Law Enforcement Interviews PDF

Department of Veterans Affairs Law Enforcement Training Center Law Enforcement Interviews A FLETA Accredited Academy  TERMINAL PERFORMANCE OBJECTIVE At the completion of this unit, student officers will have an under...

Department of Veterans Affairs Law Enforcement Training Center Law Enforcement Interviews A FLETA Accredited Academy  TERMINAL PERFORMANCE OBJECTIVE At the completion of this unit, student officers will have an understanding of their roles and responsibilities as they pertain to conducting interviews of witnesses, victims, and subjects. 2  ENABLING PERFORMANCE OBJECTIVES ◼ EPO #1: Identify the purpose of an interview. ◼ EPO #2: Describe the different tasks required to prepare for formal interviews. ◼ EPO #3: Explain the 5-phase guide of an interview. ◼ EPO #4: Recognize different considerations regarding witness, victim, and suspect interviews. 3  ENABLING PERFORMANCE OBJECTIVES ◼ EPO #5: State the common errors made by law enforcement professionals during interviews and interrogations. ◼ EPO #6: Outline the two common methods of note taking during interviews and interrogations. 4  OVERVIEW ◼ One of the primary tools law enforcement professionals use when investigating crimes is interviews or interrogations. The information collected can then be used to piece together what happened, who was a witness, who did it, or who didn’t do it. A suspect can be determined and identified by conducting interviews making this task a crucial step in the criminal justice process. 5  PURPOSE ◼ EPO #1: Identify the purpose of an interview. 6  PURPOSE ◼ The purpose of an interview is to gather information regarding an incident for which police involvement has been requested or is required and to determine what happened. ◼ Investigations require interviewing, interrogating, and informing complainants, witnesses, and suspects. ◼ To ascertain the identity of the person(s) or obtain leads as to possible suspect(s) and/or accomplice(s). ◼ To establish a violation of the law has occurred. 7  PURPOSE ◼ To gain information in order to establish the facts of that violation and to develop background information on specific violations, crimes, or offenses. ◼ To eliminate suspects. ◼ To identify additional witnesses. ◼ To verify or corroborate previously learned information that is in contradiction to previously obtained information or which is just unclear or vague. 8  PURPOSE ◼ To obtain and preserve/secure evidence that can be used at a later time in court. ◼ To discover details of other offenses. ◼ While not all incidents prove to be criminal in nature, your investigative details may provide insight into other relevant factors that can contribute to the root-cause analysis. 9  PURPOSE ◼ Legal liability issues are a reality. Often, the details contained within a properly written police report are used to determine liability. ◼ The officer will determine, through their investigation, whether a complaint is criminal, civil, or administrative in nature. ◼ Remember, unless the incident occurred in the presence of the officer, interviews may be the only means of determining what transpired. 10  PURPOSE ◼ Purpose statements give the interviewee the reason for the contact and helps you give your pitch of why you wish to speak with them. ◼ A good purpose statement should make the interviewee want to talk to you. ◼ Your goal as an interviewer is to elicit information from the interviewee. ◼ If you are unable to entice a person to talk to you, then you will miss getting the information you may need. 11  PURPOSE ◼ You want voluntary cooperation, which usually results in better information, so having a good purpose statement sets the tone of the interview. ◼ A well-planned purpose statement will usually answer the questions most people will have when they sit down and talk with the police. ◼ “Why do you need to talk to me?” ◼ “What is the reason you are talking to me?” ◼ “Am I in trouble?” 12  PURPOSE ◼ A purpose statement does not have to be overly complicated. ◼ It is delivered in a simple, non-threatening manner. Example: “MSgt Johnson, I am Officer Brown with the 17th Security Forces Squadron. We are looking into a matter regarding a theft. We believe you may be able to help us? Would you mind talking to us for a few minutes?” 13  PURPOSE ◼ A non-threatening approach and asking versus a demanding and telling approach can yield better results. Example: “MSgt Johnson, we have reason to believe you were involved in a theft and we want you to talk to us about it.” ◼ Remember a purpose statement is not a “same size fits all.” It needs to be tailored to the situation and the type of interview you are conducting, i.e., victim, witness, or suspect. 14  PREPARATION ◼ EPO #2: Describe the different tasks required to prepare for formal interviews. 15  PREPARATION ◼ Effective and thorough preparation for formal interviews and interrogations is directly tied to a successful outcome. 