SUN STREAK OPERATIONAL MANUAL, DECEMBER 1985

• Document Type: CREST
• Collection: STARGATE
• Document Number (FOIA) /ESDN (CREST): CIA-RDP96-00789R001100020001-7
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 20
• Document Creation Date: November 4, 2016
• Document Release Date: July 26, 2004
• Sequence Number: 1
• Publication Date: December 1, 1985
• Content Type: REPORT

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SPECIAL ACCESS REQUIRED
SUN STREAK OPERATIONAL MANUAL
DEFENSE INTELLIGENCE AGENCY
DECEMBER 1985
WARNING NOTICE: THIS DOCUMENT RESTRICTED TO THOSE WITH VERIFIED
ACCESS TO SUN STREAK LEVEL 3
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NOT RELEASABLE TO FOREIGN NATIONALS
SPECIAL ACCESS REQUIRED
6EC,?,f-*T
ARMY review(s) completed.
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CONTENTS
1. GENERAL
2. DEFINITIONS
3. OBJECTIVES
4. APPLICATIONS
5. SELECTION OF PERSONNEL
6. TRAINING PROCEDURES
7. OPERATIONS PROCEDURES
8. ADDITIONAL PROCEDURES
9. CONFIDENTIALITY
10. PHYSICAL ENVIRONMENT
APPENDICES:
A. HISTORICAL OVERVIEW
B. HUMAN USE ISSUES
C. PSYCHOLOGICAL TEST DESCRIPTIONS
D. EVALUATION PROCEDURES
E. EVALUATION CRITERIA
F. TRAINING TARGETS; CLASSES AND DEFINITIONS
6. DETAILS OF TRAINING PROCEDURES
H. DETAILS OF OPERATIONAL ACTIVITY
- CHAIN OF COMMAND
- IC TASK COORDINATING GROUP
- USER INTERFACE
- DETAILED PROCEDURES
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DEFENSE INTELLIGENCE AGENCY
SUN STREAK PROJECT MANUAL
1. (S/NOFORN) GENERAL: This manual describes procedures and
activities of the Defense Intelligence Agency (DIA) Special
Access Program (SAP) SUN STREAK. The mission of SUN STREAK is
to develop ant operational psychoenergetics capability (i.e.
remote viewing) for the U.S. Intelligecne Community. SUN STREAK
is conducted within approved "human use" guidelines and does not
involve any practices which expose participants to harmful
circumstances or substances such as drugs.
2. (S/NOFORN) DEFINITIONS:
a. (U) Psychoenergetics: A mental process by which an
individual perceives, communicates with, and/or perturbs
characteristics of a designated target, person, or event remote
in space and/or time from that individual. It does not involve
any electronic devices located or focused at the target, nor
does it involve classical photo interpretation of photographs
obtained from overhead or oblique means.
b. (U) Psychoenergetic Source: A person who perceives,
communicates with, and/or perturbs characteristics of a
designated target, person, or event-
c. (U) Psychoenergetic Trainee: - A person being trained to
be a psychoenergetic source.
d. (U) Psychoenergetic Session: A single attempt by a
psychoenergetic source and an interviewer/monitor to perceive,
communicate with, and/or perturb characteristics of a designated
target, person, or event.
e. (U) Interviewer/Monitor: The individual who interacts
directly with the psychoenergetic source before, during, and
after the session.
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f. (U) Remote Viewing: The name of a method of
psychoenergetic perception. A term coined by SRI-International
(SRI-I) and defined as "the acquisition and description, by
mental means, of information blocked from ordinary perception by
distance, shielding, or time."
g. (U) Coordinate Remote Viewing (CRV): A Remote Viewing
technique that requires the use of coordinates as targeting
information.
h. (U) Targeting Information: An abstract referent which
represents the target of interest.
i. (U) Target/Site: A specific area, person or event at a
specific time.
j. (U) Discrete State: A type of psychoenergetic activity
in which the source perceives his consciousness to be located at
the target.
3. (S/NOFORN) OBJECTIVE: It is the objective of this manual
to document psychoenergetic training and applications procedures
so as to maintain reasonable uniformity and consistency in
present and future SUN STREAK training and operations.
4. (S/NOFORN) APPLICATIONS: SUN STREAK applications of
psychoenergetics include but are not limited to: (1) targeting
of key enemy _personnel from -covert agents to key military
commanders, (2) monitoring hostile military movements, lines of
communication, and -specific technologies, (3) detecting changes
in the state of military units, (4) detecting and assessing
hostile intelligence efforts targeted against friendly
units/missions, and (5) detecting and assessing hostile
technological capabilities in specific locations. Since US
Department of Defense personnel, command and control locations
and systems, units, materiel, and operations are subject to a
similar hostile intelligence service threat, SUN STREAK can
assist in devising countermeasures to eliminate or reduce
vulnerabilities.
