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(Also issued as an HCOB, same date and title)

(Revised to include the complete data on Registrar, Tech Estimate, D of P Qual Consultant and Ethics interviews which LRH directed , be incorporated into this issue. Revisions not in script.)

(Compiled from LRH conferences and notes on the subject of interviews.)
Refs: HCO PL

Org Series 1 BASIC ORGANIZATION HCO PL 10 July 65 LINES AND TERMINALS, ROUTING All policy letters, HCOBs and LRH films on registration, Tech Estimates, D of P interviews, consultations, Ethics interviews and Chaplain interviews

13 Sept. 70 II

Interviews play a vital role in the correct routing and smooth flow of pcs and students on org lines. By definition, an interview is a meeting of persons, face to face, especially one arranged for the purpose of formal discussion about a point. Interviews are done to get data or to consult with someone on something. Depending on how needed interviews are assigned and carried out, org lines and therefore org products can be slowed or impeded or they can be speeded up and made to flow more smoothly, with real products as a result. This issue lists the main types of interviews used in an org and defines their use, to clearly label and differentiate between them. It summates the most used interviews but in no way replaces full training and hatting for ones post.

The purpose of the Registrar interview is to sign up prospective students and pcs for technical services and, by doing so, move them up the Bridge. The Registrar must be familiar with the tech the org delivers and results being obtained, and know what services the person he is interviewing should have. The Registrar uses this data to answer any questions and show the person the benefits of going on to his next service. The Registrar also makes liberal use of test resultsboth to show the person he needs help and to show when progress has been made.
1981, 1982, 1991, 2002 L. Ron Hubbard Library. All Rights Reserved.

HCO PL 1.4.1981RA Rev. 23.12.2001


A Registrar does not assign hours or C/S for a case, nor promise a person a specific rundown will be done. But he does interview people and sign them up for auditing. Sample Registrar interview: Hi, Mr. Jones. What can we do for you today? Mr. Jones: I think I went Dianetic Clear. Registrar: Well, thats good. You just sign here on the dotted line and these invoices will go down to the Tech Division and they will take care of you. End of interview! The way the Registrar ends his itsa is to put a pen in his hand. Thats the proper ack. Heres another sample Registrar interview: Mr. Smithers walks in to see the Registrar and says, Ted brought me down here and Im supposed to sign up for some more auditing. I dont want any more auditing. Registrar: Oh, my goodness, what you had better have is a D of P interview so we can get data on this. Thats the Registrar interview. The folder would go to the C/S and the C/S would tell the D of P what to find out from the pc. When a person applies for auditing the sign-up is conditional (pending acceptance by Tech) but the Registrar actually signs the person up and even accepts his initial donation without fail before sending the person to Tech for a Technical Estimate. When the Tech Estimate is received, the Registrar gets the person to sign up for the estimated number of intensives and donate for them. And if he cannot donate for the full number of intensives, the Registrar gets him to donate for the first few or one intensive. In any case the Registrar requires that the pc sign up for the remaining intensives to be taken when paid for. (Refs: HCO PL 30 Nov. 71, BLIND REGISTRATION; HCO PL 19 Aug. 60, REGISTRAR LOST LINE) When an individual has completed an org service and has routed through as complete, the Registrar always interviews him to sign him up for further services.

A Technical Estimate interview is done so an accurate estimate can be made of the number of hours or intensives a processing applicant will need to get results. This interview is done by the D of P (or a qualified technical terminal). It is not a metered interview. The D of P does various tests and gets the applicant to talk and move, in order to locate where he is on the Chart of Human Evaluation. He can ask the applicant questions about what he wants to accomplish with auditing, his state of case, amount of time it has taken to do services in the past, and so on. A Tech Estimate interview usually takes about five minutes. The D of P has the current OCA, IQ and Aptitude tests to hand. Part of his estimation includes a meter check which estimates state of case. (Ref: HCO PL 26 Aug. 65RC, ETHICS E-METER CHECK) Using these tests and the Chart of Human Evaluation, the D of P estimates the number of hours needed for a pc to get results. The Registrar is sent a copy of the resulting Tech Estimate which states: I recommend that this applicant (one of the following): A. Buy ______ (number of) intensives. B. Be refused auditing by the org on the basis of HCO PL 6 Dec. 76RC, ILLEGAL PCs, ACCEPTANCE OF HIGH CRIME PL. ,

