Internal Investigations Processes & Procedures
For 20+ years we have worked with organizations large and small and across all industry sectors, including public sector, to create internal investigations processes and procedures. With our expertise, we can partner with you to improve your organization’s effectiveness in managing employee relations concerns and more formal complaints such as harassment and discrimination.
I learned a great deal from your HR generalist course last week. I feel lucky that I got to attend the course with the person that developed the materials.
Troy Dibley
Financial Planning and Analysis Manager
Federal Reserve Board
Working With RPC is as Easy as 1-2-3
Just as with any HR Consulting project we work on, we follow our 1-2-3 approach.
Step 1
Determine Your Organization’s Size
We need to know the size of your employee population as well as geographically the various locations where your organization operates. There are key differences in internal investigation processes and procedures for organizations with all employees centrally located vs. those that have multiple work sites.
Step 2
Identify the HR Issues
Create a brief list of the issues that are currently affecting your organization regarding employee relations issues, complaints and investigations are being handled. By creating a brief list of issues, we can then better identify a Scope of Work that outlines how we can help you in making the necessary improvements to your internal investigations processes and procedures.
Here is an example of the “HR Issues” list that was submitted by one of our customers in need of investigations processes and procedures and help with creating and training a centralized team of Employee Relations investigators.
- We need to create a centralized Employee Relations team to conduct investigations
- We don’t know how to go about selecting team members to be part of this investigations team and need help with that
- We don’t currently have any policies or procedures regarding how internal investigations get conducted and we need help creating these procedures
- We don’t currently have any investigation templates, documents, or anything that gives us some consistency in how we handle employee relations’ issues and we know we need to get something in place. We don’t have enough bandwidth internally to do this and need some outside help.
Step 3
Schedule a No-Obligation
Consultation Call
Once you’ve completed your “HR Issues List” we’ll join you and the key decision maker for the project on a conference call. Our goal is to get to know you and understand your organization’s strategic goals so we can begin preparing a Scope of Work, which is essentially a project plan matrix that outlines the various tasks to be performed. A follow-up call is then scheduled to review the Scope of Work document to identify any adjustments that need to be made.
What happens next?
Once we have agreed upon the Scope of Work, length of the project and other key details, we submit a Services Agreement that is signed by the individual with approval authority for the project. Most HR Consulting projects will require an initial deposit in order for work to begin. The amount of the deposit varies, depending upon the size and scope of work to be performed and length of the engagement.
Ready to get Internal Investigations help?
To speak with one of our team members about our consulting, training, or investigative services, contact us today.
“Thank you so much for the wonderful, custom program you developed for our Ethics team. It was so great that several team members have come up to me recently to say they have watched the recording of the investigations training at least 3 times to go back for more learning. We look forward to working together again on a project in the future!”
Senior Manager, Lockheed Martin Corporate Ethics
