Back to Basics…

In my years as a Detective, I have investigated scores of individuals for criminal offences. Some of the cases were extremely complex yet some were very straight forward. However, complex or straight forward, I never changed my approach to the investigation.

All investigations should be approached as if you are dealing with a tiny part of a large jigsaw. A jigsaw where you have not yet seen the other pieces.

We have seen too many times in the press – where individuals raise a concern regarding a coach, a teacher or a manager, yet too many times a thorough investigation was not implemented as it appeared the concern was the first time it had been raised. Whilst there are many occasions where an investigation may not be required, it is almost impossible to assume that, based on the initial concern. Therefore, most of the time an investigation should be completed to change the assumption to fact and deliver a resolution.

If you work in any capacity with children or vulnerable adults, it could be you that carries out the investigation.

Not all concerns meet a threshold to be passed to police, some concerns raised may amount to disciplinary matters within the organisation.

The organisation may not have a team of Safeguarding Officers to carry out the investigation.

You may be the manager or the only member of staff who should be carrying out the investigation.

If the concern is not to be passed to police, then it may well be you carrying out the investigation.

This means, you should be completing the basics of any investigation.

This means, questions and research.

Obtaining the account from the person who raised the concern.

Obtaining an account from other individuals who may have witnessed the concerning matter.

Obtaining an account from the Subject of Concern.

Researching the matter in as much detail as possible.

Does it breach any policy or procedure?

Is it a safeguarding matter, or something that does not directly evidence concerning behaviour of anyone?

The answers to all these questions are obtained by good rapport with the individuals and good questioning. Trying not to lead anyone. Trying not to ask a tag or leading question.

This brings us back to basics.

What is your interview strategy?

What is your interview plan?

How are you going to manage the expectations of the people involved?

How are you rationalising your actions and resolutions?

Are you documenting your actions?

How was your interview – have you evaluated it?

Does the resolution in the case meet the expectations of the informant?

Investigations are not easy and it is key that you have the right tools to deal with a single piece of concerning information that comes your way.

Keep an eye out for our ongoing blogs.