IC members know the law.
This teaches them how to run the inquiry.
Practical investigative methodology across the full IC inquiry cycle: scoping, interviewing, evidence standards, documentation, and the psychosocial safety obligations that run throughout.
Most IC members are constituted correctly. Very few know how to conduct the inquiry.
The PoSH Act specifies who must be on the IC, what timelines apply, and what the report must contain. It does not specify how to interview a complainant, how to build an evidence record, or how to assess credibility without bias.
IC Capability Boost closes this gap. It is practical methodology training, not compliance awareness. Participants leave knowing how to run an inquiry, not just what the law requires of them.
The external member problem
The PoSH Act requires an external member on every IC. That position is often filled by someone with legal literacy and no investigative competence. IC Capability Boost ensures the whole panel, internal and external, can operate to a consistent standard.
GRC under IR Code 2020
GRC panel members face the same methodology gap as IC members. The training covers both PoSH and GRC inquiry structures, with content tailored to each framework.
Across the full inquiry cycle.
Scoping and scope control
Defining the complaint, identifying allegations, setting boundaries. What's in scope, what's not, and why it matters for the integrity of the record.
Interview structure and technique
How to conduct a complainant interview, a respondent interview, and a witness interview. Using the PEACE model structure in the IC context. Delivered in partnership with IMS, Australia.
Evidence standards
What constitutes evidence. How to handle documents, communications, and witness accounts. What standard is required to establish a finding.
Documentation and record-keeping
What the IC record must contain to survive appellate review. How to document interviews, record evidence, and produce a defensible report.
Credibility assessment
How to assess credibility without bias. What factors are legitimate and what factors introduce risk. Structured credibility frameworks for IC use.
Psychosocial safety in IC proceedings
Trauma-aware practice in the IC setting. How to manage disclosure. How to handle distress. Retaliation risk and how to manage it. The IC's obligations to all parties.
Natural justice obligations
What fairness requires of the IC process. How to ensure the respondent has a genuine opportunity to respond. How to manage conflicts of interest.
Findings and recommendations
How to reach findings based on evidence. How to write recommendations that are actionable and proportionate. What the report must establish.
Add the interview methodology
IC Capability Boost pairs with IMS Investigative Interviewing training for a complete methodology programme.
Investigative InterviewingWhen the inquiry needs to be independent
Complex or senior matters, proximity issues, or IC conflicts of interest: WORQsense conducts the inquiry to AWI-CH standard.
InvestigationsEvery engagement starts with a conversation.
IC upskilling, GRC panel training, or post-incident capability building: tell us what your committee needs to do better.