Prior to starting interviews, the investigator should establish a plan for how the investigation will be conducted. Investigators should consider the following:

Define the scope of the investigation. Do not prejudge any part of the complaint as this may lead to an insufficient investigation into the full scope of the allegation. Defining the scope will also avoid scope creep that extends the investigation beyond the allegations and may prevent a prompt resolution of the investigation.
Evaluate which employer policies may be implicated by the allegations. This will also help define the scope and assist with fact-finding the decision-maker needs.
Establish an order for, and schedule, interviews. Commonly, investigators interview the complainant first, then the complaint's witnesses, then the respondent and then their witnesses. Logistical challenges may alter that order, but most importantly, investigators just need to be sure they have given all parties due process to explain or defend against the allegations. This may require multiple interviews with the same party.
Outline each interview before conducting them based on the complaint, or on information learned during the investigation to ensure efficiency and thoroughness in the interview.
Identify documents to seek either through the interviewees or other internal sources such as IT, security or personnel files.

Investigation Plan

Harassment Investigation