16  PREPARATION ◼ Some seasoned law enforcement officials will often lament, “Don’t ask any questions you don’t already know the answers to” during interrogations. Obviously, this cannot be completely realistic. Still, the phrase drives home the point that knowing as much as possible before formal interviews and interrogations are extremely valuable. 17  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: ◼ If possible, have all the pedigree information prior to the interview/interrogation. ◼ This information may be available through internal databases, National Law Enforcement Telecommunications System (NLETS), NCIC or other State or local resources. 18  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ If the interviewee is a civilian employee, gather other pertinent information such as unit or place of employment. Are they a civil service employee or contractor? What is their affiliation with the installation. ◼ If the person is a suspect, ensure you conduct a criminal history and wants and warrants check. 19  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Check for prior law enforcement contact, internally or externally, and review any information obtained. ◼ Check military affiliation and reason for being on the installation. (Permanent Party, TDY, Reserves, etc.). 20  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Unit and Section they work in (Civil Engineering Squadron (CES)/Fire Dept, Logistics Readiness Squadron (LRS)/Base Supply, etc.). ◼ Phone extension for their unit ◼ Direct supervisor’s name ◼ First Sergeant information ◼ Coworkers 21  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Check Air Force Justice Information System (AFJIS) records for any prior contact with Police and review those reports. 22  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Visit the scene of the incident or any subsequent areas related to the investigation. ◼ Gain a working knowledge of the area and the ability to visualize the area if the interviewee attempts to describe events. ◼ Consider taking photographs of the scene to assist with the interview process. 23  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Practical Prep Work: ◼ AF Form 1168/Statement of Witness/Victim/Suspect ◼ Numerous pens/pencils ◼ Clean pad of paper ◼ Recording device if applicable and authorized by unit ◼ Notice placard (Do Not Disturb sign) 24  PREPARATION ◼ Common tasks associated with preparation (prep work) for a formal interview include: (Continued) ◼ Practical Prep Work: ◼ Notify BDOC you are out of service ◼ Have a business card to hand out at the conclusion of the formal interview. 25  PREPARATION ◼ Now that we have done all of our prep work, let’s begin to look at conducting the interview and discuss the 5- phase interview model. 26  5-PHASES OF INTERVIEW ◼ EPO #3: Explain the 5-phase guide of an interview. 27  PREPARATION ◼ Let’s discuss first impressions. ◼ As the saying goes, “you only get one shot at a first impression.” First impressions set the stage for everything that occurs afterward. ◼ It is difficult to recover from a bad first impression. 28  5-PHASES OF INTERVIEW ◼ The 5-phase model of interviewing is an essential guide that could aid you in getting better results from your interviews. Especially since the goal is to elicit information from individuals that may or may not want to. 29  5-PHASES OF INTERVIEW ◼ Phase I – Introduction ◼ Positively identify the person you are interviewing. If needed, verify the ID is valid and current. ◼ Introduce yourself and your secondary officer, as well as your agency. ◼ Give your purpose statement for the interview, as previously discussed. 30  5-PHASES OF INTERVIEW ◼ Your purpose statement should not be deceptive in nature, and you do not want to lie during this phase; however, you may show deception strategies if the need arises based on questions the individual asks. ◼ It is better to leave the information you may know out of the conversation than flat-out lie about it. ◼ We should not promise anything to the individual, especially confidentiality. 31  5-PHASES OF INTERVIEW ◼ Phase II – Rapport ◼ Now that you have presented a good purpose statement and a good first impression, now you move on to building rapport. ◼ Why is rapport important? It helps establish the foundation for the relationship you have with the interviewee. 32  5-PHASES OF INTERVIEW ◼ So, what is rapport? Webster’s dictionary defines rapport as “a friendly, harmonious relationship, characterized by agreement, mutual understanding, or empathy that makes communication possible or easy.” 33  5-PHASES OF INTERVIEW ◼ So, when you look at this definition, keywords stick out, like mutual understanding, harmonious relationship, and empathy. Empathy is the one that is the most important; it shows the interviewee you care and understand their point of view by being able to put yourself in their shoes or “see the world through their eyes.” 34  5-PHASES OF INTERVIEW ◼ View “Rapport Building” as “home base,” meaning if you start to lose the interviewee or the interview is starting to stray, you can go back to your “home base” and re-establish the rapport. ◼ NOTE: Although we discuss rapport as a “phase,” it does not end once you move on to any subsequent phases. You need to view rapport as once you establish it, do not lose it. 35  5-PHASES OF INTERVIEW ◼ The rapport phase is the time to establish the “baseline” of normalcy. This refers to establishing a person’s “normal” behavior in answering questions truthfully. This should allow you to spot “deviations” form the “normal.” 