FBI Hostage Rescue Team (HRT) Selection

1. FBI Hostage Rescue Team (HRT) Selection An Example of The Complementary Roles of Industrial/Organizational and Clinical Psychology in Assessment and Selection

2. Presentation Overview • Assessment & Selection Skills and Perspectives • Industrial/Organizational Psychology • Clinical/SOF Psychology • FBI Hostage Rescue Team (HRT) Background • Clinical and IO Psychologists Roles in HRT Selection • History of the HRT Selection Process • Introduction of Clinical and IO Psychology into HRT A&S • IO and Clinical Psychology Cooperation • Opportunities for future joint work efforts

3. IO A&S skills and perspectives (Jennifer notes) Assessment and Selection (A&S) is a core discipline of both Industrial/Organizational (I/O) Psychology and Clinical Psychology. While the A&S practices of both share military roots, the fields also approach A&S from different perspectives. This combination of overlapping and differing skills sets and perspectives provide a unique opportunity to benefit clients –particularly in high stakes selection contexts. This presentation will illustrate the complementary nature of I/O and Clinical Psychology using the FBI HRT Selection Course as an example. Specifically, we will provide: (1) a brief description of I/O and Clinical A&S skills and perspectives, (2) a description of the FBI HRT mission, culture, selection philosophy, and selection course, and (3) describe the I/O and Clinical roles in HRT selection and how the combination benefits HRT selection decisions as well as each of us in our own role. We will end with a look forward and share our thoughts and ideas for further complementing each other’s role in HRT selection and client management. Brief description of IOP A&S skills Predict, explain, and influence human behavior at work; to contribute to an organization’s success Historical origins in research on individual differences, assessment, and prediction of job performance, flourished during WWI in response to the need to assign recruits to specific jobs/roles. (army alpha and beta After the war, the growth in heavy industry added impetus, WWII also flourished; Jonathan Flanagan and birth of aviation psychology – develop tests to help identify pilots suitable for combat missions Main selection skills (education and training) Job Analysis - foundation – methodology to systematically collect the tasks performed on a job and the KSAOs needed to perform the tasks; also collect information on org culture and physical work environment Assessment development (or identification of existing assessments) Validation – demonstrate the assessments measure the KSAOs needed to perform the job Standard setting – develop scoring algorithms and cut scores Implementation – everything needed to administer the assessments from assessor training, non-disclosures, data storage, etc On-going program evaluation and refinement Perspective – focus on building a system and supporting the system, not typically an integral part of the system and decision making (when we do individual assessment, usually not batch processing, e.g., executive assessment) 3

4. History of Clinical Psychology in SOF and HRT • Formal psychological assessment started in WWII with the advent of the OSS • Many personnel had difficulty adjusting to the danger and stressors required by OSS operations • Suggestion made that the U.S. consider using a psychological-psychiatric assessment unit • A&S initially designed similar to what the British were then using for selecting officer candidates • Three-day assessment program that measured a candidate’s suitability for OSS assignment • More than five thousand candidates were evaluated before acceptance into the OSS • Rate of stress related problems dropped dramatically following the initiation of the program • Special Mission Unit/National Security assessment and selection programs • Initially formulated on the OSS model from WWII; utilized projectives and norm based testing • Based on the work of Henry Murray et al published in The Assessment of Men (OSS, 1948) • The Central Intelligence Agency’s first chief of psychology was from OSS psychology staff • Psychological assessment implemented in U.S. Army Special Forces during Vietnam • Assessment and selection waned after Vietnam but rekindled after Iranian hostage crisis • Modern SOF and HRT Assessment and Selection Programs • Initially begun with the 160th Aviation Regiment, SF, and CAG • The CAG model of clinical A&S was adapted by the FBI HRT approximately 15 years ago • Former CAG and SOF Psychologists hired as consultants to implement the A&S process at HRT • Testing protocols, evaluation processes, interview formats similar that used in CAG introduced • IO Psychologists re-validated the overall program to ensure its functional viability

