CHAPTER VIII |
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INTRODUCTION: In the previous chapters we discussed the vulnerabilities of the guerrillas. We already saw that the CI agent must be alert to recognize these vulnerabilities, and to base on these the operations of his employees. For example. he must know the five steps related with the latent insurrection, and how to exploit the objectives that are in each step. He also recognizes the relations that exist among the steps of intelligence, propaganda, organization, training and the struggle itself. The Ci agent continues gather or searching for information through his extensive network of employees. DEVELOPMENT: A. Like future CI agents, you know perfectly that there are many types of employees and diverse operation that these must carry out. For example, the supervisor of the employee is intelligent, confident, flexible and able; he has good administrative and leadership qualities, since he is probably employed for different reasons: Let's see. If for security reasons, MUST NOT make contact with the employee, if the operation is carried out in a particularly hostile environment, if he has an extensive network of employees, etc. The person in charge of gathering information is the one who performs the work. That persons gives fulfillment to the mission - that is to say, satisfies the requirement. Now then, the requirement or the problem could be complicated, for example, this could be an operation of penetration of a dissident rural organization. It could also be of simple observation of the population and the surroundings of the village, in order to take in the whole activity. In order to satisfy this requirement; or give a solution to this problem, the CI agent locates, controls or observes and makes contact with the employees. He must rely on secure places or zones, where he could train and test his employees. Often he has to seek the assistance of experts when the mission demands technical support. In this way, we see that a THIRD TYPE OF EMPLOYEE is needed.. the support employee. We al know that the CI agent is an individual who although may have been well trained, he can only do a number of things in a specific time. Therefore, he employs support personnel for assistance in the operations. We have then that there are many types of employees and diverse types of missions which fluctuate between the most complex penetration up to simple observation demands of a village. - What fictitious identity must this individual have in order -105- -------------------------------------------------------------------------------- to be able to fulfil his mission? B. Before sanding him in pursuit of his mission, the employee must be given a detailed identity that will serve him to conceal the task that he is going to perform. Said identity could be TOTALLY fictitious or ALMOST true; the latter is more advisable.. Regardless what his nature may be, the identity must become part of the employee, be must know even the most intimate details. He must be so natural$ as if it was his prior identity. All that the employee possesses gives credence to his identity from his personal identification documents to what he carries in his pockets. in other words, the employee lives his identity. he truly converts into the person that he representing. it is not matter what type of employee he is - supervisor, information collector or support employee, the parson uses an identity when he carries out his search or information gathering obligations. In addition, the CI agent provides identities to a cell or group of cells that may be jointly working in a mission. All these persons could work to "Protect" an established organization, whether public or private, providing a service or selling a product. In this aspect, the identity has to be complete, that is to say, the service that is provided or the product it makes have to be true. In this manner, while surreptitiously carry out his mission, the individual LIVES his identity and works for the good of the common cause of the organization. C. NEED FOR AND HOW TO ESTABLISH AN IDENTITY FOR COVERT OPERATIONS: 1. The reason that supports the use of identities, whether individual or for cells, could be summarized in a single word: SECURITY. We already have dealt with the general principles of individual, cell or operational security. We also have dealt with specific measures that are put into practice to MAINTAIN this security. We said that the identity, cover and general principles were the means put into practice to MAINTAIN a good security system. The identity provides the employee excuse to live where he lives, to work where he works, and to deal socially with the persons he deals with. The Identity, as we said before, gives credence to individual actions of the employee at the same time " conceals" his clandestine movements. The identity allows, a cell or a group of employees to work TOGETHER. It helps the employee or the group to avoid suspicion of the guerrillas. In this manner, the identity protects the employee against the guerrillas, and places him in a position from which to carry out his mission. With good acumen, the identity could also protect the mission against worse consequences if the employee is discovered. We could well say that the identity is a true art since it deals with human beings, the relations among them, what they believe and what they feel, with their habits and their expressions, their aspirations and their actions. -106- -------------------------------------------------------------------------------- 2. The same general steps that are given for an identity could be put into action whether the employee remains fixed in an area, travels through said area, or may have to be introduced in this after having been interviewed. In all cases, it is important to remember that the employee is able to perform the recommended tasks and at the same time to live his normal life. Nevertheless, the CI agent prepares an identity which hides the clandestine activities of the employee at the time he