Audit in dispute prevention and resolution (PRD)

The specific objectives of such an intervention are mainly :

• Evaluate managers' level of training in the prevention and upstream handling of situations of incivility, conflict and harassment, and make recommendations regarding the managers' training plan so as to maximize the informal handling of these situations at the lowest possible level;
• Evaluate the level of training of personnel assigned to handling these situations and, if necessary, make appropriate recommendations regarding their basic or ongoing training plan;
• Analyze the roles and responsibilities of the various parties involved in situations of incivility, conflict and harassment, in line with job descriptions, in order to optimize the handling of these situations;
• Examine and evaluate the efficiency of our processes for handling reports of psychological or sexual harassment, based on best practices in investigation and mediation, and make appropriate structural and organizational recommendations;
• Opine on and evaluate revisions made or anticipated to the policy for handling these situations;
• Assess relational issues within the team, which may have a negative impact on the efficient handling of conflict, incivility and harassment situations.