Adequately resourced prevention and compliance areas enable entities to perform effective countermeasures.
Allocate sufficient staffing and technical resources to enable fraud prevention and detection processes, checks and oversight.
Why this countermeasure matters
Inadequately resourced prevention and compliance processes, checks and oversight may lead to:
- matters not being dealt with
- frustrated staff, clients or third parties – this can motivate them to commit reckless fraud or allow them to rationalise fraudulent or corrupt behaviour
- staff acting in an inconsistent way or making errors resulting in higher levels of non-compliance and fraud
- staff not applying processes and controls correctly, such as identity authentication, which fraudsters can exploit
- staff not recognising inconsistencies or red flags, such as someone providing false or misleading information or evidence to support a request or claim
- poor management of fraud and corruption risks
- staff abusing their positions of trust to commit fraud or act corruptly.
How you might apply this countermeasure
Some ways to implement this countermeasure include:
- making statements that communicate fraud is an offence
- making statements that communicate the entity is actively detecting fraud and acting against fraudsters
- making statements that communicate most people perform a desired behaviour (e.g. do not defraud, behave honestly, report fraud etc.)
- making statements that influence emotions and appeal to moral identity (e.g. fraud is not a victimless crime, fraud impacts the most vulnerable and disadvantaged in our community etc.)
- media releases about the action taken against fraudsters.
How to check if your countermeasures are effective
Here are some ways to measure the effectiveness of this type of countermeasure:
- examine the processing time of claims, registrations or other activity
- monitor performance activity
- conduct quality checks
- conduct checks to see if processes are being followed properly
- conduct staff interviews
- undertake a quantitative analysis of staffing levels and training completion
- analyse program error rates and complaints
- confirm staff training needs assessments and performance agreements communicate minimum training requirements
- undertake a staff census and ask questions relevant to staffing levels
- review APS Employee Census results.