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INFORMATION PAPER
IAGPA-F-SD
23 Feb 84
SUBJECT: CENTER LANE Personnel Selection Procedures (U)
ISSUE. (U) To provide the ACSI with a history of CENTER LANE
personnel selection procedures.
FACTS:
1. (S/CL-3/NOFORN) In December 1978 and January 1975), 251
INSCOM personnel. in the greater Baltimore/ Washington, D.C. area
were considered for participation in the INSCOM GRlLL FLAME
Project (lGFP). These 251 individuals were experienced in the
intelligence disciplines of SIGINI', PHOTINT and HUMINT and
represented more than 8 units/organizations within INSCOM. Of
the 251 individuals considered, 117 were interviewed by IGFP
management personnel uncer the guise of a "survey" to determine
attituaes about the possible use of psychoenergetic phenomena
(parapsychology) in t h eintelligence field. The 1. a r g e
difference between n u m b e rconsidered and number actually
interviewed was due to the following elimination factors applied
by 1GFP personnel:
a. Commander's evaluation
b. Retainability .- at least 20 munths
c. Health
G. Not readily available (programmed TOY, schools, etc.)
WARNING NOTICE: CIEN'IER LA@,,IE SPEC-LAL ACCE-11--S PROGRAM
RLSTRICT DISSEMIN'ATION THOSE WITH VERIFIE-D ACCE'SS
TO LATFE.GORY THREE (-3)
SENSITIVE 1NTELL-.!C;EN('F-. S(JU1','CES AND !-IFTHUDS TNVOLVED
NOT RELEASHABLE TO I-OkLIGN NA'rIONAIS
5
[.A-ASSIFIED BY: (-,G, INS@,Com
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IAGPA-F-SD 23 Feb 84
SUBJECT: CENTER LANE Personnel Selection Procedures (U)
During the selection process, IGFP management personnel were
looking for individual.-; who were open minded, adventurous, above
average intelligence, mature and stable, "artistic" in character
and personality, successful, weil 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. SRI-
International personnel stated essentially that no definite
profile hact 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 coosidered 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, 3 thought. that. most of what they had heard
was nonsense or trickery, 3 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. I.GFP screened the interviewees
to ensure equal participation across the intelligence fields of
SIGINT, PHOTINT and HUMINT, and atter an extensive review of the
interviews, 15 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 1GFP.
2. (S/CL-3/NOFORN) In early 1980, IGFP participants were
tested by the INSCOM Command Psychologist in an attempt to
cietermine 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
2
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IAGPA-F-SD 23 Feb 84
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 16 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 psychoenerge tics, the
ICLP Manager solicited a proposal from SRI-International for the
cievelopment 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 15 November 1983.
SRI-International will complete work on the profile by December
.1984.
@4. (S/CL-3/NOFORN) On 10 November 1983,
use of the Rapid Acquisition Personnel Training
at Monroe Institute of Applied Sciences,
screening and sensitizing tool for ICLP.
RAPT is funded and administered by INSCOM.
'the ICLP Manager.
.5
CG, INSCOM authorized
(RAPT) Seminar
Faber, Virginia as a
For OPSEC reasons,
CENTEX, but managed by
LTC Buzby/AVN 923-2656
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