36  5-PHASES OF INTERVIEW ◼ These questions are non-threatening and usually based on “known” information you have already gathered in your preparation. It could be as simple as: ◼ “How long have you been married?” ◼ “Tell me a little about your job.” ◼ “How long have you lived at your current address?” 37  5-PHASES OF INTERVIEW ◼ You should observe the individual’s nonverbals to determine the “normal” when answering questions truthfully. ◼ The key to establishing their “baseline” is asking questions you have the answer to so you can establish the baseline. 38  5-PHASES OF INTERVIEW ◼ A key aspect of rapport is active listening. By using your senses, you will display a level of caring and interest in what the interviewee is saying. ◼ Even in victim and witness interviews, there can be deception that you need to be aware of and be on the lookout for. ◼ Rapport aids you in seeing this deception by noting the changes in some of their behaviors as questions are asked. 39  5-PHASES OF INTERVIEW ◼ Try to resist the urge to jump right into questioning until you can determine rapport has been established and the interviewee is relaxed and cooperative. ◼ Note: Also consider if you cannot establish rapport, defer to the secondary officer if available. 40  5-PHASES OF INTERVIEW ◼ Phase III – Questions ◼ Establish your goals. ◼ If conducting a field interview, the goals may be basic and simple. ◼ What happened? ◼ Who was involved? ◼ Who is responsible? 41  5-PHASES OF INTERVIEW ◼ If conducting a formal interview, the goals may be more specific. ◼ Document key aspects of the incident. ◼ Obtain written statements. 42  5-PHASES OF INTERVIEW ◼ Often, follow-up interviews may be necessary and are conducted as formal interviews. ◼ A determination is made the interviewee had information essential to the investigation. ◼ The information obtained during interviews needs to be thoroughly documented. 43  5-PHASES OF INTERVIEW ◼ If conducting a subject/suspect interview or interrogation, the goals may be very specific. ◼ Establish elements of the offense(s). ◼ Intent ◼ Opportunity ◼ Means ◼ Other factors specific to the offense committed. ◼ To corroborate existing physical evidence (if possible). 44  5-PHASES OF INTERVIEW ◼ Keep all interviewees separate, if possible, to prevent any possibility of conversation and contamination of their recall of events and details. ◼ Separation of interviewees ensures statement integrity. 45  5-PHASES OF INTERVIEW ◼ There are two types of questions: open-ended and closed-ended or specific. ◼ At this point, you should have established your “baseline,” meaning you have asked questions during the rapport phase to develop a person’s “normalcy” in responding to questions. ◼ Start out by asking them to walk you through the events slowly. ◼ Your secondary officer should be taking notes. 46  5-PHASES OF INTERVIEW ◼ When finished, have them repeat the story for clarification and understanding. ◼ Pay careful attention to any inconsistencies. 47  5-PHASES OF INTERVIEW ◼ It should be in a logical order. ◼ It should be appropriate to the case. ◼ It should be clear and concise to avoid any confusion. ◼ It should not be simple yes or no questions unless they are designed to be. 48  5-PHASES OF INTERVIEW ◼ Open-ended questions will elicit much more information than simple questions. ◼ Example: Can you give me a brief description of how you came to work today? An interviewee may include any number of facts, such as: ◼ The route they drove. ◼ The time they arrived. ◼ Who they were with. 49  5-PHASES OF INTERVIEW ◼ Some of this information can be corroborated and may factor into your investigation. ◼ Some of this information may not impact your investigation, but it is better than yes or no and assists in developing a rapport. ◼ Do not ask leading or suggestive questions. 50  5-PHASES OF INTERVIEW ◼ Do ask the interviewee their opinion. ◼ Why do you think the offense was committed? ◼ Who do you think is responsible for the offense? ◼ Often, people have a pretty good idea of who is responsible. ◼ They may have key information they want to tell you but will not unless asked directly. 51  5-PHASES OF INTERVIEW ◼ What do you think should happen to the person responsible? ◼ Sympathy for the offender may indicate responsibility (if the offender is unknown at this point). ◼ Sympathy for the offender could also indicate they know the offender. 52  5-PHASES OF INTERVIEW ◼ Keep quiet and listen. ◼ If the interviewee is talking – you should not be talking. ◼ Allow the interviewee to speak freely without interruption. 