executes them, since the SEARCH FOR INFORMATION or the gathering of this information could be outside the normal activities of the employee. For example, an employee who lives his identity in a village which in under the control of the guerrillas has to conceal the act of interrogating the villagers with respect to guerrilla organization , and give the appearance that he is only casually interested on the subject. The information must be obtained, but the true reasons for acquiring it must be hidden behind a protecting identity that gives credence, and which the employee could live totally. Therefore, when the CI agent proceeds to develop or "manufacture" an identity, he has in mind the following: " How can the true identity and the natural activity of this employee be adopted to natural activities to be used to conceal two general types of identities: That which the employee lives daily, and that which gives the employee a reason to perform his mission during those occasions in which he performs clandestine actions. We shall call the first - POSITION IDENTITY and the second ACTION IDENTITY. The position identity gives the employee an excuse to live where he lives, the action identity provides the innocent pretext that conceals the search action or gathering of information. On giving the employee his identities, the agent has in mind the following: a. ANALYZE THE MISSION OF THE EMPLOYEE: For example, He often used a support employee only in certain phases of the search operation within the zone controlled by the guerrillas, whether to locate, investigate, or make contact with other employees, while an employee supervisor as a rule has the mission of controlling a cell, or more than an employee, in all his movements. Consequently, the CI agent studies carefully each phase of the mission to make certain that the identity ia in accordance with the same. b. CONSIDER THE EMPLOYEE: After analyzing the mission, the CI agent considers the employee. Be decided then which identity would explain the WHO, WHAT, WHERE, and WHY of the employee's actions and besides all this, to be in agreement with his personal history. He must work with the employee, study his history, analyze his intelligence and his personal qualities in order to decide then which identity would be more appropriate. The ideal would be that the employee could perform his many tasks using his true name, personal history. For example, we saw the case in which the employee is of military age, and naturally, he would normally be -107- -------------------------------------------------------------------------------- fulfilling his military obligations. If he divulges his true age, a guerrilla would suspect that this employee has some connection with the government. After analyzing the mission of the employee, his personal history, and his personality, we retain those parts of his true history that could be used for identification purposes an discard the rest. The CI agent combines the useful information of the history with the rest of the identity. He must be certain that the new identity of the employee will stand before the investigation of the guerrillas. Examined the identity in detail to make certain that it is realistic and it is according to customs and activities of the area. The identity should satisfy the questions which the guerrillas commonly make. It is impossible to create an identity for an individual if the last details are not arranged to complete satisfaction of the employee. The employee must meet the necessary requirements in order to be able to LIVE his identity naturally and complacency, and he must be able to fulfil the assigned mission. The identity is not. so complex or weak that does not offer the employee time to complete his mission. For example, he must not give. an employee the identity of a fisherman who must be introduced in a rural coastal zone and at the same time, work from sunrise to sunset, fishing in a boat far from the coast. On the contrary, he is given a less demanding identity and the economic means that allow him certain freedom of movement. At the same tine, the identity must provide the employee a reasonable explanation of certain " tools related to the mission" that could be in his possession. once again, we must be flexible and use common sense. There is no imaginable identity that could disguise the reason that a migrant farm worker has in his possession a Leika camera with telephotographic lenses. In this case, we conceal out actions. Therefore, the identity is in agreement with the character of the individual, at the same time he must be provided a means of support that may not be the compensation that he may receive from the search and information gathering activities. d. CONSIDER THE ENVIRONMENT Immediately after, the counterintelligence agent considers the. environment in which the employee is getting ready to go to work. Analyzes the conditions under which the employee is going to perform. is it an urban or a rural area? In an urban zone, a strange face would arise less suspicion that in a rural community. Under what circumstances could the individual solicit information in the area? What freedom of movement has the employee? Would a walking traveler arise suspicion? The employee must be prepared to explain why he travels from one place to another where he has been, and what he presently does. According to what we deal with at the initial testing, an investigation must be made of the area to determine the conditions and activities which prevail in it. In the case of the employee who is resident of the zone, the -108- -------------------------------------------------------------------------------- counterintelligence agent or an employee who provides support will do the investigation. The information obtained, like other reports obtained from the archives or other investigating means, must be then incorporated to a general identity. if an employee is going to be introduced Into an area, which the CI CANNOT enter, said agent could use an Investigating support agent. If this is not possible, the