5.

CLANDESTINE OPERATION –
COVERT/DISCREET

• A secret action undertaken in

behalf of the government or other
friendly forces.
BASIC ORGANIZATIONAL ELEMENTS

[Link]
[Link] or rabbit
c. Agent or asset
a. Sponsor

Typically the organization or entity that

initiates and supports an operation. In
intelligence terms, it could be a government
agency or a private organization that funds
and directs the activities.
b. Target or rabbit
The target, sometimes referred to as the
“rabbit,” is the person, group, or entity that
is the focus of the operation. This could be
someone whose activities are being
monitored or who is being pursued for
information.
c. Agent or asset

Is an individual who is recruited and used by the

sponsor to gather information or carry out specific
tasks. Agents can be operatives working directly for
the sponsor, while assets might be individuals who
provide information or assistance without being fully
aware of the sponsor’s identity or intentions.
CLASSIFICATION OF CLANDESTINE AGENT

a. Principal Agent
An arrangement in which one
entity legally appoints another to
act on its behalf.
b. Action Agent
• Spy – the primary and most important human
collector.
• Propagandist – mold attitudes, opinions and
actions of an individual group.
• Saboteur – it undertakes positive actions against
unfriendly power resulting in the loss of an article,
material or facility.
• Guerilla – a member of paramilitary group
organized to grass the enemy.
• Strongman – an agent available to provide
protection.
• Provocateur – induces an opponent to act to
his own detriment.
• Cover Action – exert influence from foreign
government upon discretion of the sponsor.
c. Support Agent

A skilled professional dedicated to

assisting customers by addressing issues or
concerns related to a product or service.
They are involved in problem-solving and
ensuring customer satisfaction.
 6. COVER AND UNDERCOVER

[Link] – any device utilized conceals

the true nature of its acts and/or
existence from the observer.
Essential Types of Cover

• Natural cover
• Artificial
• Cover within a cover
• Multiple cover
• Natural cover – It utilizes the agent’s real-life
background and activities.
• Artificial – involves creating a false identity or
role for the agent.
• Cover within a cover – adds an additional
layer of deception to the primary cover.
• Multiple cover – uses several different
identities or roles for the agent.
HAZARDS TO COVER

• Static or document opposition (ordinary

citizen)
• Unhostile active opposition (police,
security agencies)
• Hostile active opposition (enemy
intelligence operatives)
b. Cover story – a biographical data which
will portray the personality of the agent he
assumed.
c. Cover support – assigned in target areas
with the primary mission of supporting the
cover story
d. Organizational cover – any account
consisting of biographical data which when
7. UNDERCOVER
ASSIGNMENT
•An investigation technique in
which an agent conceals his
official identity to obtain
information.
Uses of Undercover

• Used independently to get first-hand

information about the subject of
investigation.
• Supplement other investigative techniques
like:
Types of Undercover Assignment
• Dwelling
• Work
• Social
• Jurisdictional Assignment
• Combination Assignment
• Rope Job – striking up friendship with the
subject.
Undercover Agent
Special Qualification
• Knowledge of the language
• Background regarding events
• Knowledge about the custom and habits
• Physical appearance
• An artist or an actor
Factors to consider in the Selection of Action
(Undercover) Agents

• Placement – ensures that the agent is placed where

they can gather intelligence wthout suspicion.
• Access
Primary Access
Secondary Access
Outside Access
Primary Access
- Agent must haves direct access to key
individuals or groups
Secondary Access
- Access to secondary sources like informants or
surveillance.
Outside Access
- Access to law enforcement databases, forensic
experts and legal advisors.
General Nature of Agent Handling
• Sharing secret purpose.
• Agent controls the agent operationally
and administratively.
• Rapport with each other.
• Respect with each other.
Basic Agent Management
• Agent handler must be in charge of the
operation.
• The act insure the agent adherence.
• Good rapport must be established
between the agent handler and the
agent.
• The agent handler must constantly
reinforce the agent motivation.
Key Element of Agent Management
• Direction and control
[Link] – guiding and motivating
agents to achieve goals.
[Link] – implementing strategies and
making decisions.
c. Personal Example – leading by example
to inspire and influence agents.
• Natural Weaknesses - identifying and
addressing inherent weaknesses in agents to
improve performance.
• Agent Training – providing education and skill
development to enhance agent capabilities.
• Agent Testing – assessing agents knowledge and
skills through various testing methods.
• Agent Examination – conducting thorough
evaluations to ensure agents meet required
Control

• Authority to direct agent to carry out

task or the requirements in behalf of
the clandestine organization in
acceptable manner and security.
Two Categories of Control
• Positive control – it involves
measures that ensure desired actions
and behaviors are performed.
• Negative control – it involves
measures that prevent undesired
actions and behaviors.
Termination Problem

• Amount of knowledge the agent has.

• Inclination to use knowledge to the
disadvantage of the intelligence service.
• Moral obligation to the agent.
Provocation
• Action taken in order to incite reaction from a
known adversary or to observe adversary.

Purposes
• Reveal the true status of an assumed adversary.
• Make a known adversary take seldom demanding
action.
Provocateur

• An individual from the enemy forces who is

deliberately introduced in our custody with a
specific mission of causing some unfavorable
action or reaction on our part.
8. INFORMANT AND INFORMER

[Link] – any person who gives

information to the police authorities relative
to a crime.
[Link] – a person who provides
information to the police on a regular basis.
They are either paid regularly or in a case-to-
case basis, or none at all.
The Types of Informants
• Anonymous Informant
• Rival-Elimination Informant
• False Informant
• Frightened Informant
• Self-Aggrandizing Informant
• Confidential Informant
• Mercenary Informant
• Double-Crosser Informant
• Women Informant
Anonymous Informant
- Provides information without revealing
their identity.
Rival-Elimination Informant
- Provides information to eliminate
competition or rivals.
False Informant
- Deliberately provides misleading or false
Frightened Informant
- Provides information out of fear for their safety
or well-being.
Self-Aggrandizing Informant
- Provides information to enhance their own status
or importance.
Confidential Informant
- works closely with authorities, often under a
formal agreement.
Mercenary Informant
- Provides information in exchange for money or
other benefits.
Double-Crosser Informant
- Provides information to multiple parties, often
with conflicting interests.
Women Informant
- Female informants who may use their unique
positions or relationships to gather information.
Motives of Informants
• Vanity – desire for recognition or to feel important.
• Civic Mindedness – a sense of duty or desire to
contribute to the community.
• Fear – providing information out of fear for personal
safety or legal repercussions.
• Repentance - a desire to make amends for past
wrongdoings.
Steps of Informant Recruitment (SIAT)
[Link] – identifying potential informants who
have access to valueable information.
[Link] – conducting background checks
to assess the reliability and motivations of the
informant.
[Link] – initiating contact and building
rapport with the informant.
[Link] – evaluating the informant’s information
for accuracy and reliability.
Factors to consider in Informant Recruitment
• Sex – gender may influence the type of information
accessible to the informant.
• Health – physical and mental health can affect the
informant’s reliability and ability to gather information.
• Ability – skills and competencies relevant to the
information-gathering process.
• Age – it can impact the informant’s experience,
perspective, and access to certain environments.
• Education – level of education may influence
the informant’s understanding and
communication if information.
• Personality – traits such as trustworthiness,
discretion, and motivation are crucial for
effective informants.
Dismissal of Informants
• The handler should avoid antagonizing
the informant.
• Explain properly and humanely the
reasons of dismissal.
• If file of the informant exists, dismissal
must be in writing for future references.