5. (U) SELECTION OF PERSONNEL:
a. (S/NOFORN) Current Selection Criteria: After over a
year of participation within the psychoenergetic project,
original source personnel were tested by the INSCOM Staff
Psychologist in an attempt to determine a suitable profile by
which further participants could be identified. The specific
tests administered were (see Appendix B for test descriptions):
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(MMPI) .
(1) The Minnesota Multiphasic Personality Inventory
(2) Gordon Personal Profile - Inventory (GPI).
(3) Fundamental Interpersonal Relations Orientation-
Behavior (FIRO-B).
(4) California Psychological Inventory (CPI).
(5) Edwards Personal Preference Schedule (EPPS).
(6) Personal Orientation Inventory (POI).
For the most part, the group presented itself as emotionally
stable with no marked trends. There did appear to be an
interesting similarity in defensive style, a tending toward
artistic, aesthetic, and cultural interests, and an introversive
style of emotional expression. From these test results the
INSCOM Staff Psychologist constructed a test that may be used as
an initial screening tool in the selection of new
psychoenergetic participants. This new test is called the
INSCOM Factor Questionnaire. This instrument is used to compare
the personality ,~ profiles of prospective Project candidates with
successful psycb"energetic operatives. A high score suggests
that individual have similar characteristics to operational
psychoenergetic personnel and may be potential selectees for the
project. A score of 20 or higher is considered to indicate
= significant similarity to successful psychoenergetic personnel.
Individuals who score within the parameters specified by the
INSCOM psychologist would then receive personal interviews with
SUN STREAK Project personnel. From these interviews new project
-participants would be selected and trained.
b. (S/NOFORN) Projected Selection Criteria: SRI-I has
completed a contract to investigate and report on a particular
aspect of psychoenergetics relating to operational management of
personnel; that is, to determine if a personality testing
technique can be created which, when applied to a general
population, would delineate specific individuals who exhibit a
higher degree of talent for psychoenergetic abilities. Though
the results provided by SRI-I came far short of providing either
a thorough list of dependable selection criteria or a reliable
selection system, they did establish a valuable data base and a
promising point of departure for a future project that should be
able topr-o*4 3 ,a to
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c. (S/NOFORN) Voluntary Consent: As required under the
regulations governing "Human Use" (see para 2., Appendix A), all
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personnel operate on a strictly voluntary basis, and may
withdraw at any time without any form of prejudicial action or
consideration directed against them. Further, participants are
informed of any known or potential risks that might be inherent
in program participation. This is accomplished through the use
of a verbal briefing from a knowledgeable SUN STREAK official,
and the execution of a personalized Statement of Consent form
outlining all pertinent information and considerations. The
voluntary consent requirement pertains to individuals assigned
to the SUN STREAK Project and contractors/consultant A sample
of the voluntary consent form is attached as Pn'closure 5,
Appendix A.
6. (S/NbFORN) TRAINING PROCEDURES: To provide a framework for
the standardizing of the task of psychoenergetic learning, a
number of methodologies are being utilized and conducted within
the SUN STREAK Project. These are as follows:
a. (S/NOFORN) Orientation Testing/Training:
(1) Purpose: To provide new personnel with an
introduction to training and applications procedures.
(2) Administered by: SUN STREAK Project personnel and
selected contractor and subcontractors.
(3) Location: Fort George G. Meade, Maryland and other
designated locations.
(4) Duration: One to six months.
(5) Description of Procedures: Orientation
testing/training is developed from the practical application of
state-of-the-art psychoenergetic technology drawn from academic
institutions, scientific laboratories, and research
establishments around the world. It is an eclectic approach,
using those methods which have applications potential.
Orientation testing is designed to determine if new ~erggpne1___-_
have aptitudes which would be of operational value and could be
developed through training. This orientation testing consists
of a series of controlled exercises in psychoenergetic
functioning. New personnel may be asked to attempt to perceive,
communicate with, and/or perturb characteristics of a designated
target, person, or event remote in space and/or time from that
individual. Orientation training is composed of practical
exercises in Remote Viewing, lectures, literature review, and
observation of others. It includes the use of locally
significant sites, as well as more remote geographical locations
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as targets. A target pool consists of a controlled group of
sites or targets and their associated targeting information.
Prior to the beginning of a training session, a target is
randomly selected from this target pool. Information available
concerning the target is kept from the trainee until after the
session.
(6) Training Session Preliminaries: Before a first
training session is scheduled, the person being trained is
oriented fully to the procedure to be followed by the monitor.
