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CHAPTER VIII
INTERROGATION PHASE/TECHNIQUES
INTRODUCTION:
The interrogation phase/techniques for questioning have a very unique
value because they will cover all the interrogatives. The ability to ask
questions is as important as the investigation that is being carried out.
Without a good knowledge of how to address his questions, many times valuable
intelligence information could be lost or answers are given that are contrary
to what the source provided.
GENERAL:
a. Usually, the interrogation phase/questioning techniques starts
when the source starts answering questions pertinent to the specific
objectives of the interrogation/interview.
b. The questions must be sufficiently comprehensive to ensure that
the subject of interest has been completely exploited.
c. All the answers obtained from the Source must established the
basic interrogatives which are:
(1) Who
(2) What
(3) When
(4) Where
(5) Why
(6) How
d. All your questions must be presented in a logical sequence in
order to be sure that the significant topics or objectives have not been
neglected.
e. Frequently a series of questions are used, following a
chronological sequence of events, but it is by no means the only logical
method of making an interrogation.
(one page missing from the original)
(3) Non Pertinent Questions:
(a) Non pertinent questions are those that have nothing to
do the with objectives of the interrogation/interview. When pertinent que non-
pertinent questions are carefully mixed, the Special Agent [SA] could hide
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the real purpose of the investigation and make the Source believe that a
relatively insignificant matter is the basis for the interrogation/interview
by asking pertinent questions in a casual manner. For example:
* Emphasizing questions and details that are not important.
* Dwelling on non-pertinent topics that the Source seems unwilling
to discuss.
(b) One of the techniques for which non-pertinent
questions are used is to make the source relax, and then go back to pertinent
questions in order to obtain the information desired.
(c) Another use for non-pertinent questions is to break
the "train of thought" of the source. This is particularly important if there
is suspicion that the source is lying.
Always have in mind that the Train of Though is an effort by the
Source to concentrate possibly to come up with a lie. The SA could break the
concentration by introducing suddenly a completely unrelated question, and
afterwards returning to the pertinent topic.
(4) Repeated Questions:
(a) The repeated questions are used as a means to ensure
precision, particularly when the SA suspects that the Source is lying.
(b) One of the techniques is to repeat the same question
in another way or disguised.
(c) The repeated questions also are useful to ensure
precision in the details, such as places, names, dates, team components and
similar topics.
(5) Direct or tricky questions:
(a) The way you express the questions have a direct
relationship with the response of the Source. A question can be made in
different ways. Example:
"Where did you go last night?"
"Did you go last night to general headquarters?"
"You did go to general headquarters last night?"
"Didn't you go to general headquarters last night?"
(b) The first example (where did you go last night?) is a
direct and simple question that requires a narrative answer. This type of
question usually produces the maximum amount of information and provides a
great number of leads that can be followed or exploited by the SA.
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(c) The other three examples are tricky questions in that
they are suggesting the answer.
(d) Tricky questions tend to suggest the source the
response that he thinks the SA wants to know, and also limits the number of-
details given in the answer.
(e) As a general rule, the tricky questions are not good
for the purpose of interrogation/interview, but could be used efficiently as a
means of verification, means of strategy, or as a means of pointing out with
precision at specific details.
(6) Combined Questions:
(a) Combined questions are those that contain more than
one question. This type of questions should be avoided because they could be
evaded easily and sometimes are difficult to understand. For example:
"What kind of training did you receive at the basic training
center of the enemy forces, and what kind of training did you receive
afterwards at the advanced training center of the enemy forces?"
(b) As you have noted in the above example, the source may
answer only one, both or none of the questions, and the answer given may be
ambiguous, incomplete or both.
(7) Negative Questions:
(a) Negative questions are those that confuse and give
deceiving or false answers. This type of question could suggest two answers.
For example:
"Don't you know whether Col¢n went to General Headquarters last
night?
