Green Book - Booz Allen Hamilton

2. Manager
Responsibilities
Managers must be role models
who lead their teams in a manner
exemplifying our Core Values.
Managers must be knowledgeable of,
adhere to, and appropriately instruct
their staff on firm policies. This
requirement applies equally to day-today
management matters and more
uncommon situations.
Employees Raising Issues As
a manager, you have a special
responsibility if an employee—
regardless of whether he or she
reports to you—poses an ethical
question or concern. It is incumbent
on you to honor that trust and ensure
that the employee is put into contact
with the appropriate firm resources
to address the matter while
simultaneously remaining neutral in
doing so. Under no circumstances
should you conduct your own
investigation, or dissuade or inhibit
an employee from making a report or
accessing higher management or firm
resources to seek guidance.
As a manager, you cannot have a
confidential or “just between us”
conversation with an employee who
reports a potential violation of law
or firm policy. You must immediately
contact your Human Resources
Business Partner or manager, a
member of the Employee Relations
team, or an attorney in the Law
Department, even if only to relate
that an employee reported a matter
to you.
Ensuring Non-Retaliation Our Non-
Retaliation Policy protects any
employee who raises a question
or concern or reports suspected
misconduct, or who participates in an
investigation. This protection extends
to not only formal actions by the firm
but also informal conduct by you or
fellow employees, or third parties
who work with the employee. As a
Q&A
Q: One of my direct
reports who was recently
involved in an investigation is
undermining my authority and
the team’s morale. Every time
I give a direction, he questions
it in front of the group and has
side conversations criticizing
me. I understand that we
respect employees who raise
concerns, but is there anything
that I can do here
A: You should first try to work
with the employee to help
him understand how to best
raise his concerns. While he
is allowed to raise issues and
report concerns, he needs to
be respectful in doing so and
use established channels. If
he persists in being disruptive,
you should raise the issue to
your management and Human
Resources to help you address it.
“
Through strategic communications, it’s my job to
help government clients tell their stories. To me, the
Core Values are integral to telling, and living, our story
as a firm and as individuals.
Inherently, people who are attracted to and successful
at Booz Allen already have this value system. It ‘fits’ to
be around great colleagues who reflect the same high
standards, to have leaders who model these values, and
to have clients who respect us because of them.
The Core Values are our brand. It’s that consistency in
our brand that makes it really powerful. The way we carry
ourselves, our professionalism, client service,
and excellence set us apart from the competition.
This is consistent around the world. We’re this force
out there of amazing people who choose to do the
right thing and be their best every day. ”
—Lisa Hunter
VIP Award Winner 2012 (San Diego, CA)
Client service
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THE GREEN BOOK | The Booz Allen Hamilton Code of Business Ethics and Conduct