The trainee is instructed that he or she should state only raw
perceptions, since experience has shown that specific
definitions are quite often wrong while initial raw perception
tends to be correct. Personnel being trained are always
encouraged to express their feelings and ideas for enhancing all
aspects of the psychoenergetics collection process.
(7) Training Session Dynamics: During the 30-60
minutes prior to the agreed-upon time of a training session, the
monitor offers some encouragement to the trainee in the same
manner that a coach might give a pep talk to his team. During
the 15 minutes immediately before the session the trainee and
monitor are generally silent. Experience has shown (unpublished
data) that this quiet time enhances the training process. The
training room is homogeneously-colored, acoustic-tiled, and
featureless, with light controlled by a dimmer, so that
environmental distractions can be minimized. During the entire
process the trainee and monitor function as a team. The monitor
provides encouragement with words of reassurance that the task
is, in fact, possible. At no time is the session conducted by
the trainee in the absence of all other persons. If the trainee
does not have any immediate sensory impressions, the monitor
applies no pressure. Rather, the monitor reassures the trainee
that there is no time limit for the training session. if it
appears to the monitor that the impressions are in some way
contradictory or inconsistent, the monitor may then attempt
clarification by asking questions in order to verify what the
trainee first describes. All sessions are tape-recorded, and
pen and paper are available for the trainee to sketch his or her
perceptions. Experience has shown that some trainees prefer to
combine written and oral descriptions, while some prefer to work
sequentially. The average training session for orientation is
approximately 15 minutes of actual perception. Trainees
generally are not permitted to go beyond 30 minutes as this
leads to perceptual confusion and eventual loss of the training
affect.
(8) Post Session Dynamics: After the training session
is over, the trainee and monitor obtain specific information
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about the target, either in picture descriptive form for remote
geographic sites, or--as in the case of local sites--by actually
visiting the target site. The trainee and monitor then discuss
the session results. The purpose of this post-session activity
is to provide the trainee with the satisfaction of knowing how
well he or she did while mental perceptions of the targeted site
are still fresh in mind.
b. (S/NOFORN) CRV Training:
(1) Purpose: To provide trainees with the requisite
skills necessary to perform certain psychoenergetic applications.
(2) Administered by: In-house, contractor and
subcontractor personnel.
(3) Location: Ft. Meade, MD; SRI-I Menlo Park, CA/New
York, NY; and other mutually agreed locations as required.
(4) Duration: 12 to 18 months.
(5) Description of Procedure: External CRV training
was a contracted service provided by SRI-I. The training itself
involves lectures on theory coupled with practical exercises and
drills. Particularly effective instructional procedures include
active participation wherein the trainee interacts with the
curriculum materials by responding, practicing, and testing each
step of the material to be mastered; information feedback,
wherein the trainee finds out with minimal dela_y___whether --the
response is correct; and individualized instruction, wherein the
trainee moves ahead at his or her own rate. The training
procedures have been broken down into several stages
representing various elements of CRV phenomena. These stages
both facilitate training and actually follow the predictable
course of increasing perception which builds itself in specific
increments and impact. Stages 1 through 3 appertain to general
site features, which become increasingly refined as individual
competency with Stage 3 techniques develops. Stage 4 involves
perception of specific site elements, a good portion of which
may not be available to any other intelligence techniques, save
for actual penetration of the site. Stage 5 allows the trainee
in a sense to reverse the procedure and "interrogate" his
perceptions, allowing clarification of various specific or
subtle features of the site. Stage 6 permits the construction
of 3-dimensional models of major site characteristics, with
increasing refinements, in detail. Experience and theory
extension indicates that additional increments exist beyond
Stage 6. Research is underway to develop and define the
parameters and potentials of these additional fields.
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(6) Session Dynamics: In conducting a CRV session, a
remote viewer or trainee and a monitor begin by seating
themselves at the opposite ends of a table in a special remote
viewing room equipped with paper and pens, a tape recorder, and
an overhead TV camera which allows either recording for
documentation, or monitoring by individuals outside the room.
The room is homogeneously-colored, acoustic-tiled, and
featureless, with light controlled by a dimmer, so that
environmental distractions can be minimized. The session begins
when the monitor provides targeting information, in the form of
specific site coordinates, to the trainee. For training
purposes the monitor is allowed to know enough about the site to
enable him to determine when accurate versus inaccurate
information is being provided. The session then proceeds with
the monitor repeating the targeting information at appropriate
intervals and providing necessary feedback. The feedback
procedure was designed to reinforce the trainee's contact with
the site but not to assist him by random cuing. The remote
viewer generates verbal responses and sketches, until a coherent
response to the overall task requirement emerges. The use of
the quick reaction-response procedure has been found useful in
minimizing imaginative embellishment.
