Investigation Procedure Manual

Internal Audit and Oversight Division

 TABLE OF CONTENTS

Foreword

A Introduction 6

B Definitions 7

C Principles of Investigation Activity 11

Accountability 11

Professionalism 11

Integrity and Ethics 12

Objectivity and Impartiality 12

Confidentiality 12

Scope of investigation 14

Process 16

D Alleged Misconduct 18

Receipt of information 18

Notification to complainant 19

Preliminary evaluation of the information 20

Suspension 22

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E Conducting an Investigation 23

Investigation activity 23

Conduct of an interview 23

Interview participants 25

Interpreters 26

Audio and visual recording 26

Witnesses 26

Subjects 27

Notification to subject 27

F Gathering Evidence 29

Evidence 29

Evidence handling and secure storage 31

Original or copy documents 32

Electronic evidence 33

Forensic evidence 34

G Reporting Findings 36

Report structure 36

Fairness 37

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 Notification of conclusion 37

H Referral 38

I Revision 39

Figure 1 Investigation Process flowchart 40

Reference Documents 41

Abbreviations 42

  4
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 Foreword
This WIPO Investigation Procedure Manual is established in accordance with the provisions 
of the WIPO Internal Audit Charter (2007). 

The preparation of this Manual has taken into account investigation standards applied by the 
United Nations, including practices reflected in the Uniform Guidelines for Investigation 
adopted by the annual Conference of International Investigators. 

The Manual includes information on IAOD investigative techniques, methods and procedures 
followed by IAOD investigators. It will help ensure the delivery of investigation reports of a 
consistently high standard and assured quality. 

This manual does not confer, impose or imply any new rights or obligations (other than 
those contained, for example, in WIPO Staff Rules and Staff Regulations) that would be 
actionable in a court of law or in administrative proceedings by or against WIPO or those 
employees responsible for conducting investigations. Further, this Manual does not limit 
staff members’ rights and obligations as defined in WIPO Staff Rules and Staff Regulations 
and other relevant administrative issuances. 

The Office of Internal Oversight Services Investigation Manual, World Health Organization 
Guidelines and recent UNDP material as a source of many of the provisions contained in this 
Manual are gratefully acknowledged as are the many helpful and valuable comments and 
practical suggestions from the Office of Legal Counsel, HRMD, the Staff Council and staff 
members. 

Nick Treen
Director, IAOD
July 30, 2010

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A. Introduction

1 This Investigation Procedure Manual has been prepared by the Internal Audit

and Oversight Division (IAOD) of the World Intellectual Property Organization (WIPO)

hereafter referred to as WIPO. 1 Investigations are carried out under the authority

provided to the Director, IAOD by the Internal Audit Charter (2007).2

2 The Manual is intended for use by all members of the IAOD Investigation Section

who are responsible for conducting investigations 3 ; including investigators on

secondment and external experts. 4  

3 The Manual is intended as a practical guide for the conduct of investigations at

WIPO. It explains the purpose and establishes the methodology to be applied with

respect to the initiation and conduct of investigations at WIPO. It is also intended to be a

prime source of information for personnel 5 of WIPO and Member States. It is written in

accordance with the Staff Regulations and Staff Rules of the International Bureau of

WIPO (SRSR) 6 and the WIPO Internal Audit Charter. 7

4 Notice has also been taken of the provisions of the Uniform Guidelines for

Investigations and the Standards of Conduct for International Civil Servants. 8 It does not

have the effect of modifying the rights or obligations of the staff of WIPO as expressly

set out in the SRSR.

                                                            
1
  In case of doubt as to the interpretation of the Manual, the Director, IAOD or investigators acting on his behalf, 
shall be guided by the practice in other intergovernmental organizations of the United Nations common system  
2
 The Internal Audit Charter is approved by the General Assembly (2007). 
3
  See Reference Document A Uniform Guidelines for Investigations para 2 
4
  Ibid para 40 
5
  Ibid re ‘personnel’ 
6
 See Reference Document B 
7
 See Reference Document C 
8
 See Reference Document D  
  6
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B. Definitions

5 For the purposes of this Manual the following definitions apply:

Allegation of Misconduct

6 The reasonable belief based on factual information that misconduct has

occurred.

Complainant

7 A staff member who makes a good faith communication that discloses or

demonstrates an intention to disclose information that misconduct may have occurred.

Conflict of interest

8 A conflict of interest occurs when an individual or organization is involved in

multiple interests, one of which could possibly corrupt the motivation for an act in the

other.

Contemporaneous

9 Of the same time.

Disciplinary Action

10 The procedure initiated against a staff member pursuant to Staff Regulation 10.1,

Chapter X of the Staff Rules.

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Evidence

11 Any type of proof which tends to establish or disprove a fact material to the case.

It includes, but is not limited to, oral testimony of witnesses, including experts on

technical matters, documents, electronic, audio, video records and photographs.

Exculpate

12 To free from blame or accusation (exculpatory).

Inculpate

13 To accuse or to implicate (oneself or another) in a crime or other wrongdoing

(inculpatory).

