are different ways that a CI agent could introduce
himself to a presumed employee. On method that is used is to be
introduced by a third person, that in to say, the CI agent
is Introduced to the individual by a mutual friend. This type of
encounter has a disadvantage from the security point of view. This
third person will know the identity of the presumed employee and
the interest that the CI agent has in him. This disadvantage could
be overcome if this third person works for the CI agent or if said
CI agent has assumed a false identity to conceal his true
occupation or his motives. If this mutual friend has confidence in
the CI agent, the presumed employee will have to confide in him,
offering a good opportunity to cultivate his friendship and to win
his confidence.

4) If security is one of the principal concerns and the
situations allows it, the CI agent could make use of the casual
encounter method.

It is an apparently accidental and extraordinary encounter, like
in a fiesta, festival, cantina, sports game, etc. Although the
individual believes that this is an accidental encounter, the CI
agent has planned it to the last detail. The method of a casual
encounter is the safest because there is no third person involved.
However, it is difficult to establish an immediate friendship and
to win this person's confidence with this method.

4) In specific cases, the CI agent could make use of
periodicals, publishing employment opportunities, in order to
attract presumed employees. The individual would be required to
submit a written application or to personally appear to a job
interview, which provides a direct manner to approach him at the
beginning. This technique also offers an easy exit in case the
individual is not considered adequate. If he meets all the
qualifications, could agree to another interview with the pretext
that he is going to be employed. Similar notices could be
published in circulars or be attached on bulletin boards where
notices are attached, with the aid of the local employment office.
what kind of employment could the CI agent announce? In the first
place, he should publish the qualifications that the presumed
employee must have, without giving details about the employment.
He could indicate the salary, the work hours, the advancement
opportunities, etc. The interview with the presumed employee is
health in a place like a hotel room. The initial information that
he could obtain will depend on the man. Remember, it is not

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necessary that the CI agent provide him any information. He must
let the presumed employee speak, since he could evaluate him better
an listening to his conversation. If the CI agent believes that it
is necessary to describe the job, the description that he offers
must be similar to the true employment. The Job offered must
attract the appropriate individual. For. example: You are a
specialist in industrial or agricultural research that needs a
local assistance to compile material or information for a certain
philanthropic or educational specific installation. You could pass
as e-an economist who is gathering data for a book about the
economic development of the country or could pass as an engineer
carrying out topographic of geodesic reliefs for the preparation of
some maps. These are only some ideas that could be used. other
identities that can be assumed will depend on the mission, on the
presumed employee and the situation. The purpose is to obtain date
about the individual, to evaluate him personally and to provide an
opportunity to be accepted and to win his confidence or to reject
him.

6) Although we already considered this step as the one to be
carried out before approaching the employee, we know that the CI
agent maintains harmonious relations while he develops the manner
to approach. he is evaluating the personality of the individual to
determine which subjects and manner of talking will be adequate in
the conversation. once he has already known the presumed employee,
the CI agent must try to establish some friendly but professional
relations within. This could be achieved through a careful study
and consideration of the individuals interests. The good CI agent
does not reveal his own beliefs in contentious subjects such as
social, economic and religious problems presently in the country.
He must ask pertinent and intelligent questions from the individual
about conversation subjects that would allow him to talk.

7) The development of friendship and maintenance of
harmonious relations do not end with the initial encounter;
appropriate harmonious relations are maintained while the
individual is employed. Nevertheless, we must remember that the
CI agent must control the operation: the employed must obey
him. They must develop and maintain a mutual trust and
respect. The CI agent is 'the' superior and the employee the
subordinate. In order to maintain the necessary control and to
demand the necessary trust and respect, the CI agent displays
confidence and his knowledge. In brief plans shows his
qualifications as master of command when he controls the
individual.

8) In our study of Finding a Presumed Employee we
considered in detail the motivation that he could have. We
determined that there are many motivations and that there are
different methods to take advantage of them. motivation is another
step in the proceeding to establish contact that overlaps
considerably. As we know, the CI agent considers the motivations

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that the presumed employee could have when he initiated the search.
one of the principal concerns during the initial investigation is
to discover what drives the employee to accept the job. During the
evaluation we analyzed the motivation which the presumed employee
could have and we formulated the plans to develop them. More
details are added to the pan after the initial meeting and the
method to be followed to convince the individual to collaborate is
decided. The CI agent must recognize the importance that
motivation has. Certainly this is the force which impulses men to
try to surpass and face life.

What is what impulses this individual to collaborate with you,
the CI agent of the government? one this determination has been
made with prediction, the motivation could be successfully
developed and matured. He at the same time will correctly perceive
the control that could be exercised on the individual and will be
ready in any indication of dissatisfaction. In brief, the CI agent
must know the reason and its intensity in order to be able to
control his employee and to develop his abilities.

