WZ Certified Forensic Interviewer Preparation Course Overview

The WZ CFI Preparation Course is designed to review 15 major content areas represented on the Certified Forensic Interviewer Exam.  The course has been designed with both online and offline features.  While you are offline, you will have access to the text material represented in the 15 chapters of the review program.  When you are online, you will have access to both the offline text content as well as audio and video scenarios, pictures and graphics that support and demonstrate the training objectives.  You must also be online in order to access the review questions and complete the Final Review.  The Final Review is comprised of 140 questions pulled from the 15 chapters of material and are representative of the questions you will face when you take the CFI Exam.

 

 

CFI EXAM CONTENT

The examination is based upon fifteen (15) major content areas. Each of the content areas is briefly described and followed by an outline of the topics included in the area. In addition, the number of test items devoted to each major content area is noted. The examination is composed of 160 items. (140 scored items, 20 research items) Performance on the research items does not affect your score. The research items are not identified and are randomly placed throughout the test.

Each test item on the examination is categorized by a cognitive level that a candidate would likely use to respond. These categories are:

1. Recall: The ability to recall or recognize specific information is required.

2. Application: The ability to comprehend, relate or apply knowledge to new or changing situations is required.

3. Analysis: The ability to analyze and synthesize information, determine solutions and/or to evaluate the usefulness of a solution is required.

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Certified Forensic Interviewer

Detailed Content Outline

Copyright © 2002, Wicklander-Zulawski & Associates, Inc.

Number of Items
 

   1.   Preparation and Interview Setting

12
 

A.  Review case facts to identify the scope of the investigation.                          

   
 

B.  Identify the elements of the crime or policy violation, which must be proven. 

   
 

C. Apply organization’s policy for conducting interviews.                                     

   
 

D. Review case facts to identify the subjects to be interviewed.                         

   
 

E.  Determine the best interview sequence in cases involving multiple subjects.

 
 

F.  Use internal and external sources of information to provide information on the subjects.                                                                                                   

 
 

G. Use background information to determine the subject’s possible motives for the incident.                                                                                                    

   
 

H.  Identify modus operandi of the offender.                                                          

   
 

I.     Evaluate the information to determine possible involvement in other incidents.

    
 

J.   Review evidence applicable to the interview.                                                   

   
 

K.  Consult with decision makers (e.g. state’s attorney, human resources, etc.) to determine elements necessary for post interview resolution.                   

   
 

L.   Prepare case evidence and reports for subject interview.                              

   
 

M. Recognize pitfalls or explanations a subject may make to explain away the investigative evidence.                                                                                    

   
 

N.  Make notification of a planned interview according to an organization’s protocols.                                                                                                        

   
 

O. Determine policy and procedure for dealing with union representation, lawyers, or parents as appropriate.                                                                

   
 

P.  Determine the need for any reasonable accommodations (e.g. translator, wheel chair accessibility, etc.).                                                                      

   
 

Q. Select an appropriate time and location for the interview.                               

   
 

R. Select an appropriate witness(es) for the interview.                                        

   
 

S.  Prepare the witness(es) for the interview.                                                       

   
 

T.  Evaluate the interview setting for potential distractions.                                  

   
 

U.  Determine appropriate seating positions for subject, interviewer, and witness.                                                                                                          

   
 

V.  Verify that any required interview equipment and supplies are present and functional (e.g. phone, AV, tape recorder, forms).                                         

   
 

W.   Determine the policy on audio/visual recording of the interview.                   

   
 

   2.     Legal Aspects

13
 
  1. Identify appropriate arrest and search requirements.                                    
   
 
  1. Identify the common civil actions taken against organizations or interviewers after an interview (e.g. false arrest, defamation of character, etc.).                                                                                                                
   
 
  1. Recognize when Miranda warnings must be used.                                       
   
 
  1. Determine whether the interview to be conducted poses any unique liability to the interviewer or organization (e.g., class action lawsuits, pending litigation, etc.).                                                                                                 
   
 
  1. Obtain information that establishes the jurisdiction for the case.                  
   
 
  1. Recognize the requirements for determining if an admission is voluntary.   
 
 
  1. Determine whether the interview is custodial or non-custodial.                    
   
 
  1. Recognize when a non-custodial interview has become custodial.              
   
 
  1. Recognize when an interviewers actions cause an interview to become custodial in nature.                                                                                         
   
 
  1. Determine labor law requirements for the interview (e.g., child labor, final pay, union contract, etc.).                                                                               
   
 
  1. Recognize the legal limits of restraining a subject.
  
 
  1. Identify situations when it is appropriate to make an audio/visual recordings of the interview or confession.                                                                        
   
 
  1. Determine the appropriate length of time for the interview.                           
   
 
  1. Evaluate the legal aspects and problems of having a witness present in the room.                                                                                                              
   
 
  1. Apply the Weingarten or Garrity rules to the interview.                                  
   
 
  1. React appropriately to subject’s request for an attorney.                              
   
 

