STUDENT NUMBER : 58474323

MODULE CODE : FOR2601

DATE :12-10- 2022
O
QUESTION 1

• Information to Identify the Case

Begin the report with case-specific information that identifies the case the report is related
to. Include information such as the investigator’s name, case number, the date the case
was entered, and the date it was assigned to the investigator

• Referral Source

The next section should include the complainant’s information. The complainant’s work
phone number, e-mail, employee number, office location, department, and job title help
identify the person lodging the complaint.

• Allegation Details

Harassment, discrimination, retaliation: what type of allegation is under investigation?

In this section, be sure to include as much detail as possible about the initial complaint.

• Type of case
• Who the alleged victim is: may or may not be the same person as the complainant
• How the complaint was received: hotline, face-to-face, web form, etc.
• Allegation details: what happened, where, when and any other information
provided in the initial complaint

• Information About the Subject

The information required for this section of the report is similar to that of the “Referral
Source” section of the investigation report. However, it’s the subject’s (the accused
person’s) information being documented this time. Include their name, e-mail, work phone
number, office location, department, and job title.

• Investigation Scope/ Purpose

Include a statement that describes the mission and objectives of the investigation. Answer
the question “what is the investigation trying to prove?”

• Case Notes

The case notes section should include an overview of the tasks assigned and action taken
throughout the investigation. Be sure to include a brief description of the task, steps taken
to complete it, who completed the task and when.

• Interview Summaries

List the investigation interviews that took place throughout the investigation. Make sure
the list is in chronological order, beginning with the first interview, ending with the last.

Summary details are short and sweet, outlining:

• Name of the interviewer: also include the names of any other people who sat in on
the interview
• Name of the person interviewed and their role in the investigation: complainant,
subject, witness
• Interview location
• Date of interview
In this section of the investigation report, there’s no need to go into detail about the events
of the investigation- that’s what the next section is for!

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• Interview Reports

Interview reports are brief summaries of each of the investigation interviews.

In addition to the information in the above section, this part elaborates on the investigation
interview to include:

• Credibility Assessment– Certain factors will determine the credibility of an

interviewee’s statements. This section of the report should list any indicators that
contribute to the belief that the interviewee is or isn’t a credible source.
• Investigator Notes– Summarize the introduction, incident overview and
conclusion of each interview. In the introduction, outline the explanation of the
interviewer’s role in the investigation, the purpose for the interview, efforts to
maintain confidentiality and retaliation protections. The incident overview section
should include the interviewee’s description of events related to the incident,
whether or not they are aware of any witnesses, where/when the incident occurred
and any background information linking the involved parties. Notes to be made
about the interview conclusion should include thanking the interviewee, reiteration
of confidentiality concepts, review of statements made and interviewee signing of
investigator notes.

• List of Evidence

As simple as it sounds; list For the sake of the investigation report, include information
such as:

• Type of evidence collected: interview, video, photo, audio tape, e-mail, etc.
• Name of person who presented the evidence, as well as their role in the
investigation
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MODULE CODE : FOR2601

• Date the evidence was collected

• Location of the evidence

• Recommendations

Conclude the report with recommendations. After reviewing all of the investigation
materials, what type of action should be taken? Does evidence support the violation of
workplace policies?

Make sure recommendations are backed up by the consequences outlined in the

company code of conduct or other policies governing employee behaviour in the
workplace. Include a plan of action, identifying next steps in taking corrective action.

1.2

•An interview is generally an interaction between police officers and witnesses or

victims in an investigation. There are times when a suspect will be interviewed as well.

During a police investigation, there are times when people will be interviewed about
things they may have witnessed. Police use this tactic to try to determine if a suspect
is telling the truth or being evasive about the truth. An interview is a way for the
police to determine which people might be a good witness or who a suspect is.
Victims are also interviewed to get all the information needed to proceed with an
investigation. An interview is a non-accusatory question and answer session. Police
use it to make a judgement about a suspect's credibility. Some questions will be
investigative in nature, but not accusing.
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MODULE CODE : FOR2601

•The point of the interview is simply to get more information. An interview is meant to
find out what the witness saw

• It can help to determine what information the witness knows, what other
witnesses might be found, and other things that are of importance to the police. The
same is true when interviewing a victim.

The interrogation, on the other hand,

• involves the suspicion on the part of the police officer that the person he or she is
speaking with is somehow involved in the event.

•The goal of an interrogation is to get the person to admit guilt or involvement in the
incident under investigation, and therefore it is more structured than an interview. In
addition,
•the person the police officer is speaking with must be informed of his or her rights.
Interrogations can be accusatory in nature, meaning that the person the police officer is
speaking to is accused of having committed a crime upfront and has to confirm or deny
it. Other interrogations can be non-accusatory or non-confrontational, meaning that the
police officer attempts to get information out of the person without accusing him or her
of a crime. In both interview and interrogations, police officers must use keen powers of
observations to understand who they are speaking with and to try to patiently get
information out of them.