(7) Post Session Dynamics: After the training session
is over, the trainee and monitor obtain specific information
about the target. As in the case of orientation training, this
is presented in- picture descriptive form for remote geographic
sites, or in the- case of -local sites, may involve actually
visiting the target site. The trainee and monitor then discuss
the session results, again with the purpose of providing the
trainee with the satisfaction of knowing how well he or she did
while mental perceptions of the targeted site are still fresh.
c. (S/NOFORN) Applications Training:
(1) Purpose: To enable advanced trainees to integrate
and expand acquired skills for psychoenergetic applications.
(2)
Administered by: SUN STREAK Project personnel.
(3)
Location:
Fort George G. Meade, Maryland.
(4)
Duration:
Continuous.
(5) Description of Procedure: Procedures for
applications training are essentially identical as those
previously presented except in the style of target presented.
Applications targets are actual targets of military interest,
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such as US facilities or USSR sites from which data are
available or can eventually be obtained. Targets of this type
provide a basis for judgements regarding utility, accuracy,
calibration, and depth of detail for any given trainee in a real
world environment.
~(tc"IC~-ctdrs rkccepuxc'S
7. (S/NOFORN) ^& 1CAZ : SUN STREAK sources can be used to
perform psychoenergetic applications in support of intelligence
and counterintelligence requirements (see paragraph L, above).
The dynamics of applications sessions parallel those of training
sessions. The sequence of events consists of the following:
(1) tasking; (2) development of a collection plan; (3) conduct
of psychoenergetic session(s); (4) reporting; (5) evaluation.
Applications sessions are always conducted under the control and
management of SUN STREAK personnel. Sessions may be conducted
at Fort Meade or other locations as deemed necessary.
Psychoenergetic consultants/contractors may be employed when
required to meet applications requirements.
8. (S/NOFORN) ADDITIONAL PROCEDURES:
a. Sources and trainees may be monitored using appropriate
non-intrusive biological monitoring equipment.
b. The maximum number of applications sessions for each
source will not exceed ten per week.
c. The maximum number of training sessions for each source
will not exceed 20 per week.
d. (U) SUN STREAK procedures do not involve the use of
drugs, substances, or circumstances harmful to participants.
Facilities- at Kimbrough Army Hospital, Fort Meade, MD, are
available if required.
9. (S/NOFORN) CONFIDENTIALITY: Individuals performing as
psychoenergetic trainees, sources, and monitors under the SUN
STREAK Project will not have their roles identified outside of
their parent organization without their specific prior consent,
and they will be referred to in project reports only by an
alpha-numeric designator. Products of SUN STREAK such as tapes,
drawings, transcripts, rosters, or other materials which might
reveal the identity of the source will be coded to assure the
protection of their identity.
10. (S/NOFORN) PHYSICAL ENVIRONMENT: Psychoenergetic sessions
will be conducted in an ordinary room at ambient temperature and
humidity during the normal waking hours of the participants.
The only limitations on these parameters will be for security
from electronic eavesdropping and elimination of ordinary
distractions, such as radio, office machinery, and outside
noises.
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Historical Overview
(S/NOFORN) Concept Approval: Commander, US Army Materiel
Development and Readiness Command approved in principle the US
Army Material Systems Analysis Activity (AMSAA) involvement in
the GRILL FLAME (GF) project, which began in April 1978 (GF was
the predecessor to the SUN STREAK Project). In May 1978, the
Assistant Chief of Staff for Intelligence (ACSI) accepted lead
responsibility for GF applications. Effective 14 January 1981,
by approval of the Under Secretary of the Army, INSCOM became
the only operational GF element in the Army. Program management
for GF was transferred to Commander, INSCOM effective 11
February 1981. OACSI, DAMI-ISH remained the Army focal point
for policy matters and interface at the national level. The
Defense Intelligence Agency (DIA) maintained overall DoD
responsibility. Also in 1981, a joint services GF Committee
consisting of DIA, Air Force and Army was formed. Later the Air
Force Chief of Staff directed that the Air Force withdraw from
the committee and all psychoenergetic programs. A comprehensive
program was designed to determine the operational parameters and
usefulness of psychoenergetics and assess the threat these
phenomena posed to national security. At that time DIA was R&D
oriented and INSCOM's portion of GF was applications oriented.
In the FY83 DoD budget review the Budget Subcommittee of the
Senate Select Committee on Intelligence curtailed all
psychoenergetic activities funded by the Army in the National
Foreign Intelligence Program (NFIP), but directed that DIA could
complete the third year of their effort and that all future Army
funding be budgeted outside the NFIP. INSCOM terminated formal
involvement with GF at the end of FY 82; in the fall of 1982, in
keeping with congressional desires, the Commanding General
INSCOM provided funding from Security and Investigative
Activities (S&IA) monies, and continued its efforts under a
provisional compartmented SAP nicknamed CENTER LANE (CL). On 1
September 1983, the Secretary of the Army approved continued
Army participation in CL activities within INSCOM and with
appropriate contractors in a cooperative effort with DIA.
