PROCEDURES FOR VALIDATION OF HUMAN SOURCE REQUIREMENTS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP79B01709A002200040013-1
• Release Decision: RIPPUB
• Original Classification: S
• Document Page Count: 5
• Document Creation Date: December 12, 2016
• Document Release Date: June 13, 2001
• Sequence Number: 13
• Publication Date: October 25, 1967
• Content Type: MF

 Approved For Release 200"11( pir~lA-RDP79B01709A~002200040013-1
PROCEDURES FOR VALIDATION OF DD/S&T AND DDI
HUMAN SOURCE REQUIREMENTS
These procedures apply to the processing of human source require-
ments from the point at which the requirement is prepared by the analyst
to the point at which it is served on the collector. The term "require-
ments" includes every request for collection action, whether it appears
as Form 986 or otherwise, whether it is spontaneous or responsive to a
collector's request, and whether it is an ad-hoc requirement, a guide,
.~n evaluation, a contribution to it CIRL, IPC List, CERP, etc. The
iiecsssity for direct analyst-Lo-collector oral requests is recognized
when time is short; however, these requests should be confirmed as soon
as possible by a written request, to which these procedures will apply.
1. Analyst prepares initial draft of the requirement.
2. Analyst may check with IRS/HR/OPS to determine whether
there is a duplicating requirement outstanding or under prepa-
ration in another component, to discuss possible coordination
or necessity for preliminary contact with collector, and to
insure that the requirement includes all information needed
by the collector and by IRS.
:3. Where appropriate, analyst discusses directly with
collector factors bearing on feasibility of collection; IRS
will assist in arranging contacts as required.
4. Analyst prepared the requirement in memorandum form
addressed to Chief, HR/Operations Branch through the analyst's
Branch Chief and Division C.:aief. The analyst may prepare a
requirement on Form 986, and in the case of evaluations on the
Standard Evaluation t"orm, and forward with a covering memo-
f9:3ndum addressed as above.
.'5. Division Chief reviews the requirement or evaluation
in detail against the various criteria for judging its validity.
if he approves, he validates by signing off on the "through"
line of the memorandum.
6. Division forwards the memorandum (and attachments)
to Ch/HR/OPS, Room IG38.
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7. IRS performs further inter-office or inter-
directorate coord.'nation of requirement or evaluation
as necessary, prepares in final form, makes necessary
entries in Registry, and forwards to appropriate
collector or collectors.
8. All human source collectors will process their
requests for substantive requirements and evaluations
through IRS, which will assist in ensuring that all appro-
priate production components have an opportunity to partici-
pate in the requested action.
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CRITERIA FOR VALIDATION
1. Is the topic a responsibility of the office and of importance
to its production program?
2. Do the statements clearly and precisely define an information
gap? The requirement should not be a broad description of an analytical
problem more susceptible to research than to collection.
3. If the information is acquired, how will it be used? How will
it add to or change a major intelligence position or publication in a
significant manner? What is the risk to the production of finished
intelligence in not asking for the information?
4. Is the requirement likely to cause new and significant informa-
tion to be reported? Does the requirement or the evaluation encourage
the reporting of detail or minutia beyond that really needed for intelli-
gence purposes (i.e., "nice-tc-have"information).
5. What has been done to be sure that the requested information is
not already available in an intelligence community repository or exploi-
tation facility, the files of another U.S. government agency, or in library
or open source materials?
6. Are there existing requirements written by your office which
already serve the intended purpose of the new one?
7. Should the statement of need or the evaluation be coordinated
with other production components having interest in the topic?
8. Are the statements so general on an obviously critical need
(e.g., Soviet ABM info is urgently needed) as to serve no useful purpose
to a collector?
9. Does the requirement fit the. responsibilities and capabilities
of the intended collector? Is the collector likely to be able to satisfy
it in the foreseeable future? Will the information benefits justify the
cost?
10. In the case of a solicited requirement or an evaluation of spon-
taneous reporting, would you have asked for this information if the oppor-
tunity to receive it had not been offered? Is the responsive requirement
or the evaluation encouraging the most appropriate collector to report or
to continue reporting beyond what is needed?
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vai
SECRET
23OCT1967
MEMORANDUM FOR: Director of Foreign Missile and Space
Analysis Center
Deputy Director of Current Intelligence
Deputy Director of Basic and Geographic Intelligence
Deputy Director of Economic Research
Deputy Director of Scientific Intelligence
.Deputy Director of Strategic Research{
SUBJECT : Validation of Human Resource Requirements
and Evaluations
1, On 1S October you agreed to the attached procedures and
criteria for validation of human resource requirements and evaluations.
These are to be used by all components for a trial period running from
1 November 1967 to 31 January 1968. It was agreed that Step 2 of the
procedures may not be necessary in all instances and should be considered
as an optional service available to the production analyst.
2. Copies of the validation procedures and criteria are forwarded
herewith for distribution to your Office division chiefs. Questions
which you or your people may have concerning the specifics of implemen- 25X1A
tation on 1 November may be referred to Herb Jenne =
25X1A
Attachment: a/s
Chairman
Information Requirements Advisory Group
SECRET
KERO
.OPY