Assemble a multidisciplinary threat assessment team spanning HR, security, legal and employee assistance roles.
Security Management
Workplace Violence Threat Assessment and Case Management Teams
Prepares HR, security and legal professionals to build multidisciplinary threat assessment teams that evaluate workplace violence risk and manage cases through documented, defensible processes.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
Most workplace violence incidents are preceded by observable warning behaviour, yet many organisations still have no process to bring together the people who each hold a piece of that picture: a manager who noticed a change in behaviour, an HR partner handling a grievance, a security officer who logged a car park altercation and an employee assistance provider aware of personal stress. This course builds a multidisciplinary threat assessment team model that combines those perspectives into a single documented process, using a structured behavioural threat assessment method to evaluate reported concerns rather than relying on instinct or hearsay. Participants learn to distinguish disciplinary and performance issues from genuine threat indicators, manage cases through defined stages from initial report to resolution, and coordinate sensitive situations such as domestic violence spillover into the workplace and return-to-work risk management after a threatening incident. Sessions cover legal considerations, including privacy, employment law and the limits of information sharing between HR, security and law enforcement, and the documentation standards that protect both the organisation and the employee being assessed. The course closes with a tabletop exercise in which participants run a full case from initial report through to a documented management plan.
Expected Learning Outcomes
Apply a structured behavioural threat assessment method to evaluate reported concerns about an individual.
Distinguish disciplinary and performance issues from behaviour that warrants formal threat assessment.
Manage cases through defined stages, from initial report to resolution and ongoing monitoring.
Coordinate response to domestic violence spillover and return-to-work risk after a threatening incident.
Apply privacy and employment law considerations to information sharing across the threat assessment team.
Document assessment decisions and management plans to a standard that withstands legal and audit scrutiny.
Who Should Attend
Human resources business partners who receive and triage reports of concerning employee behaviour.
Corporate security managers building or leading a workplace threat assessment programme.
Employment lawyers and compliance officers advising on threat assessment process and documentation.
Employee assistance programme coordinators participating in case management for at-risk employees.
Facilities and site security officers who observe and report behavioural warning signs on-site.
Occupational health professionals assessing return-to-work risk after a workplace violence incident.
Course Modules
Select any module to see its sessions and points.
01Building the Multidisciplinary Threat Assessment Team
2 sessions · 8 points
Session 1Team Composition and Governance
- Assemble a threat assessment team drawing on HR, security, legal and employee assistance expertise.
- Define roles, decision authority and escalation paths within the threat assessment team charter.
- Establish reporting channels that make it easy for managers and employees to raise concerns early.
- Train the wider workforce to recognise and report warning behaviour without over-reporting benign conduct.
Session 2Distinguishing Discipline from Threat Assessment
- Differentiate performance and conduct issues from behaviour indicating a genuine threat of violence.
- Apply screening criteria that route reports to either standard HR process or threat assessment review.
- Recognise insider threat behavioural indicators relevant to workplace violence risk specifically.
- Avoid assessment triggers based on protected characteristics rather than documented behaviour.
02Behavioural Threat Assessment Methodology
2 sessions · 8 points
Session 1Applying a Structured Assessment Method
- Apply a structured behavioural threat assessment method to gather and weigh relevant information.
- Interview reporting parties, witnesses and, where appropriate, the subject of the assessment.
- Assess situational factors, including recent stressors, grievances and access to weapons or victims.
- Reach a documented risk determination that supports a proportionate management response.
Session 2Case Management Through Defined Stages
- Move cases through defined stages from initial report, triage and assessment to management planning.
- Assign monitoring responsibilities and review dates so cases are not closed prematurely.
- Coordinate management plan actions across HR, security and management without duplicating effort.
- Escalate cases to law enforcement when the assessed risk exceeds the organisation's management capacity.
03Sensitive and Complex Case Scenarios
2 sessions · 8 points
Session 1Domestic Violence Spillover into the Workplace
- Recognise indicators that domestic violence risk may extend into an employee's workplace.
- Coordinate protective measures, including schedule changes and facility access adjustments, with the employee's consent.
- Balance confidentiality requests against the safety needs of coworkers who may be affected.
- Liaise with law enforcement and protective order processes where the employee requests support.
Session 2Return-to-Work and Ongoing Risk Management
- Assess return-to-work risk following a threatening incident or extended leave of absence.
- Coordinate occupational health, security and management input into a phased return plan.
- Define monitoring and check-in procedures for employees returning under an active management plan.
- Review return-to-work outcomes to confirm the risk level has genuinely reduced over time.
04Legal Considerations and Documentation Standards
2 sessions · 8 points
Session 1Privacy, Employment Law and Information Sharing
- Apply privacy and employment law principles to information sharing within the assessment team.
- Determine what information can be shared with managers, coworkers and external parties, and when.
- Coordinate with legal counsel before taking employment action based on assessment findings.
- Review information-sharing practices periodically against changing privacy and employment regulation.
Session 2Documentation and Programme Evaluation
- Document assessment decisions, evidence considered and management plans to a defensible standard.
- Retain case records in a manner that satisfies legal requirements and future reference needs.
- Audit closed cases periodically to confirm the process was followed consistently across the team.
- Report programme metrics, such as case volume and outcomes, to senior leadership annually.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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