SECRET//NOFORN (U//FOUO) CHS Assessing APU as eee een a Spot and iter Terminate | my Handle ieee @ Recruit een Derived From: FBINSISCG oi oa Classified By; F44M44K65, FBI-AN, FBI Noy) Record: 890 A-AN-14809 SECRET//NOFORN‘SECRET//NOFORN (U) Purpose of This Aid (U{/FOU0)_ Its core responsibtity ofeach Soecial Agent 20 develop and maintain a HUMINT base from which to collect vital information on FB! investigative and national intelligence priorities, inciuding idertifying, essessing tre suitatility of, validating, and operating Confidential Human Sources. Special Agents of the FBI aperate Confidential Human Sources to meet the criticel mission of intelligence collection in order to respond to investigetve program priorities and to national level and FBI intelligence collection requirements. Acditionally, the intelligence collected from these CHSs susports ‘the efforts of partner agencias in law enforcement and intel igercs community members in order to. support nationel secuety and law enforcement cbjectives. (U{/F QUO) in order to meet these goels, proactive measures must be undertaken to identify individuals with the placement and access to the information needed to advance FBI investigative and intelligence efforts. This aid is purposed towarc providing investigative and analytical personnel with a tool to assist in the identification of Confiderttial Human Sources. The aid focuses primarily on the assessing portion cof the CHS recruitment cycle, (U) The CHS Recruitment Cycle (S//NF| The recruitment process can be broken down into sx events or stages. These comprise what is known as the Recruttment Cycle and they track ¢ recruitment cperaticn from initiation to conclusion. ‘Thase events can be conducted by a Special Agent. Ofter, however, recruitment is a “team” operation with several agents, eralysts, and o‘ficers participating. e 6 a 2 oe 9 (S/N) Figure 1 The CHS Réeruitment Cycle ‘SECRET//NOFORN‘SECRET//NOFORN (S//NF) CHS Recruitment Cycle — Definitions Spotting The pro-active and systematic search for individuals who can collect evidence or have access to information that can fulfil a collection requirement, Filtering — The active process of reviewing the access, suitability, susceptibility, accessibility, and security issues associated with each potential CHS so that efforts can be focused on the most appropriate individual. Assessing — The ongoing process of analyzing both “spotted” pCHS and recruited CHSs. The PCHS is assessed to Identify a means to induce him/her into becoming a recruited CHS mainly ‘through identifying that person's motivations and vulnerabilities. Assessment continues. throughout the recruitment cycle. Even after a CHS is recruited, he/she will continue to be assessed to determine how he/she is best handled and directed. Developing — refers to the process that leads toa recruitment of @ CHS. To accomplish this, the SA begins establishing and building 2 bond between the SA and the pCHS. The SA must make ‘contact with the PCHS and purposefully build rapport. The SA must also take non-alerting, natural actions to manipulate and influence the pCHS into a seemingly personal relationship thereby creating a situation which is conducive to a successful recruitment. Successful CHS development begins with the first contact (sometimes called “The Bump”). Recruitment — Refers to that point in time at which a target acknowledges to the SA, by word or deed, that s/he agrees to provide the SA with information or services for which the target could bbe criminally, socially or professionally sanctioned. The CHS has more at stake in the clandestine ‘nature to his relationship with the SA than does the SA. Once recruitment takes place, the SA will transform his relationship with the CHS from a personal one to a professional one between the CHS and the SA. Pitch ~is an act whereby an SA focuses on the benefits to the pCHS for accepting a clandestine/confidential relationship, and then articulating those benefits to motivate the pCHS to work for the SA. Handling —executing of the tradecraft that allows a SA to collect information or services from a CHS without the knowledge of the CHS’s employer, family, organization, agency, etc. AS part of source handling, the SA may train the CHS in limited tradecraft techniques without revealing to the CHS tradecraft terminology. Terminate ~ Closing a CHS with the intention of not operating that person any longer. ‘Tumover — Passing the CHS to another Agent or Agency because his/her usefulness for your Purposes has run out but the CHS may help others. ‘SECRET//NOFORN