5. Clinical Psychology Goals in HRT A&S • The purpose of psychological assessment and selection within special missions units like the FBI HRT is to evaluate the suitability of candidates for trainability, team cohesion, and productive service within the organization. Typically, a summary of psychological testing results, field performance observations, and interview findings including strengths and vulnerabilities is provided to the unit leadership to assist them in making selection decisions. • In addition, a psychological services goal is to provide professional and personal developmental feedback to all hired personnel based on their testing results, performance observations, and interview findings.

6. Hostage Rescue Team 6

7. FBI Hostage Rescue Team • HRT is the FBI’s fulltime counter terrorist tactical team; • Mission: Provide safe and effective tactical operations for all facets of FBI investigative and intelligence activities, crisis response and law enforcement assistance utilizing a tiered integration of field and national tactical assets. • The team, or components of the team, have deployed in support of FBI terrorism, violent criminal, foreign counter-intelligence, and other investigations. HRT has performed missions involving hostage rescue, barricaded subjects, undercover operations, high-risk arrest, and surveillance operations. HRT has also performed traditional law enforcement roles during hurricane relief operations, dignitary protection missions, and in support of FBI investigations overseas. • Cultural elements: history and tradition is an integral part of culture; just celebrated 30th anniversary, high job involvement, strong sense of shared mission/team cohesiveness, high expectations of leadership, action oriented, like rules . . .but are happy to break them or write their own • A large percentage of the HRT Operator population have military or SOF backgrounds. They share many of the elements of these elite units such as heritage, deployment histories, warrior ethos, camaraderie, “alpha dog” mentality, and friendly inter-service rivalries. • It is a culture of muscle and mind memory repetition, with each operator in constant rehearsal of “what if” scenarios, refinement of new skill sets, and exposure to the latest and greatest in technology and tactics. • The unit acts like a forge of human character that constantly tempers each operator. They are hard on each other, because in the end it allows all in the unit to resonate as one team. • The operators recognize that they have a “no fail” mission and that the honor and integrity of the U.S. and the DOJ is at stake in every one of their missions.

8. HRT Assessment and Selection History • Much like U.S. Army CAG and British SAS, the HRT was developed around their functional models • Psychological assessment of operators has been in place from the outset of the HRT • Initial A&S program was developed by HRT leadership and operators, a cadre owned system • Psychological screening followed formats used in OSS and U.S. military SOF units • IO psychologists “validated the process” after years of research • The objective of A&S was to enhance the functional effectiveness of the team in meeting command objectives • The FBI HRT S&A process, like most SMU selection programs is unique to the organization • Based on the unit’s Mission Statement, Commander’s Vision, and other DOJ assigned tasks • S&A is formulated around the core skills, knowledge, and attributes defined in the unit METL • S&A is linked to the FBI standards for fitness, marksmanship, and professional conduct • The program is designed to “select and train as they operate” • Refinement of the A&S Process is a linear and ongoing process • Layout of the selection course, scenarios to be used, timing of events, etc. are in continual refinement • Psychological testing protocols, timing of interviews, nature of feedback are always being enhanced • The core of the A&S process is based around actual HRT operational “lessons learned” • Developed to reduce psychosocial risk factors among operational personnel • Enhance team cohesion • Improve the operational effectiveness of teams • Implement learning from the field into the selection of new operators • Assist TRP candidates in identifying key differences between DOJ and military functioning

