Chapter 4

SUMMARY, CONCLUSION, AND RECOMMENDATIONS

This chapter is a presentation of the summary of findings, the conclusions

derived from said findings, and the recommendations to address the identified

problems with regard to the level of competency of the Naval Enlisted Personnel

Intelligence Collection Course (NEPICC) graduates in terms of recruitment of

informants for Human Intelligence (HUMINT) operations after being deployed in the

NISG’s.

Summary of Findings

Level of understanding of NEPICC graduates on the application of different

steps on the recruitment of informants for HUMINT operations

The respondents generally perceive that their level of understanding on the

applications of different steps in recruiting informants is satisfactory. This result

means that there is more room for improvement for the NEPICC graduates to attain

the competent status in this aspect of recruitment process.

Level of competency of NEPICC graduates in the conduct of recruitment of

informants

The data showed that competency of the graduates to recruit potential agents

using the traditional approaches is on average level. However, there are approaches

in which the graduates are incompetent such as the employment of Blackmail and

Direct Approach wherein most respondents admitted themselves to be weak in using

the said strategies. The result proved that the intelligence agents have varying

strengths and weaknesses and must continue to learn to be flexible in utilizing all

kinds of approaches to effectively recruit valuable assets.

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Factors that affect the quality of output of NEPICC graduates after being

deployed in operational areas

The different factors that affect the output of the NEPICC graduates after

being assigned in the operational areas were ranked based on their perception on

whether it affects the quality of their output or not. The respondents considered the

gender of the agent as the factor that greatly influences the output in recruitment of

informants. Next in the list is the extended duration of deployment of resident agent

in the area, which the respondents and case officers believe to be the main reason

of their complacency in the long run. The third factor is based on the geographical

assignment which proves that the agent’s familiarity on the location and language of

the area can be used as an advantage in recruiting informants when the graduates

are assigned in their place of origin. The result also showed that the number of years

left in the service of a resident agent or collector can affect the quality of the agent’s

performance since the agents who are near retirement age no longer have the

strong desire to operate as an intelligence specialist in their anticipation for the life

outside service. The last of the five factors which ranked the lowest in terms of its

effect on the quality of outcome in recruitment is the training acquired, which means

that the skills learned in the classroom affect the output in the operational area in the

least significant way. These findings suggest that different factors outside the

classroom training must be considered in order to boost the performance and the

motivation of the agents to accomplish the intelligence operation’s desired output.

Conclusion

Based on the findings from the surveys and interviews, the researcher found

out that most graduates are incompetent in some approaches to potential informants

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such as the Blackmail and Direct Approach strategy. It is deemed necessary for an

intelligence specialist to be flexible and competent in using the different approaches

for him or her to maximize the recruitment of valuable assets who can access and

acquire information clandestinely and effectively for the benefit of commanders and

decision-makers in the proper assessment of the situation in the operational

environment.

Furthermore, significant factors are to consider lke acquired training, sexual

category of the personnel, prolonged exposure of the agent in the assigned area

may cause complacency at work due to long period of acclimatization and familiarity

in the same environment, thus, affecting the quality of output. In the same manner,

the number of years left in the service of an intelligence specialist affects their

performance in such a way that the personnel who are retiring soon limit their

functions from doing operational tasks to administrative works in preparation for the

separation from the service. Finally, the deployment of intel operative in his or her

area of origin can also significantly influence the success of recruiting an informant.

Recommendations

In view of the foregoing conclusions, the following are recommended:

1. Institutionalize the training on recruitment as part of the Tradecraft Module in

NEPICC in which it will incorporate actual recruitment of action agent as

requirement for completion of the course. The significant feature of this

recommendation is to boost the quality of output of the intel operatives through

the process of actual recruitment while in course training, which eventually will

enhance the competency level of the operatives once deployed in the area.

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2. Enhance competency through cross training with other counterparts to enhance

the skills of its personnel in recruitment of informants for HUMINT operations.

Through this training, the ability of the personnel in a particular intelligence

discipline operating in other branch of service will be improved as the personnel

learns to be flexible and adapt to the different environmental factors and

challenges depending on the situational demand in the area.

3. Shift the Resident Agent concept of deployment to Target based concept. The

objective of this proposal is to fully maximize the utilization of intel operatives on

a specific target of the unit in the conduct of tradecraft operations and focus the

resources based on priority intelligence requirements. The desired outcome of

this proposal is to focus the efforts of the unit in targeting high value individuals

with high impact operations through proactive recruitment.

4. Establish one NISG specializing in Tradecraft operations equip with knowledge

and extensive understanding of the enemies doctrine and TTP’s shall be

established where NEPICC graduates will be attached for a period of time to

apply what they have learned from the training course and enhance their

tradecraft skills particularly in the recruitment of informants.

5. Train more female operatives to be employed in every NISG’s. The deployment

of female intel specialist is a valuable aspect in intelligence operations since it

eases the tedious process of recruitment of informants with good placement and

access. Therefore, it is recommended to train more women as intel agents in

different areas since female operatives provide an easier way to establish rapport

towards the target without raising doubt or confusion allowing the female agent to

operate covertly. This proposal will significantly increase the population of intel

agents which is primarily dominated by men. It is to the best interest of the

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military units to maximize the utilization of both female and male operatives to

gain advantage over the enemies.

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