Establish the facts.
Inform decisions.
An independent, structured examination of reported facts within an agreed scope, allowing the organisation to decide on next steps.
Based in Vevey, PORTA confiance works on the Vaud Riviera, in Lausanne and Geneva. Meetings can take place at your premises or in a coworking space agreed together; online meetings may also be considered depending on the assignment.
What is an internal investigation?
An internal investigation examines allegations within a defined scope. It gathers, cross-checks and analyses information to determine what can be established. Its purpose is fact-finding, distinct from individual support and mediation.
Why investigate?
When reported facts require examination, independent analysis helps the organisation decide on a documented basis. Scoping helps distinguish a relational disagreement, an organisational issue and conduct that may call for a specific response.
Allegations of harassment, discrimination, abuse of power or breaches of internal rules may require this process. The appropriate approach depends on the situation.
Why appoint an external investigator?
When a sensitive concern is reported, an organisation needs to understand what happened before deciding what to do next. An external investigator brings distance from reporting lines and internal relationships, together with an explicit method for examining the information.
Gain distance from internal relationships
When colleagues or managers are involved, existing relationships can complicate the examination of a situation. An external investigator, whose independence is checked at the outset, conducts the work without being involved in those relationships.
Provide a clear framework for interviews
The investigator’s role, interview arrangements and intended use of information are explained. People facing allegations can respond to them, and relevant information is examined with consistent rigour.
Base decisions on substantiated findings
Interviews and documents are compared to distinguish what can be established, what cannot and what remains uncertain. The report explains the basis for its conclusions, helping the organisation make informed decisions.
Understand weaknesses in the framework
Where the mandate provides for it, the analysis can also highlight unclear rules, reporting channels that are difficult to use or poorly defined responsibilities. Recommendations can then support practical improvements.
At PORTA confiance, investigations draw on my legal training and experience in protection, ethics, abuse, reporting and institutional responsibility. The mandate and method are agreed before interviews begin. The investigation clarifies the facts; decisions and implementation remain the organisation’s responsibility.
Risk management in practice
As part of risk management, an investigation helps clarify a reported situation. Where included in the mandate, its findings can inform protection and prevention measures and improvements to internal systems. Implementing these measures remains the organisation’s responsibility.
An explicit method, traceable findings
The mandate defines the questions, method, report recipients and limits of the intervention.
- 01
Define the mandate
Check independence, specify allegations and scope, and agree the assessment standard and information-handling rules.
- 02
Gather information and hear accounts
Review documents and conduct relevant interviews. People are informed of the framework and can provide their account and relevant information under the process arrangements.
- 03
Cross-check and analyse
Compare information and consider consistency and limitations. Distinguish substantiated, unsubstantiated and inconclusive findings.
- 04
Report to inform decisions
Deliver a structured report with findings and limitations. Recommendations may be agreed; decisions and implementation remain with the organisation.
What the process provides
A report explaining findings, their basis and uncertainties. It supports decision-making without replacing the employer.
A basis for exercising your responsibilities
The organisation receives a documented analysis to consider next steps. Management, disciplinary and legal decisions remain its responsibility.
A report does not automatically lead to an investigation. Initial scoping clarifies the need, possible protective measures and the appropriate process.
A clear mandate for everyone involved
Interviewees are informed about the investigator’s role and how the information will be used. Confidentiality is governed by the investigation’s needs and applicable framework; it differs from a person-of-trust conversation.
A role defined from the outset
If I have supported someone as a person of trust, I do not then act as mediator, investigator or adviser to the employer in the same matter. Where another intervention is needed, I help identify an appropriate referral. This separation helps protect trust and the impartiality of the process.
Let us discuss your needs
A few lines are enough to arrange an initial conversation. Arrangements, scope and fees are clarified before the service begins.