9. FBI Hostage Rescue Team (Jennifer notes) Selection course Philosophy: not looking for finished operators, looking to select SAs with the KSAOs needed to learn and perform the job Background of the TRP General structure Applicants – SAs meeting work experience minimums, majority have military backgrounds 2 weeks; start with physical fitness test and PQC; days are a combination of physical events, shooting events, scenarios, and two days of testing and interviews Applicants measured over course of the two weeks End of selection, standing doesn’t equal selected, if standing, KSAO information is interpreted and decisions made Roles – operator owned and run; demo and, unlike most other A&S programs, the cadre go through the events with the selectees (This serves as the start of team formation). Selection coord, Operators run events, scoring and decision making Decisions are approved/signed off on by Commander Team attitude toward selection (Importance – risk of hiring an unsuitable person) 9

10. HRT Selection Schedule • Physical events • Arrest scenarios • Shooting drills • Phobia tests Arrest scenario Grinder Run and gun Mud run 11 10 14 15 16 17 20 19 21 22 12 18 23 10

11. Clinical A&S Roles in Selection • Psychological testing • Review of initial hiring background information/psychological testing data (if available) • Supervisor Ratings • Structured History • Intelligence testing (MAB-II, Wonderlic, GAMA, Shipley) • Psychopathology screen (MMPI-II-RF) • Five factor model assessment (NEO-PIR, Jackson Personality Inventory, Hogan Developmental Survey) • Biodata Form • Field observation of candidates • Identify individual characteristics that may support or R/O test findings • Observe candidate capacity to “work and play well with others” • Assist in defining Team Leaders and Assistant Team Leaders for scenarios • Identify team members for A&S work groups (LRC) • Candidate interviews • Standardized interview process defined around key HRT personnel operational and functional issues • A senior HRT operator assists with all candidate interviews • Feedback to unit leadership/Selection committee • One on one process • Confidentiality of findings is key • Developmental feedback to hired operators • All operators are provided opportunities for one on one confidential feedback • Focus is on performance enhancement of “that last 5%” in all operator • Pre and Post Deployment screening of operational personnel • Utilization of the SCL-90-R and follow on interview with each operator • Assists in establishing baseline and post operational information for each individual

12. IO Role in HRT Selection (Jennifer notes) • Working with HRT for about 8 years • Initiated – asked to re-validate the system • Back story – HRT was granted additional FSL and had not filled the FLS, selectee numbers decreasing, misconceptions - exec notice selectees standing were not selected, the ‘good guy’ perception, . . .began the re-validation project but also looked into the applicant and perception angle • HRT selection revalidation • Job analysis update • Reconfirm the tasks performed and the KSAs needed to perform these tasks • Event content validation • The events are linked to tasks and KSAs, provide opportunity to demonstrate your skills (or lack of skills) • Measurement transition and tools • Event and ranking  KSA rating • Assessor role • Main theme of this work – foundational structure, organization, standardization • Common language, consistency across time and situations, see the big picture . . . And the trees

13. IO Role in HRT Selection (Jennifer notes) Job analysis – confirmed important tasks and KSAOs, provides the foundation for assessment and selection, structure and order from the ‘chaos’ and common language for KSAOs Initiative, perseverance, compatibility, discipline, judgment, loyalty, leadership, maturity, trainability, “phobias" (comfort in situations), physical abilities (upper body strength, lower body strengths, aerobic fitness, etc), shooting, psychological fitness Content validation – link between events and ksas (to what extent does event provide opportunity to observe KSA in applicants); results in selection matrix (organizing structure) Evaluation methodology – BARS scales; standardized evaluation tool (like a yard stick), also reinforces the KSAs, common language, structure/organization Assessor training – need to use the BARS/yard stick in the same manner, assessors should be interchangeable Provide selection brief (assessor training/refresher), attend events for measurement support, look for opportunities for improvement, hear Operator ideas, provide interpretation support as needed My role is not to assess selectees, my role is to assess the systems (all components ) and make sure it is working a good as is possible Linkage with the clinical psychologist to look at process improvement, impact of selection course changes on candidate performance, consider other avenues for measurement of KSAs Both IO and clinical psychologists work together on identifying protocols, tasks, and types of A&S events that better assess key traits necessary for HRT operational effectiveness 13