CI agent will have to depend on the information he has about the employee, the information he has compiled from captured local guerrillas, or the investigation he did of the archives and publications. D. TYPES OF IDENTITY: 1. In addition to position and action identities, there are two other types of identities. Instead of being based on actions of the employee, the other two categories are based on the degree of veracity that the information has. In other words, we define the types of identities, according to amount of information needs to be used to develop them. 2. We already have discussed, during the lecture, the true identity related with the development of the identity. We said that the counterintelligence agent must analyze the personal history of the employee and his personality, and COMBINE THEM to adopt then to the identity. In this manner, the true identity is the employees own identity. The ideal would be that the only NOT REAL aspect of the employee's pretext ( or identity) were the relations with the CI agent or supervisor in his secret mission. The REAL identity is the best type since it can be substantiated. In a way it does not matter how intensely the guerrillas study or investigate the employee, these parts of his identity which are real will remain credible at all times. On the other hand, an employee who resides in the zone and remains there, could use the real identity with good results. He will only have to conceal the relationship he has with the government representative and offer credible reasons for his absence during the periods or moments in which he is meeting with the counterintelligence agent. The real identity is com bined with the action identity to disguise the clandestine actions with an apparently NATURAL and CONTINUOUS action. in another way, an employee who has carried out a penetration and has been placed in an organization or group, could use his true identity and benefit from it., He must disguise the reason for which he joined the group and conceal his clandestine activities, but his own identity could counteract any investigation, if he uses his true personal history. This way, we see that the true identity provides credibility and a solid base of existence. That could only be developed through a detailed analysis of the personal history of the individual and his personality. As you already know, the CI agent deals with the employee ALL aspects of his identity in a way that he is in agreement with the true nature of the employee and mainly consists -109- -------------------------------------------------------------------------------- of facts taken from his real life. Thus, the guerrilla has less probabilities of suspecting that the former is conducting an investigation of the latter, will not discover the true mission of the employee. 3. As its name indicates, the fictitious identity is false and, therefore, cannot stand up to a constant analysis. it must be used up to a certain point; all depends on the mission, on the environment in which the employee must operate and on the employee himself. The CI agent, who works closely with the employee, will decide what part of the identity should be false in order to protect the employee and the mission, if this in credible and will support a careful examination. 4. There are cases in which it is necessary to introduce the employee to a guerrilla organization. The employee could play the role of a government deserter who is willing to work for the cause of the guerrillas. The government provides him with certain information which he must present to the guerrillas at the same time, on his part, he tries to gather information. His identity as a rule is completely false and could be discovered easily. The guerrillas suspect these men and they also investigate carefully. These "introduced" employees are rarely used. The "introduction" of an employee who resides in the area is much easier, because although his reasons for joining the guerrilla force are false, the rest of his identity is real. Here, we must remember that the communist guerrillas are familiar with these actions and conduct exhaustive investigations of the recruits who aspire to join their ranks. This way, we say that any operation which the employee may carry out, the identity whether real or false, must be able to resist a careful analysis. 5. Another type of fictitious identity is that which is used when the employee is surprised in the act of fulfilling his mission. It is logical to think that the employee will provide him a reasonable action identity, and that will serve to disguise his true action. Now then, what would happen if this identity fails?. The employee is prepared to present another credible reason, although false, for his conduct. in normal circumstances, if the action identity does not disguise the fact as it should, the employee becomes a center of suspicion. Since the intelligence activities are suspicious, and when the action identity fails, the employee must then make the guerrilla believe that he is conducting criminal acts instead of intelligence operations. it is possible that the employee could disguise his intelligence activities if he admits his guilt to a criminal act that would reasonably explain his suspected action; 6. Now that we know what identities could be true or false ( fictitious), we must devote then ourselves to analyze the -110- -------------------------------------------------------------------------------- two types of cell identities that are used. The different of the position and action identities which are based on the position the employee occupies in the community, in his actions and in the true and fictitious identities that are defined according to veracity of the information Used, the call type identities are catalogued according to types of positions the individual calls enjoy. These two categories of call identity could be based on real or false information. All depends on the identity that is needed. 