In July 1984, CG, INSCOM determined that the CL technology
and intelligence collection methodology would have greater
potential and could be better utilized at a higher echelon in
DoD. Accordingly, CG INSCOM offered to transfer CENTER LANE's
assets and personnel to DIA. On 7 March 1985, a memorandum of
agreement was concluded between DIA and INSCOM providing for the
interim operational control of CL by DIA, and for the ultimate
assimilation of CL assets and personnel into DIA's new SUN
STREAK psychoenergetics program. CL personnel were transferred
to DIA in FY 1986 to form the nucleus of the SUN STREAK effort.
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'"Human Use" Issues
FOIAB5
1. (S/NOFORN) In February 1979, the Army General Counsel
determined that GRILL FLAME (GF) activities involved testing on
human sub'e
arc , The
Surgeon General's Human Subjects Research Review Board reviewed
the GF protocol and concluded that it represented technology
transfer and validation of the technology transfer, rather than
research or clinical investigation, and as such, GF activities
did not require approval for human use. However, the Board
expressed concerns that future Army follow-on work might be
classified as research, and as such, plans should be considered
to establish credible human use review procedures to oversee GF FOIAB5
activities. Y_ I
n T_rR_T_p_r_i1 1980, the Under Secretary of the Army approved
the continuation of GF activities. In October 1980, the DoD,
DIA, and Army General Counsel jointly agreed that it would be
prudent to obtain written approval from the Deputy Secretary of
Defense to conduct GF activities. ACSI, DA concurrently
initiated action to obtain Secretary of the Army approval to
conduct GF activities. In September 1982, INSCOM GRILL FLAME
activities ceased because of NFIP restrictions; INSCOM
psychoenergetic activities were reinitiated in December 1982,
under the INSCOM CENTER LANE Project (ICLP), an S&IA activity.
Secretary or Under Secretary approval for GRILL FLAME/ICLP
activities has been granted on 14 January 1981, 1 February 1982
and 1 September 1983, which were generally valid for one year.
With the 'pending transfer of ICLP resources to DIA to become
the new SUN STREAK Program, a DIA General Counsel decision in
February 1985 designated SUN STREAK a "Human Use" program,
determining that the Project involved "Experimentation on Human
Subjects," and that relevant Human Use protocols did indeed
apply to Project procedures and technologies. Conduct of the
Project under Human Use regulations was subsequently approved on
13 March 1985 by the Deputy Undersecretary of Defense.
2. (U) Regulations governing "Experimentation on Human
Subjects" are as follows:
a. (U) 45 Code of Federal Regulations, Part 46, "Protection
of Human Subjects" (Incl 1).
b. (U) Procedure 13, DOD Directive 5240.1-R (Incl 2).
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Psychological Test Descriptions
1. The Minnesota Multiphasic Personality Inventory (MMPI):
Developed by S. R. Hathaway, Ph.D., and J. C. McKinley, M.D.,
The Psychological Corporation. The MMPI is designed to provide
an objective assessment of some of the major personality
characteristics that affect personal and social adjustment. The
point of view determining the importance of a trait in this case
is that of the clinical or personnel worker who wishes to assay
those traits that are commonly characteristic of disabling
psychological abnormality. The carefully constructed and
cross-validated scales provide a means for measuring the
personality status of literate adolescents and adults together
with a basis for evaluating the acceptability and dependability
of each test record. Nine scales were originally developed for
clinical use of the inventory and were named for the abnormal
conditions on which their construction was based. The scales
were not expected to measure pure traits nor to represent
discrete etiological or prognostic entities. Since they have
been shown to have meaning within the normal range of behavior,
these scales are now commonly referred to by their
abbreviations--Hs (hypochondriasis), D (depression), By
(Hysteria), Pd (psychopathic deviate), Mf (masculinity-
femininity), -Pa (paranoia), Pt (psychasthenia), Sc
(schizophrenia), and Ma (hypomania)--or by their code numbers to
avoid possibly misleading connotations. Many other scales have
subsequently been developed from the same items; Si (social
introversion) is one that is commonly scored. There are also
three validating scales: L (lie), F (validity), and K
(correction).
2. Gordon Personal Profile - Inventory (GPI): Developed by
Leonard V. Gordon, Ph.D., The Psychological Corporation. The
GPI is companion instrument to the Gordon Personal Profile
(GPP). It measures four additional traits, namely Cautiousness
(C), Original Thinking (0), Personal Relations (P), and Vigor
M. The two instruments used together provide an economical
coverage of eight important factors in the personality domain.