(b) If the SA is not aware of the negative question, with
all probability he will extract an answer that the source never wanted to
give.
(8) Precise and Brief Questions:
(a) All questions should be precise, brief and to the
point. There should be no doubt in the mind of the source of what the SA wants
to know. This type of question is identical to the direct question and limit
the level of the Train of Thought of the Source since it should require a
narrative response.
(9) Questions Expressed Simply:
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(a) The SA must use simple questions. Avoid convoluted
words (words whose meaning other persons might not know).
(10) Reinforcement Questions:
(a) The reinforcement questions are those used to impart
emphasis at a certain point of the interrogation/interview. During the
interrogation/interview the SA must remain alert to detect and exploit the
statements by the Source that indicate that he has valuable intelligence
information, besides the one which is pursued in the present
interrogation/interview.
3. Information from Rumors:
(1) Rumors can provide valuable information. However, rumor must
be classified as rumors.
4. Conclusions:
(1) The last step of the interrogation/interview is to obtain
any additional conclusions, statements, remarks or evaluations of a specially
qualified source.
(2) When the SA receives such information, he must also obtain
the facts on which the source based his conclusions and/or evaluations.
5. Interrogation/questioning techniques Phase
a. The interrogation/questioning techniques phase is what
"truly makes a Special Agent" since it would be worthless to have an excellent
"planning and preparation" and a wonderful "approach plan" if the
"Interrogation/Questioning Techniques Phase" is not exploited to the maximum
advantage in order to obtain the greatest intelligence information possible.
b. Types of Interrogations/Interviews:
The SA usually follows two general rules (the direct or indirect
interrogatory/interview). The essential difference between the two lies on
whether the source knows or does not know that he is being
interrogated/interviewed.
c. The Direct Interrogation/Interview:
When we use the direct interrogation/interview, the source is
conscious of being interrogated/interviewed, but knows or does not know the
real objective of the interrogation/interview.
d. Advantages of the Direct Method:
(1) Consumes less time.
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(2) Easier to carry out (nothing to hide)
(3) Allows the SA to make continuous verifications of the
information that he is receiving from the source.
e. Disadvantages
(1) The source does not want to be a stool pigeon.
(2) He is afraid for his life (or his comrades')
(3) Thinks that he can obtain something in exchange for
the information offered (his own benefit).
f. Indirect Interrogatory/Interview:
This form of interrogation/interview is characterized by getting
information through deceit and trickery without the source knowing that he is
being interrogated.
g. Advantages:
(1) The information extracted is almost always true (no
reason to lie.)
(2) It is useful for extracting information (even) from
the most difficult sources.
(3) It serves for exploiting a big human weakness (the
desire to talk).
h. Disadvantages
(1) A great deal of skill is needed.
(2) It consumes too much time and personnel.
(3) We do not know really whether the source really wants
to cooperate/confess everything.
5. Use of techniques:
a. Have in mind that both types of interrogation/interview can
be used at the tactical as well as strategic level.
b. Determining factors for the direct interrogation/interview:
(1) Very limited time (TACTICAL LEVEL)
(2) To use for immediate operation
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(3) SA does not have much training
c. Determining factors for indirect interrogation/interview:
(1) Said operation/mission does not have immediate
tactical importance.
(2) The goal to be attained is at strategic level.
Example: To know the enemy capabilities to sustain
hostilities for long periods of time.
6. Selection of the Source:
a) The criteria for the selection of personnel to be
interrogated/interviewed could vary for innumerable reasons:
1) Time limitations
2) SA availability
3) Skills of the Ae (who in general serve as selecting
officers).
4) Quality and quantity of information that the sources
could have.
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CHAPTER IX
INVESTIGATION OF PERSONNEL SECURITY INTERVIEWS
INTRODUCTION:
The interviews of personnel security enables us to obtain truthful
information to help us in our determination to offer a person access to
classified information that might affect national security. These interviews
are done normally with a person that has known the SUBJECT being investigated.
