© 2013 Association of Certified Fraud Examiners, Inc.
Forensic Interview Techniques for Fraud Examiners and Auditors
20th November 2013
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Aim:
To provide the delegates with the knowledge, understanding, and skills to
enable them to professionally plan, conduct, and evaluate investigative
interviews with witnesses and suspects
Objectives:
By the end of this course the delegates will be able to:
• Describe how to make investigative decisions and record the rationale
• Understand and apply the PEACE interview framework
• Demonstrate how to conduct an investigative interview
• Evaluate the conduct and content of an investigative interview of a
witness and a suspect
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Investigative Interviewing
Background and General Principles of
Investigative Interviewing – P.E.A.C.E
Conversation Management (CM)
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Investigative interviews made
SIMPLE !
S tructure – puts everything in place
I mpartial – have an open mind
M easurable – obtain checkable facts
P ersonable – its more like a conversation
L isten – gather extra information
E valuate – make informed decisions
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Know Your Audience!
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Why do we need
interview training?
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GIVE PEACE A CHANCE !
“It is a radical shift in interview
techniques and training, it determines
that the one-time emphasis on ‘getting
a cough’ at any cost should be
replaced by a neutral search for
reliable and durable evidence”
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1. Assumption of
complaint bias
LEADS TO
USING
REINFORCES
Interview Cycle
2.Confirmation
3. Incorrect Questioning
Non-Verbal
Cues for Detecting
Assumptions
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Defensive Avoidance: The Shortcuts
Confession culture – only objective
‘Begging the question’ – assumptions of facts
Freezing – sticks to a single case theory
Seizing – drawn to material that’s vivid, memorable, demands no mental effort
Relevance filtering, rapid editing and rapid action - rapid skim-reading, reduction of key facts, quick interviews
Common theme = Confirmation bias
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PEACE
• Plan and Prepare
• Engage and explain
• Account, clarification, compare, and
contrast
• Closure
• Evaluate
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Strategic Interview Structure
Interview Manager and
Advisor
Level 3
Specialist Interview Course
Level 2
Foundation Interview Course
Level 1 5-day course training to include CI, CM, and
assessed role play to reinforce learning
10-day specialist training to include CI, ECI, and CM
assessed role play and development . Candidates to
have undertaken and be competent at Level 1
Specialist training. Candidates to have undertaken, and be
competent at levels 1 and 2.
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BENEFITS OF PEACE
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Benefits of interviewing training
– More complete, accurate, and reliable
information
– Less duplication of effort (e.g. re-
interviewing)
– Greater consistency in performance
– Better deployment of staff (use of experts)
– Better decision-making re prosecutions
– Enhanced credibility
– Improved public trust and confidence
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MEMORY: INNER EDITOR
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Aim:
To develop understanding regarding memory, retention,
and how people can fabricate accounts
Objectives:
a) Explain how they retain information and record
information verbally given to them themselves.
b) Identify best practise regarding information retention and
recording of such and reasons why.
c) Explain how to recognise truthful / untruthful accounts.
MEMORY
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Why do interviewers need to
know about memory?
To understand memory is fragile
Memory can be influenced by the interviewer
Interviewees’ can be assisted to remember
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‘Generation Game’
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‘End’
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List of Objects
• Birthday presents
• Coins
• Glove
• Guitar
• Jug
• Keys
• Lightbulb
• Mantle clock
• Mug
• Orange
• Plate
• Scissors
• Pumpkin
• Holepunch
• Stick
• Stickytape
• String
• Torch
• Batteries
• Screwdriver
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“INNER EDITOR”
THE FOUR EDITING RULES • DELETE
(omit information)
• INTEGRATE
(mix with other information)
• GENERALISE
(give non-specific overview)
• CONSTRUCT
(assume; infer)
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“HURDLES TO EFFECTIVE LYING”
HURDLE ONE
• Anticipate being questioned.
HURDLE TWO
• Create a storyline (a script, account, or
version of events).
HURDLE THREE
• Cope with being questioned (link with
“fine-grain detail” questioning).
HURDLE FOUR
• Remember what you’ve said!
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Atkinson-Shiffrin Memory Model
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Storage • Short-term
memory only has limited capacity
• Summarising can commit to long-term memory.
