In recent weeks, the Post Office scandal has captured our attention, shedding light on the profound impact investigations can have on individuals and their families. As nursery managers, we understand the delicate nature of managing people in our early years settings, and it is crucial to draw valuable insights from the Post Office debacle.
Between 1999 and 2015, over 900 sub-postmasters faced prosecution due to financial discrepancies reported by the flawed Fujitsu Horizon system. Similarly, we, as nursery managers, may encounter challenges in investigations involving our staff. The human cost of such investigations can be staggering, affecting the lives of our team members and their families. Our experience at The Early Years Company is that many managers are not adequately trained and supported in this kind of leadership and management, meaning mistakes can be unwittingly made. So with this in mind, we have come up with our top tips for nursery manager navigating HR challenges.
Top Tips for Nursery Managers
Understanding the investigator's role is paramount. The investigator's task is to gather facts, not build a case against the employee. Leave the decision-making for the disciplinary hearing.
Approach investigations with transparency and fairness. Avoid bias, as it can compromise the integrity of the process and lead to flawed outcomes.
Select investigators who can remain impartial. If personal feelings or past grievances interfere, consider delegating the task to someone else. Steer clear of investigators being witnesses. Conflicts of interest can arise, impacting the objectivity of the investigation.
Timeliness is crucial. Commence investigations promptly to ensure reliable evidence and prevent prolonged suspensions, considering the impact on both the employee and the nursery.
Collect all relevant evidence, including witness statements, CCTV footage, emails, and financial records. Listen to employees' insights on potential lines of inquiry.
Document all aspects of the investigation. Minute meetings with witnesses and the employee under investigation, ensuring clarity and accuracy.
Ensure all documents, including witness statements and meeting minutes, are signed and dated. This practice enhances the credibility of the investigation.
Clearly explain the purpose of the meeting, focus on material facts, and avoid seeking personal opinions. Encourage signed and dated statements for accuracy.
Maintain a professional manner during investigations. Listen attentively to employees' concerns and consider relevant explanations or mitigations.
As nursery managers, the Post Office scandal offers valuable lessons in conducting investigations effectively and with sensitivity. By adopting these tips, we can navigate the challenges of employee investigations in early years settings, fostering a fair and supportive work environment for our team members.