Define the workforce event
Set the joiner, mover or leaver decision, access consequences and confidence required for the intended role or project.
HCIIF IN PRACTICE · PEOPLE, WORKFORCE AND IDENTITY
One role change.
Several different records.
An employee moves from one project to another. The HR record is updated, but project allocation, organisational directories and role-based access do not change consistently.
The information
challenge.
Access decisions are only as reliable as the workforce information behind them.
HR, line management, project teams, security and technology services may each hold part of the employee’s current position. When those records conflict, the individual may retain access they no longer need while waiting for access required in the new role.
A technically effective IdAM or RBAC solution cannot create confidence in incomplete, outdated or poorly governed source information.
Assess the workforce information
Use ECAM to assess identity, status, role, project and manager records and the authority behind them.
Verify at the point of access
Expose record conflicts and the Confidence Gap before accountable owners grant, amend or remove access.
Govern access through change
Use the IIP to carry the confidence basis, approvals and reassessment triggers into IdAM and RBAC as circumstances change.
ILLUSTRATIVE INFORMATION INTEGRITY PASSPORT
What confidence is justified?
- Confidence basis
- Employment status and role are confirmed by authoritative sources; project assignment and access need are approved by accountable owners.
- Justified reliance
- Sufficient to grant, amend or remove access for the defined role and purpose.
- Accountability
- HR, the line manager, project owner, security and technology teams retain clear responsibilities across the JML process.
- Confidence Drift and reassessment
- A role, project, contract, location, manager, employment status or risk-profile change.
HCIIF difference
HCIIF tests whether workforce information is sufficiently current and authoritative for this access decision, rather than assuming one system holds the complete truth.
This example illustrates information-integrity management. It does not prescribe a specific HR, IdAM or access-control design.