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HR INVESTIGATIONS BLOG

Blogs

  1. The Financial Cost of Sexual Harassment

    Most government agencies wouldn’t talk publicly about sexual harassment in terms of its financial costs.  There’s a good reason for that – reducing an employee’s emotional damage to a financial impact is a heartless worldview. It might even imply that the agency would allow the behavior to continue if only they could mitigate the costs. …

  2. Hire for Honesty

    If you’ve ever been responsible for hiring someone, you know how frustrating it can be.  No matter how explicit you are about a skill, certification or type of experience being an absolute requirement, people lacking the requirement still submit resumes.  In fact, in many cases the vast majority of applicants are totally unqualified for the…

  3. Five Components of an Effective Performance Review

    Performance reviews can be time consuming and stressful, but they shouldn’t be useless. If a performance review has these five components, it is more likely to produce positive results.

  4. The Principle of Least Privilege for Data and Information Access

    The files safeguarded by the Human Resources department are among the most sensitive in many government agencies. HR file access is typically limited to HR and high-level administrators.  While this is the law, it is also good practice.  If this wasn’t the case, someone would almost certainly discover they had access to that data, either…

  5. How Recruiting Challenges Can Lead to Employee Misconduct

    The recruiting challenge faced by government agencies is a tremendous one.  A March study by the National Association of State Chief Administrators found that government job posting rose 11% from 2013 to 2017, while the number of people applying for state jobs declined by 25%.  There are plenty of reasons; it is difficult to attract…

  6. Remind Employees How to Submit Complaints to Show You Are Serious About Stopping Misconduct

    For many employees, onboarding is the last step before they can begin their job.  It’s a deluge of paperwork, federally mandated workplace notifications, and agency-wide directives.  Sometimes, training videos are also required.  Once this process is completed, new employees can finally begin their job, meet their team, and learn about the reality of the job…

  7. Avoiding Agency Data Leaks

    Poor employee education and weak processes cause government data leaks, harming employees and leading to public scandals. Learn how to reduce your exposure to data leaks with this infographic.

  8. Critical HR Capabilities: Developing Relationships with Supervisors

    For many reasons, supervisors should be one of the best resources for HR departments.  At nearly any agency, there are many more supervisors than HR professionals. Most supervisors interact with their employees on a near-daily basis and are the first line of resolution for any problems employees are having in the course of their work,…

  9. Are Your Agency’s Employees Just Showing Up for a Paycheck?

    The best way to build camaraderie among employees is to lead them to work together toward a shared purpose.  Along the way, they will share experiences, leading to a shared identity as a member of the team.  Without that shared identity, it’s hard to build camaraderie. That’s why offices with these three traits not only…

  10. Establishing a Pattern of Facts in HR Investigations

    One of the most important jobs of an investigator is to establish a pattern of facts.  Multiple witnesses reporting the same sequence of events bolsters confidence in the accuracy of the claim.  Finding the same error at multiple locations establishes an agency-wide challenge.    And multiple instances of the same bad behavior help establish intentionality in…