Head of Department

There is a weakness in the current fragmented arrangement where disciplinary actions and investigations often stall at the departmental or HR level, causing cases to die and not progress.

“one of the weaknesses that you identify is in this fragmented arrangement that pertains now is disciplinary action , an investigation is done , a review is done , a problem is picked up and then it still must go to the head of department or human resources to make a decision whether to discipline or not and often that is where things die”

Recommendations for further investigation or disciplinary action by the SIU lifestyle audit are ultimately given to the head of department to consider and act upon or ignore, allowing possible conflicts of interest especially if officials themselves are implicated in corrupt networks.

“Even in cases where the SIU is seconded to conduct lifestyle audits, their recommendations for further investigation or disciplinary action are ultimately given to the head of department to consider and take forward or ignore... It might be that this official themselves are implicated in the corrupt network... I think it strengthens the argument for why you need some level of arm's length scrutiny”