GENERAL:
l. Before beginning the interview we have to do good planning and
preparation for the interview. The following steps must be taken if at all
possible:
a. Identify the individual that will be interviewed.
NOTE: FOR THIS KIND OF INTERVIEW, A PRELIMINARY DATA SHEET WILL GIVE
US THE
CHARACTER THAT WILL BE GIVEN TO THE INTERVIEW.
b. Prepare the questions that will be made.
1) Develop questions que will extract information
regarding the following matters related to the SUBJECT:
a) His loyalty
b) His character
c) His reliability
d) If he is or is not adequate to fill a position
of confidence.
c. Prepare questions that will allow the source to answer in an
open and spontaneous manner (narrative form).
d. Avoid questions that only require "YES" or "NO" as an
answer. Examples: Is your name Miguel?
e. Prepare your questions using the basic interrogations
(always have in mind the basic interrogations during the interview):
1) How
2) When
3) Who
4) What
5) Where
6) Why
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f. Obtain the required forms, such as Sworn Statement, signed.
2. Once planning and preparation have been completed CONTACT THE
INDIVIDUAL TO BE INTERVIEWED.
a. Try to make contact and carry out the interview during
working hours at the individuals work place (or where appropriate depending on
the situation, if necessary make an appointment with the Source).
3. Once the meeting has been arranged and you meet the Source, carry
out the interview.
a. Identify yourself and show your official credential (always
remember that you are the representative of a national government and that you
are a Special Agent).
b. Ensure/certify that the Source himself knows the SUBJECT (if
necessary ask him for an identification card).
c. Inform the Source of the purpose of the interview (Example:
the purpose of this meeting is to obtain information onwho is considered
for a confidence and responsibility position with the national
government.......)
d. Obtain positive identification from the Source.
e. Try to gain and keep the confidence of the Source in such a
way that he will feel at ease with you.
f. Make the arrangements for the interview to take place in a
quiet place and free of distractions.
NOTE: IF YOU HAVE A RECORDER AVAILABLE AND THE SOURCE DOES NOT
OBJECT, EXPLAIN
TO ;HIM THAT YOU WANT TO USE TO PREPARE YOUR REPORT OF THE
INTERVIEW IN THE
MOST ADEQUATE WAY.
g. Obtain and make notes of the information of the
identification of the Source, including:
1) Name and rank
2) Position
3) The complete designation of the unit and its location
or place of work and position.
h. Inform the source that the interview is considered official
business and warn him that he cannot discuss its content with strange persons
to Military Intelligence.
i. Ask questions to obtain information from the Source
regarding:
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1) Day, time, place and circumstances when he met the
SUBJECT.
2) Day, time, place and circumstances when he last saw or
communicated with the SUBJECT:
3) Frequency of contact between him and the SUBJECT:
1) professional contact
2) social contact
4) Any length of time over 30 days when he did not have
contact with the SUBJECT:
5) Number of times and frequency of contact since he saw
the SUBJECT last and method of communication.
j. Ask the Source questions to determine his knowledge of the
following regarding the SUBJECT:
1) Date of birth
2) Place of birth
3) Use of nicknames
4) Military units to which he belonged (if applicable).
5) Residences
6) Education (where did he study and to what level).
7) Civilian employment
8) Family
9) Hobbies/interests
10) Partners/business associates
k. Questions asked to obtain the Source's opinion regarding:
1) The honesty of the SUBJECT
2) The confidence on the SUBJECT.
3) Can de SUBJECT be depended on?
4) Maturity of the SUBJECT
5) Morality of the SUBJECT
6) Mental and emotional stability of the SUBJECT.
l. as the Source if he has knowledge of any problem that the
SUBJECT might have had with police authorities.
m. Ask the Source if he has knowledge of:
1) whether the SUBJECT uses or has used illegal drugs
2) whether the SUBJECT abuses prescription drugs
3) whether the SUBJECT has the habit of gambling.