HCO PL 1.4.1981RA Rev. 23.12.2001



A D of P interview is an interview given to a preclear on auditing lines by the Director of Processing. There are two main types of D of P interviews: 1. An interview ordered by a C/S to obtain data he cannot otherwise obtain and when he suspects hidden matter in the session which is not covered in the worksheets. The primary use of a D of P interview is to find out What did the auditor do? A D of P interview is done when the C/S suspects the auditor of not being able to audit, when he suspects his C/Ses are not being done, when he suspects that additives are being put into the session or that there are other outside factors on his auditing or admin lines that are influencing the pcs case gain. The C/S has the D of P ask the pc questions like: What did the auditor say to you in session? Exactly what happened in that session? The C/S uses a D of P interview when he doesnt know what is going on with the case and strongly suspects he isnt being told all in the worksheets. D of P interviews are done in order to get data and are not auditing. There isnt any attempt to audit during a D of P interview. In a D of P interview one doesnt want to know from the pc what he thinks is wrong with his case. The D of P wants to know when he started to feel bad and when the trouble set in. It is not a date/locatethe D of P just wants the pc to talk. Its basically a when question, such as, When did all this start up? When you first came in, what did you want? What did you expect to have happen? or When did you start feeling bad? For example, Mr. Smithers tells the Registrar he does not want any more auditing. His folder goes to the C/S and the C/S tells the D of P what to find out. The D of P interview is something like: D of P: Hello, Mr. Smithers. Whats this I hear about you having bad luck in your auditing? Pc: Well. D of P: All right, now lets just go over this a little bit. What was the exact point where you started feeling bad about it? An overuse of D of P interviews can tie up the D of P and cut down the delivery of auditing to pcs. To do a D of P interview to unravel a case actually defeats the purpose of FESing and the C/S. The C/S has specific tools he would order an auditor to use to crack a case, such as the Green Form, C/S 53, etc. This is all part of normal C/Sing and auditing lines. Its not a D of P interview. The normal action of a C/S is to study the case, get an FES done or do one and figure it out. If he substitutes a D of P interview for his work, he isnt going to learn what he needs to know. This could even wind him up in a wild Q and A, such as: D of P interviewPc: I want my big toe handled. C/S: Audit big toe. Another D of P interview: How are you feeling now? Pc: Actually, I have a lot of troubles on my mind, business troubles. C/S: Audit business troubles. Unnecessary D of P interviews are just lazy C/Sing.

HCO PL 1.4.1981RA Rev. 23.12.2001


2. To give the pc an R-factor on what is going on in order to dispel a mystery for him. The purpose of the second type of D of P interview is to put in an R-factor with the pc. The D of P finds out what the pc is in mystery about and explains it. The D of P does not explain tech to the pc. He explains what is happening. A good D of P can straighten it out fast. For example: Pc: I just dont understand why the auditor keeps. D of P: Well, you see, its like this. According to your folder here, youve been PTS to something since you were five and this tended to drift you off in that direction. Im sure we can handle this sort of thing. Now, what do you think about it? Pc: Well, wow, wow, wow, wow and my mother and my father and wow, wow, wow, wow, wow and I never did find out who they were and Ive been trying to find out ever since Ive been in auditing who my mother and father really were. If the pc is difficult to audit, the D of P can assume hes in some kind of a mystery. So he lets the pc talk and he will either get data on the situation or handle the mystery for him, such as: D of P: Oh, thats easy. Lets see your hands. What are all those calluses? Pc: Well, Im a bass fiddle player. D of P: Well, your hands are having trouble contacting the electrodes and your TA goes falsely high and so they had to get help. Thats what theyre doing. Pc: Oh!! The D of P has to be careful with this sort of thing. He never tells the pc what he should think about his case, like psychiatry doesi.e., The reason why youre crazy is your father hated your mother. In this type of D of P interview, one is dealing with a different kind of mystery. Any evaluation concerns what is going on or whats expected of the pc, not what his case is.