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Stages of Memory
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Memory is organised
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Aim:
To develop understanding regarding memory, retention,
and how people can fabricate accounts
Objectives:
a) Explain how they retain information and record
information verbally given to them themselves.
b) Identify best practise regarding information retention and
recording of such and reasons why.
c) Explain how to recognise truthful / untruthful accounts.
MEMORY
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APPROPRIATE
QUESTIONS
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Aim:
To enable delegates to gain knowledge of the various
questioning styles, the effects of each and identify the
correct questioning style to use in order to interview
any interviewee.
Objectives:
a)Define the various questioning styles.
b)Explain the positive/negative effects the various
styles have on a interviewee.
c)Demonstrate the correct questioning style required.
QUESTIONING STYLE
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Your ability to question
• Your ability to construct appropriate questions prior to and during an investigative interview is vital to:
– Obtaining complete, accurate and reliable information
– Maximising the amount of relevant reliable information
– Ensuring the information gained is admissible
– Maintaining the trust and confidence of the public
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Best kind of question for
information gathering
Answers to open questions are
more elaborate and more
accurate
OPEN QUESTIONS
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T.E.D.S.
Tell, Explain, Describe,
Show (Take, Guide)
5WH
Who, Why, What, Where,
When, and How (Which)
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Examples- “ Tell me everything you
remember ..….” Please describe….”
This questioning style minimizes the
chances of the interviewer imposing his/her
view on the person being interviewed
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CLOSED QUESTIONS
These questions are more specific
and tend to be relied on when
the witness has omitted detail
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Examples:
“What colour was the car?” “Black” “Who said that? “Teresa Green”
However too many specific closed
questions may cause the interviewee to “switch off” and concentrate less. This also gives scope to the interviewee to
provide an incorrect answer (lie).
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Your tool belt of questions
Can be answered
In a few words
Elicit the most
information
Tell
Explain
Describe
Show
What
When
Where
Why
Who
&
How
Did
Will
Was
Can
Is
Open
Probing /
Clarifying
Closed
(Checking
Confirming)
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Hierarchy of Reliability
Quality Quantity
Free Recall
Open Questions
Closed/Leading
Increasing
20%
Questioning Tell, Explain,
Describe Specific
5WH
Decreasing
91%
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Active Listening
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Four Stages of Active Listening
Stage 1 – Concentrate
– Try to organise the information into sections, in a chronological order or topics
– Stay focused with the interviewee by avoiding inattentiveness
Stage 2 – Comprehend
– Gain a full and accurate understanding of what is being said and that you separate fact from opinion
Stage 3 – Sustain
- Reinforce your commitment to giving interviewees adequate time and space to talk by making use NVC
Stage 4 – Summarise
- The most important part of active listening is to summarise what has been said
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SUMMARISE ACCURATELY
This demonstrates you are actively
LISTENING to the witness – The art of
a good Interviewer !!!!
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QUESTIONING TIPS
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EFFECTIVE LISTENING -
GUGGLING
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ECHO PROBE
“ the forms were duplicated”
“Duplicated?”
MIRROR PROBE
“she blamed you?”
“Blamed you?”
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THE BASIC RULES OF CONVERSATION Conversation requires co-operation. Co-operation grows from: R Respect for the person E Empathy S Supportiveness P Positiveness (Unconditional Positive Regard) O Openness N Non-judgemental attitude S Straightforward talk E Equals talking ‘across’ to each other
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EFFECTIVE NONVERBAL
COMMUNICATION
S Signs of sincerity
O Open posture
F Forward lean
T Touch
E Eye contact
N Nods
S Supportive sounds and silence
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DEAL: A technique for
countering disruptive behaviour
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STEP OBJECTIVE EXAMPLE
Qualify your assertion Give them the benefit of
the doubt
I need to tell you about
something that you may
not be aware of ……….
D - description Describe the behaviour I need to point out that
every time I ask a question
you……..
E - explanation Explain the actual or
potential effects of the
behaviour
This makes it difficult to
progress matters….. It will
take even longer…….
A – action required Spell out the action
needed to correct the
behaviour
Please do not interrupt me
when I am talking……
Allow me to finish what I
am saying…… I will pay
you the same courtesy
L – likely consequences Spell out what will happen
if the requested action
does not occur
If you persist in this
behaviour after my
repeated requests…. I will
have no option other than
to ……….