53  5-PHASES OF INTERVIEW ◼ You can ask specific questions to clarify any inconsistencies or expand on your understanding. Focus on the “tells” compared to their “normalcy.” Example: When asking about their drive to work, they did not say where they parked their vehicle. So, you may ask, “Did you park your car in the front or rear parking lot?” 54  5-PHASES OF INTERVIEW ◼ Phase IV – Summary ◼ This gives the interviewer a chance to go over some of the significant information stated and highlight some of the areas that were clarified. ◼ This is to ensure all information received is correct. ◼ Gives both the interviewer and interviewee the opportunity to add or clarify any information. ◼ Also, follow-up questions may be developed during the reading back that the interviewer may ask at this point. 55  5-PHASES OF INTERVIEW ◼ This is also a good opportunity to ask the secondary officer if there is anything they wish to add. This can be extremely valuable since the secondary can watch for “tells” that the primary officer may have missed during the questioning. 56  5-PHASES OF INTERVIEW ◼ Phase V – Closure ◼ This can be done in three parts; thank you, exchange of contact information, and leaving on a good note. ◼ Thank them for their cooperation and let them know the information they provided was vital and valuable. ◼ Next, give them a business card with your information and contact information. If you do not have business cards, provide the necessary contact information on paper. 57  5-PHASES OF INTERVIEW ◼ Leave on a good note. ◼ You have established and maintained rapport throughout the interview, don’t close on a sour note. ◼ It will help in future contact and will help facilitate them providing additional information they either didn’t tell you or forgot about during your initial interview. 58  5-PHASES OF INTERVIEW ◼ Here are a few things to remember. ◼ The 5-Phase Interview guide is a fluid way to move through an interview; it is not intended as a stop and moves on to the next phase with transitions. ◼ It is a guide to be strategic and move seamlessly through each phase. ◼ Highlights effective communication and interpersonal skills. 59  5-PHASES OF INTERVIEW ◼ Rapport is established and used throughout the entire interview. ◼ This is “a” way of interviewing, not “the” way; there are other methods or techniques. This is just an example that is simple to follow. 60  CONSIDERATIONS ◼ EPO #4: Recognize different considerations regarding witness, victim, and suspect interviews. 61  CONSIDERATIONS ◼ A different interview type should occur depending on the interviewee being a witness, a victim, or a suspect. The goal of obtaining detailed information remains, but the approach and your conduct should adapt to the situation. ◼ Always complete your preparation (prep work) before the interview/interrogation. ◼ Have all the needed materials on hand in the interview room. 62  CONSIDERATIONS ◼ Next are some suggestions for what you should do when interviewing a witness. ◼ If the witness is a federal employee, remind them of their employee obligations regarding official investigations. ◼ A non-employee is not obligated to assist or cooperate in your investigation; they cannot be compelled to cooperate. ◼ If conducting a formal interview, request they turn off their cell phone(s) to avoid distractions or interruptions. 63  CONSIDERATIONS ◼ Be mindful that witnesses sometimes miss details and are often not trained in observation skills. ◼ Try to provide some privacy for the witness. ◼ A witness may conclude or deduce an aspect of their account which may be inaccurate. ◼ A witness may get some details wrong but correctly account for most of the incident. ◼ A witness may adjust their account as they review the events, this is not necessarily an indication of deception. 64  CONSIDERATIONS ◼ A witness may be expected to testify in court. This topic should be discussed and is better discussed at the conclusion of documenting their account. ◼ A reluctant witness may not cooperate, knowing they may have to testify. ◼ A witness may be distracted throughout the process by the thought of having to testify, possibly impacting the quality of the interview. 65  CONSIDERATIONS ◼ Always conclude the interview in a positive manner, you may need to conduct a follow-up in the future. 66  CONSIDERATIONS ◼ What should you do when interviewing a victim? ◼ If the victim is a federal employee, remind them of their employee obligation. ◼ This should be presented tactfully to avoid offending the victim. ◼ This can be seen as a relief to many – this obligation provides the means to explain to others who might judge them. They did not have a choice but to tell the police everything. 67  CONSIDERATIONS ◼ Expressing empathy and understanding of a victim is imperative. ◼ Patience should be used when interviewing a victim. The impact of the incident can be traumatic and influence the victim’s ability to quickly and clearly recall details. 68  CONSIDERATIONS ◼ The environment should be controlled as much as possible to avoid interruption and maintain safety and privacy. 