The D of P is actually the I/C of all pcs when they are in the org and he can originate a D of P interview when warranted. D of P interviews are always done on the meter. Though it is not auditing, the D of P must have his TRs in, must be able to meter accurately and must have a Qual Okay to Operate an E-Meter. While a D of P interview is not done to get case gain, one normally tries to end the interview on an F/N.

A Qual Consultant interview is a case-cracking type of interview done by the Qual Consultant, who is a skilled auditor. It can be done on a person who is not really on auditing lines or he is somewhere around auditing lines and is seen to be fouled-up. This is a technical person using a metered interview to unravel a case. It is done when there is a hidden factor: one suspects something is very wrong on the auditing or C/Sing lines and doesnt have all the data. A Qual Consultant action is called for because it is something the C/S and auditor should have seen but didnt. So it is a matter of what didnt they see? Or, what did they do?

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The Qual Consultant interview is always begun with, I am not auditing you. It is quite a different action than auditing. For instance, it might go something like: Pc: Well, you see, my grandmother and so forth. Qual Consultant: Im sorry, your grandmother doesnt read. Now lets look somewhere else, shall we? Pc: Oh. All right. Or, Pc: Well, Ive had these terrible marital problems and theyve gone on and on for years. (And the TA starts going up.) Qual Consultant: Thank you. Now Im sorry but that isnt what were looking for herethat doesnt read. Is there anything else that we might look at? And they finally boil it down to the fact that he had been eating candy in every session and the auditor didnt have him on the meter, or some other dumb action, but the pc had not spotted it. (If he were able to spot it, it wouldnt have been that much of a problem.) It doesnt upset the pc to steer him away from unreading areas as one isnt invalidating any charged areas. The Qual Consultant just runs the meter. It is not Fish and Fumblesaying That, that, whats that?but is a different type of steering. The pc has an idea he knows whats wrong and it is a wrong target; he doesnt know whats wrong if it is persisting. The exception to that is if he has a withhold; he might have a withhold, and not know it is the withhold that is torpedoing him. The Qual Consultant might have to say, Im sorry Miss Jones, your hidden love for the Commanding Officer does not read on the meter. Now, what are you up to Miss Jones? If he cant locate what the trouble is swiftly, he can even assess a C/S 53 and indicate the largest read. Such a C/S 53 can be carried out with great rapidity. The Qual Consultant doesnt just find out what is wrong, he pushes it through until he knows what is wrong and usually finishes up with an F/N. The pc will probably require further auditing on it, but the Qual Consultant pushes the interview through to a resolution of the pcs instant, immediate problem and indicates the bypassed charge. The Qual Consultant always writes up the interview and puts it in the persons pc folder.

The duty of an AO Solo Consultant is to personally handle pre-OT Solo jams rapidly with metered two-way comm. A Solo line does not run like a C/S Series 25 HGC line. It is a highly alert personalized line that picks up the pre-OTs who arent soloing well or who are bugged and gets them wheeling. Usually its something simple, only discovered by asking the pre-OT and handling in a metered interview. Cramming cycles on auditing are a common result. A C/S cant see that the green pre-OT forgets to turn on his meter! The Solo Consultant interview is a smooth way to get happy pre-OTs.

An ethics interview is an interview done by the Ethics Officer or the MAA on a student, preclear or staff member. He uses Confessionals, conditions, investigation tech and PTS/SP tech in order to get ethics in in his org or area so that Scientology can be done.