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DECEPTIVE
DISCLOSURE
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DECEPTION
• Lying is strategic – The individual
seeks a gain or advantage
• Lying is intentional – Lying is a
deliberate behaviour
• A false perception – The individual
wants the other person to believe
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‘Thin’ story Missing detail Gaps Jumps Absence of reasonably expected detail ‘non-
barking dog’ Vagueness Ambiguity ‘Sidestepping’ ‘Pat’ – sequencing of detail is highly unusual Inconsistency Contradiction Narrative contrast
The Common Anomalies
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BASELINES
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B Blink rate, Blood vessels, Blushing, Body shift,
Breathing, Brow
A Adaptors – self grooming, manipulating an item
S Shaking, Sighing, Sniffing, Swallowing, Sweating
E Eyes – gaze, pupils, tearfulness, eyebrows
L Laughter, Limbs, Lips
I Illustrators – demonstrative and emphatic hand
movements
N Nods
E Expressiveness – words, speech pattern, tone
S Silence, Smiling, Sneering, Space
BASELINES
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INAPPROPRIATE
QUESTIONS
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FORCED CHOICE
QUESTIONS “Do you prefer Tea or
Coffee”
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MULTIPLE QUESTIONS
“Did you see the statement? Was
there another? Which computer
was it?”
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LEADING AND
MISLEADING
QUESTIONS
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The distinction between a
Leading and Misleading
questions concerns the nature of
the implied response.
The first leads the interviewee to
a correct response whereas the
second leads the interviewee to
an incorrect response
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Leading questions and misleading questions introduce information to the interviewee and imply it is the correct or incorrect response
- Was his jacket black? - And was the car a Ford? - Did you go straight home?
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COMPLEX QUESTIONS
Complex questions occur when the question is not well thought out by the interviewer:
‘You said that you’ve never been there before but I think that you did go there, and that you said you’ve never been there because you know you would get into trouble for being there because you know that place was unsafe. Isn’t that so?’
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Questions to avoid
• Statement / Opinion type questions are those that attempt to impose the interviewers thoughts and ideas on the interviewee.
– We’ve spoken to the witness and she’s telling the truth. (No evidence.)
– You’re lying, I know you are!
– Are you sure you don’t know what happened .....
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• Negative phrasing occurs when a
question begins with a negative statement
and seeks the interviewee’s agreement
– You’re not qualified, are you?
– You didn’t see it, did you?
– You don’t work here, yes?
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• Hypothetical questions are suggestive questions about things that may not have actually happened (i.e., the ‘what if’ factor).
– You say you didn’t transfer the funds, but
if you did transfer the funds would you have benefited from them?
– If you were the manger what do you think you would have done?
– Would you recognise this person if you saw them again?
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ASSUMPTIONS
Do not assume anything. Seek
clarification from the interviewee. If they
don’t know, tell them that its is okay to
say so.
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REMEMBER –
The way in which interviewers structure
questions can have a marked influence
on the responses given by the witness or
suspects.
Thus, it is imperative to understand the
nature of questioning in order to conduct
the most effective and non-biasing
conversation in order to obtain quality
evidence.
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0
1
2
3
4
5
6
7
8
9
10
1 3 5 7 9 11 13 15 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67 69 71 73 75 77
Number of Questions
Question Graph
LEGEND
O = Open
P = Probing
AC = Appropriately Closed
IC = Inappropriately Closed
FC = Forced Choice
M = Multiple
LM = Leading / Misleading
H = Hypothetical
SO = Statement/s or Opinion/s
L1 Assessment Suspect Interview Assessed 20/04/10 Interview re: ----------- Suspect = XXXXXX/XXXXXXX Interviewer = Const XXXXX XXXXXXXX
Assessor = J Davison
O
P
AC
IC
FC
M
LM
H
SO
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POLICE
INTERVIEW
TECHNIQUES
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Aim:
To enable delegates to gain knowledge of the various
questioning styles, the effects of each and identify the
correct questioning style to use in order to interview
any interviewee.
Objectives:
a)Define the various questioning styles.
b)Explain the positive/negative effects the various
styles have on a interviewee.
c)Demonstrate the correct questioning style required.
