District Resource Guide - Polk County School District
District Resource Guide - Polk County School District
District Resource Guide - Polk County School District
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they are not to discuss the interview, allegation or complaint with any other<br />
person.<br />
Investigative Interviews with Observers<br />
Prepare questions in advance. Pertinent questions should obtain the relevant facts that<br />
will help clarify certain aspects of the complaint. You should also be prepared to answer<br />
questions that interviewees are likely to ask. Be sensitive to the fact that someone being<br />
interviewed as part of an investigation can feel stressed. Put the interviewee at ease, if<br />
at all possible. Communicate to the interviewee what is being investigated, what role the<br />
interviewee will play in the investigation, how the information obtained may be used, and<br />
how confidential you will be able to keep the information obtained.<br />
To protect the integrity of the investigation, explain the seriousness of the investigation,<br />
explain the importance of receiving accurate truthful information the first time, explain<br />
that you do not want speculation, and request that no other discussions occur with others<br />
about this matter because it may influence others’ responses should they also be<br />
interviewed. Get the Who, What, Where, When and Why.<br />
In closing the interview, thank the individual for his/her information and time. Also,<br />
inform the interviewee that, as a participant in the investigation, the district will not<br />
tolerate any form of retaliation against him/her. Should this occur, he/she should contact<br />
you immediately.<br />
Meeting with the Subject/Employee of the Investigation<br />
‣ Before the interview, formulate your questions.<br />
‣ Prior to interviewing the subject, inform him/her as to the nature of the<br />
allegation.<br />
‣ If the employee requests a union representative, allow the employee<br />
to contact one and have the representative present with them during<br />
the meeting, as per the Weingarten Rule.<br />
‣ Understand what facts are necessary to reach a conclusion and/or resolution.<br />
‣ Save unfriendly or embarrassing questions until the end of the interview.<br />
‣ Do not begin the interview with hostile questions.<br />
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