4) The financial stability of the SUBJECT.
5) Use or abuse of alcoholic beverages
6) If he is member, goes to meetings or support any
organization that intents to overthrow the national government.
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7) If he is a member, or support any organization that
tries to deny civil rights to a person or group of persons.
8) What is the professional reputation of the SUBJECT.
9) Whether the SUBJECT has made previous trips or long
trips abroad.
10) Social reputation
11) Relatives living abroad
12) Business contacts in foreign countries.
n. Ask the Source if the SUBJECT is loyal to the government.
o. As the Source if he would recommend the SUBJECT for any
position of confidence and responsibility with the national government.
p. THE SOURCE SHOULD BE ASKED TO PREPARE A SIGNED, SWORN
STATEMENT; .sworn statements are required when:
1) The source does not recommend the SUBJECT for a
confidence position.
2) The source gives negative or derogatory information on
the SUBJECT.
3) The information given by the Source does not conform
with the negative information previously received.
q. Obtain leads (additional contacts). Determine whether the
Source knows other persons that know the SUBJECT and his activities.
r. Determine whether the Source wishes his name to arise as
provider of this information in case the SUBJECT requests it.
s. End the interview.
1) The Source has to be reminded that none of the
contents of the Interview should be commented with anybody else.
2) Thank the Source for his cooperation and bid good-by.
4. Prepare the required reports.
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CHAPTER X
HOW TO OBTAIN A SWORN DECLARATION
INTRODUCTION:
During its functions as a Counter Intelligence Special Agent you must
get a sworn declaration from the persons whom you have interviewed. These
sworn declarations will help you determine the truth of the persons
interviewed as well as recognizing if the information that they have given has
any connection with your investigations.
DEVELOPMENT:
A. Definition of a Sworn Declaration:
A Sworn Declaration is a written statement about facts, given
voluntarily by a competent person who is a witness, who states under oath that
the content of the statement is true.
B. The Sworn Declarations must be obtained from the following
categories of interviews:
1. Witnesses with direct or personal knowledge of the incident.
2. Sources who provide credible unfavorable information. Credible
unfavorable information is defined as: Information related to loyalty and
attitude of a person, who appears to be honest, and so who could make a
probable base to take adverse action.
e. The sources who refuse credible unfavorable information.
Information that has been refused its defined as: That information that was
refused (without validity).
4. SUBJECTS of an interview.
5. Suspicious persons who are citizens of the country.
6. Persons who have been accused and that are not citizens of the
country.
C. You may obtain this information during the interviews using the
interrogation basic techniques in an efficient way.
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5. The next four blocks will note the complete information about a
person who is making a sworn declaration. The following information is
included in block E.
a. Complete name of the person
b. Personal identity number
c. Grade or civil rank
d. Military unit or civil residence
F. You must aid the interviewee to write a declaration using one of
the following methods:
1. Narrative method
a. The narrative method allows the interviewee making a declaration
to write the information in his own words. This method is normally used when
preparing the declarations of Sources, Witnesses, or Unscheduled persons.
b. The Sworn Declarations made by a source must have a summary
declaration explaining the social degree or professional association between
the source and the subject. This must have the facts and circumstances of the
facts that support or contradict the unfavorable credible information and
answer all the basic interrogations.
2. Question and Answer Method
a. When you are preparing a sworn declaration for a subject, accused
or suspicious person use the question and answer method so as to ensure the
verbal file in the interview. The question and answer method has both
questions that you make and answers from the interviewee. This method allows
you to limit to just the information contained in the declaration that is
pertinent.
b. The sworn declarations made by a subject, source or accused
persons must contain, in addition to the facts and circumstance the following
information:
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1. An explanation of the purpose of the interview.
2. A declaration of recognition of the provisions of privacy
according with the national government and these provisions must be explained.
