Investigating managers should do investigations right without having to rely on HR to hold their hand.
So we have a number of ways to help you develop better investigators.
Buddying and mentoring investigators
Someone faced with a complex complaint, or who is taking on their first case, may understandably feel apprehensive and want some live support. Getting an experienced investigator to buddy or mentor them is a fast and efficient way of building their skills and confidence.
Equally, having access to the guidance and expertise of someone with bags of experience and credibility is a good way of supporting your investigating officers without taking up HR time. Your investigators are given the support of one of our experienced team who will supervise and mentor them in practice for a time-limited period, working with them on all the preparation, delivery and report-writing activities involved.
Telephone and email coaching and advice when they need it means learning is experiential, immediately applied, and the process will be faster and subject to fewer flaws.
- a professional investigator who will help them prepare interview questions; review the evidence with them; coach them through interpreting the evidence and determining findings; or
- who will carry out the investigation alongside your internal investigator, supporting and coaching them every step of the way.
Once an investigator has started work – or even worse, completed the report – and you see problems with the process or the skills, it’s too late. So how confident are you that your people are on top of this role? If they were trained some time ago, or have started to drift from the requirements and standards of the role, it’s time to give them an ‘MOT’.
Putting your investigators through the ILM Writing Investigation Reports programme will assess their competence in weighing evidence, reaching fair findings, and presenting the evidence appropriately. The classroom programme that precedes the report-writing, reviews and refreshes their skills and understanding – so you get all-round feedback on their abilities.
Ensuring their investigation skills are on track, their understanding of legislation and policies is up-to-date, and they are continuing to work at a standard that will protect them and their employer from claims of negligence, is essential.
We run one-day courses either to refresh or to extend investigation skills.
Refreshers are most suitable for investigators who:
- Have completed delivery level investigation training but are experiencing skills fade due to a lack of casework
- Have been working without training for many years, may be out of date with best practice and changes to the legislation so need to take time out to reflect on casework and boost skills
Masterclasses are suitable for those who have considerable case-work under their belt and who are ready to expand and consolidate their skills. This masterclass is a good way to manage the risk of skills fade, or complacent and sloppy practice! We can train your investigators who are experienced in one field, such as grievance and disciplinary investigations, to carry out investigations into Whistleblowing, serious incidents, or ethical matters – or vice versa.