   3.     False Confessions

6
 
  1. Recognize when a false confession may have been made.                         
   
 
  1. Recognize common individual traits found in people who make false confessions.                                                                                                   
   
 
  1. Identify common situations in which false confessions might occur.            
   
 
  1. Identify individuals prone to giving false confessions.                                    
   
 
  1. Review existing investigative facts to be able to test against the subject’s confession.                                                                                                     
 
 
  1. Substantiate the subject’s admissions and compare to the incident under investigation.                                                                                                   
   
 

   4.     Interpretation of Behavior

15
 
  1. Determine the subject’s behavioral norm.                                                     
   
 
  1. Recognize circumstances or situations, which may alter the subject’s behavior that are unrelated to deception.                                                       
   
 
  1. Observe behavioral responses.                                                                     
   
 
  1. Evaluate the timing and consistency of behavioral observations.                 
   
 
  1. Apply behavioral observations to all types of interviews.                               
   
 
  1. Listen for verbal clues associated with deception or truthfulness.                
 
 
  1. Assign truth, deceptive or inconclusive to the subject’s status at the conclusion of the interview.                                                                            
   
 
  1. Recognize the types of lies, which may be used by a subject (e.g. omission, fabrication, minimizing, etc.).                                                         
   
 
  1. Recognize the structure of truthful and deceptive statements.                     
   
 
  1. Use the methods of establishing rapport.                                                      
   
 
  1. Apply rapport building to the establishment of a behavioral norm.                 
   
 
  1. Use proper questioning techniques to evaluate the consistency of behavioral changes.                                                                                       
   
 
  1. Recognize psychological, cultural, and environmental issues, which may alter a subject’s behavior, but are unrelated to truth and deception.             
   
 
  1. Recognize and evaluate behavior associated with denials.                          
   
 
  1. Recognize and evaluate behavior associated with submission.                   
   
 
  1. Recognize and evaluate behaviors associated with assumptive questions.
   
 
  1. Determine appropriate interviewer response to behavioral observations.     
   
 

   5.     Accusations

8
 
  1. Anticipate the subject’s responses to the different accusations.
  
 
  1. Determine the type of accusation that is appropriate based on the case and evaluation of the subject.                                                                         
 
 
  1. Identify other areas of involvement based on the behavioral observations of the subject during the accusation.                                                                 
 
 
  1. Use the proper statement sequence to achieve the desired accusation.     
 
 
  1. Select the manner of speaking to match the subject’s level of intelligence.  
 
 

   6.     Showing Understanding/Rationalization/Themes

9
 
  1. Use the process of rationalization/themes to encourage cooperation.         
 
 
  1. Consult the background investigation to help determine potential rationalizations/themes.         
 
 
  1. Select appropriate rationalizations/themes based on the subject’s motive. 
 
 
  1. Interpret the subject’s behavioral responses to rationalizations/themes.     
 
 
  1. Determine if a change of rationalization/themes is necessary.        
 
 
  1. Apply the use of personalization during the rationalization/themes process.           
 
 
  1. Recognize the problems associated with harsh or vulgar terminology.       
 
 
  1. Recognize the major behavioral phases of showing understanding.           
 
 

   7.     Assumptive Question

6
 
  1. Recognize the different assumptive questions (e.g., alternative/choice question and soft accusation).          
 
 
  1. Select appropriate assumptive questions based on the anticipated outcome.        
 
 
  1. Identify the appropriate moment to use an assumptive question by recognizing the submissive phase.   
 
 
  1. Tailor the choice/alternative question to the rationalization/theme used.      
 
 
  1. Evaluate behavior symptoms to determine the appropriate follow-up to the assumptive question. 
 
 

   8.     Enticement Question/Baiting Question

6
 

A.      Determine appropriate enticement/bait questions based on the facts of the case.  

 
 

B.     Identify the proper time to use an enticement/bait question. 

 
 

C.     Determine if an enticement/bait question will be used in the non-accusatory interview.        

 
 

D.     Evaluate the subject’s behavioral response to the enticement/bait question to determine the proper follow-up actions.    

