It’s no good just thinking, “this person has been a senior manager for donkey’s years and has the right gut instincts, so they’ll be a good investigator”. That may mean, they have an overinflated sense of their own ability to judge people and situations, or that they are out of date on employment law and best practice.

It is better to choose an investigator on the basis of specific competencies, both when you’re looking internally for someone to investigate a complaint, and when you’re selecting an external investigator.

Communication

• Engages with people individually and collectively through good listening, questioning and rapport-building.
• Works with strong emotions and communicates clearly with a wide range of people.
• Builds commitment in others.
• Aware of own communication style and its potential impact on others.

Facilitation and impartiality

• Non-judgmental and remains positive under pressure.
• Creates a safe environment using interpersonal skills and a clear process.
• Understands own biases and so can remain impartial.
• Responds constructively to difficult behaviour with a range of strategies.
• Demonstrates their integrity and commitment to working in a fair and balanced way

Analytical ability

• Understands complex and contradictory information.
• Analyses complex information using a transparent logic and rationale.
• Can take accurate and lucid notes of meetings.
• Writes clearly and without jargon.
• Applies good judgement.

Focusing on the customer

• Organised and proactive
• Builds rapport and shows empathy.
• Understands confidentiality and can maintain it.
• Follows guidelines and codes of practice.
• Scopes time requirements realistically and delivers on schedule.

Equality and Diversity

• Aware of the impact their social identity can have on others, and on their own ability to understand fully others’ experience.
• Works to protect the dignity of others by showing professional regard and human respect.
• Works with people with greater or lesser social and organisational power and authority.
• Understands bullying and harassment at work and is committed to challenging discriminatory behaviour
• Models fairness and equality at all times.

Works to a process and follows guidelines

• Can plan and structure an investigation within guidelines to ensure timely and effective completion.
• Works effectively with note takers to ensure accurate and thorough records of interview are created.
• Has knowledge of appropriate legislation/best practice, particularly a good understanding and knowledge of the legislation associated with harassment, discrimination and bullying in the workplace.
• Can work to tight schedules and deadlines.
• Is able to work in a calm and focused manner
• Can work consistently and fairly to a clearly set-out process.

Team-working and self development

• Accepts and works to stated principles and values.
• Reflects on own work and seeks to improve.
• Is open to both developmental and motivational feedback and applies the learning.
• Can work with peers constructively and supportively; gives time to others.
• Knows own limitations and seeks guidance and support.

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