7. We said that a call has more than one employee or counterintelligence agent who work together in a specific clandestine mission. For reasons of coordination, training or due to nature of the mission, perhaps may be necessary to hold periodic meetings with members of the call who, because of their position, are not of the same social class and for that reason cannot meet with the sane frequency without arousing suspicions. The counterintelligence agent or the employee supervisor must then select a natural and frank reason to hold a meeting. Therefore, must have an identity which provides a credible excuse so that this group of individuals may meet. In a rural zone, a meeting of this nature is very difficult to prepare and impossible to hold without arousing suspicion of the population and of the guerrillas. As you know, it is very easy in a rural zone to watch all movements that persons who live there make. The family connections, the relatively reduced number of people, the hates and passions of the people all these factors combine to make the environment very suspicious and open, naturally for that reason constitutes a threat to security. On the other hand, the situation in the urban areas is entirely different. Due to urban environment, the people are accustomed to constantly change jobs and residence; everything is crowded in the city. Due to the fact that in the urban environment prevails an attitude that we could call " unconcerned", it is much easier to hold here call meetings and to use the cell identity. Sheltered by said identity, Just as a celebration of a national holiday, a meeting o theology studies, or a book club, or games, etc., the counterintelligence agent or the employee supervisor could hold a meeting without arousing alarm or suspicion. The type of meeting ( simple or sophisticated) and nature of the identity that is needed depends on the mission and. requirements of the employee. However, such meetings must be held" only when they are absolutely necessary and the identity of the cell must be thoroughly and totally credible. Of course, just like the case of the other identities, this must be in agreement with the activities and natural identities of the specific employee. a. ORGANIZATION IDENTITY: 1) We are now going to consider an identity to provide to -111- -------------------------------------------------------------------------------- cell employees, a positive reason of working regularly together. For example, when the administration, direction or support given to a clandestine activity must be carried out through the combined effort of persons who have to justify their constant association, an organization identity must be then created under the shelter of which all interested could work together. In the first case, a false identity would be necessary. In the latter, the true identity could be used. The organization identity is used to disguise and protect the employees and their activities, as well as the installations where the clandestine activities are carried out. Let's see an example: In the case of the latin American countries, a fruit company could serve as an excellent front or "cover" for an organization, real or false, since under the pretext of buying land or fruit, or of inspecting certain locations in respect to fruit marketing, the employees could gather large amounts of highly useful information. Now then, it is logical to assume that the type of organization identity used will depend on the security requirements and the efficiency demanded from the employed personnel. As you can imagine, the organization identity is very convenient since it allows a close coordination and protection to archives of easy access. Just like the case of the other types of identities, the organization identity depends on the individual. That is to say, each employee or agent must LIVE his identity in order to be able to sustain the pretext of the group. E. AUTHENTICATION OF IDENTITY: 1. The identity is used to disguise the fact that they are carrying out clandestine operations. Said identity must be a complete summary of the past, present and future of the employee, presented in such a logic and realistic manner that it avoids to raise the suspicion of the guerrillas and the subsequent identification of the employee. The counterintelligence agent must be certain that all aspects of the employee identity are dully tested and authenticated. For example, that the total identity be credible and realistic. For the authentication of an employee three steps are given: the identity is developed, the documents which sustain said identity are selected, the personal property is inspected and the natural appearance is given to articles which the individual carried in his pocket. a. DEVELOPMENT OF AN IDENTITY: 1) We already have considered the points to consider when the identity of an employee is developed. A good identity includes a position and an action identity which gives the employee access to the objective. The identity must: follow closely the personal history of the individual to be sufficiently detailed to appear real; be sustained by the necessary documents, consider all possible contingencies, be faithfully memorized by the employee. -112- -------------------------------------------------------------------------------- The counterintelligence agent must train and rehearse the employee in the use of his identity. He must be certain that the employee knows it thoroughly and that he does not forget his true identity, while performing his mission. The employee is send to the area only after he has been thoroughly trained, and he is sufficiently trained to perform all aspects of his identity. In addition, the employee must live in the area and practice his identity it is to bin entirely natural. Now then, this is necessary when the degree of identity needed is determined. AP we have seen, there are cases in which some employees can retain all aspects of the real and present life, and only have to disguise their association or their relations with the counterintelligence agent. We saw others, in which the employee assumes a totally now or different identity to be able to perform his mission. Such employees practice and live their identity, before they attempt to carry out the mission. 