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 Staff are trained to apply correct processes and decisions

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Training increases the likelihood of correct processes and decisions being applied.


Some examples of this type of countermeasure include:

  • All staff must compete induction training.
  • Guidance, training, and support available to staff undertaking specific processes.
  • Staff are required to undertake Ethics and Code of Conduct training.
  • Mandatory qualifications are required/provided.

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:

  • Undertake a quantitative analysis of training completion.
  • Analyse programme error rates and complaints.
  • Ask staff about the forms, processes or systems to ensure they have a consistent understanding.
  • Confirm staff training needs assessments and performance agreements articulate minimum training requirements.
  • Undertake a staff census and particularly ask questions relevant to learning and development. Commonwealth entities can review APSC Census results.

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