 
 

E.     Determine when an enticement/bait question can be used as an accusation.     

 
 

F.      Recognize the legal limits of using enticement/bait questions.         

 
 

   9.     Denials/Backing Out

12
 

A.                  Identify the common causes of denial.    

 
 

B.                  Recognize the two forms of denials  (i.e., emphatic, explanatory/objection).           

 
 

C.                 Select and apply the appropriate techniques to handle the denial.         

 
 

D.                 Evaluate the strength of the subject’s denial.      

 
 

E.                  Recognize the verbal and physical behavior symptoms associated with an emphatic denial.    

 
 

F.                  Identify the verbal and physical behavior symptoms associated with an explanatory/objection denial.  

 
 

G.                 Determine when to “back out” of the interview with the subject. 

 
 

H.                  Use the appropriate method of backing out of the interview.      

 
 

I.                     Present specific evidence, incidence or facts for the subject’s explanation.    

 
 

J.                   Verify the subject’s explanation of the evidence or alibi. 

 
 

K.                  Obtain statements from the witness and subject as appropriate.          

 
 

10.     Statements

10
 

A.                  Recognize common legal challenges to statements.     

 
 

B.                  Identify the different types of statements available to the interviewer.    

 
 

C.                 Evaluate the situation to determine the appropriate type of statement to use.    

 
 

D.                 Interpret the subject’s resistance to giving a statement. 

 
 

E.                  Determine the admissions by the subject which are to be included in the statement.

 
 

F.                  Determine if additional development of the admission is appropriate during the statement. 

 
 

G.                 Verify that the subject’s admission has been substantiated.      

 
 

H.                  Review the statement for content, completeness, and accuracy.          

 
 

I.                     Identify and have the subject initial corrections or additions to the statement.      

 
 

J.                   Obtain supplemental statements from the interview witness to the subject’s interview.     

 
 

K.                  Document the conversation with all interviewees.          

 
 

L.                   Prepare case report.        

 
 

11.     Telephone Interview

7
 

A.                  Determine if the telephone interview is appropriate for the case in question.         

 
 

B.                  Consult with decision makers to obtain authorization for a telephone interview if appropriate.          

 
 

C.                 Determine whether audio/visual taping of the interview or statement is appropriate.    

 
 

D.                 Prepare the telephone interview outline.  

 
 

E.                  Recognize the differences between telephone and in-person interviews.      

 
 

F.                  Interpret the subject’s verbal behavior to determine proper follow-up techniques.     

 
 

12.     Fact Gathering/Cognitive Interviews

12
 

A.                  Determine what types of information will be sought in the interview.      

 
 

B.                  Evaluate subjects’ background to determine the scope of possible information available to them.

 
 

C.                 Review background information to determine areas of potential resistance by subjects to be interviewed.      

 
 

D.                 Conceal the target of an ongoing investigation if appropriate.     

 
 

E.                  Use open ended and closed-ended questions to obtain information.     

 
 

F.                  Corroborate the information that has been provided by the subject.      

 
 

G.                 Review the interview for possible areas of follow-up.     

 
 

H.                  Assign follow-up interviews to verify or substantiate information previously obtained.   

 
 

I.                     Recognize how memories are stored and retrieved.      

 
 

J.                   Review the order of the cognitive interview.        

 
 

K.                  Establish rapport and review pre-interview instructions with the subject.     

 
 

L.                   Use appropriate sequence of the cognitive interview.     

 
 

M.                 Recognize the power of suggestibility in interviews.       

 
 

N.                  Carefully select questions that do not suggest answers.           

 
 

O.                 Use diagrams to confirm, expand or clarify information. 

 
 

P.                  Test statements for consistency.

 
 

Q.                 Listen for verbal qualifiers.           

 
 

R.                 Listen for assumptions, biases and facts.          

 
 

S.                  Determine when an audio/visual or written statement is appropriate.    

 
 

T.                  Prepare a report of the interview.

 
 

U.                  Assign leads for verification or follow-up interviews.       

 
 

13.     Sexual Harassment Interviewing

8
 

A.      Distinguish between “hostile work environment” and “quid pro quo” forms of sexual harassment.           

 
 

B.     Identify the legal aspects of sexual harassment.       

 
 

C.     Review appropriate sexual harassment policies of the organization.           

 
 

D.     Identify the sexual harassment investigative team.   

 
 

E.     Identify victims, witnesses, and subjects involved in the alleged sexual harassment.   

 
 

F.      Determine the order of the subject interviews.          

 
 

G.     Identify and preserve evidence of sexual harassment.         

 
 

H.     Determine the possible motive of the alleged harasser.       

 
 

I.         Maintain contact with the victim.        

 
 

J.       Apply appropriate interviews for victim and witnesses.         

 
 

14.     Behavioral Interviews

8
 

A.                  Sequence questions properly, including the issue in each question.     

 
 

B.                  Use the behavioral interview to eliminate the innocent.   

 
 

C.                 Use the behavioral interview to identify the suspect.       

 
 

D.                 Ask questions in a non-accusatory manner.       

 
 

E.                  Evaluate the subject’s accompanying verbal and physical behavioral responses.     

 
 