Both have been found to be appropriate for use with high school,
college, industrial, and general adult groups.
3. Fundamental Interpersonal Relations Orientation - Behavior
(FIRO - B): Developed by Will Schutz, Ph.D., Consulting
Psychologists Press, Inc. The fundamental interpersonal
dimensions of the FIRO Theory are; Inclusion (I), Control (C),
and Affection (A) and are defined behaviorally as follows: I -
The interpersonal need for inclusion is the need to establish
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and maintain a satisfactory relationship with people with
respect to interaction and association (both positive or
negative). C - The interpersonal need for control is the need
to establish and maintain a satisfactory relationship with
people with respect to control and power. A - The interpersonal
need for affection is the need to establish and maintain a
satisfactory relationship with others with respect to love and
affection.
4. California Psychological Inventory (CPI): Developed by
Harrison G. Gough, Ph.D., Consulting Psychologists Press, Inc.
The CPI is intended primarily for use with "normal"
(non-psychiatrically disturbed) subjects. Its scales are
addressed to personality characteristics important for social
living and social interaction, i.e., to variables that are woven
into the fabric of everyday life. "Folk concepts" such as these
are hypothesized to be relevant to the prediction and
understanding of interpersonal behavior in any setting, culture,
or circumstance. Thus, although the inventory has been found to
have special utility in work with particular kinds of problems,
e.g., delinquent and asocial behavior, it can also provide
information of value in regard to educational, vocational,
familial, and many other issues.
5. Edwards Personal Preference Schedule (EPPS): Developed by
Allen L. Edwards, Ph.D., University of Washington. The EPPS was
designed primarily as an instrument for research and counseling
purposes, to provide quick and convenient measures of a number
of relatively independent normal personality variables. The
statements in the EPPS and the variables that these statements
purport to measure have their origin in a list of manifest needs
presented by H. A. Murray and other noted psychologists. The
names that have been assigned to the variables are those used by
Murray. These 15 measurable personality variables are;
achievement (ach), deference (def), order (ord), exhibition
(exh), autonomy (aut), affiliation (aff), intraception (int),
succorance (suc), dominance (dom), abasement (aba), nurturance
(nur), change (chg), endurance (end), heterosexuality (het), and
aggression (agg). In addition to the above 15 personality
variables, the EPPS provides a measure of test consistency and a
measure of profile stability.
6. Personal Orientation Inventory (POI): Developed by Everett
L. Shostrom, Ph.D., Educational and Industrial Testing Service,
San Diego, California. The profile on the POI shows the degree
to which the subject's attitudes and values compare with those
of self-actualizing people. A self-actualizing person is one
who is more fully functioning and who lives a more enriched life
than does the average person. Such a person is developing and
utilizing his unique talents to the fullest extent.
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PR0TCNVCY
SECRET
1. (S/NF/SS-2) Operational Phase:
(S/NF/SS-2) The Program Manager will assess the value of the operational
phase of the DRAGOON ABSORB/SUN STREAK program by requiring all data con-
sumers (i.e., operational task originators) to furnish him with data ac-
curacy and data utility assessments. Table 1 illustrates the general
format and assessment scale (0-3) for this evaluation. Specific data
categories may vary depending on the nature of the task or on specific
objectives; however, the overall approach will remain the same.
(S/NF/SS-2) The Program Manager will enter results of the accuracy and
utility assessment into the project data base. He will make periodic
reviews (quarterly) of this data to assess overall effectiveness.
(S/NF/SS-2) The Program Manager, in coordination with the task
originators and the Intelligence Community Task Coordinating Group, will
develop an additional measure of program value. This measurement
(overall program value) is designed to measure the net worth or total
contribution of the task in relation to other tasks and to the overall
intelligence mission. Data accuracy and utility may be high for a
particular consumer, but the results may not have a significant overall
impact. This "program value" scale is similar to the utility scale;
however it is based on specific measures of over-all benefit. This value
scale is as follows:
Program Value Scale
0 - Little or no over-all program value
1 - Some program value (i.e., helped refine estimates)
2 - Moderate value (i.e., identified new data, narrowed down
possibilities)
3 - High value (i.e., led to significant cost savings,
identified critical high priority S&T or operational activities)
4 - Exceptional value (i.e., predicted major
events/activities, located lost/missing resources or personnel).
The value evaluation will be used in conjunction with other program
evaluation parameters (accuracy, utility) for determining program accom-
plishments and for defining future program directions.