3. A declaration of recognition that the SUBJECT was advised of his
constitutional rights and that he denied these rights in writing noted in the
certified text of the SWORN DECLARATION/LEGAL RIGHTS/USE OF A LAWYER.
4. A petition to have an interview under oath and the answer.
5. A complete personal identification of the interviewee.
6. A final question to find out if the interviewee wishes to add or
change the declaration.
3. A combination of the two methods mentioned above normally provides
the best result. The person interviewed is allowed to express himself and
afterwards you may use the method of questions and answers to obtain specific
information that has been omitted previously. This method also allows you to
clarify the areas where the interviewee has not been clear in the declaration.
G. All sworn declarations will be written in first person. The
vocabulary and the grammar of the interviewee must be used during the entire
process, including vulgarities if they are pertinent or provided as part of
the actual interviewee's appointment. Expressions written in parenthesis,
abbreviations, facts in military style and investigative jargon or the use of
capital letters only used by the counter intelligence agents must not be used.
H. Use additional pages to complete the body of the declaration. The
additional pages are used when the sworn declaration does not fit in the
second page of the document.
I. When typing the sworn declaration, write the declaration as close
as possible to the margins of the document, or write a line towards the margin
when the declaration or sentence does not reach the margin.
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J. At the end of the sentence of the sworn declaration, include the
phrase, "Declaration Finished".
K. In a sworn declaration that has been typewritten, have the
interviewee put his initials at the beginning of the first sentence and in the
last sentence of each page, as well as putting his initials on the side of any
correction or errors. The sworn declarations made in handwriting do not need
the initials unless there are corrections. Corrections made to the sworn
declarations must be done in ink and ball point pen preferably in black ink,
but keep in mind that the interviewee must put his initials next to the
corrections.
L. Complete the section under the page including the number of the
page and the total of pages (page from page) and then you must make the person
making the declaration put his initials in the upper part of each page in
block F.
M. Complete the section of the declaration writing down the name of
the interviewee in blank sections in block H.
N. Make the interviewee read the sworn declaration and make sure that
he understands it.
0. Make the interviewee repeat the oral oath. If the interviewee does
not wish to take the oath, you must not try to persuade him to change his
mind. But, you must explain that a declaration that is not under oath could be
used as evidence as well as you must explain that the meaning of the oath, and
the penalties for submitting a false declaration.
P. Make the interviewee to sign the sworn declaration. If the
interviewee took the oral oath but does not wish to sign the sworn
declaration, do not try to change his mind. Explain to him that the oral oath
and not his signature is what makes this document a sworn declaration and that
such document will be sent to the appropriate destination. Allow him the
opportunity of making any changes to his first declaration. But, never destroy
the original declaration.
Q. Write down the place and the date where the oral oath was obtained
in block J.
R. Sign the document in block K, and typewrite the complete name of
the counter intelligence agent in block L.
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S. Write down the authority that the counter intelligence agent has
in block M.
T. Make the witness (if it applies) sign the sworn declaration. The
witness signs the sworn declaration affirming that the interviewee understands
the content of the sworn declaration and that the interviewee signed such
declaration in your presence. THE WITNESS DOES NOT HAVE TO BE PRESENT DURING
THE INTERVIEW, ONLY ONE WITNESS IS REQUIRED DURING A SWORN
DECLARATION, UNLESS
THE INTERVIEWEE WISHES A WITNESS TO BE PRESENT DURING THE INTERVIEW.
U. If the interviewee wishes a copy of the sworn declaration provide
him with a copy under the conditions that the sworn declaration is not
classified.
NOTE: If the sworn declaration is classified make sure that it is classified
according to the SOP.
V. Complete the appropriate reports, write down and add all the
details.
NOTE: When a sworn declaration is taken from a person that does not speak the
national language, copies of the declaration must be prepared in the language
spoken by the person. If necessary, use an interpreter for this purpose. Both
declarations must have a statement indicating that the content of the
declaration is complete and without errors. The person who transfers the
document must sign the declaration and indicate that he is competent. The
counter intelligence agent must supply the oath to the interpreter before the
interpreter signs the declaration.