69  CONSIDERATIONS ◼ While expressing empathy and understanding, try to remain objective and note any information or behavior which impacts the investigation. ◼ If the person is the victim of assault, sexual assault, or something emotionally traumatic, there may exist physical signs consistent with the crime. ◼ Crying, wringing of hands, cracking of the voice, aversion to eye contact, etc., are examples of physical behavior consistent with some types of criminal victimization. ◼ The victim should be assured they are safe. 70  CONSIDERATIONS ◼ It is not unusual for victims to contact the investigating law enforcement professional after the initial interview. ◼ The victim may have a more detailed recollection after some time away from the incident. ◼ The victim may be seeking assurance they have not been forgotten and their case is still important. 71  CONSIDERATIONS ◼ What should you do when interrogating a suspect? ◼ The preferred environment for an interrogation is an interview room setting. ◼ Control the environment as much as possible. ◼ Notify your coworkers you are conducting an interview and to not disturb you. ◼ Place placards on the door(s) to the interview area, ensuring you will not be disturbed. 72  CONSIDERATIONS ◼ Do not have a clock in the room. ◼ Remove all personal items which could be a distraction. 73  CONSIDERATIONS ◼ Must have a working knowledge of the incident and conduct a formal interview or interrogation to strengthen the case with predetermined questions. ◼ Determine your “knowns.” ◼ Compare your knowns with responses from the suspect. ◼ This will assist in determining the level of cooperation and truthfulness the suspect provides. 74  CONSIDERATIONS ◼ This can also assist in identifying areas the suspect is intentionally attempting to avoid or deceive you. ◼ Examples of prepared “knowns” might include: ◼ People involved ◼ Property involved ◼ Dates and times ◼ Work schedule of the employee 75  CONSIDERATIONS ◼ Determine your unit’s ability of any recording device and if available. If used, ensure you document advising the suspect of its use (you do not have to gain permission from the suspect to record the interrogation). ◼ Respectfully request that the suspect turn off their cell phone(s) to avoid distractions or interruptions. 76  CONSIDERATIONS ◼ Have all supporting resources readily available. ◼ AF FM 1168s ◼ Note pads ◼ Evidence items 77  CONSIDERATIONS ◼ Juvenile and opposite sex interviews. ◼ Members of the opposite sex: When you interview an individual of the opposite sex, another Security Forces member of the same sex as the interviewee should be present to witness the interview. ◼ If a Security Forces member of the same sex is unavailable, a second Security Forces member should be a witness to the interview. ◼ This applies to all types of interviews. 78  CONSIDERATIONS ◼ Juveniles: As in the case of the interview of members of the opposite sex, you should also have a witness present when interviewing juveniles. ◼ If the parents or guardian of a juvenile cannot be present, at least one other security forces member or civilian defenders should be present to witness the interview. Consult with SJA for further guidance. ◼ If the interview is a suspect interview and rights advisement is warranted, ensure a parent is present. ◼ This applies to all types of interviews. 79  CONSIDERATIONS ◼ If there is no parent or guardian available consult with SJA. ◼ If the juvenile is 12 or younger no interview will be conducted without a parent or guardian. 80  COMMON ERRORS ◼ EPO #5: State the common errors made by law enforcement professionals during interviews and interrogations. 81  COMMON ERRORS ◼ Awareness of common errors allows law enforcement professionals to avoid them and increase their odds of success when conducting interviews and interrogations. 82  COMMON ERRORS ◼ Failure to complete adequate prep work. ◼ Did not complete a check of the interviewee for knowns. ◼ Did not review the incident details. ◼ Did not have crucial questions prepared. 83  COMMON ERRORS ◼ Rushing the interview or interrogation. ◼ Information is not thorough. ◼ It can take time (several hours) to obtain a confession from a suspect. ◼ Recommend not having a clock in the room to avoid monitoring the time spent on the interview/interrogation by either party. 84  COMMON ERRORS ◼ Allowing interruptions to occur. ◼ Other law enforcement professionals entering the area. ◼ Allowing the interviewee to have their cell phones on. 85  COMMON ERRORS ◼ Not allowing the interviewee to speak. ◼ Asking yes or no questions and does not solicit information. ◼ Not paying attention to the information provided and missing a key element(s). ◼ Missing inconsistencies in the information provided. 86  COMMON ERRORS ◼ Including inappropriate information in the notes. ◼ Including information not relative to the investigation. ◼ Doodles, drawings, scribbles (lack of professionalism) ◼ Including unprofessional verbiage. ◼ Not considering notes will likely be scrutinized as Brady material or discovery. 