2) In selecting the identity of the employees the counterintelligence agent selects also the documents which he needs to sustain said identity. The documents identify, grant privileges, or provide a measure of control. The amount of documents necessary to authenticate the identity of an employee depends on the area of the objective and the mission that is going to be carried out. Let's see. In an urban area, it is very possible that an employee only needs those documents that confirm his identity. For example, if it is the case of an employee who has the identity of a traveling salesman, the documents could include an identification card in which is stated his place of birth, residence , etc., an authorization to travel, and , if his identity demands it, a falsified card of affiliation to a guerrilla organization. In Malaysia, the government has employees "placed" inside the guerrilla organization, whose mission was to obtain passes or permits and identification cards of the guerrilla organization. each time the guerrillas changed the preparation form, color or other aspects of the cards, the government also was changing theirs and issued then to employees. The number of employees that were discovered by the guerrillas as a result of the use of these documents was small. We have then that the required documentation depends on the identity to be adopted. The counterintelligence agent must ascertain that the documents complement the identity. The employee must become thoroughly familiar with his documents. However, this is better than an anonymous system - depending on an excellent set of documents and to know that the employee is totally familiar with his identity. For that reason, must not be substituted. The documents sustain the identity of the employee but the success of both is craftiness. 2. Since the majority of low level employees available to carry out an internal defense operation will be residents of their village or city, neither the personal appearance of the same nor the property, such as clothes, represent a problem as it refers to identity. However, on authenticating the employee's identity, the -113- -------------------------------------------------------------------------------- counterintelligence agent considers such points like mannerisms os the individual, his height, his accent and vocabulary use. He must be certain that everything is in accordance with the position he occupies in the locality. A traveling sales man who has a motorcycle could raise suspicion if he is found in an area where the roads are very deficient, or where there are few mechanical means. A villager would attract much attention if "without warning" and without acceptable justification acquired new clothes or other conveniences. 3> If for any reason, the employee is subjected to a search by the guerrillas, all papers or articles found in his possession have to confirm or verify his identity. That is to say, even when these documents certify his identity, it is very possible that the articles that he carries in his pocket could incriminate his. Let's see an example: The receipt of an article bought in a village could support the statement of the individual who insists of having been in said town. On the other hand, could confirm the suspicions of the guerrillas that the individual is lying. SUMMARY: We have dealt with the subject of employee and cell identities, and of course, we have seen that they are very necessary to security. Because the employee's operations are so extensive, security becomes a constant reason of concern for the counterintelligence agent. In order to maintain a good security system, credible identities are developed in his organization of employees. In doing so, takes into consideration the mission to be carried out, the specific employee who is going to do it, and the area where if going to be done, BEFORE HE CAN DECIDE what identity is the most convenient. Naturally, the demands or requirements that must be met limit up to a certain point the alternative possibilities. Nevertheless, tries then to do the possible- because the identity is in agreement with the true history and personality of the employee. After analyzing the employee and working with him, moves on to consider the operational environment in which the mission is going to be carried out. He must develop a position identity and another of action in order to give the employee a credible excuse of his presence in the area and another to disguise his actions. in developing an identity uses the employee's personal history as much as possible. A fictitious identity could be introduced whenever the need to do it arises, but must be realistic and credible. There are times when a cell identity must be developed to disguise the clandestine reason that supports the meeting of persons, who apparently are from different social classes. The counterintelligence agent develops an identity of an organization whose purpose is to disguise in a realistic manner the activities of the group of persons who work together. After considering and developing the identity, must -114- -------------------------------------------------------------------------------- authenticate it with documents, and to obtain miscellaneous articles for the pocket of the employee, to substantiate it. The counterintelligence agent must train and test persistently the agent to assure that everything is in agreement with the chosen identity. We must not forget that in order to develop the identity, a careful preparation of plans and close coordination must be carried out with the individual or individuals who are concerned with the matter. If we do not give the necessary realism and credibility to each phase of the identity and if the employee does not memorize and play his role faithfully, WE HAVE LOST THE SECURITY, and it is probable that the success of the mission comes into play. -115- |
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