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CHAPTER XI
UNSCHEDULED INTERVIEWS
INTRODUCTION:
Frequently you will find an interview in which the person comes to the
counter intelligence office to give information. This interview is not
prepared beforehand, but it must be professional at the moment it takes place.
GENERAL FACTS:
1. Once the person comes into the office you must:
a. Be courteous and professional.
b. Show your official badge (credentials).
c. Obtain any personal identification.
NOTE: GAIN THE PERSON'S CONFIDENCE AND BE NICE AND ALERT. THE EFFORT
TO WIN
THE PERSON'S CONFIDENCE MUST COME FROM THE MOMENT THE PERSON
ENTERS AND
CONTINUE THROUGH THE INTERVIEW.
d. Determine the purpose of the source's visit.
1. Definition of an unscheduled interview
An unscheduled interview is that in which the person comes voluntarily
to the Counter Intelligence office and offers information that he thinks has
value to the military intelligence. Frequently the person has some personal
interest (money) in giving this information to the Counter Intelligence.
2. Some persons that fall within this category (unscheduled
interviews) are:
a. Native persons (residents of the same area where the incident
occurred).
b. Deserters
c. Refugees or displaced persons
d. Tourists and other persons visiting the area.
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e. Participants in international conferences.
f. Enemy agents under low rank, or importance.
g. Persons who are only a nuisance to military intelligence. That is
those who give constant information that is useless to the CI.
2. Once the person has come to your office start a Review of Files
(the review is done normally when a person is busy and this review is done
normally by his assistant):
a. Determine if the name of the person appears in the list of persons
that are only nuisances to the CI.
b. Determine if the National Police, Military or Treasury has a file
about this person.
3. If the review of the files indicate that the person is a nuisance
to military intelligence:
a. Thank the person for his information.
b. Close the interview and walk out the person, be polite when doing
it.
4. If the review of files does not indicate anything negative
regarding the person, continue with the interview.
5. Once the assistant gives you the results of the review of files
you may carry on with the interview:
a. Ask the person permission to use a tape recorder during the
interview. Explain to the person that this will help you prepare the report
for this interview, and obtain all the information that he brings without
making mistakes.
b. Turn on the tape recorder only if the person allows you to.
c. Take the oath of truth from the person (Example: You pledge or
swear to tell the truth, the whole truth and nothing but the truth). The oath
of truth must be taken standing up (if applicable) and with the right hand
raised (if applicable).
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d. Ask the person to tell you the whole incident, or whatever
information he has.
1. Encourage the person to give you information in his own words.
2. Listen carefully and take mental notes of the areas of interest
from the information given by the person.
3. Don't take written notes while the person is telling you the
incident.
4. Don't interrupt the person.
NOTE: IF THE PERSON GOES OFF THE SUBJECT, TACTFULLY LEAD HIM TO THE
MAIN
THEME.
e. Go over the story the person has given you:
1. Assure the person that the information he brought will be kept in
strict confidentiality.
2. Go over the story the person has given you covering all the points
of emphasis and to clarify all discrepancies or contradictions.
3. Write down all leads that come up.
f. Obtain information from person's history to help in the evaluation
of the information. This information of history must include:
1. Identity (complete name, rank, and personal identity number.)
2. Date and place of birth
3. Citizenship
4. Present and past addresses
5. Occupation
6. What motivation he had to come to report the information
g. Develop the secondary information: Frequently the story and
history of the Source indicate that it is possible that he would have
additional information of interest to military intelligence.