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NOT RELEASABLE TO FOREIGN NATIONALS
3
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 (U)
(S) SUMMARY EVALUATION SHEET (U)
For the sUWf fr gtlgiti~siea ~f14~41Qa 1~k rtWe%QQ9ij9?Wjj02R2gg0t1 accuracy of the submitted material.
ACCURACY
Site Contact,
Little, 11 with
Correspondence Mtxed Results
(S) Geographical locale descrip-
(S)
tion (terrain, water, etc.)
Large-scale manmade elements
(cities, buildings, silos,
docks, railroad lines,
airfields, etc.)
(S) Smell-scale manmade elements
(antennas, computers, tanks,
missiles, offices, etc.)
(S) General target ambience (re-
search, production, adminis-
tration, storage, troop move-
ments, naval activity, air
activity, weapons testing, etc.)
(S) Relevant specific activities
(nuclear testing, missile
firing, CBW storage, ELINT
monitoring, etc.)
;S) Personality information
(physical descriptions,
actions, responsibilities,
plans, etc.)
0
Not
Good Excellent Unknown Applicable
2 3
^ ^ ^ ^
^ ^ ^ ^
^ ^ ^ ^
^ ^ ^
^
-
. . . . . . . . . .
S) O
verall utilit
y
None ^ Marginal ^ Cannot be de-
Useful ^ Very Useful ^ termined at this time 1:3
(U) Definitions for the accurac scale:
0 - Little correspondence ..... Self explanatory.
1 - Site contact with ....... Mixture of correct and incorrect elements, but enough of the former to
mixed results indicate source has probably accessed the target site.
2 - Good .. . ... ? ? . . ... Good correspondence with several ements matching, but some incorrect Information.
3 - Excellent . OtMMtlOn.
ApproZed For'Relmse 20041ftMt ~f Acd B68~OR i$ QQ~1 ~j}( jQ~ s unique matchable elements and relatively
little incorrect information.
 Approved For Release 2004/08/16 : CIA-RDP96-00789RO01100020001-7
SECRET
2. (S/NF/SS-2) Training and Operational Qualifying Phase:
(C) There are two other aspects of this program that will require evalu-
ation by the Program Manager or by his representative; the basic training
phase and the operational qualifying (or operational training) phase.
(S/NF/SS-2) The basic training phase consists of a large variety of
easy-to-verify training tasks that are designed for various stages of
proficiency. Overall evaluations will be based on the "accuracy scale"
used for operational projects and on an additional quantitative
procedure. The accuracy scale will permit assessment of an individual's
progress through the six training stages. The quantitative procedure
(i.e., concept/element analysis) will allow assessments of degree of
accuracy and will provide the basis for determining what general classes
of operational projects a viewer can best perform.
(S/NF/SS-2) The operational qualifying phase follows satisfactory
completion of the training phase. This phase consists of tasks that
simulate operational projects but differ in that ground truth can be
readily determined, and there are no operational consumers. The main
purpose of this phase is to systematically quantify the operational
readiness of each viewer for a wide variety of potential operational
projects. Data from this phase will also help identify the best types of
operational tasks for remote viewing (RV) applications.
(S/NF/SS-2) Each RV source will perform several hundred operational
qualifying tasks per year. These tasks will include representative
examples from DIA's intelligence production codes and from other
potential operational requirements. Evaluation will be performed by the
Program Manager or his representative and will be based on the accuracy
scale used for operational projects. In addition, accurate estimates of
operational reliability and utility will be made using quantitative
methods (i.e., concept/element analysis, pattern evaluation). These
evaluation procedures will require extensive use of a dedicated data base
management system for storing large amounts of information and for
performing appropriate analyses.
(S/NF/SS-2) It is anticipated that a limited operational capability will
be achieved by early to mid 1987. Some operational projects will be
initiated in FY 1986; however, the type of task accepted will depend on
the nature of the proposed task and on capability levels of available RV
sources.
SECRET
NOT RELEASABLE TO FOREIGN NATIONALS
5
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 Approved For Release 2 1CIA`T00789R001100020001-7
APPEN1)1 X
iAl~crs ; Cc.aSSEsf . rvn ~~~, 7,tJ/rYv~~r
1. (S/SK/WNINTEL) There are three classes of Remote Viewing
(RV) training used in that portion of the in-house training
which was modeled after the SI:I-I subcontractor program. These
classes deal. with feedback requirements during the RV se.'sion,
control of interviewer patter, trainee skill development, and
motivation. These three classes (A, B, and C) are discussed
below.*
2. (S/SK/WNINTEL) CLASS C: The majority of the training
sessions for novice trainees are Class C. During this phase,
the source trainee must learn to differentiate between emerging;
target relevant perceptions and imaginative overlay. To assist
the trainee in this learning, immediate feedback is provided
during the session. The interviewer is provided with a feedback
package which may contain a map, photographs, and/or a narrative
description of the target. During Class C sessions the
interviewer provides the trainee with immediate feedback for
each element of data he provides, with the exception that
negative feedback is not given. Should the trainee state an
element of information that appears incorrect, the interviewer
remains silent. Feedback, in order to prevent inadvertent cuing
(interviewer overlay), is in the form of very specific
statements made by the interviewer. These statements and their
definitions are as follows:
Correct (C) This indicates that the information is
correct in context with the site location, but is not
sufficient to end the session.