6. CULTIVATING HIS FRIENDSHIP AND WINNING THE CONFIDENCE:

a. Before the CI agent really offers the job to the
individual, he must cultivate his friendship and win his
confidence. There are occasions when said friendship is cultivated
during the initial encounter. For example, one of the requirements
could be to demand that this friendship to be earned immediately.
The CI agent does not have time to cultivate the individuals
friendship and to employ the tact that is normally used. He must
approach the ndividual in a "bold" manner. This implies an initial
investigation, analysis and an evaluation carried out quickly and
when the CI agent approaches the individual to conduct a hurried
personal evaluation and to establish the contact with him himself.
For that reason, this method requires a hurried evaluation.

b. However, in normal circumstances, will have time to
develop the friendship and prepare the individual before he accepts
the job. Some individuals do not trust other persons so quickly.
To cultivate a friendship takes an intuitive ability and artistic
talent. This is a step in which the CI agent, with experience and.
well trained could show his ability. We previously mentioned that
these operations require analysis and art. The CI agent, on
cultivating the friendship of a presumed indecisive employee, uses
his experience and common sense, he is flexible and he is prepared
to meet all contingencies that may arise; it is the art of a subtle
persuasion. He must convince the individual that he, the CI agent,
is reliable, competent and professional. He has to win the trust
and confidence of the presumed employee before offering him the
job. If the step of cultivating the friendship has been duly
concluded, the individual will normally accept the position.


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7. ESTABLISHING CONTACT:

a. The culmination and purpose of every investigation,
planning and cultivation of friendship Is carried out during the
contact itself; that is to say, that the individual accepts the
job. When we talk about the contact, we want to say that moment
when the CI agent really offers the job to the individual. The
contact itself could occur in the initial meeting if the presumed
employee is ready or if he has to be approached with audacity, or
could occur after many months of being cultivating his friendship
and winning his confidence. The conversation to be carried out on
establishing the contact itself and how an indecisive individual is
going to be convinces are skillfully planned.

b. The CI agent, in order to prepare for the establishment of
contact, considers all the subjects that were studied in the plan
to approach the individual. On being analyzed from the practical
point of view, we are aware that a thoroughly prepared plan to
approach an individual allows the CI agent to deal with any
eventuality that could arise. For example, if the plan includes
those actions that must be taken to establish contact when the
individual is ready to accept the job and if the question cannot be
made during the initial meeting, he could use the plan afterwards.
Must have formulated the plans to offer a salary or contract that
have been approved by his superiors.. He must discuss the terms
with the presumed employee and it is possible, make him sign and be
prepared to train the presumed employee in regards to future
security procedures. The individual receives training on the
communication techniques in order to allow him to meet with the CI
agent afterwards. He must be given an identity, a justification
for future meetings with the CI agent and a reason to be away from
his home, job, family, etc. In other words, his true relations
with the CI agent and his whereabouts must be concealed during
these meetings. Therefore, this delicate action must be planned to
the last detail. His considerations are persuasive and thorough,
since it is in the point of establishing contact where all the
effort of acquiring the presumed employee culminates.

SUMMARY:

a. In the previous chapter we considered two essential steps in
obtaining a presumed employee.

We stipulated that once a CI agent has found a presumed
employee, he must conduct a thorough investigation to determine if
the individual meets the qualifications for the job. This
investigation is known as the initial investigation. The purpose
of said investigation is to recompile all the information that
could be obtained about the presumed employee so that the CI agent
could evaluate it, to determine the reasons that he may have, his
qualifications, history, etc., This evaluation allows the CI

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agent to complete the proceeding to establish contact and to obtain
the employee. There are, various sources that we could take
advantage of and different techniques that we can use to
investigate presumed employees. Firsts, we must search our own
archives. WE, using the information obtained as a result of the
investigation of the archives, we could develop the trails and
extend the investigation to the archives of the services who
cooperate with us. We must never divulge the true purpose of our
investigation or the identity of our individual. if the
investigation of the archives does not produce the required
information, the CI agent must initiate an investigation in the
community and a surveillance of the individual. Security is one of
the principal preoccupations since neither the personnel being
interviewed nor the individual must discover that an investigation
is carried out. The CI agent, as last resort, must meet with the
individual and interview him personally; however, this technique is
highly dangerous and requires a careful planning.

B. Once the information has been gathered, the procedure to
establish contact will begin. We must not approach every step
carefully once again, but we must remember that the contact is a
series of actions that are carried out only after a careful
planning and a thorough study. The presumed employee must be
totally evaluated and each phase of the initial meeting must be
planned in detail --- the manner how he is going to be approached.
The complete proceeding, the time, the place where it is to be
carried out, the methods to be used, depend an the mission, the
individual and the operational situation. Very few procedures for
establishing contact are carried out in the same manner. Some take
months to be completed while others require only hours or days.
The CI agent is evaluating the individual constantly and maintains
a flexibility as its situation develops and expecting each action.
The skilful cultivation of friendship and the easy development of
the individual's confidence until he accepts the job, after having
established contact with him, is when the CI agent will
successfully have ended the procedure to make contact.
 

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