Inter alia

14 Among other things.

Investigation

15 A formal fact finding enquiry to examine allegations of misconduct and

wrongdoing in order to determine whether they have occurred and if so, the person or

persons responsible.

Investigator

16 A member of the Office of Internal Audit and Oversight Division (IAOD), or a

person designated by IAOD to conduct an investigation related to cases of allegations

of wrongdoing. An investigator may also be a person designated directly by the Director

General in certain cases, to conduct an investigation into allegations of wrongdoing.

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Misconduct

17 IAOD considers this to be, in general terms, the failure by a staff member to

comply with his or her obligations under the WIPO Staff Regulations and the Staff Rules

or other relevant administrative issuances, or to observe the standards of conduct

expected of an international civil servant. Such a failure could be deliberate (intentional,

or wilful act), or result from an extreme or aggravated failure to exercise the standard of

care that a reasonable person would have exercised with respect to a reasonably

foreseeable risk (gross negligence) or from a complete disregard of a risk which is likely

to cause harm (recklessness).

Mitigate

18 To make less severe or intense (mitigation).

Personnel

19 Any individual who is a staff member or holding another form of contract for

service with WIPO including SSA, SLA and others.

Preliminary Evaluation

20 The process of collecting, preserving and securing basic evidence, and the

evaluation of this evidence to determine whether an investigation into reported

allegations of wrongdoing is warranted.

Standard Operating Procedure

21 A set of internal instructions covering those features of operations which lend

themselves to a definite or standardized procedure without loss of effectiveness.

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Subject

22 A staff member who is the focus of an investigation of alleged misconduct either

by virtue of an allegation made, or evidence gathered during the course of an

investigation.

Whistle-blower

23 Any staff member who reports a suspicion of alleged misconduct or wrongdoing

within an organization to those in authority.

Witness

24 One who sees, knows or vouches for something.

Wrongdoing

25 The act or an instance of doing something immoral or illegal.

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C. Principles of Investigation Activity

26 For Investigation, the Director, IAOD reports to the Director General of WIPO and

is responsible for the management of all investigations and investigators employed

within the Investigation Section of IAOD.

27 Investigators are empowered in the performance of their duty by the authority of

the Director, IAOD. 9

28 They must consistently demonstrate professionalism, integrity and ethical

behaviour, objectivity and impartiality.

29 The Director, IAOD will manage the scope and process of each investigation and

determine the role and responsibilities of each investigator.

Accountability

30 Each investigator is accountable to the Director, IAOD and is responsible for their

proper performance and the quality of the casework allocated to them.

Professionalism

31 Each investigation will be conducted in accordance with the provisions of the

Internal Audit Charter (2007), the Investigation Policy and this Manual.

32 Each investigation must be conducted efficiently and effectively to ensure that

the relevant issues are examined thoroughly.

33 Key elements of alleged misconduct will be prioritised by the investigator for fact-
                                                            
9
 See Reference Document C section D para 4 & 7 
  11
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finding activity bearing in mind the time-frames set by the Director, IAOD and resources

available.

Integrity and Ethics

34 Investigators must maintain the highest standards of integrity and ethical

conduct. 10

35 They must declare any potential or real conflict of interest 11 as they occur to the
12
Director, IAOD and he/she will take appropriate action to avoid or resolve the issue.

Objectivity and Impartiality

36 Investigators have a duty of objectivity, thoroughness and observance of

professional standards. The investigator’s findings will be determined in an unbiased

and independent process of information-gathering and analysis. This will include diligent

and timely examination of both inculpatory 13 and exculpatory 14 facts which may be used

to substantiate or rebut an allegation of misconduct.

Confidentiality

37 The confidentiality of an internal investigation is established by WIPO’s Internal

Audit Charter. 15

38 There is an obligation of confidentiality relating to information and evidence

                                                            
10
  See Reference Document A para 3 & D 
11
  See Definitions re ‘conflict of interest’ 
12
  This includes any personal, professional or financial relationships; or internal or external interference with the 
conduct of the investigation; see A para 4.  
13
  See Definitions re ‘inculpatory’ 
14
  Ibid re ‘exculpatory’ 
15
 See Reference Document C 
  12
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obtained during the course of an investigation. The confidentiality of an investigation

shall be observed by the Director, IAOD, any investigator and anyone else involved in

the investigation, including the complainant, the subject, witnesses and all other

individuals required to assist IAOD in the conduct of the investigation (including without

limitation, administrative staff members and other personnel, consultants, translators,

interpreters).

39 All persons so involved shall not communicate to any person information or

evidence, except to their legal representative, Human Resources Management

Department (HRMD), the Ombudsman 16 , or the Office of the Legal Counsel. A person

may inform his/her supervisor that s/he will be interviewed by IAOD so as to obtain

permission for an absence related to an investigation, but may not give any information

related to the investigation to his/her supervisor. However, information gathered in the

course of the investigations may be transmitted by the Director, IAOD to officials with a

need to know in the event that disciplinary action is being considered or has been

initiated.

40 Any exceptions to the duty to observe confidentiality must be expressly

authorized by the Director, IAOD.

