DB-FPX-8410 Assessment 2: Employee Complaint Analysis & Corrective Action Plan
DB-FPX-8410 Assessment Overview
This doctoral-level DB-FPX-8410 Assessment 2 sample demonstrates how to investigate an employee complaint, synthesize evidence, determine root causes, and design corrective actions that satisfy executive leadership and HR compliance teams. The paper follows Capella's DBA requirements for data transparency, stakeholder alignment, and ethical decision making.
Course: DB-FPX-8410 – Business Strategy and Innovation | Author: Lauren Phillips, DBA Candidate | Organization: Apex Financial Services | Date: November 22, 2025
Key Employee Complaint Analysis Skills Demonstrated
- Investigation Planning: Built a seven-step investigative framework covering intake interviews, evidence tagging, confidentiality controls, and legal counsel alignment.
- Root Cause Analytics: Used the 5 Whys technique, trend dashboards, and qualitative sentiment coding to trace recurring themes driving the complaint.
- Regulatory Compliance: Mapped findings to Title VII, EEOC retaliation guidance, and corporate HR policy 6.2 for defensible recommendations.
- Conflict Resolution Strategy: Designed mediation scripts, coaching plans, and escalation paths to rebuild trust between the complaining employee and management.
- Executive Reporting: Delivered a data-driven executive summary with risk scoring, KPI projections, and a 90-day corrective action roadmap.
Complaint Background & Stakeholder Map
The complaint originated from a senior financial analyst who alleged discriminatory workload assignments and retaliatory remarks from her direct manager. The investigation team documented every interaction, mapped the reporting chain, and identified six stakeholders whose interviews were required to maintain neutrality and due process.
Evidence Collection & Analysis Methods
The learner cataloged 27 artifacts including Teams chat logs, HRIS performance notes, badge swipe reports, and peer witness statements. A crosswalk table linked each artifact to policy clauses, while text analytics software highlighted repeated themes such as "public criticism" and "unequal client exposure." The resulting evidence matrix fed directly into the executive summary and Appendix B risk chart.
- Data Integrity: Metadata checks ensured screenshots matched server timestamps and could withstand legal discovery.
- Bias Mitigation: Interview scripts were standardized to avoid leading questions and were reviewed by corporate counsel.
- Benchmarking: The complaint trends were compared to SHRM's 2024 Employee Relations Dashboard to quantify deviation from industry norms.
Root Cause & Policy Alignment
Analysis revealed three systemic gaps: inconsistent workload allocation, lack of escalation transparency, and insufficient manager coaching. Each gap was mapped to organizational policy (HR 2.1, HR 4.3) and EEOC guidance to justify corrective actions. Fishbone diagrams and an executive heat map translated qualitative feedback into clear decision criteria.
Corrective Action & Mediation Plan
The corrective plan included immediate safeguards, a 30-day mediation schedule, and a 90-day cultural reset program. Coaching modules emphasized inclusive delegation, while a performance KPI scorecard monitored remediation progress. The mediation scripts integrated transformative mediation language and restorative justice prompts to rebuild trust.
- Immediate Safeguards: Adjusted reporting lines and provided neutral HR observers for team meetings.
- Mediation Tactics: Two facilitated sessions, reflective listening questions, and a commitment-to-action worksheet signed by both parties.
- Long-Term Monitoring: Quarterly pulse surveys, manager 360 feedback, and automated alerts when workload variance exceeds 12%.
Results & Executive Impact
After implementation, employee satisfaction within the finance department increased 18 points, while complaint reopen rates fell to zero over 90 days. Executive leadership adopted the scorecard template enterprise-wide, and Legal noted the documentation meets discovery-readiness standards should litigation arise.
Why This DB-FPX-8410 Assignment Excels
- Translates qualitative complaints into measurable KPIs and risk dashboards.
- Aligns every recommendation with EEOC, Title VII, and internal HR governance language.
- Showcases advanced data visualization, executive communication, and evidence-based decision making.
- Demonstrates professional tone appropriate for C-suite consumption and legal review.
- Integrates ethics, compliance, and employee well-being in a single strategic narrative.
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