An investigation should establish the facts before an outcome is decided. Your role is to make the allegations, evidence and witnesses easy to understand while checking that the investigation remains within a fair and clearly defined scope.
On this page
What an investigation may involve
- A scope or terms of reference.
- Interviews with the complainant, respondent and witnesses.
- Review of messages, documents, meeting notes and work records.
- An investigation report or findings for a separate decision maker.
Clarify roles
HR may advise, arrange meetings or support the process. The investigator gathers and tests evidence. A separate manager may decide the complaint outcome or any disciplinary action. Ask who performs each role.
Check the scope early
The scope should cover the numbered allegations, relevant period, people involved and evidence. If it excludes an important incident or linked retaliation, raise that before interviews are complete.
Members can unlock: an investigation-control plan, scope review, evidence submission system, interview preparation, witness strategy, progress wording and report-check method for omissions, unsupported conclusions and conflicts of interest.
Join our careers service to read more...
If everyone knew the best tricks and tips then they would no longer work! That is why the best guidance is for members only.
Subscribe to open the locked section on this page and get access to the full Civil Service Careers premium library.
Get help with applications, interviews, behaviours, personal statements, CVs, tests, workplace problems, promotions, and career decisions, all written for people who want a better result.
Already subscribed? Log in