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The Ethics Officer acts on indicators and has a primary responsibility to keep trouble from blowing up on org lineshe is supposed to catch things before they blow up. An Ethics Officer has to know what the scene is and be able to act. With no nonsense. He is there to get ethics in so that tech can go in. Often the job of the Ethics Officer entails an ethics interview to find out what the situation is with an individual and get it handled. An example would be someone who is goofing and in trouble for not completing cycles of action. The Ethics Officer, upon checking the ethics files of this person, interviewing him and learning that this was the situation, would know that the probability is that the ethics handling needed is for going past misunderstoods in his work. With ethics in, the person could be word cleared, the MUs found and he would then be able to complete cycles of action. A key tool of the Ethics Officer is the ethics conditions and their formulas, as contained in the book Introduction to Scientology Ethics. Where a person has earlier undone or messed up ethics conditions, this can act as a serious block to getting ethics in and would require handling with Repairing Past Ethics Conditions procedure. Another vital tool of the Ethics Officer is getting a person freed of his overts and withholds. A person manifesting O/ Ws (nattery, blowy, critical of the organization, etc.) must have those O/ Ws pulled. An important part of an Ethics Officers job is hearing Confessionals and he must be trained and able to do Confessionals where needed. (Refs: HCO PL 13 Nov. 74, HCO MAY DO CONFESSIONAL LISTS; HCO PL 6 Mar. 82R, CONFESSIONAL TECH POLICIES) Another way to get O/ Ws cleaned up is to get the person through a full O/ W write-up including standard meter check to make sure the O/ W write-up is complete. (Ref: HCO PL 2 Mar. 84RB, O/ W WRITEUPS) An Ethics Officer never spends any time sitting and arguing with someone. He simply puts the person on a meter and does a short assessment or Trouble Area Questionnaire and finds out what the person is trying to get away with. He resolves it with the E-Meter. (Refs: HCO PL 9 Apr. 72R, CORRECT DANGER CONDITION HANDLING; HCO PL 7 Mar. 79, ETHICS INTERVIEWS) PTS interviews are a frequent duty of the Ethics Officer and he must be fully trained in the complete tech of handling PTSness as contained in the PTS/SP Course. If a pc is midauditing, the Ethics Officer or MAA should check with the pcs C/S before doing a PTS interview or Trouble Area Questionnaire. (Ref: HCOB 13 Oct. 82, C/S Series 116, ETHICS AND THE C/S) Full worksheets are always kept for any PTS interview and are sent to the pc folder. A copy of any ethics interview is also sent to the persons pc folder.

A Chaplain does interviews on persons who feel wronged, ARC broken public who have fallen off the Bridge or are about to, and people whose burdens have been too great. He smooths out such ARC breaks and gets the person back on the org board or back on service in the org. If a person feels he cannot be heard anywhere else he always has recourse to the Chaplain. Such a person mainly wants to be heard and acknowledged.

HCO PL 1.4.1981RA Rev. 23.12.2001



When someone has completed a service and is leaving the org, the CO/ED interviews the person before he routes out of the org, to make sure he got all he came for. This interview consists of the CO/ED congratulating the student or preclear, checking his indicators and chatting briefly with him on his future plans. If all okay, the CO/ED gives his approval that the person may go. If not satisfied, the student or pc would be routed to Qual to get straightened out, with the R-factor that he doesnt have permission to go because the CO/ED is not satisfied with the technical results. No public departing routes out of the org without the CO or EDs okay and a sign must be posted which makes this clear to the public. This enables the CO/ED to see that each person completing services is a product.

On Flag and in some other orgs, there is a Host whose duty it is to see to the well-being and good servicing of the public. He interviews public when they arrive and, as necessary, while they are on services in the org. The purpose of the initial Host interview is to welcome the person arriving for services, brief him and orient him to the scene and provide him at once with a stable terminal who is interested in his welfare and will be a terminal for him throughout his stay. The Host lets the person know that if there is anything wrong, he should come and see him. The Host interviews pcs and students as needful to ensure they are being serviced and to ensure any service outness is handled by the proper terminals. Returning persons are similarly welcomed, rebriefed and brought up to date on any changes in services or new facilities.

While these are by no means all the types of interviews an org uses, they are the main interviews given on an orgs service lines. Standardly done, interviews can make all the difference in an orgs lines and viability. The result will be an increase in the quantity and quality of the valuable final products of the org.


Revision assisted by LRH Technical Research and Compilations