41 If the assistance of external bodies (for example, United Nations Funds,

Programs and Specialized Agencies or Permanent Missions etc.) or individuals is

required in connection with an investigation, such request for assistance shall be

approved by the Director, IAOD.

                                                            
16
 See Reference Document E 
  13
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42 This obligation of confidentiality shall not cease upon separation from WIPO.

43 Each investigator is responsible for the confidentiality and security of their

respective case investigation files and evidence collected and retained. 17

44 Investigators will remind complainants, 18 witnesses 19 and subjects 20 during the

course of and following an investigation, that they too are bound by the provision of

confidentiality.

45 A person alleged to have engaged in misconduct 21 is termed the ‘subject’ of an

investigation and is entitled to being presumed not responsible for misconduct until such

time as misconduct is determined in accordance with the procedures established within

the SRSR.

46 The identity of a subject will only be disclosed to interviewees at the discretion of

the investigator.

47 Unauthorised disclosure of information pertaining to an investigation or the

identity of any person who is a complainant, witness or subject, may constitute

misconduct liable to disciplinary measures under the SRSR. 22

Scope of investigation

48 The Director, IAOD will independently determine whether any alleged misconduct

should be investigated.

                                                            
17
 See para 116 to 124 below & A para 5 
18
 See Definition re ‘complainant’ 
19
 Ibid re ‘witness’ 
20
 Ibid re ‘subject’ 
21
 See Reference Document A para 11 and Definition re ‘misconduct’  
22
 See Reference Document B para 1.5. 
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July 2010    
 
49 The Director, IAOD may investigate a complaint or information irrespective of its

source concerning possible misconduct or wrongdoing, including fraud, abuse of

authority, non-compliance with WIPO Regulations and Rules in administrative,

personnel or financial matters, or other irregular activities relevant to the mandate of the

Director, IAOD, unless the Director, IAOD determines that the matter is not appropriate

for investigation because:

(a) the information or evidence provided by the complainant provides no, or

clearly insufficient, specific or credible grounds to indicate that an

investigation is warranted;

(b) there is available an obvious better remedy or other better source of action

e.g. referral to the Ombudsman, the Joint Grievance Panel, or Ethics Officer

for the matter stated in the complaint;

(c) the complaint relates to a matter of which the complainant has had

knowledge for an unreasonable length of time before the complaint was

submitted, except in the case of allegations of harassment which may have

occurred over a period of time, provided that the complaint is made within a

reasonable period of time since the last of a series of acts or omissions;

(d) the complaint is very minor or trivial;

(e) the complaint is considered malicious or defamatory or is made with

knowledge of its falsity, or with willful disregard of its truth or falsity.

50 In addition, the Director General may request that an investigation be conducted

of any alleged misconduct. However, the Director, IAOD will exercise his/her
  15
July 2010    
 
independence whether and when to take action or not in accordance with the mandate

of the Internal Audit Charter. 23

51 The Director, IAOD may conduct an investigation of any personnel 24 of WIPO.

52 All personnel have the right to communicate confidentially and in good faith with

the Director, IAOD at any time. 25 All personnel have a responsibility to report
26
wrongdoing or misconduct, and to cooperate fully with an investigation.

53 Retaliation against personnel for reporting alleged misconduct or wrongdoing 27

or cooperating in an investigation shall constitute misconduct. The person responsible

for any proven retaliation may be the subject of disciplinary measures under the SRSR.

54 Misconduct does not normally or necessarily include complaints concerning

alleged non-observance of terms of appointment or allegations of unsatisfactory

performance, which have their own dispute resolution mechanisms.

Process

55 The Director of IAOD has the authority to initiate and conduct an internal

investigation within WIPO, pursuant to the provisions of the WIPO Internal Audit Charter

(2007), the Investigation Policy and as elaborated upon in this manual.

56 An investigation is a fact-finding process, conducted by investigators employed

within the Investigation Section of the IAOD. The investigator will set out the findings of

the investigation in a report to the Director, IAOD containing the relevant supporting
                                                            
23
 See Reference Document C section D para 4. 
24
 See Definition re ‘personnel’ 
25
 See Reference Document A para 27 
26
 Investigation Policy para 13 
27
 Reference Document A para 13 
  16
July 2010    
 
facts. As a general principle, the investigator should complete the report in a timely

manner as directed by the Director, IAOD who will take into consideration the

complexity of the case, IAOD workload and/ or other compelling reasons.

57 The Director, IAOD will review the report and submit a final report together with

findings and recommendations to the Director General. 28

58 Recommendations of the Director, IAOD may include:

 recommendations for disciplinary action;

 no further action;

 recommendations to refer a case to competent national or international

authorities;

 recommendations for the recovery of monies or other assets of WIPO lost

as a result of the actions under investigation; and

 recommendations to improve systems, procedures and controls, or

otherwise to prevent similar incidents from recurring.

