Looking After The People As Well As The Process

Mandy Hale is a divisional nurse for scheduled care at Aneurin Bevan University Health Board and attended an employee investigations event which focussed on looking after the people, as well as the process. Reflecting on the training, she explains how it is already making a difference to how her and her team run the process.

What is your role in employee investigations?
I am the commissioning or disciplinary officer for nursing in scheduled care – and this either involves making the decision on whether to proceed with an investigation or being the person who actually leads it. We have had up to 15 investigations (which includes grievances) at any one time and at the moment, we currently have nine.

What is the impact of employee investigations?
An investigation can be one of the worst experiences an employee can face – causing high levels of distress and uncertainty. The training reminded me of the harm that we can cause staff if the process isn’t delivered well – particularly around delays that significantly increase anxiety. I have known colleagues who have suffered from depression during the process and faced a loss of confidence in returning to their substantive roles when it’s complete.

What did you find most helpful about the training?
There were a number of key take-aways for me. Firstly, the emphasis on understanding and considering the wider factors that may have led to an issue or incident is really important to ensure that initial assessments are as comprehensive as possible. This enables the allegations to be framed correctly – as the approach for ‘misconduct’ for example, would be treated very differently to ‘serious misconduct’.
Secondly, it was also helpful to be reminded of the importance of reviewing investigations mid-way as new evidence may have become available. We were also provided the tools and support to down-grade an investigation where necessary – using informal and fast track routes to bring things to a close more quickly.

What have you done following the training?
Since the training, I have been able to downgrade or complete investigations in a much quicker timeframe. I have also used the fast-track process for a number of cases which has meant that I only took those that could not be resolved to an investigation panel. Supported by HR, I have also used the informal disciplinary and professional conversations more than I did previously.

What has changed as a result of your work in this area?
As a result of the training and new approaches we have taken, there has been less time spent on investigations, more timely resolution for staff, less stress for staff and a reduction in sickness and absences.

What’s the one insight you would share with others who are responsible for employee investigations?
It’s important to ask yourself at every stage of the process: ‘What will be the potential outcome and benefit of taking this to a full disciplinary panel?’ Some situations will always need to go down the investigation route, but many won’t and asking this question at the beginning will enable you to make the right decision for everyone involved.

Published on 14th February 2023.