Does the program avoid placing people in responsible positions that they know or should have known have a propensity to engage in illegal activities? The following techniques can be used to ensure that the right person is placed in the right position.
Screening vetting
Prior to hire, applicants must be recruited, interviewed and vetted to identify any deficiencies that are not determined in the written employee applicant process.
Setting goals and objectives
When agreed upon goals in the areas of personal responsibility and character are not met, corrective action to include training, counseling, and other actions up to and including termination facilitate compliant conformance.
Training and testing
There must be several levels of training and testing in place. The initial employee training must be comprehensive and focus on employee understanding and “buy in”. Annual recertification must be required with refresher on key program initiatives. Employees working in unique assignments, away from home office or handling cash as a normal course of doing business, require special training. Foreign Corrupt Practices Act, UK Bribery and other issues unique to the business must be part of the training regime.
Making the tough calls
This is the punch line; where the rubber meets the road.
When the facts and performance indicate an employee or contractor does meet the standards and the expectations of the enterprise, swift action is necessary following established processes and procedures. No compromise for profit, past performance or other organizational biases should be allowed. Measure the performance or the lack thereof and take the appropriate action.
Remember the previous posting:
“In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don't have the first, the other two will kill you.” -Warren Buffett
Screening vetting
Prior to hire, applicants must be recruited, interviewed and vetted to identify any deficiencies that are not determined in the written employee applicant process.
Setting goals and objectives
When agreed upon goals in the areas of personal responsibility and character are not met, corrective action to include training, counseling, and other actions up to and including termination facilitate compliant conformance.
Training and testing
There must be several levels of training and testing in place. The initial employee training must be comprehensive and focus on employee understanding and “buy in”. Annual recertification must be required with refresher on key program initiatives. Employees working in unique assignments, away from home office or handling cash as a normal course of doing business, require special training. Foreign Corrupt Practices Act, UK Bribery and other issues unique to the business must be part of the training regime.
Making the tough calls
This is the punch line; where the rubber meets the road.
When the facts and performance indicate an employee or contractor does meet the standards and the expectations of the enterprise, swift action is necessary following established processes and procedures. No compromise for profit, past performance or other organizational biases should be allowed. Measure the performance or the lack thereof and take the appropriate action.
Remember the previous posting:
“In looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if they don't have the first, the other two will kill you.” -Warren Buffett
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