*NOTE: The use herein of the terms Class A, B, or C differs
from the definition applied and published by SRI-I for Class A,
B, or C Coordinate Remote Viewing (CRV).
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 Approved For Release 2 RAET9-00789RO01100020001-7
Probably Correct (PC) This statement means that the
interviewer,having limited information about the
target, though he cannot be absolutely sure, believes
that the information provided is correct.
Near (N) This indicates that the information provided
is not an element of the specific site, but is correct
for the immediate surrounding area.
Can't Feedback (CFB) This statement indicates that, due
to limited information about the target, the interviewer
cannot make a judgment as to the correctness of the
data. It means neither correct nor incorrect.
Site (S) This indicates the site has been correctly
named for the specific stage being trained (manmade
structure for Stage I, bridge for Stage III, etc.).
"Site" indicates that the scission is completed.
During the session the trainee writes the abbreviation (see
above) of the feedback next to the data. This allows the
trainee to review the correct elements and produce a summary
which describes the site. The training session continues until
the interviewer responds with the feedback of Site.
3. (S/SK/WNINTEL) CLASS B: Once a trainee begins to
demonstrate his ability to reliably distinguish imaginative
overlay and report target relevant data elements, feedback is
withdrawn. In Class B training sessions the interviewer knows
what target he desires the trainee to describe but does not
provide the trainee with any direct feedback during the course
of the session. This process develops the trainee's ability to
internalize his awareness of relevant (correct) versus
extraneous (incorrect) cognitive structures (mental
perceptions). During Class B sessions the interview may ask the
trainee to elaborate on specific elements of data provided,
thereby guiding the trainee to describe specific areas of the
target. The interviewer is only permitted to ask the trainee to
elaborate on specific elements already reported by the trainee.
The interviewer may not introduce new elements into the session
(cue the source) in an attempt to encourage the trainee to
properly describe the site. Class B sessions are especially
helpful in developing refined skills in the trainee. For
example, when the interviewer knows that a particular target
area within a site may be of interest (i.e., a specific room in
a building), he can guide the trainee's attention to that area
by asking the trainee to elaborate on specific elements of data
which the interviewer knows to pertain to the area of interest.
With practice in Class B, the trainee soon learns to control his
own perceptual faculties, a necessary step for further training
and operational intelligence collection.
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 Approved For Release 2004/08/16 : CIA-RDP96-00789R001100020001-7
4. (S/Sh/WNINTEL) CLASS A: Class A training is similar to
what the R&D community refers to as a "double blind"
experiment. The purposes for Class A traininp and for R&D
double blind experiments differ however. The R&D community uses
double blind experimental protocols to test a variable under
controlled conditions. Class A trainingis not a test for the
trainee, but a process whereby the source learns to function
with the interviewer in a team effort to acquire and describe
information concerning a target of interest. In Class A, both
the trainee and the interviewer are provided no information
(double blind) concerning the site to be described during the
session. Rather than trying to please the interviewer with his
descriptions, the trainee is motivated to work with the
interviewer in producing valid information about the site of
interest. This motivational difference is critical in forcing
the trainee to use his RV ability to acquire and describe site
dependent information as opposed' to interviewer dependent
telepathic data (in an attempt to please the interviewer) or
data RVed from the feedback packagb (in an attempt to receive
external positive reinforcement from the interviewer, i.e.,
Correct, Probably Correct, and/or Site). Working as a team in a
Class A session, the interviewer and source trainee combine
their aptitudes (the interviewer with his directive, analytic
skill and the trainee with his exploratory, perceptual ability)
to report information of interest about the designated target.
5. -(S/SK/WNINTEL) The three classes -of RV training (A, B,
and C) are interdependent. -Each is designed to deal with
separate learning requirements in the acquisition of RV skills.
It must be remembered that the concept of classes herein applies
to training. Operational application of RV requires its own
unique, specifically designed feedback requirements and task
dependent control of interviewer/source interaction. Trainee
sources also require operational training beyond the narrow
confines of the SRI-I subcontractor modeled training program
before they can be expected to produce dependable, timely
intelligence information.
SECRET
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