P96-00792R000100140041-7
Approved For Release 2003/|ti
&5J
'i
INFORMATION PAPER
IAGPA-F -SD
Feb
SUBJECT:
CENTER
LANE Personnel
Selection Procedures
(U)
ISSUE.
(U)
To
provide
the
ACSI
with
a
history
of
CENTER
LANE
personnel
selection
procedures.
FACTS:
!•
f,£ /CL-3/N0F0RN)
In
December
1978
and
January
1979,
251
J.NSC0M
personnel
in
the
greater
Baltimore/ Washington
D.C.
area
were
considered
for
participation
in
the
IN5C0M
GRILL
FLAME
Project
(IGFP).
These
251
individuals
were
experienced
in
the
intelligence
disciplines
of
SIGINT,
PHOTINT
and
HUMINT
and
represented
more
than
units/organizations
within
INSCOM.
Of
the
251
individuals
considered,
117
were
interviewed
bv
IGFP
management
personnel
under
the
guise
of
a
"survey"
to
determine
attitudes
about
the
possible
use
of
psychoen eroetic
n h e n n m pm
(parapsychology )
in
the
intelligence
field
The
large
difference
between
number
considered
and
number
actually
;
Lnt^^
eweci
was
due
the
following
elimination
factors
applied
by
IGFP personnel:
a.
Commander's
evaluation
b.
Re tain ability
-
at
least
20 months
c.
Health
o.
Not
readily
available
(programmed
TDY,
schools,
etc.)
WARNING NOTICE:
CENTER
LA NE
SPECIAL.
ACCESS PROGRAM
RESTRICT DISSEMINATION
TO
THOSE
WITH VERIFIED ACCESS
TO
CATEGORY
THREE
(3)
SENSITIVE INTELLIGENCE SOURCES
AND METHODS
INVOLVED
NOT RELEASABLE
TO FOREIGN NATIONALS
CLASSIFIED
BY:
CG,
INSCOM
5^*
^
^
*
0 A D
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Approved For Release 2003/0 £|/i1) 4^-|dP96-00792R000100140041-7
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Approved For Release 2003)q9/10
: CIA-F^DP96-00792R000100140041-7
,
IAGPA-F-SD
23 Feb
SUBJECT ;
CENTER LANE Personnel Selection Procedures
(U)
«*
_
,
During
the
selection
process,
IGFP
management
personnel
were
looking
for
individuals who were open minded,
adventurous,
above
average
intelligence,
mature
and
stable,
"artistic"
in character
ana
personality,
successful,
well
thought
of
by
self
and
co-workers,
articulate,
sensitive,
and
had
an
ability
to
"in-tlow"
data.
These characteristics were provided
by Stanford
Research Institute
(SRI)
International, Menlo Park,
CA.
SR1-
International
personnel
stated
essentially
that
no
definite
profile
haa
been
established,
but
that
their
experience
showed
that
successful
subjects
(remote
viewers)
normally
possess
some
of
these
characteristics.
During
the
interview
phase
of
the
selection
process
consideration
was
also
given
to
individuals
who
related
their
own
previous
psychoenergetic
experiences.
Individuals
who
had
objections
to
the
military
use
of
psychoenergetics were not considered
for
final selection
for
the
IGFP.
Additionally,
individuals
who
displayed
an
unreasonable
enthusiasm
for
psychoenergetics,
occult
fanatics
and
mystical
zealots
were
not
considered
for
final
selection.
Of
the
117
individuals
interviewed,
1 refused
to
talk about psycho-
energetics
at
all,
thought
that most
of
what
they
had
heard
was nonsense
or
trickery,
were opposed
to
the
investigation
of
psychic
phenomena
on
religious
grounds,
and
110
had
favorable
opinions
towards
psychoenergetics
and
the
possible
use
of
|
psychic
phenomena
in
the
military.
With
94%
of
the
people
interviewed
showing
favorable
attitudes
for
the
IGFP,
it
was
obvious
that
further
screening
was
necessary
to
reduce
this
number
to
a manageable
amount.
IGFP
screened
the
interviewees
to
ensure
equal participation
across
the
intelligence
fields
of
SIGINT,
PHOTINT and HUMINT,
and after
an extensive
review
of
the
interviews,
individuals
were
selected
as
prime
candidates.
However,
it was the opinion
of
IGFP personnel
that approximately
30-35
individuals possessed
the
requisite potentials desired
for
the
IGFP.
2.
(S/CL-3/NOFORN)
In
early
1980,
IGFP
participants
were
tested
by
the
INSCOM
Command
Psychologist
in
an
attempt
to
determine
a suitable profile
by which
further
participants could
be
identified.
The
tests administered were:
a.
Minnesota Multiphasic Personality Inventory
b.
Gordon Personal Profile Inventory
c.
Fundamental
Interpersonal
Relations
Orientation-Behavior
(FIRO-B)
d.
California Psychological Inventory
(
,
Approved For Release 2003/09/10
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%:.
..
t,
ii
IAGPA-F-SD
23 Feb
SUBJECT:
CENTER LANE Personnel Selection Procedures
(U)
e.
Edwards Personal Preference Schedule
f.
Personal Orientation Inventory
For
the
most
part,
the
group
was
emotionally
stable
with
no
marked
trends.
There did
appear
to be
an
interesting
similarity
in
defensive
style,
a
tending
toward
artistic,
aesthetic,
cultural
interests,
and
an
introversive
style
of
emotional
expression.
From
these
test
results,
the Command
Psychologist
constructed
a
test known
as
the
"INSCOM Factor Questionnaire"
to
be
used with
the Myers-Briggs
type
indicator
and
the
PF
as
initial
screening- tools
in
the
selection
of
new
project
participants.
Individuals
who
scored
within
parameters
specified
by
the
Command
Psychologist
then
received
personal
interviews
with
the
project
management
personnel.
From
those
interviews and
testing procedures
,
. new project participants were
selected.
This
selection
process
was
implemented
in
mid
1980
and
is
in effect today.
3.
(S/CL-3/NOFORN)
When
the
Under
Secretary
of
Defense
for
Research and Engineering authorized
the
use
of
P-6
resources
in
1983
to
continue
INSCOM capabilities
in
psychoenergetics,
the
ICLP Manager
solicited
a proposal from SRI-In ter national
for
the
development of
a state-of-the-art psychological screening/
selection profile
for
use
in
identifying potential
sources.
The
profile will
identify personnel who may have some psychoener-
getic
talent
or
who could
be
trained
to
perform
psychoenergetic
functions.
The ICLP Manager
awarded
a contract
to SRI-Inter-
national
for
development
of
the
profile
on
November
1983.
SRI-International will complete work
on
the profile
by December
1984
.
4.
(S/CL-3/NOFORN)
On
November
1983,
CG,
INSCOM authorized
use
of
the
Rapid Acquisition Personnel Training
(RAPT)
Seminar
at Monroe
Institute
of
Applied
Sciences,
Faber,
Virginia
as
a
screening
and
sensitizing
tool
for
ICLP.
For
OPSEC
reasons,
RAPT
is funded and administered
by
INSCOM CENTEX,
but managed
by
the
ICLP Manager.
LTC Buzby/AVN 923-2656
!5
Approved For Release 2003/(}9/'IO
: CIA-RDP96-00792R0001 001 40041 -7