87  COMMON ERRORS ◼ Missing human behavior clues indicative of deception. ◼ Missing physical behavior clues. ◼ Missing tone/inflection clues in suspect speech patterns. ◼ Missing phrasing clues during suspect responses. ◼ Did not invest in developing proxemics and kinesics knowledge base. 88  COMMON ERRORS ◼ Preconceived notions ◼ Unable to be flexible with results of questioning. ◼ New information which refutes established conclusion not objectively considered. ◼ Unwilling to consider another version of events. 89  COMMON ERRORS ◼ Becoming emotional ◼ Allowing the interviewee to provoke an emotional response. ◼ Becoming judgmental. 90  NOTE TAKING METHODS ◼ EPO #6: Outline the two common methods of note- taking interviews and interrogations. 91  NOTE TAKING METHODS ◼ Most law enforcement professionals have developed their unique system of notes over time. However, law enforcement professionals use two very common methods when taking notes during interviews or interrogations. 92  NOTE TAKING METHODS ◼ Divided Sheet Method. ◼ On a legal pad, place the date/time, case number, and pedigree information of the interviewee along the top. The remainder of the document records the information and facts provided during the interview or interrogation. 93  NOTE TAKING METHODS ◼ Divide the page in half and utilize the left half for information provided by the interviewee. ◼ This includes notes outlining specific information. ◼ Responses to questions. 94  NOTE TAKING METHODS ◼ Use the right half of the pad to indicate contributions made by you as the interviewer/interrogator. ◼ Responses to questions. ◼ Responses to information provided. ◼ Any other aspect directly attributed to you. 95  NOTE TAKING METHODS ◼ Question and Answer (Q&A) Method. ◼ On a legal pad, place the date/time, case number, and pedigree information of the interviewee along the top. ◼ Place a capital “Q” to the left of the page indicating a question or prompt that you provided and show what the question or prompt was. ◼ Place a capital “A” below the Q question/prompt and indicate what the response was. 96  NOTE TAKING METHODS Note: These were just two common methods. There is no preferred method or standard in taking notes, any method you design would be acceptable as long as there is effective approach in taking notes. 97  NOTE TAKING METHODS ◼ Documentation ◼ Keep your legal pad and notes. ◼ Be prepared to have these scrutinized before the court. ◼ Discarding these “originals” can be portrayed by a skilled defense attorney as an attempt to hide something or some wrongdoing. ◼ Keeping the notes provides transparency. 98  NOTE TAKING METHODS ◼ Have the interviewee review the notes if appropriate. ◼ Points of correction or clarification should be noted. ◼ This shows a keen interest by you in obtaining the truth. ◼ This shows a diligent attempt to ensure the interviewee was satisfied with the information provided and agreed with the information. ◼ Provides a strong argument against any suggestion you wrote the statement for them, and it was not their statement. 99  NOTE TAKING METHODS ◼ Transfer the information to an AF FM 1168. ◼ Use the notes of the interview/interrogation as the basis to compose a written statement for the signature of the interviewee. ◼ Review the document for content. ◼ Elements of the offense ◼ Details ◼ Thoroughness 100  NOTE TAKING METHODS ◼ Have the interviewee review the document. ◼ Have them read the first sentence to establish they can read and have knowledge of what was written. ◼ Make any changes they request. Document the changes. ◼ Have them sign the document. 101  NOTE TAKING METHODS ◼ Close the interview/interrogation. ◼ If conducting an interview, provide a means to contact you with new information. ◼ Business card ◼ Have the interviewee write down your contact information. ◼ Provide instructions to leave a message with the department for you to call them back. 102  NOTE TAKING METHODS ◼ Always close if there is anything they may have forgotten or received new information to call you anytime. 103  NOTE TAKING METHODS ◼ Interviews are a part of a police officer’s daily duty. Every person an officer contacts is an opportunity to hone their interview skills. It does not matter if it is an informal field interview or a formal interview of a suspect in an interview room setting. 104  SUMMARY ◼ EPO #1: Identify the purpose of an interview. ◼ EPO #2: Describe the different tasks required to prepare for formal interviews. ◼ EPO #3: Explain the 5-phase guide of an interview. ◼ EPO #4: Recognize different considerations regarding witness, victim, and subject interviews. 105  SUMMARY ◼ EPO #5: State the common errors made by law enforcement professionals during interviews. ◼ EPO #6: Outline the two common methods of note- taking during interviews. 106  Department of Veterans Affairs Law Enforcement Training Center QUESTIONS A FLETA Accredited Academy 5 PHASE INTERVIEW EXAMPLE 108 BILL CLINTON TESTIMONY 109