14. IO Role in HRT Selection KSAOs needed to perform the tasks Initiative, Perseverance, Compatibility, Discipline, Trainability, Judgment, Loyalty, Leadership, Maturity, Physical Abilities, Psychological Fitness Tasks performed on the job 14

15. IO Role in HRT Selection Selection Events Physical events, Shooting events, Scenarios, Psychological Testing, Performance Observations, Interviews KSAOs needed to perform the tasks Initiative, Perseverance, Compatibility, Discipline, Trainability, Judgment, Loyalty, Leadership, Maturity, Physical Abilities, Psychological Fitness Tasks performed on the job 15

16. HRT Selection Matrix

17. IO Role in HRT Selection Evaluation Repetitions BARs Selection Events Physical events, Shooting events, Scenarios, Phobia Settings, Psychological Tests, Interviews KSAOs needed to perform the tasks Initiative, Perseverance, Compatibility, Discipline, Trainability, Judgment, Loyalty, Leadership, Maturity, Physical Abilities, Psychological Fitness Tasks performed on the job 17

18. Basic Psychological Traits of Operators • There are many colors in a rainbow and many diverse personality types in HRT • A number of core traits exist within most all successful operators • Physically strong and agile, cardio vascular stamina, and good gross and fine motor skills • High energy, motivated, driven, always “leaning forward”, good at initiating action and “reacting to contact” • Strong work ethic, sense of responsibility for end product, “when the game is on the line, they want the ball” • Above average intellect, stronger on conceptual and mechanical/experiential than academic based abilities • Creative problem solvers, make decisions from an analytical, dispassionate, and fact based frame of reference • Stability of sound judgment and decision-making over time • Stress resilient, actually get more stabilized and focused under duress • Inter-personally effective, able to work productively in a team or independently, seek camaraderie • Reasonable senses of self and others, good social mirroring • Natural leaders who can quickly assess and take control of situations, “think well on their feet” • Able to give and take criticism and correction to improve the overall performance of the group • Inherently curious and investigative, able to process and make sense of large amounts of information • Willing to take calculated risks without hesitation • Flexible and open to new learning, but if it isn’t broken they see no need in fixing it. • Not comfortable behind a desk, prefer action to administrative tasks • Able to adapt to their environment, “Chameleon effect” • Strong ethical, moral, legal compass, maturity, stable personal/family life • A desire to leave the team better than they found it, and few want to leave at all • A sense of honoring something bigger than themselves, patriotism, spiritual consciousness • Free from performance detracting phobias (heights, water, tight spaces, etc.) • Mentally healthy clinical profile, psychologically stable

19. Characteristic Rating Scales

20. Rater Biases • Similar to me • Halo/horn • Severity/leniency • Central tendency • Contrast effect • I’m the standard • . . . . .themes. . . . . • Practice and calibration

21. IO Role in HRT Selection Selectee KSAO Summary Evaluation Repetitions, Time BARs, Clinical Judgment Selection Events Physical events, Shooting events, Scenarios, Phobia Settings, Psychological Tests, Interviews KSAOs needed to perform the tasks Initiative, Perseverance, Compatibility, Discipline, Trainability, Judgment, Loyalty, Leadership, Maturity, Physical Abilities, Psychological Fitness Tasks performed on the job 21

22. Selectee KSAO Summary

23. Clinician Role in HRT Selection/Operations Conduct psychological testing with all candidates Observe candidates during all A&S events Consult with cadre on team composition and leadership during events Provide independent feedback to command on selection Provide developmental feedback to hired operators Serve as linkage with the IO psychologist on process improvement Provide pre and post deployment screening for operational personnel Serve as an organizational consultant on personnel issues Conduct follow-on support services to HRT personnel Conduct professional A&S consultation with other governmental agencies Serve as a psychological liaison to other international A&S representatives Act as a professional resource for A&S program development Conduct training with other law enforcement and SMU agencies 23