                                                            
28
  The  Director  General  has  established  procedures  to  decide  what  actions,  if  any  are  needed  following  an 
investigation. 
  17
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D. Alleged Misconduct

59 The Director, IAOD will ensure that each allegation of misconduct is recorded,

evaluated and processed in a consistent, accountable and confidential secure system. 29

Receipt of information

60 IAOD will record any complaint or information of alleged misconduct, oral or

written, from any source including:

 referral by the Director General

 discovery or detection by IAOD during the course of Audit and Oversight activity

 referral by the Head of Information Security Section (ISS) 30 upon discovery or

detection during the course of IT incident handling activities, or during normal

Information Security monitoring activities

 referral by line managers, programme managers, the Safety and Security

Coordination Service (SSCS), HRMD or OLC

 complainants or witnesses of alleged misconduct including ‘whistle-blowers’ 31

 anonymous information received by the Director or investigators of IAOD

 referral by the Joint Grievance Panel 32

 referral by the Ombudsman within his/her terms of reference 33

                                                            
29
 See Reference Document A para 20. The Investigation Section maintains a register of cases with a unique case 
reference.  
30
 See para 131 below 
31
 See Definitions re ‘whistle‐blowers’   
32
 See Reference Document F 
  18
July 2010    
 
61 The Director, IAOD will nominate an investigator to open a case file and make a
34
preliminary evaluation of the alleged misconduct.

62 If the information is received from an individual who does not claim to have

personal knowledge of the alleged misconduct, i.e., a ‘third party’, but is reporting

information that he/she received from an individual who does have such personal

knowledge, i.e., an ‘original source’, the original source should be identified and

interviewed. If the latter cannot be identified or is unwilling to have their identity

disclosed, the information should be regarded as ‘hearsay from an anonymous source’.

63 Diligent effort should be made, by all means available, to reassure an

anonymous source of WIPO’s commitment to confidentiality and protection of staff from

retaliation. 35 The anonymous source should be encouraged by an investigator to

disclose his/her identity to ensure a full assessment of the facts within his/her

knowledge to justify a formal internal investigation.

64 Any record or data received or gathered during an investigation must be

referenced within the case file and kept secure. 36

Notification to the complainant

65 Unless the initial information was received anonymously, an acknowledgement of

receipt of the complaint will be sent to the complainant in writing. Bearing in mind the

need for confidentiality for the investigation process the Director General may be

informed of the existence of the investigation at the discretion of the Director, IAOD.
                                                                                                                                                                                                
33
 See Reference Document E 
34
 See Reference Document A para 20 
35
 See Reference Document C section D para 9 
36
 See para 116 to 124 below 
  19
July 2010    
 
66 No other person including the subject, supervisor or programme manager of the

complainant is entitled to be informed of the allegations at this preliminary stage. 37

Preliminary evaluation of the information

The purpose of a preliminary evaluation shall be:

(a) to record the complaint and establish the basic facts

(b) to preserve or secure basic evidence whether written or electronic (such

as cheques, invoices, written statements, or other relevant documents, records

or data) that might otherwise be lost and that may be necessary for the

determination as to whether an investigation is justified

(c) to identify any inconsistencies or outstanding questions; and

(d) to analyze the evidence to determine whether an investigation into

reported allegations of wrongdoing is justified

67 The preliminary evaluation by the investigator should determine either the need

for a formal internal investigation or for an alternative option, such as informal resolution

by line management, referral to HRMD, the JGP or the Ombudsman; or no further

action.

68 If there is any ongoing investigation of similar facts by either the ISS or the

SSCS, the Director, IAOD will liaise appropriately and may appoint an investigator to

liaise or coordinate investigation activity; or take control. 38

                                                            
37
 See Reference Document C section D para 10 
38
 See Reference Document O & P 
  20
July 2010    
 
69 If the alleged misconduct is the subject of an ongoing investigation by the

national authorities, the Director, IAOD will liaise appropriately and consider the

implication for WIPO of parallel inquiries into the same facts.

70 Initial inquiries will include establishing whether the alleged misconduct is on-

going and so serious as to merit interim measures or remedial action to protect staff

and/or WIPO. 39 This may necessitate recommending to the appropriate authority the

suspension of a staff member 40 and/or the preservation of critical electronic or hard

copy data, without the knowledge or consent of a potential subject. 41

71 When a subject is identified, HRMD will be consulted to establish the subject’s

current contractual status and any other relevant personnel issues.

72 Upon completion of the preliminary evaluation the investigator will submit a

written, preliminary evaluation report of the relevant facts and recommend action for the

consideration of the Director, IAOD.

73 The Director, IAOD may decide to:

 take no further action

 refer the information for resolution elsewhere within WIPO as described above 42

 defer further investigation for a specific time period pending further clarification of

key facts

                                                            
39
 See Reference Document B Chapter X   
40
 See para 75 below 
41
 In cases which involve electronic data, the Director, IAOD will normally inform the Director IT in confidence of 
the need for this action and request the assistance of the Head of the Information Security Section to facilitate the 
process; para 131 to 135 below   
42
 See Reference Document C    
  21
July 2010    
 
  direct that a full investigation be conducted to establish the facts

74 The factors which determine this decision will include an assessment of potential

risk to staff members and the property of WIPO; the prioritisation of other core activity

within IAOD; having regard for available best practice drawn from ‘lessons learned’ from

other internal investigations. 43

Suspension

75 The factors which determine a suspension will include an assessment of

potential risk to staff members, the property and service of WIPO. The Director, IAOD

may recommend to the Director General that the subject under investigation should be

suspended from duty in accordance with the SRSR. 44

                                                            
43
 See Reference Document A para 25 to 26 
44
 Ibid para 36, Reference Document B section X and Reference Document H para 3.3  
  22
July 2010    
 
E. Conducting an Investigation

76 All investigation activity will be managed in accordance with the provisions of this

Manual 45 .

