Complaint analysis and interview planning
Complaint analysis and interview planning in workplace Investigation into behavioural issues such bullying, harassment, sexual harassment generally start with some sort of a complaint. It could be argued that the analysis of the complaint is one of the most important components of a successful investigation, it certainly is the start point.
The AWPTI Complaint analysis and interview planning short course is designed to provide you with advice and strategies iwhen you receive complaint and need to progress the matter to an investigation.
The course will guide you through the process of analysing the complaint and drafting your interview plan.
The Complaint analysis and interview planning is now part of our ‘Live by Request’ series. they are 60 minutes (depending on the level of participant interaction, questions etc) in length and can be delivered in person (organisations with multiple attendees only) or remotely via Zoom or MS Teams anywhere in Australia or internationally.
We charge a flat rate for organisations with no limit on attendees, for more detail please contact me – enquiries@awpti.com.au
It is vitally important to remember that in workplace investigations into any form of misconduct of any sort including behavioural issues such as bullying, harassment, sexual harassment or discrimination that it is critical for the investigator to ‘get it right the first time every time’
The analysis of the complaint is a vital part of the investigation and usually the start point, it is crucial to fully understand;
- What the complaint is about and
- Who are the parties
- What are the details of the complaint.
Complaints often come in written form via an email or letter. Complaints are often full of emotive language and at times lack detail in regard to the exact nature of the incidents complained about; when incident/s occurred; what was actually said; how the alleged bullying etc actually manifested and if there were any witnesses present and if so who?
Complaints are full of information but not necessarily evidence. It has been said that all evidence is information, but not all information is evidence.
The complaint analysis is where the investigator generates the interview plan/s and the questions required to gain clarity and to gather evidence during the complainant, witness and respondent interviews.
If the complaint analysis is flawed everything the flows from that point onwards will also be flawed including the interview plans, then the interviews, the evidence analysis and the final report.
A thorough and professional analysis of the complaint is the first step to ensuring investigation success.
The interviews are a vital part of the evidence gathering phase of an investigation. The interview is where the investigator gathers the evidence from the complainant/s and witnesses and test the evidence during the respondent interview. The failure of the interview can derail the entire investigation and lead to flawed findings.
This is not a full investigations course – if you wish to learn best practice workplace investigation processes click the links below;
https://awpti.com.au/conducting-workplace-investigations-full-course/
https://awpti.com.au/conducting-workplace-investigations-open-course/