F.                  Use control questions to validate behavioral observations.        

 
 

G.                 Listen for possible rationalizations/themes or explanatory denials/objections.     

 
 

H.                  Determine the subject’s resistance to making an admission.    

 
 

I.                     Determine whether an enticement/bait question should be used during the behavioral interview.         

 
 

15.     Field Interviews

8
 

A.                  Implement officer safety measures during the interview.

 
 

B.                  Control participants actions to assure officer’s and others’ safety.        

 
 

C.                 Transmit biographical information to obtain background information.    

 
 

D.                 Use knowledge of community to make interviewing decisions.  

 
 

E.                  Use recovered evidence of crimes immediately to interview subject.    

 
 

F.                  Assess the location to determine area of least distractions.      

 
 

G.                 Actively use enticement/baiting questions to challenge subject stories.

 
 

H.                  Use knowledge of crime patterns to interview subjects. 

 
 

I.                     Use knowledge of past criminal behavior to reduce subject’s resistance to cooperation.           

 
 

J.                   Apply information from confidential informants to the interview. 

 
 

K.                  Compare stories from subjects to substantiate events. 

 
 

Totals

140
 

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Once I take the CFI Preparation Course, am I certified as a Certified Forensic Interviewer?

No.  This course is designed as a preparation and review course for the Certified Forensic Interviewer Exam.  You must successfully complete this Exam and satisfy any other background and experience requirements prior to becoming a Certified Forensic Interviewer.

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Review REFERENCES

The following listed textbooks were used in the development of most of the questions for the CFI examination. This list is not exclusive; other resource materials were used to prepare the examination. Applicants planning to study for the examination may find it helpful to review the information in the following textbooks.  These textbooks may be ordered from any bookstore or the publishers. A link to a bookstore and the textbooks can be found on the CISA website. (www.certifiedinterviewer.com)

Practical Aspects of Interview and Interrogation 2nd Edition, Authors: David E. Zulawski and Douglas E. Wicklander, CRC Press 2002

Telling Lies, Author:  Paul Ekman, Norton and Company 2001

Criminal Interrogation and Confessions 4th Edition, Authors:  Fred Inbau, John Reid, Brian Jayne, and Joseph Buckley, Aspen Publications 2001

Tactics for Criminal Patrol, Author:  Charles Remsberg, Calibre Press 2001

Memory-Enhancing Techniques for Investigative Interviewing, Authors:  Ronald Fisher and Edward Geiselman, Charles Thomas Publisher 1992

Criminal Interrogation 3rd Edition, Authors:  Arthur Aubry, Jr. and Rudulph Caputo, Charles Thomas Publisher 1980

Investigative Discourse Analysis.  Author: Don Rabon, Durham:  Carolina Academic Press, 1994.

Candidates sitting for the CFI examination may prepare for the test in several ways.

1.      The candidate may elect to sit for the examination using his personal experience and knowledge as the basis for preparation.  CISA strongly recommends the candidate reviews reference materials and not simply rely on personal experience and knowledge.

2.      The candidate may prepare by reading and studying the textbooks used to prepare the examination (listed above).

3.      The candidate may elect to attend a preparatory seminar designed to assist individuals in preparing for the examination.

4.      The candidate may choose to use the Wicklander–Zulawski & Associates, Inc. Certified Forensic Interviewer Review Program. The computer-based review program covers all the sections and tasks identified as being necessary to be a CFI by the national survey.  The printable text sections provide the candidate the information necessary to successfully complete the tasks listed under each of the separate sections in the content outline. There is an online self test at the conclusion of each module, so the candidate can assess his understanding of the material.  The questions are linked back to the pertinent text material so they may be easily reviewed and the correct response to the question understood.

For further information, go to www.certifiedinterviewer.com for availability and prices.

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CODE OF ETHICS

A CFI shall adhere to the Code of Ethics and Standards of Practice set forth in this handbook.  Any reported violation of the Code of Ethics will result in an investigation by CISA, which may result in sanctions up to and including the revocation of the CFI designation.

Code of Ethics

A Certified Forensic Interviewer:

An applicant omitting information or providing false or misleading information when applying for the CFI designation violates the Code of Ethics.

Standards and Principles of Practice

A Certified Forensic Interviewer:

A CFI or CFI applicant who makes false or misleading statements to CISA violates the CFI Code of Ethics.  A CFI or CFI applicant accused of violations of the CFI Code of Ethics and Standards of Practice shall be investigated by the Grievance Board of CISA.

The Code of Ethics and Standards of Practice establishes the minimal standard for interviewing and interrogation; however, any conduct or omission that discredits the CFI designation will not be condoned.  Violations of the Code of Ethics and/or Standards of Practice may result in censure, suspension or the removal of the CFI designation.

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