Roles and responsibilities to handling a protected disclosure

These people are responsible for:

• raising matters
• being part of a strong 'speak up' culture
• abiding by the law.

This person is often the first and most important point of disclosure for people who perceive wrongdoing.

Their role is to:

• lead by example
• model expected behaviour
• set a clear tone about the types of conduct that are unacceptable.

Being visible and approachable will encourage people to raise issues with them.

If they receive a disclosure, it may be their role to notify the nominated senior officer, or another senior officer within the organisation and escalate it accordingly (depending on your organisation's rules and policies).

This person takes on the role of the whistleblower investigation officer (WIO) under the organisation's whistleblower policy.

Their role is to gather evidence. This can include:

• seeking documents and reviewing them
• interviewing witnesses
• communicating with the person reporting, the person under investigation and witnesses
• preparing a report on their findings and recommendations (subject to the rules of the organisation).

The investigator will be chosen by the nominated senior officer (subject to the internal rules of the organisation).

This person holds a senior role and is familiar with the organisation’s processes and procedures. They take responsibility for the matter and addressing any outcomes or findings.

Their role is to assess the matter and determine the recommended next steps. If an investigation is required, they will assign an appropriate person to investigate it. This could be: 

• a designated official or manager
• a member of the relevant committee of management
• a member of the human resources team
• an external party 
• an elected officer of the organisation as provided for in the organisation's rules.

The investigator will report their findings back to the nominated senior officer. They will then work with the organisation to determine the appropriate course of action.

These people may receive: 

• complaints
• information about alleged breaches of internal rules and policies
• concerns about disclosable conduct.

They may work alongside the nominated senior officer and investigators to assist the organisation in determining the appropriate course of action.

Not all organisations will have a human resources department that deals with human resource matters. If a human resources representative is not available, refer to a nominated senior officer or a designated official for assistance.

This person is an officer or employee appointed by the organisation who is independent of the investigation process.

Their role is to ensure whistleblowers are protected from reprisals or threats of reprisal.