Interrogations generally take place in a situation in which the suspect is in custody. The
officers are not primarily trying to get information. Instead, they are trying to get the
suspect to confess. Therefore, police who are doing an interrogation may bluff or
deceive the suspect. Their goal is to obtain a confession .
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MODULE CODE : FOR2601

QUESTION 2
2.1 •The ability model

The ability model views emotions as useful sources of information that help a person

to make sense of the social environment. Firstly, it is the ability to detect and decipher

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MODULE CODE : FOR2601

emotions in persons' faces, in pictures and in voices. Secondly, it is the ability to use

emotions in activities such

as thinking and problem-solving. Thirdly, it is the ability to understand the

hidden meaning of the language used when a person is emotional, to be

sensitive to slight variations in emotions and the ability to recognise and

describe how emotions evolve over time.

• The mixed model

This is important as far as the investigator is concerned because it deals with

selfawareness, which is the ability to read a person's emotions and recognise their

impact, while using gut feeling to guide decisions. This gut feeling is that

inexplicable feeling that you get about something. For instance, while you are busy
interviewing a person, you may get a feeling that the person is lying to you; you are

able to detect that in the person's reactions/responses to you.

This model also deals with self-management, which involves controlling your

emotions and impulses while adapting to changing circumstances. Self-management

deals with controlling your temper as well as displaying tact while under provocation

or stress. For instance, you may be interviewing a person who responds to you in an

aggressive manner, possibly by

insulting you racially or threatening you physically.

Social awareness is also very important because it allows you to sense and

understand another person's emotions while understanding the social network. For

example, you may be

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interviewing a person who is emotionally upset as a result of being insulted by

a person who

believes that he or she is better than others. By being aware that there are people who

believe that they are more important or of a higher social standing than others, you will

be able to interact more successfully with them and also gain their cooperation.

Relation management is, as far as I am concerned, one of the most important abilities

that an investigator should have. This is because an investigator deals with so many

different people that there are bound to be times when conflict will occur and threaten to

destroy a team or prejudice an investigation. Relation management is the ability to

inspire, influence and develop others, while simultaneously managing conflict.

• The trait model

The trait model relates to personality; it involves a person's perception of himself

or herself, whether good or bad. For instance, you may be faced with an

extremely difficult

investigation that presents many challenges; you may not be sure how you will get the

evidence that you need; or there may be a difficult witness that you feel

uncomfortable interviewing. In such a situation, you may either have full confidence in

your ability to deal successfully with this difficult situation/ person, or you may be filled

with self-doubt. This feeling, according to researchers, is an inborn personality.

2.2 . • a person in police custody who wishes to testify voluntarily should be allowed
to do so .but he or she must be careful

STUDENT NUMBER : 58474323

MODULE CODE : FOR2601

• An inmate who makes a statement before it is time to warn him must be careful

as soon as possible .

• A detainee who makes a voluntary statement cannot be cross-examined, but

questions can be asked presented to him solely for the purpose of eliminating

elementary or obvious ambiguities in the Voluntary statement . For example, if he

named a time without saying it whether it was morning or evening or whether there was

a day of the week and a day of the month which are incompatible, or did not specify

which person or place it is intended for refer to part of his statement, he can be

questioned enough to clarify this point Point.

• The warning given to a person in police custody must have the following effect:

~ When formally charged - "Is there anything you would like to say in response to the

load? You don't have to, but what you say will be written down and can be used as

evidence."

• When an inmate voluntarily makes a statement, other than on a formal charge –

“Over say something (or, if he has already started to say something, say something

more), I have to tell you you don't have to, but anything you say will be taken recorded

in writing and can be used as evidence.

Any statement made should, if possible, be in writing and in the language in which it
was made. It should be read to the person who created it, and he/she should

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MODULE CODE : FOR2601

be given the opportunity to make corrections to it, after which he/she should do so

invited to sign it.

• When two or more persons are charged with the same offense and voluntary
testimony is given

QUESTION 3

The purpose of an executive summary is to summarize a report. Executive summaries

are written for executives who most likely do not have time to read thecomplete
document .
Therefore, the executive summary must cover the major points and be detailed enough
to mirror the content yet concise enough for an executive to understand the substance
without reading the entire report.