Investigation activity

77 This is a logical process of information-gathering in respect of alleged

misconduct by interviewing complainants, witnesses and subjects; seeking

corroboration or rebuttal of alleged facts discovered within relevant records of WIPO

including document archives, electronic or other tangible records and obtaining such

other evidence as may be relevant to the investigation.

78 The results of the investigation are analysed and evaluated in the context of the

relevant SRSR or policy of WIPO to reach a determination known as ‘a finding’ of

whether the allegation of misconduct appears to be substantiated or not. 46

Conduct of an interview

79 The investigators will identify themselves, explain in general terms the nature of

the investigation and explain the allegations that have been made. The name, current

post and brief summary of the interviewee’s career in WIPO (if applicable), will be

obtained.

80 The interview should be flexibly adapted in response to the behaviour of the

interviewee and the information provided. If the interview is lengthy, reasonable comfort

breaks will be offered and their acceptance or rejection noted.

                                                            
45
 The Investigation Section will develop SOPs as required (see Definitions) 
46
 See para 142 to 144 below & figure 1  
  23
July 2010    
 
81 The investigator will ensure that relevant records will be available for production

at the interview. Any records produced by the interviewee will be retained and stored
47
securely with other evidence.

82 The investigators will make contemporaneous notes of the critical elements of

the questions and answers sufficient to subsequently prepare a draft statement on a

standard IAOD template.

83 The statement will be headed ‘Confidential’ and include details of the

interviewee’s name, job title, brief introductory resume of their career within WIPO (if

applicable). It will include an endorsement signed by the interviewee to the effect that

the content is true and written in the knowledge that it may be used in the context of

disciplinary proceedings.

84 The investigator will provide the draft statement to the interviewee to correct or

amend until satisfied that the document is an accurate account of the interview and the

relevant facts within the knowledge of the interviewee.

85 The interviewee will be invited to sign and date the final version of the statement

which will also be signed by the investigators. The original document will be retained by

IAOD and the interviewee offered a personal copy which must be kept confidential. 48

86 If an interviewee refuses to review or sign a draft statement, the investigator will

record the efforts made to achieve compliance and include the unsigned document

together with any relevant audio transcript, within the report of the investigation.

                                                            
47
 See para 116 to 124 below 
48
 See para 37 to 47 above 
  24
July 2010    
 
87 If a pre-prepared statement is submitted at the outset or during an interview, this

should be accepted by the investigators and the fact noted in addition to requesting the

interviewee to comply with the procedure described above.

88 There may be circumstances which preclude a personal interview of a witness. In

these circumstances an interview can be conducted by telephone or video link or

exchange of correspondence by e-mail or postal service and a draft statement shall be

prepared for review and signature as described above.

89 The investigator may re-interview any witness or subject to clarify significant facts

or obtain additional facts as further information is established.

90 All personnel are required to cooperate with an investigation and to answer and

comply with requests for information. 49

91 A refusal to cooperate and take part or any display of hostility during an interview

will be noted at the time and recorded in the investigation report. Non-cooperation or

refusal to provide assistance may be reported by the Director, IAOD to the General
50
Assembly.

Interview participants

92 Interviewees are not permitted to have a third party or Legal Advisor present

during an interview. Exceptionally, if the interviewee justifies a need for the presence of

a suitable third party, it may be authorized at the discretion of the investigator. 51

                                                            
49
  See Reference Document A para 15 
50
 See Reference Document C: para 7 and 23(g) 
51
 Common UN & Agency practice 
  25
July 2010    
 
 Interpreters

93 Interviews will normally be conducted in the working languages of WIPO, i.e.

either English or French, depending on the preference of the interviewee. If the latter

requests to speak in an official language in which the investigator is not fluent, an

interpreter designated by the investigator will be provided by WIPO. 52

Audio and visual recording

94 All subject interviews will be audio-recorded. 53

95 Normally witness interviews will not be audio or visually recorded.54 However, in

exceptional circumstances, the investigator may exercise his/her discretion to do so.

The recording will be conducted openly with the knowledge of the witness.

96 Where interviews are recorded, a copy of the recording will always be provided to

the interviewee.

97 The interviewee is not entitled to use personal recording equipment during the

interview unless specifically authorised by the investigator.

98 The product of a recorded interview will be transcribed verbatim and if necessary

translated. Recorded interviews with witnesses may be used to prepare a draft

statement for review and signature by the interviewee.