QUESTIONING STYLE
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CONVERSATION
MANAGEMENT (CM)
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Aim To provide staff with the necessary skills to competently interview
a compliant and non compliant suspect using the conversation
management (CM) model of interviewing.
Objectives
Understand the importance of the caution, and it’s meaning.
Understand the importance of adverse inference
Apply conversation management (CM) in a simulated interview
(compliant and non-compliant)
Evaluate their own and other staff interviews.
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PEACE • Plan and Prepare
• Engage and explain
• Account, clarification, compare,
and contrast
• Closure
• Evaluate
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Plan & Preparation
Planning;
“the mental process of getting
ready to interview…”
Preparation;
“considering what needs to be
made ready..”
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(CM) Planning
and Preparation
Topics
Post
interview
Location
Route
map
Rationale
Route map
and SMART
Objectives
Barriers
Wants
Ground
rules
Previous
interviews
Other
suspects
Legal
Rep
Roles
Time
Issues
Offence
type
Previous
contact
Pre-
interview
Brief
Exhibits
Cultural
Language
SE3Rs
Challenges
Age and
Gender
4 square
9 square Recording
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Planning templates
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PEACE Interview – Account, Clarification, Challenge
Question: Take your time, in as much detail as possible, Explain/Tell/Describe …..
Topic:
·
·
·
·
·
·
Start: ________ Stop: ________
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6’
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Pre-Interview Briefings
• A practical guide
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Pre-interview briefings
Aim • To present and develop knowledge with regard to ‘pre-
interview briefings’.
Objectives
• Recognise the reasons for conducting ‘Pre-interview
briefings’.
• Identify facts for use in a ‘pre-interview briefing’.
• Construct a written ‘pre-interview briefing’ document.
• Analyse a written ‘pre-interview briefing’ document.
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What are they?
• Facts you are willing to disclose to the legal advisor or suspect prior to a suspect interview.
• Why disclose any facts?
• To support the Disclosure Acts.
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What evidence do you
have to disclose? • You do not have to disclose any evidence,……
however
• Giving nothing, will more than likely result in no
adverse inference being drawn at court.
• Ref: Regina v Nottle February 2004
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Who decides what
evidence to disclose?
• You do … although this may be a joint decision
when working as part of a team.
• Look at each case on an individual basis.
• Decide what to give and what not to give and
record your rationale behind this.
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How do we disclose
the information? • A typed written document should be prepared.
• A formal pre-interview briefing should be held with the legal advisor or suspect.
• The pre-interview briefing conversation should be recorded on audio tape
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The briefing • Hand the legal advisor/suspect a copy of the
written ‘pre-interview’ briefing document.
• Read it aloud (it’s on tape!).
• Invite questions.
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Pre-Interview Briefing
Client:
Offence:
Pre-briefing officer:
Solicitor / Legal Representative:
Other persons present – Reasons:
Date:
Times:
Location:
Please allow me to conduct this Pre Interview Briefing and at its conclusion I will provide you with an
opportunity to ask questions.
The Investigation of:
(Type here Information you wish to disclose)
I have a duty as an Investigator to fully investigate this matter. This duty includes all reasonable enquiries,
which includes issues that may ultimately support the defence case.
Therefore if your client has a defence, alibi or any explanation to offer with regard to this enquiry I will ensure
those matters are investigated as a matter of urgency.
I will question your client on matters I consider relevant and wish to give him / her the fullest opportunity to
provide detailed answers should he / she wish to. I will ask questions to give him / her that opportunity
regardless of the response given.
I have given you information to enable you to speak to and advise your client. Should any other information
come to light relevant to this investigation I will consider its disclosure to you to assist in your deliberations
and advice to your client.
It is my intention to introduce into this interview process evidence of your clients previous bad character and
or evidence of reprehensible behaviour. I will provide you with a copy of their previous convictions, and
invite you to speak with your client and agree their content and accuracy.
Do you have any questions?
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Do you have to
answer the questions? • You should acknowledge the questions.
• Decide if you want to expand on all, or aspects
of the written document.
• Answer appropriately, for example “I’m not
prepared to enhance on that as I’m looking for
an untainted account from your client”
• Record any further information disclosed.
