7 Ugly truths about compliance: A primer for new chief compliance officers


Many compliance officers live in hope that if they ramp up their persuasive skills, engage employees with spectacular training presentations, and provide succinct and prompt advice, they will receive the respect and recognition that they deserve. Unfortunately, despite all best efforts, compliance officers will struggle to be heard.

For those that have just received the dubious honor of Chief Compliance Officer, here are seven ugly truths you should understand on day one.

  1. No one reads the compliance manual.

Despite all the hard work compliance officers put into the regulatory compliance manual, no one reads it. That may be an overstatement, but, for the most part, employees remain blissfully unaware that the manual contains policies and procedures for many daily activities, until the Chief Compliance Officer discovers an issue, or a regulator points out a specific passage during an exam.

My advice is to consider engaging employees in the drafting and revision of the compliance manual. Set up a meeting with each area within the firm to go over the sections of the manual that apply to that area. Revise the procedures based on input received, and require supervisors to review and approve them. Supervisors then have accountability for those procedures.

Another approach is to read the manual to the employees by providing frequent training. Having short, focused training presentations can be very effective. (Free food is also a big draw.) Consider tailoring training to specific areas of the firm, and work with the supervisor to set the agenda and the best date and time for the presentation. Schedule training during periods when the attendees are generally less busy. Request input from the supervisor to ensure you cover topics that he or she identifies as problem areas, even if they may not necessarily be compliance related. Show your willingness to help advance firm-wide goals, as well as your own.

Development of a good compliance program is a process; it takes time for everyone to understand their roles. By presenting yourself as a resource and taking the time to discuss the goals of the program, the more buy in you will get. This process can take years, so be patient…Click HERE to read full article.