The Principal Officer will send the report to the Ombudsman within the time Agency’s requested by the Ombudsman or as otherwise agreed with the Ombudsman. Reprisal / Work place conflict risk assessment procedures An initial risk assessment using the agency risk management policy and framework should be completed by the authorised officer as soon as possible after a disclosure is received, or after the Authority is notified that a disclosure concerning their agency has been received (for example, if the Ombudsman, IGIS or investigative agency decides to investigate a disclosure made directly to them). This gives the Authority the best chance of recognising any risk of reprisals or associated workplace conflict. To assist in identification of individual factors which may cause or contribute to a risk of reprisal or workplace conflict, refer to table 1 below. Table 1 - Possible causes and contributing factors that may indicate a risk of reprisal or workplace conflict Cause / contributing factors Prompt questions Has a specific threat against the discloser been made? Is there a history of conflict between the discloser and the subjects of the disclosure, management, supervisors or colleagues? Threats or past experience Is there a history of reprisals or other conflict in the workplace? Is it likely that the disclosure will exacerbate this? Who knows that the disclosure has been made or was going to be Has the discloser already raised the substance of the raised the substance of the disclosure or revealed their identity in the workplace? Who in the workplace knows the identity? discloser’s Is the immediate work unit small?* discloser’s Confidentiality unlikely to be Are there circumstances, such as the stress discloser’s maintained level, that will make it difficult for them to not discuss the matter with people in their workplace? Will the discloser become identified or suspected when the existence or substance of the disclosure is made known or investigated? Can the disclosure be investigated while maintaining confidentiality? Are there allegations about individuals in the disclosure? Who are their close professional and social associates within the workplace? Is there more than one wrongdoer involved in the Significant reported matter?* wrongdoing Is the reported wrongdoing serious? Is or was the reported wrongdoing occurring frequently?* Is the disclosure particularly sensitive or embarrassing for any subjects of the disclosure, senior management,
The Principal Officer will send the Agency’s report to the Ombudsman within the time requested by the Ombudsman or as otherwise agreed with the Ombudsman. Reprisal / Work place conflict risk assessment procedures An initial risk assessment using the agency risk management policy and framework should be completed by the authorised officer as soon as possible after a disclosure is received, or after the Authority is notified that a disclosure concerning their agency has been received (for example, if the Ombudsman, IGIS or investigative agency decides to investigate a disclosure made directly to them). This gives the Authority the best chance of recognising any risk of reprisals or associated workplace conflict. To assist in identification of individual factors which may cause or contribute to a risk of reprisal or workplace conflict, refer to table 1 below. Table 1 - Possible causes and contributing factors that may indicate a risk of reprisal or workplace conflict Cause / contributing factors Prompt questions Threats or past experience Has a specific threat against the discloser been made? Is there a history of conflict between the discloser and the subjects of the disclosure, management, supervisors or colleagues? Is there a history of reprisals or other conflict in the workplace? Is it likely that the disclosure will exacerbate this? Confidentiality unlikely to be maintained Who knows that the disclosure has been made or was going to be Has the discloser already raised the substance of the raised the substance of the disclosure or revealed their identity in the workplace? Who in the workplace knows the discloser’s identity? Is the discloser’s immediate work unit small?* Are there circumstances, such as the discloser’s stress level, that will make it difficult for them to not discuss the matter with people in their workplace? Will the discloser become identified or suspected when the existence or substance of the disclosure is made known or investigated? Can the disclosure be investigated while maintaining confidentiality? Significant reported wrongdoing Are there allegations about individuals in the disclosure? Who are their close professional and social associates within the workplace? Is there more than one wrongdoer involved in the matter?* Is the reported wrongdoing serious? Is or was the reported wrongdoing occurring frequently?* Is the disclosure particularly sensitive or embarrassing for any subjects of the disclosure, senior management,
Public-Interest-Disclosure-Proc-002.docx