Someone who dishonestly gains a personal benefit by influencing, manipulating or bribing another person to act in a desired way.
This might involve negative stimulus such as threats or intimidation, or positive stimulus such as favour or monetary kickbacks.
Recent case studies
- Five contractors provided gratuities to public officials working in the WA North Metropolitan Health Service. The contractors provided benefits including travel, restaurant meals, entertainment, cash bribes and alcohol in exchange for awarding lucrative government contracts. A report by WA Corruption and Crime Commission report states "it exposes a culture of contractors freely giving gifts and benefits to public officers, with the expectation of thereby winning work and recovering the costs of the gifts through fraud."
- A criminal syndicate coerced a Commonwealth official to leak personal information in exchange for cash. The official obtained the information from a Department of Human Services' system and texted it to alleged gang members. The criminal syndicate then used the information to assume the identities of innocent people and commit further crimes. The official pleaded guilty to participating in a criminal group, dealing in identification information and dishonestly receiving a benefit.
The methods of the coercer are countered by measures that support probity, information security, oversight and deterrence.
Key countermeasures include:
- Integrity checks and suitability reviews
- Managerial, independent or expert oversight
- Self-disclosure and reporting mechanisms
- System or physical access controls
- User permissions
- Sensitive information controls
- Segregation of duties are applied
- Requests, claims or activities are approved by the appropriate decision-maker
- Data protected from manipulation or misuse
- Data loss protections
- Staff are trained and supported to identify and report fraud and corruption
- Tip-offs and Public Interest Disclosures
- Internal or external audits or reviews
- Documentation and evidence storage
- Separation and termination processes.
Other countermeasures include:
- Positive workplace culture
- Governance, accountability and oversight
- Collaboration with strategic partners
- Legislation and policy
- Procedural instructions or guidance
- Decision-making powers are clearly defined
- Help and support
- Staff are trained to apply correct processes and decisions
- Staff and contractor rotation
- A specific form, process or system must be used
- Requests or claims are randomly allocated for processing
- Requests or claims are processed by a limited number of staff
- Quality assurance checks
- Automatic notification of high-risk activities and transactions
- Complaints about poor or anomalous outcomes
- Reconciliation (accounting)
- Activity reporting
- Exception reporting
- Fraud detection programs
- Audit logging
- Video or electronic surveillance
- Trained fraud analysts and investigators
- Fraud investigations
- Penalties for fraud and non-compliance with rules, processes and expectations are enforced.
Download an A3 printable summary of the fraudster personas. If you require these documents in a different accessible format please contact firstname.lastname@example.org.