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NOTE: IF DURING THE INTERVIEW, THE SOURCE OF INFORMATION IS NOT
WITHIN
JURISDICTION OF THE MILITARY INTELLIGENCE, PUT THE SOURCE IN CONTACT
WITH THE
AGENCIES OF GOVERNMENT THAT COULD BE INTERESTED IN SUCH
INFORMATION. IF THE
SOURCE DOES NOT WISH TO TALK TO ANYONE ELSE, MAKE NOTE OF THE
INFORMATION AND
PASS IT ON TO THE INTERESTED AGENCY.
h. Obtain a sworn declaration, signed by the source.
i. Explain to the person the official nature of the interview and
caution him not to talk with anyone about what happened during the interview.
6. Close the interview:
a. Advise the Source that it is possible that he may me interviewed
again. Determine if he is willing to participate in another interview.
b. Make arrangements for the new contact.
c. Close the interview in a nice manner.
d. Walk with the Source to exit the office.
7. Prepare the reports/necessary reports.
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CHAPTER XII
WITNESS INTERVIEW
INTRODUCTION:
Interviewing the witnesses of an incident offers the CI agent the
opportunity of verifying information that is provided by another source. It
helps us clarify doubts that we may have about the truth of the information
collected.
GENERAL FACTS:
1. DETERMINE THE NEED TO HAVE A WITNESS INTERVIEW:
a. You must answer the incidents/activities and interview all the
existing witnesses, who were in the area where the incident occurred.
b. You must answer the tasks that are presented by the preliminary
sheet.
2. You must determine if the witness had personal knowledge of the
incident.
3. Plan to carry out the interview in a quiet place, free of
interruptions.
4. Identify yourself to the witness and show the Official badge.
5. Identify the witness examining his badge and any other identity
card that he may have.
6. Try to win his trust and make him feel secure.
7. ASK PERMISSION FROM THE WITNESS TO USE A TAPE RECORDER DURING
THE
INTERVIEW. EXPLAIN THAT THE TAPE RECORDER WILL HELP YOU TO COMPLETE
THE
REPORTS MORE ADEQUATELY.
8. Turn on the tape recorder if the witness allows you.
9. Ask the witness to tell you his story.
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a. Take general (mental) notes about the information brought by the
witness.
b. Take detailed notes of the unclear or doubtful areas to develop
them later in more fully.
10. GO OVER THE STORY WITH THE WITNESS:
a. Discuss the story with the source in detail, covering all
outstanding points.
b. Ask questions in detail (use the basic interrogations) about
specific areas that you noted while the witness told the story.
c. Clarify any doubtful area
d. Take detailed notes.
e. Use drawings, sketches, charts as supplements if these may help to
clarify any information, or to interpret the incident as it happened.
11. OBTAIN ADDITIONAL LEADS:
a. Determine if the witness knows any other person that might have
knowledge of the same incident. Obtain names, addresses, if possible,
telephone number of these persons.
b. Determine if the witness know any other person or persons that
were present in the area of the incident and get a complete description of
these persons.
12. OBTAIN A SWORN DECLARATION, SIGNED BY THE WITNESS.
13. ASSURE THE WITNESS THAT THE INFORMATION THAT HE HAS BROUGHT
WILL
BE KEPT IN STRICT CONFIDENTIALITY AND THAT HE WILL NOT DISCUSS IT WITH
ANYONE
ELSE.
14. MAKE ARRANGEMENTS FOR ANOTHER CONTACT OR INTERVIEW IN THE
FUTURE
WITH THE WITNESS.
a. Advise the witness that you may need to contact him again.
b. Obtain address and telephone number of the witness and determine
where you may be in contact with him if you cannot find him at home.
108
LN324-91
c. Determine if there is any hour in which the witness may not be
available for an interview.
15. CLOSE THE INTERVIEW:
a. Explain to the witness that the interview that was just over is
considered as an official matter of the government and that he must not
discuss it with anyone.
b. Bid the witness goodbye.
16. MAKE THE Review OF FILES.
17. WRITE THE NECESSARY REPORTS.
109
Chapter 13
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