An executive summary differs from an abstract. Readers use an abstract to decide

whether to read the complete document .They read an executive summary to obtain
information without having to read the report in full. The executive summary should be
written as a document that can stand on its own and is usually written on one or two
pages, depending on the length of the report. states the purpose of the report and
describes any results, conclusions, or recommendations made in the report so that the
reader understands the reasons for the conclusion or recommendations. Acronyms,
symbols, and abbreviations must be written out. Tables and figures in the report should
not be referred to by number in the executive summary. The audience for anexecutive
summary is receptive to the message, so the writer should assume that the audience
wants to know and understand the message .It is written in a formal tone using an
impersonal style and eliminating first person pronouns (I, we, our, etc.).Use the following
guidelines when writing an executive summary:

•State clearly the purpose of the report .

•Present the major points in the same order they are written in the report

.•Summarize the results, conclusions, or recommendations made in the report

.•Write headings, as needed, for clarity, but word headings differently from the headings
used in the report.

•Format the executive summary the same way as the complete report.

3.2 . Collection

The intelligence process relies on the ability to obtain and use data. However, the first

and most basic problem to overcome lies with the collection and storage of this data
which comes in many forms, from electronically retrievable to “hard copy “ collection of

data is involved in this step .

Collation

Collation is transfer of collected information and/or intelligence into a storage system

(be it a filing cabinet or a computerized data base) in a structured (indexed,

crossreferenced) format that permits rapid and accurate access. It is not equivalent to

bulk filing of every bit of information or document acquired during collection. Irrelevant,

incorrect and otherwise useless information is weeded out.

Analysis

The analytical process is aimed at the use and development of intelligence to direct law

enforcement objectives, both for short-term operational aims and for long-term strategic

reasons. The scope of analysis and its overall credibility depends on the level and

accuracy of acquired information, combined with the skills of the analyst. Analysis is a

cyclical process, which can be performed to assist with all types of law enforcement

objectives. Different types of crimes and criminal operations require different scenarios,

Dissemination

An intelligence analyst has the responsibility of disseminating analytical products to

targeted audiences, as appropriate. Much of the routine dissemination may be

conducted by way of short notes. But intelligence analysts should be able to give oral

briefings on larger investigations and write structured reports detailing the currently

available information. Throughout the whole process the client will have been in close

consultation with the analyst, and would have been asked on numerous occasions to

answer questions relating to the particular project.

Operationalisation of crime intelligence

Criminal intelligence refers to how criminal information is initially used to solve a

problem, th reat or crime and includes criminal intelligence management.

Circumstances or circumstances determine the approach that should be taken to

address the problem or threat. This approach can be either proactive or reactive.

but in all cases the information used should not be pre-filtered through an artificially and

arbitrarily imposed selective grid Feedback is information obtained as a result of

establishing formal and informal communication processes to determine the accuracy,

reliability, validity, timeliness and overall usefulness of crime intelligence.

QUESTION 4

4.1. Whistle-blowing hotlines

A whistle-blowing hotline is one of the communication channels that enable members of

the public or persons belonging to a particular organisation to lodge disclosures or make

a report on perceived misconduct or observed unethical conduct in an anonymous or

confidential manner.

One of the communications channels offered is a dedicated telephone number, usually

toll-free

and staffed by call centre operators. These dedicated telephone numbers are known by

different names, such as

~ hotlines

~ethics lines

~ fraud call centres

Other communication channels offered include

~fax lines
~a postal address

~an e-mail address

~various websites

4.2 .disclosures of wrongdoing, professional misconduct, fraudulent

and unethical behaviour that can be reported using hotlines:

● suspected contract irregularities and violations of procurement guidelines and policies

● corruption

● fraud

● bribery or acceptance of gratuities

● maladministration

● misuse of funds or assets

● misuse or abuse of company resources

● illegal disclosure of information

● acts of dishonesty

● ill treatment of members of the public or clients

● theft

● abuse of authority

● nepotism

● sexual harassment

● racism or discrimination
● unethical conduct

(iii) Websites

Most of the above-mentioned hotlines are supplemented by a reporting channel on a

website hosted by the organisation providing the whistle-blowing hotline. These internet
channels usually

have a link to a report with fields in which the information is provided. In some cases,

these internet forms are referred to as "suspicious activity reports". These forms can

also be

printed from the internet site, completed and posted or transmitted by fax to the

organisation. An example of such a service is found on the website hosted by the

South African Revenue Service (SARS), which can be found at

http://www.sars.gov.za.

Under the heading Report a Suspicious Activity, the prospective whistle-blower is

directed, via the link provided, to a form that can be completed.

REFERENCES

FOR2601 STUDY GUIDE

https://risktec.tuv.com/risktec-knowledge-bank/incident-investigation-and-analysis/sixsteps-for-

successful-incident-investigation/