Key attributes of an effective human source handler: Implications for handler selection and training
| Author | John Buckley,Charl Crous,Pamela Henry,Nikki Rajakaruna |
| DOI | 10.1177/0032258X19862589 |
| Date | 01 December 2020 |
| Published date | 01 December 2020 |
| Subject Matter | Articles |
Article
Key attributes of an
effective human source
handler: Implications
for handler selection
and training
Pamela Henry , Nikki Rajakaruna ,
Charl Crous and John Buckley
Edith Cowan University, Perth, Australia
Abstract
Despite the importance of human source intelligence very little has been written about
the selection of police officers to undertake the specialist role of handler, and approa-
ches to training in this specialist area. This research examined the nature of handling and
the core attributes of effective human source handlers as perceived by 22 experienced
handlers. Participants described handling as characterised by relationship alliance, task
alliance and technique. Participants also identified attributes associated with the effective
handling of human sources. Findings have important implications for the selection and
training of officers for the role of human source handler.
Keywords
Confidential human source, informant, covert human intelligence source, handler
Introduction
Informationderived from individuals who areinvolved in the criminal environmentcan be
of significantvalue to policing agencies in the preventionand detection of crime. Although
different terms are applied across policing jurisdictions (e.g., snitch, informant, covert
human intelligence source), a human source is an individual whoenters a formal relation-
ship with police in order to provide information about the criminal environment (Crous,
2009; Innes, 2000). Despite the potential valu e of information derived from human
Corresponding author:
Pamela Henry, Sellenger Centre, Edith Cowan University, 270 Joondalup Drive, Joondalup, Perth, WA 6028,
Australia.
Email: Pamela.henry@ecu.edu.au
The Police Journal:
Theory, Practice and Principles
2020, Vol. 93(4) 290–309
ªThe Author(s) 2019
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DOI: 10.1177/0032258X19862589
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sources, there is significant risk associated with their use (Amir, 2003; Billingsley, 2004;
Cooper and Murphy, 1997; Dunnighan and Norris, 1998; Rosenfeld et al., 2003). Risk
might be social and personal harm to the human source if their identity was to become
known;risk to the handler with regard to manipulation, misconduct/corruptionand personal
safety; and risk to the agency, with regard to organisational corruption and statutory/reg-
ulatory responsibility for ensuring the safety of the human source and the handler (Clark,
2001; Harfield,2012). Related tothis risk is the fact that verylittle has been written about1)
the selection of policeofficers to fulfill the specialist roleof handler, and 2) approaches to
training in specialist areas, such as the recruitment and management of human sources.
Selectionand recruitment practices are criticalin managing the risk associatedwith human
source work (Billingsley, 2004; Crous, 2010; Dunninghanand Norris, 1998).
Little consideration has also been afforded to the purpose of police training in this
area. Although training is traditionally viewed as a means of fostering skill acquisition
and development, in this high-risk, specialist area of policing, training is often structured
and used as a vehicle to select those most suited to the role of human source handler
(Girodo, 1997). Given the unique role of training in this area, it is important to ensure
that selection processes are informed by an understanding of the core attributes required
to perform the role, and that training programmes subsequently cultivate the develop-
ment of those attributes. This approach may increase the likelihood of selecting those
best able to fulfil the role, in addition to adequately preparing them for work in this high-
risk context. In this paper, the nature of human source handling is described from the
perspective of experienced human source handlers. Then, the core attributes (e.g., skills,
abilities and dispositional attributes) required to recruit and manage human sources are
identified. Qualitative data were derived from experienced handlers from policing agen-
cies in Australia and New Zealand. Findings provide preliminary evidence from which
selection processes and training programmes can be developed.
Definition of term ‘handler’
Before discussing the key attributes of a human source handler, it is important to first
consider what is meant by the term ‘handler’. The term is rarely defined within legislation,
or the empirical body of literature. Instead, definitions are implied by reference to an
individual responsible for managing or ‘handling’ the human source. For example, in the
United Kingdom (UK), the Regulation of Investigatory Powers Act 2000 (RIPA) details
national standards to be applied by all UK police forces in the use and management of
covert human intelligence sources (CHIS). According to RIPA (2000) Section 26 (8):
A person is a CHIS if:
a. he establishes or maintains a personal or other relationship with a person for
the covert purpose of facilitating the doing of anything falling within paragraph
(b) or (c);
b. he covertly uses such a relationship to obtain information or to provide access to
any information to another person; or
c. he covertly discloses information obtained by the use of such a relationship, or as
a consequence of the existence of such a relationship.
Henry et al. 291
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