Initially the challenge was to understand the nature and breadth of the various allegations and to collate the considerable amount of information required to identify the lines of enquiry necessary to review each of the allegation pathways and the interplay of the subject officers, the witnesses and the associated document trail. Many of the issues appeared to be related across two or more of the cases and involve common personalities.
Having compiled a focused brief for each of the cases we began examining in detail what documentary evidence was available to provide as clear view as possible of the facts and circumstances giving rise to the allegations. In many instances the documentation was incomplete or unavailable, raising further concerns about the nature of the conduct. Where appropriate, expert advice was sought on some of the technical issues to ensure a full understanding of the context of the issues. Complainants, persons of Interest and witnesses were interviewed and other evidence assembled to build the picture of the events leading up to, during and following the alleged conduct.
Thorough analysis of the evidence in each of cases was undertaken, which in some instances required additional document discovery and validation of assumptions underpinning the conclusions to ensure that in all cases natural Justice was observed and any findings likely to be unfavourable to an individual were well tested for accuracy and reasonableness. The findings and resulting recommendations were documents in seven reports – one for each of the cases.
The outcomes of the seven cases varied according to their nature. Some were based on erroneous assumptions and interpretations by the complainants, some were found to have resulted from poor systems, procedures and unprofessional practice rather than misconduct, whilst others were in fact found to substantiate the allegations of misconduct. In the latter cases, based on the findings and evidence provided, action was taken by the CEO to deal appropriately with the persons involved.
Importantly, in almost all the cases recommendations were made to improve deficiencies identified in systems, processes and procedures to avoid similar problems in future.
Mount Isa City Council CEO – David Keenan
Mount Isa City Council has engaged Reinforcements Management Consulting to undertake a number of investigations that are related to employee performance, procurement issues, inappropriate conduct, corruption and poor governance. Throughout their engagement they have demonstrated high levels of confidentiality and professionalism as well as utilising their extensive knowledge and experience to provide insightful advice and recommendations, especially in regard to complex issues.
The reports and recommendations show a thorough examination of evidence and facts which then leads to practical recommendations being presented to Council.
On behalf of Mount Isa City Council I am more than happy to recommend the services of Reinforcements Management Consulting.
