Misconduct Resistance Framework - Corruption and Crime ...

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! IdeAs To buIld CApACITY w w w w w w w w w w w w w w w w w w w w Adopt and promote ethical decision making processes within your agency. Include integrity issues in your agency induction, education and awareness programmes. Continually reinforce agency values and public interest principles – not just during training programmes. Include integrity issues in your agency discussions. Establish leadership, management counselling or mentoring programmes which focus on integrity issues. Establish clear and reasonable behavioural expectations through codes of conduct, performance measures and business processes. Communicate your agency values and their importance to the performance of your agency to key stakeholders through a targeted communication plan. Consider public interest and misconduct resistance objectives when reviewing your agency policies and procedures. Assess whether your staff understand, accept and apply agency values to their day-to-day work. Implement a rolling integrity awareness programme through your agency publications such as newsletters, websites, policy statements on misconduct risk areas. Publicise misconduct resistance and integrity themes using promotional strategies such as campaigns, slogans, screen savers, online materials, posters, etc. Involve all employees in the development of your agency values. Employ values and public interest principles in your recruitment, selection, and performance management processes and criteria. Set up an in-house process to decide on integrity issues and ethical dilemmas. Develop a recognition and rewards programme for high integrity standards. Use case studies and real life examples to promote the business benefits of proper staff conduct and the costs of staff misconduct. Use structured questionnaires to evaluate the current culture in your agency. Measure the impact of culture on your agency performance indicators such as productivity levels, staff morale, customer satisfaction, agency reputation, appeals against agency decisions, complaints data, etc. Establish a system for screening your potential employees, suppliers and customers. When required, provide copies of agency values, code of conduct, complaints and disciplinary policies to your customers and/or contractors.
THE RIGHT AGENCY OPERATIONAL STRATEGIES AGENCY POLICIES AND SYSTEMS SUPPORT THE EFFECTIVE TREATMENT OF MISCONDUCT RISKS Misconduct represents a significant business risk for agencies, and if unmanaged, it can damage your agency reputation, destroy public trust and sabotage business efficiency and effectiveness. Managing misconduct risks is a key part of your agency’s overall misconduct resistance approach and is essential to good corporate governance. Agency policies give direction to strategies for dealing with misconduct and are important in effective risk management. They should be comprehensive, covering the full range of potential misconduct; and they should communicate your agency’s commitment to integrity and its firm position on dealing with misconduct. To ensure the success of risk management programmes within your agency, all staff and management must understand and commit to your agency’s risk management approach. They should be fully aware of how they are expected to behave should they become aware or suspicious of misconduct. THE RIGHT AGENCY OPERATIONAL STRATEGIES
Page 1 and 2: An Integrated Governance Approach t
Page 3 and 4: “[Misconduct management is] essen
Page 5 and 6: OUTCOME: THE RIGHT AGENCY CULTURE A
Page 7 and 8: HOW DOES MISCONDUCT RESISTANCE FIT
Page 9 and 10: An IntegrAted governAnce ApproAch t
Page 11 and 12: What is the integRation guide? The
Page 13 and 14: THE RIGHT AGENCY CULTURE AGENCY CUL
Page 15 and 16: the right values Your agency’s co
Page 17: The RIGhT woRkplACe behAvIouR Your
Page 21 and 22: THE RIGHT POLICIES Your policy plat
Page 23 and 24: THE RIGHT TREATmENT Your misconduct
Page 25 and 26: THE RIGHT uNdERSTANdING Your staff
Page 27 and 28: THE RIGHT AGENCY MANAGEMENT ENVIRON
Page 29 and 30: THE RIGHT pRIORITY Misconduct resis
Page 31 and 32: the right mindset Misconduct consci
Page 33 and 34: THE RIGHT COMMuNICATION Your agency
Page 35 and 36: REFERENCES and RESOURCES In the fol
Page 37 and 38: KPMG 2004, Forensic Fraud Survey 20
Page 39 and 40: NOTES 27
Page 41 and 42: ACKNOWLEDGMENTS The Misconduct Resi
Page 43 and 44: WhaT iS MiSConduCT ReSiSTanCe? Misc
Page 45 and 46: The healTh CheCk RepoRT This report
Page 47 and 48: Who Should Take ReSponSibiliTy foR
Page 49 and 50: An IntegrAted governAnce ApproAch t

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