I don’t know
if you’ve noticed but the Home Office is to introduce a new
system of regulation for private investigators to protect the public from unscrupulous activity. The idea is to
prevent rogue investigators unlawfully infringing on the privacy of
individuals.
Workplace
investigations are luckily not dogged by such rogue individuals but it does
sometimes feel as though organisations do not put a high priority on supporting
and quality assuring their investigators in what is a complex, risky role.
I’ve
recently distilled People Resolutions’ vast experience of workplace
investigation into the FAIRER model and I hope this will help those of you who
are assigned to investigating workplace grievances, disciplinaries, bullying
and harassment allegations and other matters.
This is how
it works. First the FAIRER acronym captures the spirit of the central value of
effective workplace investigation. Investigators need to be demonstrably fair –
recognised as fair by a range of stakeholders, parties and their
representatives in their management and recording of the process, in their
verbal exchanges, treatment and respect of the parties, and in any written
material they process or produce.
Fairness isn’t
just in the head or heart. It involves preparation, following designated
structures and principles and rigorous attention to detail. Policies give some
guidance on process and many organisations do have maps, templates and model
documents to help investigators act consistently across a range of situations
with a range of stressed, demanding parties often with polarised perceptions.
The
structure of thinking and working provided by the FAIRER model supplements and
dovetails well with workplace policies and procedures.
F- Find out
– what is to be investigated and agree the terms of reference (investigation
plan), what are the issues and allegations, what is the evidence, what happened
and what can help understand and assess what happened
A– Analyse
– apply objective, impartial, rational consideration to reflect and begin to
structure what you have and begin to weigh it up against the allegations
I – bring
Insight – consider the weight, type of evidence, levels of proof required, utilise
external guidance, definitions, seek more information and clarification if
required
R- Report – pull
together evidence, conclusions, findings* in a detailed, structured report
according to policy requirements and the terms of reference
E – Evaluate
- explain and get feedback on the report and findings / recommendations with
key parties, check in with commissioning person for feedback as appropriate
R - Reflect
on learning emerging from the investigation and disseminate as appropriate.
John Crawley
*If Required