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Can they
have the copy? • Yes……let them keep their copy to
write on, and for reference.
• Get them to sign your copy, e.g. ‘Copy
received by…………………..’
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Scenario • Investment company has set up a Ponzi
scheme.
• An investor has provided a statement.
• There are documents which display that the
company has manipulated the products and
listed them incorrectly.
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Modus Operandi
• The company has set up a
fraudulent investment
operation.
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Evidence • Investor statement giving details of how
they were directed to invest in this scheme
• Further evidence from other employees and other companies
• Numerous documents (e.g., bank statements, invoices, company letters, emails)
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The suspect awaits
interview • What facts/evidence do you
disclose?
It’s your decision!
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Have you disclosed
enough or too much?
• What affect could your disclosure
have on the……
• …interview and……
• …any subsequent inferences at
court?
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What could happen?
Pre-interview briefing
Nil -------------------------------------- Full
Interview
No comment ------------------------------------- Comment
Court
None ------------------------------------- Inference
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Evidence?
“We have evidence that you have set up a fraudulent scheme”
Pre-interview briefing
Nil -----------------ll-------------------- Full 50%*
Interview No comment -----------------ll-------------------- Comment
Court None -----------------ll------------------- Inference *For example only
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The witness? “A witness – an investor has provided evidence of your
directions and intentions”
Pre-interview briefing
Nil -----------------------ll----------- Full 60%*
Interview No comment -----------------------ll----------- Comment
Court None -----------------------ll----------- Inference
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Think before you disclose?
• What account do I want from the suspect at
this stage?
• How can I best achieve it through the pre-
interview briefing?
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Phased or staged
pre-interview briefings
• What are they?
• Information/facts given to the legal
advisor/suspect at different phases/stages of
the interview process.
• You decide when and
what to disclose.
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Pre-interview briefings
Aim • To present and develop knowledge with regard to ‘pre-
interview briefings’.
Objectives
• Recognise the reasons for conducting ‘Pre-interview
briefings’.
• Identify facts for use in a ‘pre-interview briefing’.
• Construct a written ‘pre-interview briefing’ document.
• Analyse a written ‘pre-interview briefing’ document.
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Plan & Preparation
Engage & Explain
Rapport Reason Routines Route Map
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Introduction to Participant Interview Tapes Get the tapes recording at the earliest opportunity Intro This should include the details of all the persons present, the place of the interview, the date and time the interview commenced. F.I.L.A. Explain to the Participant their entitlement to free and independent legal advice (even if Legal Rep. present at interview or not). Caution 1. Deliver the caution in conversational style 2. Explain the 3 parts of the caution to the Participant. 3. Ask the Participant to explain their understanding of the caution so that you can check that they DO have an understanding of it. Routines As part of your routines, you should explain other aspects in the interview room. e.g. V video cameras in the room (if applicable) E exhibits in the room and their use in the interview N notes that you will be taking T what will happen to the interview tapes (Include remote monitoring if applicable
•Process statements, integrity, recording, forms
•Introductions self, interviewee, appropriate adult,
solicitor, interpreter (explain roles)
•Time, date, place
•Caution delivery, explains and checks
understanding (probe reason why no legal
advice)
•Routines video tapes, video, exhibits, notes, over
talking, interruptions, NVC’s, Down stream
monitoring, Mobile phones switched off
•Reasons for the interview
•Route map topics and order of objectives (4-5
general areas you will be investigating,
discussable topics)
•Expectations the truth
•Significant Statements / Silences comment
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1st Account
Engage & Explain
Plan & Prep
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1st Account • Straight to the heart of the matter “What exactly was
your involvement in….or……. Why have you ……”
• Set relevant parameters “Tell me everything from…. to ….”
• Dip your toe in a few topics to generate a 1st account
• Make brief notes and pause if needed
• Show active listening
Don’t interrupt!
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“Ok, my main role is to direct and oversee the
investment functions of the company. In that I
make sure that all transactions are properly
processed and I direct staff to sell the correct
investment products to each customer. The
products we sell are explained fully to each
client and we give them a full disclosure of
each investment plan. I can not explain or
understand why no-one has ever explained
this to the customer. I can only guess that
someone else has decided to change the
details of the product; as we do not guarantee
there will be no depletion in their savings. You
need to look at the agent as they may of
misled the customer ”
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Summary
1st Account
Engage & Explain
Plan & Prep
“Ok I'm going to summarise what
you said, just let me know if I
have missed anything out or
something is incorrect. What you
said is ………..”
