Harassment Investigation Level 3

Virtual Session – December 3-5, 2024 – CST

PRICING & DATES – 3 DAY PROGRAM

December 3-5, 2024
Investigation Level Three (prior attendance in Level 1&2 required)
$1,600.00 + GST

Venue: Virtual Classroom

A Certificate of completion is provided at the conclusion of the program.

“Each night when asked by my wife how it went, I described the course as incredible, intense, and informative. The scenario you provided us to work on, the template for addressing and working with groups, as well as the timing and pace of the course were felt by me to be outstanding. In short, I thought all levels 1, 2 & 3 were masterfully done and want to say thank you for teaching me so much about conducting an investigation.” – Client Testimonial

Harassment Investigation Level 3

3-Day Program – December 3-5, 2024

Investigations are increasingly complex, fraught with tension and liability. In order to conduct investigations that position yourself and your organization in the best place, we must evolve our practice. Hill Advisory Services Inc has been a leader in evolving our practice since our founding in 1990.

Our Level 3 investigators course seeks to communicate our learning and development to our valued past participants including professional investigators, human resources staff, lawyers, emergency workers, and leaders. Over three days, you will receive the most up to date techniques, strategies and templates at our disposal, all while practicing skills, to ensure a practical take away: Your increased ability and confidence. Attendance at our Investigation Level 1 and 2 courses is mandatory.

As our workshops are cumulative and introduce concepts at increasing levels of complexity, and there is no space designed to cover past lessons, this requirement is necessary to ensure each participant is able to receive the impact they require. We thank you for your understanding and support.    

The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We refresh the concepts important to a harassment investigation including: policy, preparing for the interview and investigation and provide templates for witness notifications. Participants are presented with an initial complaint statement containing elements from real life cases and are asked to work in small groups to develop questions for the complainant. They are asked to prepare for the interviews as they would in their workplace, complete with mandate and taking into account the learning from Level 1 and Level 2 of the course. The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required. Participants are then asked to complete their preparation. Once complete, participants will work with professional actors in a “dry-run” of the questions in order to improve forecasting skills related to areas where interviews can go off plan. These experienced actors’ contribution will enable the groups to fine tune their preparation and enter the “real” interview with confidence. The facilitator will ensure all essential elements have been covered in the preparation. Participants are then asked to role play with the assistance of a professional actor, who comes in to portray the complainant. The facilitator provides real-time feedback on the interviews while in session. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire rest of the day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions and facilitator feedback. Some important areas covered are:

• How to refine the conversational approach to questions, in order to receive maximum information.
• How to compile accurate notes, with tips on effective note taking.
• How to develop and deliver ad hoc questions.
• How to ensure proper pacing, planning and analysis, in interview.
• How to ensure all questioning is on point, relevant and complete.
• How to deal with bias and the perception of bias.
• How to maintain appropriate comments and body language.
• How to deal with distractions.
• How to conclude an interview.
• How to ensure interviews and investigations are unbiased and appear that way to all involved.
• How to ensure investigation questions are based on evidence.

While the learnings are in similar topic areas, in the Level 3 course, we refine skills and build confidence in the entire approach.  

The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We refresh the concepts important to a harassment investigation including: mandate checklists and initial introductions, setting the tone, addressing objections, dealing with bias and conversational interview approach. Participants begin with information gathered to date and are asked to prepare to interview the respondent. Information is provided ahead of the interview by the “respondent” in the form of a written response to the allegations. Participants are asked to prepare for the respondent interview from these various information sources, in small groups. The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required, ensuring that all essential elements have been covered. Participants are then asked to role play with the assistance of a professional actor, who comes in to portray the complainant. The facilitator provides real-time feedback on the interviews while in session. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire rest of the day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions and facilitator feedback. Some important areas covered are:

• How to phrase questions and deal with objections, both explicit and implicit.
• How to compile accurate notes.
• How to account for additional questions.
• How to set a respondent at ease.
• How to maintain appropriate comments and body language.
• How to deal with distractions.
• How to conclude an interview.
• How to deal with expanding scope.
• How to deal with physical evidence.
• How to ensure interviews and investigations are unbiased and appear that way to all involved.
• How to ensure investigation questions are based on evidence.

While the learnings are in similar topic areas, in the Level 3 course, we refine skills and build confidence in the entire approach.  

The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We present the Final Report and Analysis building blocks and concepts important to a well written, and defensible report and finding including: the evidence compilation, the final report, the introduction, essential building blocks, structure, flow of evidence, credibility assessments, and writing conclusions that are based on the evidence. Participants are provided with information blocks from the actual cases and are asked to prepare a final report conclusion from the materials and based on the templates and group work completed. The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required, ensuring that all essential elements have been covered. Participants are then asked to complete their assigned section of the report, taking feedback into account. Each group will present their findings to their “supervisor”, played by a professional actor and seasoned investigator, who will probe the work with questions and comments. Some important areas covered are:

• How to distill voluminous information into its essential elements to aid in understanding and communication.
• How to write clear, concise, defensible conclusions.
• How to structure findings.
• How to present a policy analysis to a fact set.
• How to communicate findings.
• How to accept feedback and assimilate it into a draft.
• How to plan next steps when deficiencies are found.
• How to address attempts to influence a finding.
• How to conduct a credibility analysis.

Feedback is also presented regarding the case. We investigated the actual claims, so we spend time discussing the real life case, in order to provide deeper understanding and conclusion.  

Start time is 9 am CST daily. Contact us for detailed, daily timing at sswain@hilladvisory.com. In-house quotations available upon request.

“Upon completing the Harassment Investigation Training, I felt much more equipped to handle complaints of harassment and other workplace issues that came to me.” – Client Testimonial