You are here: Case Study - Management Enquiries (old)
This matter involved a senior public servant in charge of a regional office who made a 140 page complaint about 10 colleagues in offices throughout Australia.
The employer contacted WISE to investigate.
WISE principal Jo Kamira led the investigation.
As emotions were high from the complainant and respondents she also found it crucial that the matter was handled as sensitively as possible.
She ascertained the respondent was not a victim of bullying from the complainants, but was being 'fed' information from another member of staff.
As the matter involved senior members of staff, Jo needed to sensitively interview all the respondents to allow them to have their say.
Feedback received at the conclusion of the investigation was that a number of the respondents approached the interview with trepidation, but afterwards felt they had a fair and sound hearing.
All interviews with the complainant, witnesses and respondents were digitally recorded and transcriptions made. Respondents were given the opportunity to give further information.
A full report was supplied to the employer. As a result, no adverse findings were found against the respondents.
The office in question was made to undergo training regarding the APS Code of Conduct.
Case Study - Management Enquiries
Management Enquiries are conducted when an issue affects the whole workplace or team.
The main objective is to identify key issues affecting professional development of individuals and team culture.
Management enquiries can identify issues related to specific individuals and systemic factors impacting on the workplace.
The outcome of an enquiry can provide guidance and recommendations to managers about alternatives for resolving the issues about the associated organisational risks.
Background
What appeared to be a straightforward case of bullying and harassment turned out to be anything but.This matter involved a senior public servant in charge of a regional office who made a 140 page complaint about 10 colleagues in offices throughout Australia.
The employer contacted WISE to investigate.
WISE principal Jo Kamira led the investigation.
Objectives
Jo's main objective was to independently gather inculpatory and exculpatory evidence to objectively ascertain the facts of the matter.As emotions were high from the complainant and respondents she also found it crucial that the matter was handled as sensitively as possible.
Approach
Jo Kamira conducted more than 20 interviews across Australia.She ascertained the respondent was not a victim of bullying from the complainants, but was being 'fed' information from another member of staff.
As the matter involved senior members of staff, Jo needed to sensitively interview all the respondents to allow them to have their say.
Feedback received at the conclusion of the investigation was that a number of the respondents approached the interview with trepidation, but afterwards felt they had a fair and sound hearing.
All interviews with the complainant, witnesses and respondents were digitally recorded and transcriptions made. Respondents were given the opportunity to give further information.
Strategic Outcomes
The investigation took six months due to extensive legal involvement,A full report was supplied to the employer. As a result, no adverse findings were found against the respondents.
The office in question was made to undergo training regarding the APS Code of Conduct.