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“Ok, my main role is to direct and oversee
the investment functions of the company.
In that I make sure that all transactions
are properly processed and I direct staff
to sell the correct investment products to
each customer. The products we sell are
explained fully to each client and we give
them a full disclosure of each investment
plan. I can not explain or understand why
no-one has ever explained this to the
customer. I can only guess that someone
else has decided to change the details of
the product; as we do not guarantee there
will be no depletion in their savings. You
need to look at the agent as they may of
misled the customer ”
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Summary
1st Account
Engage & Explain
Plan & Prep
Probe
Summarise
Link
Their Topics
Your
Role
Functions Process Products
Company Agents Guarante
e
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
“What I want to talk about
now is YOUR ROLE, Tell me
in as much detail about your
role…..”
PROBE – TED & 5WH
Summarise & link
Their
Agenda
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Areas to address during each
Topic
P – People
L – Location (s)
A – Actions
T – Time (s)
This is a
constant
thread
throughout
the interview
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Areas to address during each
Topic
S – senses
T – thoughts/feelings
I – intentions
C – clarification
K – knowledge
(use of experts)
This is a
constant
thread
throughout
the interview
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Identification Issues. R v Turnbull (1976)
A – amount of time under observation
D – distance from the witness to
person/incident
V – visibility (light/including time of day)
O – obstruction (were there any?)
K – known or seen before?
A – any reason to remember?
T – time lapse
E – error or discrepancy?
This is a
constant
thread
through
out the
interview
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Summary
1st Account
Engage & Explain
Plan & Prep
Probe
Summarise
Link
Their Topics
Your
Role
Functions Process Products
Company Agents Guarante
e
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Their
Agenda
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Role
Our Topics
Banks Checks Agent
Disclosure Our
Agenda
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“Getting a participant to draw a diagram or mark
on a map can commit them to an account –
Checkable facts!
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Probe, Summarise, & Link
• Questioning spiral
• Fine grain detail in important topic areas
• Obstacles to lying, provable lies, “flush out the truth”
• Keep it conversational
• Don’t be tempted to challenge
• Summarise – commits to memory, shows effective listening and commits the Participant to an account.
• Don’t repeat topics already covered
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Summary
1st Account
Engage & Explain
Plan & Prep
Probe
Summarise
Link
Their Topics
Your
Role
Functions Process Products
Company Agents Guarante
e
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Their
Agenda
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Role
Our Topics
Banks Checks Agent
Disclosure Our
Agenda
Compare and Contrast
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Comparative
• “Earlier in the interview I asked you about ….. and you said…..”
• “We have a statement / evidence / cctv /
documents / expert opinion / our enquiries
show that….”
• “What do you have to say about that?
How can that be? Why? Silence……….Explain
that to me….”
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Summary
1st Account
Engage & Explain
Plan & Prep
Probe
Summarise
Link
Their Topics
Your Role Functions Process Products
Company Agents Guarantee
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Probe
Summarise
Link
Role
Our Topics
Banks Checks Agent
Disclosure
Compare and Contrast
Co-
Interviewer
Evidence of
bad character
Closure
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Closure
• Polite – “Thanks for telling me that”
• Positive – “What I’m going to do now is…”
• Prospective – “This is what will happen…”
You may have to interview this person again!
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Evaluate
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ANY QUESTIONS
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Investigative Interviewing
Background and General Principles of
Investigative Interviewing – P.E.A.C.E
Conversation Management (CM)
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Aim:
To provide the delegates with the knowledge, understanding, and
skills to enable them to professionally plan, conduct, and evaluate
investigative interviews with witnesses and suspects
Objectives:
By the end of this course the delegates will be able to:
• Describe how to make investigative decisions and record the
rationale
• Understand and apply the PEACE interview framework
• Demonstrate how to conduct an investigative interview
• Evaluate the conduct and content of an investigative interview of a
witness and a suspect
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Contact
www.forensicinterviewsolutions.c
om
+64 889 4200