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 Staff and contractor rotation

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Staff and contractors are rotated in and out of roles or contracts to avoid familiarity.


Some examples of this type of countermeasure include:

  • Staff in high risk positions are regularly rotated.
  • Contract managers are rotated so they do not develop a conflict of interest with vendors.

Purpose of this countermeasure

Someone can provide false or misleading information or evidence to support a request or claim, or fail to disclose information that would affect their entitlement.

Additionally, a staff member can abuse their position of trust to commit fraud or act corruptly.

Acting dishonestly or abuse of public office are offences under the Criminal Code Act 1995.

Failing to adequately train staff to apply correct processes and decisions can lead to:

  • dysfunctional and obscure processes, and
  • poor management of fraud and corruption risks.

Poorly trained staff will also make more errors, which fraudsters can then exploit.


This type of control is supported by:

How do I know if my countermeasures are effective?

You can apply the following methods to measure the effectiveness of these types of countermeasures:

  • Confirm the existence of a rotation or mobility policy or best practice guidelines.
  • Confirm that the occupation of high-risk roles is reviewed regularly.
  • Review procedures or guidance to ensure clearly specifies requirements for rotation and contractor engagement.
  • Undertake quantitative analysis of staff and contractor positions and durations.

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