DOES YOUR AGENCY, ORGANISATION OR UNIT HAVE A COMPLIANCE MONITORING OR INVESTIGATIVE ROLE WITHIN THE GOVERNMENT OR PRIVATE SECTOR?
DOES YOUR ORGANISATION HAVE STATUTORY OR REGULATORY GUIDELINES THAT MUST BE ADHERED TO AS PART OF YOUR WORKING ENVIRONMENT?
We work with a wide variety of clients who are responsible for both compliance monitoring and investigation of organisations or individuals who are regulated by legislation, statute or other regulatory guidelines. They may have the responsibility for monitoring compliance of private sector corporations, individuals or even other government bodies to ensure that they are acting within regulatory parameters set by society.
The may have a responsibility for monitoring compliance with legislation in respect to environmental issues, community services, OH&S, resource management, gaming and racing, financial management, consumer affairs, information communication & technology or any other area regulated by legislation.
We also work with private organisations or corporations who need to have an investigation role. We have clients who have an internal investigation charter in relation to staff conduct, internal fraud investigations, loss prevention or who provide an investigation service to other parts of the private sector.
WHAT ALL OUR CLIENTS HAVE IN COMMON IS THAT THEY NEED A HIGH STANDARD OF INVESTIGATION OR COMPLIANCE MONITORING SKILLS THAT IS NOT ONLY EFFECTIVE BUT ALSO WITHSTANDS THE SCRUTINY OF COURTS, TRIBUNALS, AUDITS OR CIVIL INVESTIGATIONS IF DECISIONS ARISING FROM THOSE INVESTIGATIONS COME UNDER SCRUTINY.
DO THESE SOUND FAMILIAR?
If we have to monitor or enforce compliance with legislation and policy our staff need to have the skills and competency to do so effectively.
It is not enough that staff be simply familiar with relevant legislation associated with their working environment or understand the principles of investigations.
Organisations with an investigative or compliance monitoring role need to maintain a professional standard to ensure and deserve the confidence of the public and clients to which it exist to serve.
We have a compliance enforcement role but any breaches we investigate rarely end up as criminal prosecutions.
A majority of government agencies often will have a compliance enforcement continuum which allows for a range of enforcement actions such as warning letters, fines, probationary orders or other alternatives to criminal prosecutions. Regardless of what enforcement action is taken, all investigations and interviewing skills, if based around the breach or non compliance of legislation, should be conducted to the standard of a criminal investigation. Otherwise when the day comes to prosecute for continued or serious non compliance the organisation may find itself wearing the badge of “toothless tiger” for its inability to conduct professional investigations to a criminal standard.
We have good people being paid good money but scenarios still occur which are outside of the skills or experience of our investigators.
An experienced and competent investigator should be able to face and adapt to any challenge they meet. Regardless of whether your role is compliance monitoring or investigation & enforcement, professional investigation skills allow an investigator to effectively manage any scenario they face.A good interviewing skills always help to find out the hidden truth behind the witness’s or criminal’s statements. So its highly recommended to have great interviewing skills
It can be frustrating trying to find that balance between maintaining current workloads and productivity while trying to ensure our staff get time away from work to develop their investigation and compliance monitoring skills.
The demands on organisations and individuals in today’s dynamic environment require a high standard of productivity and professionalism. Extended periods away from work on training and development courses can seriously impact on the productivity or effectiveness of an organisation.
Our personnel are required to have accredited training relevant to their position description but what use is such training if only a portion of it relates to our working environment.
Personnel training in any area of competency is superfluous to an organisation if it only provides the course participants with a ‘piece of paper’ to add to their resume. Effective training needs to deliver skills and knowledge which is customised and relevant to the working environment so that an individual’s level of professionalism and competence is increased as a result of that training.
We don’t want to be shown investigation skills from people with an “ivory tower theoretical” approach or who have little or outdated investigation experience of their own.
The end results of compliance enforcement or investigations can impact severely on the organisation or individual at the centre of the investigation. Therefore it is imperative that any enforcement action taken is founded on the advice of a professional investigator. Professional investigators learn their skills from both their own experience and the experience (training) from other professional investigators.
Ask yourself this question; If you were going to train a surgeon would you engage a surgeon who has not operated for 5 to 10 years to conduct the training?
If you had to go to court would you seek the advice of a lawyer who hasn’t practiced for many years?
If you had to sail through stormy weather would you request the services of a captain who drives a ferry across a placid lake?
Nobody knows our working environment better then we do, so why don’t we develop our own in-house training.
It is a natural assumption that effective knowledge and skills can be passed on to agency staff from their own investigators who have a wealth of industry experience. With the assistance of professional course developers, organisational training packages can be effectively delivered internally and utilised as an induction or development for new and ongoing staff.
In deciding whether you are a client who will find success in working with ICETS consider the difference between a ‘private investigator’ and that of a ‘criminal investigator or compliance monitor’. The services of a ‘private investigator’ are usually engaged to gather information or material for a client without having any ownership or responsibility for the end result of that investigation. ICETS does not provide ‘private investigator skills’ courses.
ICETS provides accredited and non-accredited training for those involved with ‘criminal investigations or compliance monitoring’. Our clients will have ownership and responsibility for the end result of their investigation or compliance monitoring activity. The difference is that with ownership of the investigation comes a greater responsibility to have professional methods, skills and knowledge in the area of investigation and compliance monitoring.
CLIENTS LIKELY TO BE SUCCESSFUL IN DEVELOPING TRAINING PARTNERSHIPS WITH ICETS ARE:
Looking to develop ‘real’ investigation and compliance monitoring skills which can be effectively utilised in their own working environment.
Understand the importance of investigation ‘end results’ and not just band aid solutions.
Dedicated to providing staff with a development program that provides accredited and recognised training for both self development of staff and the professionalism of the organisation.
Committed to conducting investigations which could stand up to any level of scrutiny if put under the microscope whether by the courts, internal audits, civil examination or other organisations.
Looking to self regulate their own training needs through partnerships in development of courses for internal training and specific working environment needs.