Witnesses

99 Where possible witnesses will be interviewed before a subject. 54

                                                            
52
 See Reference Document A para 38 
53
 Common UN & Agency practice reported in the Investigative procedures and practices, Comparative tables AC 
January 2009 at 16 
 
  26
July 2010    
 
100 Due diligence must be taken to research all potential witnesses to identify any

reasonable suspicion of complicity in misconduct before an interview is actually

undertaken. If a reasonable suspicion is so identified, the individual must be treated as

a subject and put on notice of that fact before the interview.

101 Whether the initial information is received from a complainant, a witness

including a ‘whistle-blower’ or a third party without direct knowledge of the alleged

misconduct, the investigator will conduct an interview and record the facts in a detailed

signed statement at the earliest opportunity to accurately record the relevant facts.

Other witnesses identified should be prioritised for interview having regard for the

potential significance of the information they possess, their availability and any logistical

needs.

102 Witnesses will not be paid for information; however, IAOD will consider

reimbursement of reasonable travel expenses. 55

Subjects

103 A subject will be treated to the same standard of respect and transparent fairness

during interview as any other witness.

Notification to Subject

104 When a person is identified as a subject they will be notified in writing of the

alleged misconduct and will be requested to attend an interview and provide any

                                                                                                                                                                                                
54  
Common UN & Agency practice 
55
 See Reference Document A para 39 
  27
July 2010    
 
information which may be exculpatory or mitigating. 56

105 Normally interviews with a subject will take place after available witnesses have

been interviewed, to enable the subject to provide exculpatory or mitigating information

on the gathered evidence 57 .

106 A subject may identify further witnesses or indicate where further records can be

found. The investigator must note full details of additional potential, exculpatory

information and if necessary, seek the assistance of the subject to ensure reasonable

access. The investigator will subsequently take appropriate action to interview all

persons so named and to discover and secure the identified records.

                                                            
56
 See Reference Document A para 19 & H para 4.2  
57
 See para 99 above 
  28
July 2010    
 
F. Gathering Evidence

107 The prime purpose of an investigation is to establish whether misconduct has

taken place or not.

108 The Internal Audit Charter provides the Director, IAOD with the authority to have

unrestricted, unlimited, direct and prompt access to all of WIPO’s records, officials and

personnel holding any WIPO contractual status and to all the premises of WIPO.

109 It may be necessary to conduct a search for records or other physical evidence

on the property of WIPO. If so required the procedure will be authorised by the Director,

IAOD and conducted by two investigators and if appropriate, in the presence of the

subject. Exceptionally in the absence of the subject, it will be conducted in the presence

of an independent third party. This applies equally for hard copy or electronic records.

110 In addition it may be necessary to use assistance of internal specialists such as

the Head of ISS to search data bases and recover relevant electronic records 58 .

111 All seized records may become important evidence and exhibits in subsequent

disciplinary proceedings; and exceptionally, in national criminal or civil proceedings. 59

112 Accountability in respect of the seizure, handling and storage of this evidence is

a vital element of an investigation.

Evidence

113 Evidence is any type of proof which tends to establish or disprove a fact material

                                                            
58
 See para 131 below 
59
 See para 151 
  29
July 2010    
 
to the case. The investigatory ‘Standard of Proof’ of an internal investigation is a
60
‘balance of probability’ in accordance with the Uniform Guidelines for Investigations,

and current practices applied at WIPO. However, there are some matters, such as

fraud, which may require proof according to a higher standard.

114 An internal investigation may provide evidence in subsequent disciplinary

proceedings. This may include (but is not limited to):

 testimonial evidence, which includes direct and / or hearsay accounts of

individuals who witnessed some event or issue relevant to the investigation

 documentary evidence which includes any written information created or

received by WIPO

 electronic evidence which includes any computer data base of written, audio or

visual memory, electronic access control systems and any other physical

security system data base

 evidence gathered or obtained from WIPO premises and outside sources for the

purposes of the investigation, including video surveillance and photographic

evidence

 physical evidence which includes tangible and intangible material relevant to the

investigation, such as goods, equipment or services rendered

 forensic evidence which includes examination of electronic data, physical objects

such as disputed documents for fingerprints, DNA, indentations or identification

                                                            
60
 See Reference Document A para 12 
  30
July 2010    
 
 of printing equipment

115 Facts established during the course of an investigation may or may not be

relevant at the time of information-gathering. It is essential for an investigator to

accurately record all new information within the case file, evaluate its relevance as it

occurs; and routinely subject that judgement to review as further information is

discovered.

Evidence handling and secure storage

116 When records or other items of property are seized by an investigator, they must

be secured in suitable containers which are normally purpose-made plastic bags sealed

with a unique number, to preserve the ‘chain of continuity’ for subsequent specialist

forensic examination; and possibly for later production during disciplinary proceedings

or exceptionally in any national criminal or civil proceedings.

117 The label on the property storage bag must include details of the date, location,

and description of the evidence seized and the unique number of any seal used to

secure the bag. In addition the name of the investigator(s) responsible for the seizure

and subsequent handling must be recorded.