24. Complementary Roles in Selection (notes) Scott perspective Jennifer is a known quantity IO professional who actively works with HRT cadre on A&S program development and enhancement Jennifer helps the cadre develop realistic standards for operator performance on each A&S event Jennifer’s work helps to reduce the subjective biases in the A&S process. It lessens the likelihood that cadre play favorites and sell “Their guys” to each other Jennifer’s helps develop objective measures by which each candidate’s performance can be rated by the same functional behavioral standards Jennifer’s work assists in quantitatively and qualitatively analyzing the performance of all candidates and standardizes cadre measurement Jennifer perspective Scott is a trusted insider, part of the system, who knows A&S Scott provides important information regarding the standardization of events, “special additions”, are events in practice allowing good observation of KSAs, ideas and thoughts on tweaking events for better measurement, are assessors practicing good measurement, With Scott present, the operators do not try to put me in the role of assessing selectees; I can be selectee-neutral I don’t care which selectee is selected, I care the system facilitates selecting the right people Helps maintain the fairness and perception of fairness of the system 24

25. Interface between IO and Clinical in A&S • Clarifying “State” versus “Trait” confusion • The IO psychologist designs selection events to measure functional traits essential to HRT operational success • The clinical psychologist looks at the state of the candidates during assessment and selection • What potential risk factors does each candidate manifest in A&S performance • How well does each candidate adapt to the process and to each other in successful interaction • Can the candidate handle the rigors of the work mentally, physically, and socially • Understanding the impact of sleep deprivation and fatigue on performance • Timing of events is critical; Psychological testing should be done “up front” with a rested population • Further testing can be done during the A&S process to look at decrements in performance (Ravens) • Sleep deprivation needs to be formulated around real world HRT team functioning or it can hinder A&S • Fatigue and sleep deprivation have interchangeable impacts on performance (e.g. Stress shooting events) • Use well rested cadre to score A&S events to maintain consistency • Maybe not everything is measurable in A&S, but its observable • Impact of medical/mental state on performance (Factoring in “heart”) • Capacity for recovery after major performance failures • Looking at improving or deteriorating trend lines in performance (Amber on the chart but closing in on Green) • Most cadre and many experienced psychologists know a good fit when they see it; don’t get too scientific

26. Opportunities Moving Forward as an IO/Clinical Team • Continued refinement and enhancement of the FBI HRT A&S process • Assist in developing new Assessment and Selection programs within other governmental agencies • Provide training to organizational selection committees and unit leadership on A&S planning • Conduct selection cadre training and calibration rehearsals • IO and Clinical Psychology work team training with new professional psychologist hires • Conduct Assessment and Selection process seminars for organizations • Development of databases that cross correlate training events, clinical traits, and desired end states • Provide professional developmental feedback to hired candidates to improve operational effectiveness • Assist in the design of new events and psychological testing protocols for specific work environments • Development of testing centers to add uniformity of A&S in large organizations • Assist in the re-validation of existing assessment and selection programs • Generate best practices resource material on assessment and selection program development • Conduct train the trainer for selection cadre and leadership through observation of effective A&S programs • Serve as diplomatic liaisons with other countries in establishing viable assessment and selection programs

27. Opportunities Moving Forward (notes) Once we figure out the content of this slide, we can format a nice text slide Scott perspective Jennifer perspective Client management  consistent messaging to encourage client to follow a good course We are among the more stable factors in HRT selection Information sharing  continuous improvement of HRT selection Changes and improvements to measurements HRT open to adding new events, changing events; working together we can ensure benefits Scotts observations and job-related Keeping Scott informed of the climate, tone changes inside the FBI and HRT 27

28. Contact Information Jennifer Hurd, PhD Personnel Research Psychologist 202.324.3921 Scott Middleton, Ph.D. Clinical/SOF Psychologist gsmiddleton@yahoo.com/(910) 916-6900