Appoint an Investigative commissioning manager for a case where appropriate Ensure cases are progressed in a timely manner Ensure learning from whistleblowing cases is fed back to the wider CCG Ensure managers are trained in dealing with issues Ensure the process is monitored and improved where required Provide reports on whistleblowing activity on an annual basis to the Executive Management Team Guardians do not get involved in investigations or complaints, but help to facilitate the process where needed, ensuring organisational policies in relation to raising concerns are followed correctly. The local CCG FTSU Guardian details are contained in appendix 1. Employees and other workers Have a duty to raise any concerns they have under the circumstances set out in this document Raise genuine concerns internally first to allow the CCG to address the concern Treat any information about the investigation as confidential Must not threaten or retaliate against a person who raisers concerns in any way. Anyone involved in such conduct will be dealt with in line with the CCG Disciplinary Policy Managers Managers are responsible for; Ensuring all staff are aware of this policy and procedure and their responsibilities including Carrying out regular 1-1’s / team meetings to support an environment where individuals feel they can raise a concern with their manager as soon as it arises so that it can be addressed proactively Taking a proactive and supportive approach to a raising concerns protected disclosures and support the person who raised the concern. Being sensitive to individual needs and discreet and consistent in their approach towards an individual / worker who raises a concern Investigating issues raised promptly and thoroughly Ensuring the staff raising concerns receives timely feedback Considering a range of options to achieve satisfactory resolution including carrying out a risk assessment and consider application of other CCG Policies which may resolve the concern Fostering an open culture within their teams Ensuring any staff raising concerns are not subject to detriment for raising the concern Escalating issues and engaging the support of the FTSU Guardian where required Human Resources (HR)
Appoint an Investigative commissioning manager for a case where appropriate Ensure cases are progressed in a timely manner Ensure learning from whistleblowing cases is fed back to the wider CCG Ensure managers are trained in dealing with issues Ensure the process is monitored and improved where required Provide reports on whistleblowing activity on an annual basis to the Executive Management Team Guardians do not get involved in investigations or complaints, but help to facilitate the process where needed, ensuring organisational policies in relation to raising concerns are followed correctly. The local CCG FTSU Guardian details are contained in appendix 1. Employees and other workers Have a duty to raise any concerns they have under the circumstances set out in this document Raise genuine concerns internally first to allow the CCG to address the concern Treat any information about the investigation as confidential Must not threaten or retaliate against a person who raisers concerns in any way. Anyone involved in such conduct will be dealt with in line with the CCG Disciplinary Policy Managers Managers are responsible for; Ensuring all staff are aware of this policy and procedure and their responsibilities including Carrying out regular 1-1’s / team meetings to support an environment where individuals feel they can raise a concern with their manager as soon as it arises so that it can be addressed proactively Taking a proactive and supportive approach to a raising concerns protected disclosures and support the person who raised the concern. Being sensitive to individual needs and discreet and consistent in their approach towards an individual / worker who raises a concern Investigating issues raised promptly and thoroughly Ensuring the staff raising concerns receives timely feedback Considering a range of options to achieve satisfactory resolution including carrying out a risk assessment and consider application of other CCG Policies which may resolve the concern Fostering an open culture within their teams Ensuring any staff raising concerns are not subject to detriment for raising the concern Escalating issues and engaging the support of the FTSU Guardian where required Human Resources (HR)
HCCG%20Raising%20a%20Concern%20Policy%20Mar18.docx