118 All seized property, must be stored securely within IAOD by the investigator at all

times throughout the course of the investigation, unless in transit or undergoing

specialist examination; or in subsequent legal proceedings whether inside or outside

WIPO.

119 Bulky items or large quantities of records or other property will necessitate

special containers and may require storage in alternative secure premises.

  31
July 2010    
 
120 The act of seizure and custody of a WIPO record by an investigator must be

recorded in a unique property register maintained within IAOD which accurately

describes the case reference number, date, reason and those concerned in the

subsequent handling and examination of the item.

121 If the item is subjected to forensic analysis, the date, location and name of the

analyst who takes custody of the item must be recorded; and a similar entry made when

it is returned.

122 The IAOD property register should provide direct evidence of an unbroken ‘chain

of custody’ from seizure to disposal of the property.

123 Medical information generally is normally privileged and unavailable to an

investigator’s information-gathering. However dates of medical evacuation, re-location

and financial entitlement are not privileged.

Original or copy documents

124 Normally relevant original documents should be seized to provide the best

evidence if required for forensic examination or production at a subsequent disciplinary

procedure.

125 If a copy is seized the investigator must ensure that it is a perfect reproduction of

the original, and store it in secure conditions as if it were the original document,

preserving the ‘chain of custody’ within the property register.

126 Investigators must consider the risk that an original document or other original

evidence could be altered, damaged, lost or destroyed and be able to justify why it was

  32
July 2010    
 
not seized when available.

Electronic evidence

127 The gathering of information from electronic records will normally be conducted

with the assistance of the Head of ISS.

128 Policies applicable to staff in the area of information technology include the E-

mail Guidelines 61 , an Information Security Policies Manual 62 , an Information Security

Standards Manual 63 , an Office Circular entitled WIPO Information Security Policy 64 ,

WIPO Organizational Information Security Policy 65 and an Information Security Incident

Handling Modalities. 66

129 The ISS is primarily tasked to identify, evaluate, record and rectify information

security incidents. Exceptionally in the case of alleged misconduct, they may be tasked

directly by the Director, IAOD.

130 If it is suspected that an information security incident has been caused by

misconduct rather than technical failure or an external event, the facts will be reported

immediately by the Head of ISS to the Director, IAOD and the Director IT. It is the role of

the Director, IAOD to determine whether and when an internal investigation is

required. 67

131 If the Director, IAOD decides that an investigation of alleged misconduct is

                                                            
61
 See Reference Document J 
62
 See Reference Document K 
63
 See Reference Document L 
64
 See Reference Document M 
65
 See Reference Document N 
66
 See Reference Document O 
67
 See Reference Document C section E para 14  
  33
July 2010    
 
necessary he/she will inform Head of ISS and the Director IT in writing that IAOD is

assuming responsibility for the investigation.

132 ISS will provide technical advice to IAOD, if so requested to assist an investigator

in the course of an investigation, including seizure of hard drives and forensic

examination of the data contained therein.

133 Strict handling is required for all electronic evidence seizures to avoid

compromising the ‘chain of custody’ of the potential evidence. This activity is normally

conducted by the Head of ISS personally upon the written request of the Director, IAOD

or appointed investigator.

134 ISS does not conduct formal interviews of staff members suspected of

information security incidents caused by misconduct. 68 However, the Director, IAOD

may request ISS to provide technical input to investigators planning a subject interview.

Forensic evidence

135 Generally fingerprints and DNA evidence are not sought during an internal

investigation; however, the alleged misconduct may be so serious as to justify forensic

analysis, especially if the internal investigation is being conducted in parallel with an

external criminal investigation by national authorities.

136 In these exceptional circumstances the Director, IAOD may seek the

authorization of the Director General to request the national authorities to provide

technical assistance to an internal investigation.

                                                            
68
 See Reference Document C & para 7 above 
  34
July 2010    
 
137 The Director General may lift a staff member’s functional or full diplomatic

immunity to allow the national authorities to take forensic samples and / or conduct a

forensic analysis.

138 In relation to an investigation by IAOD the Director General may authorize the

taking of fingerprint and DNA samples from a subject with their express consent.

Samples will be taken by a qualified person for comparison with marks found on

incriminating evidence.

139 It may also be necessary to take elimination samples from persons that may

have innocently handled the evidence. Similarly, such samples can only be taken with

the express authorization of the Director General and the individual concerned.

140 Forensic analysis of hard drives or other electronic data bases will normally be

conducted by the Head of ISS or a designated member of the ISS team unless the task

is too complex technically. In these exceptional circumstances, with the authority of the

Director, IAOD, the Head of ISS may use an external specialised company to undertake

the task.

  35
July 2010    
 
G. Reporting Findings

141 Investigation reports will contain a finding, conclusions, recommendations and a

summary of the facts established during the investigation, fully supported by available

evidence. The report will make detailed reference to all records seized and their

relevance to the facts. A draft report will be submitted by the investigator to the Director,

IAOD.

142 The Director, IAOD will review and submit a final report to the Director General

with comments and recommendations for action to be taken.

143 The report will remain a confidential document with no further circulation to any

staff without the express authorization of the Director, IAOD, or the Director General.

