1. adapted from 10 Interviewing Techniques by Mary Jo McGrath Step into Interviewing: Getting to the Root of the Problem

2. Step 1 PREPARE BEFORE YOU INTERVIEW: Proper preparation will familiarize you with the totality of the circumstances. Have the accused students been involved in other incidents? Has the target been involved in other incidents? Is there anything about this incident that is a “red flag”? Does it reveal a pattern? Is it inconsistent with previous reports? adapted from 10 Interviewing Techniques by Mary Jo McGrath

3. Step 2 PREPARE THE INTERVIEW ENVIRONMENT: If possible, it’s good not to conduct the interview in the principal’s office, due to the baggage that “a trip to the principal’s office” carries with it. Someplace where the interviewee can be as confidential as possible. Particularly in the case of the target, be sensitive to whether it would be beneficial to the quality of the interview and to them to be accompanied by an adult with whom they feel comfortable. No glass walls No uncovered windows where the participants can be seen from the outside adapted from 10 Interviewing Techniques by Mary Jo McGrath

4. Step 3 EXPECT THE UNEXPECTED: Your good preparation allows you to keep an eye on what you want to know while allowing for the interview to take an unexpected turn, such as:  Recent changes in a child’s home environment  Previously unreported incidents  Witnesses you didn’t know were available to interview adapted from 10 Interviewing Techniques by Mary Jo McGrath

5. Step 4 INTERVIEW THE RIGHT PEOPLE:  Complainant and/or Target  Accused Perpetrator(s)  Witnesses  When appropriate, others who can contribute to an “Environmental Scan” adapted from 10 Interviewing Techniques by Mary Jo McGrath

6. Step 5 SET THE TONE:  “We take this seriously” – avoid being accusatory  Emotionally connected, factually impartial – watch out for playing favorites adapted from 10 Interviewing Techniques by Mary Jo McGrath

7. Step 6 ASSESS THE CREDIBILITY OF THE INTERVIEWEE : How does the witness appear during the interview? Does what he/she is saying make sense? Is it plausible? Are their statements consistent with other evidence gathered? Does the witness sound believable? Watch your tendency to judge based on past experience with the interviewee, positive or negative. adapted from 10 Interviewing Techniques by Mary Jo McGrath

8. Step 6 GET THE FACTS:  Who? When? Where? What happened?  In detail, documenting specifics  Steer away from interpretation and opinion: “He was being mean” - No “What did he say?” - Yes adapted from 10 Interviewing Techniques by Mary Jo McGrath

9. Step 7 GET THE IMPACT:  How did that make you feel?  Who was hurt? Who may have been hurt?  How were they hurt?  Who else was impacted? In what way? adapted from 10 Interviewing Techniques by Mary Jo McGrath

10. Step 8 FOLLOW THE PATH WHERE IT LEADS :  If the interviews produce contradictory stories, do follow up interviews.  When the investigation is complete and you have intervened, follow up with the target and/or the complainant to verify that your intervention was effective. adapted from 10 Interviewing Techniques by Mary Jo McGrath

11. Step 9 DOCUMENT, DOCUMENT, DOCUMENT : Doing the work without documentation is like NOT doing the work at all. Note for each interview: who was present when and where the interview was held the questions asked and the answers given, in specific, factual detail. adapted from 10 Interviewing Techniques by Mary Jo McGrath

12. Final Thoughts  The interview is the cornerstone of an investigation.  Done correctly and methodically, interviews will reveal the totality of the circumstances involved in the incident.  The root cause of the incident can only be revealed by looking at the totality of the circumstances. adapted from 10 Interviewing Techniques by Mary Jo McGrath