Report structure

144 The investigator may also make reference to any other apparent misconduct

discovered during the course of the investigation outside the terms of reference of the

specific investigation.

145 The Director, IAOD will consider what appropriate action should be taken and

can authorise a separate investigation of the newly disclosed facts.

146 When the investigator determines that a false complaint was made intentionally,

IAOD may recommend that the complainant be subjected to disciplinary measures

69
under the SRSR.

                                                            
69
 See Reference Document A para 43, B section X & C section D para 9 
  36
July 2010    
 
Reports into WIPO Senior Managers

147 For final investigation reports involving WIPO personnel at the Deputy Director

General and Assistant Director General levels, the Director, IAOD may also send a copy

to the Chair of the General Assemblies, to the Chair of the Audit Committee and to the

External Auditors. Should the investigation concern the Director General, the final

report shall be submitted by the Director, IAOD, to the Chairman of the WIPO

Assemblies, for any action deemed appropriate, and copied to the Chair of the Audit

Committee and the External Auditors.

Fairness

148 A subject of an investigation does not have the right to access or receive a copy

of the report unless subsequently charged with misconduct 70 . If other administration or

management action is taken as a result of the report the subject will be given a copy of

the report together with relevant supporting documentation. 71

149 Witnesses including the complainant are not entitled to see or be given a copy of

the report.

Notification of conclusion

150 The complainant will be given a brief confidential summary of the conclusion of

the investigation without breaching witness confidentiality, or the presumption of

innocence in respect of any subject. Subjects of investigation not subsequently charged

72
will be informed as appropriate.

                                                            
70
 See Reference Document A para 41 to 44 & C section E para 14 
71
 For example, see Reference Document H para 4.2 
72
 See Reference Document A para 41 
  37
July 2010    
 
H. Referral

151 The Director IOAD has been authorised by the Director General to establish a

beneficial, working relationship with the Host country authorities to enable and develop

a productive relationship of liaison between the two entities, especially when internal

and external investigations of the same allegations are conducted simultaneously. 73

152 Notwithstanding this practical operational relationship, all Host country authority

requests for information or access to IAOD investigation reports are sent formally to the

Director General for authorization.

153 IAOD investigators may be requested to provide statements to national

authorities. All such requests will be referred to the Director General for authorization.

154 Nothing in this Manual derogates from the privileges and immunities enjoyed by

WIPO as a result of the Headquarters Agreement with Switzerland dated December 9,

1970.

                                                            
73
    See Reference Document A para 45 
  38
July 2010    
 
I. Revision

155 This manual will be reviewed and revised periodically.

Nick Treen
Director, IAOD
July 30, 2010

  39
July 2010    
 
 Figure 1
Investigation Process

IAOD discovers or receives complaint of 
misconduct 

Complaint registered 
& evaluated 

Director, IAOD decides to 
Alternative Remedy
Complainant  either: take no further 
Line Manager 
action, refer to alternative 
informed  Program Manager 
remedy or investigate facts 
Joint Grievance Panel 
Ombudsman 

IO appointed & Investigation 
Plan created 
Specialist 
assistance  Subject 
Investigation 
notified 
activity 
Host country 
liaison  
Investigation report 
submitted 

Director, IAOD reviews & 
recommends either: no 
further action or disciplinary 
procedure 

Director General decides either no 
further action, or the imposition 
of sanctions (after having 
consulted the JAC in the case of 
certain sanctions)
Complainant 
informed 

  DISCIPLINE PROCEDURE 40
July 2010    
 
 

Reference Documents
(Titles hyper-linked to the WIPO Intranet)

A. Uniform Guidelines for Investigations revised 2009

B. Staff Regulations and Staff Rules revised 2009

C. WIPO Internal Audit Charter revised 2007

D. Standards of Conduct for International Civil Servants revised 2001

E. Ombudsman Office Instruction 2006

F. Joint Grievance Panel Office Instruction 2009

G. Joint Advisory Committee Office Instruction 2009

H. Personal Accountability and Financial Liability Office Instruction 2008

I. Terms of Reference of the Audit Committee revised 2008

J. E-mail Guidelines 1999

K. Information Security Policies Manual 2001

L. Information Security Standards Manual 2001

M. WIPO Information Security Policy IC 2002

N. WIPO Organizational Information Security Policy 2004

O. Information Security Incident Handling Modalities 2004

P. Safety and Security Coordination Service SOP re initial investigations 2008

Q. WIPO Investigation Policy

  41
July 2010    
 
 ABBREVIATIONS

IAOD Internal Audit and Oversight Division

HRMD Human Resources Management Division

JGP Joint Grievance Panel

SRSR Staff Regulations and Staff Rules

OLC Office of Legal Counsel

ISS Information Security Section

IT Information Technology

SSCS Security and Safety Coordination Service

SOP Standard Operating Procedure

CCTV Closed Circuit Television

DNA Deoxyribonucleic Acid 

LAN Local Area Network

SMS Short Message Service

ICS International Civil Service

IO Investigating Officer

JAC Joint Advisory Committee

  42
July 2010