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<br /> <br />Page 37 <br />1 <br />had adequate controls, so we went down to four <br />2 <br />departments. We then focused on four of those <br /> <br />3 <br />positions within those departments that was selected <br />4 <br />using risk-based criteria. <br />5 <br />Basically, we looked at the amount of <br />6 <br />vacancies/the amount of turnover in certain position <br />7 <br />classes and focused our attention on that. The reason <br />8 <br />we do a risk-based analysis instead of like a <br />9 <br />statistical sample is it's proven to get the biggest <br />10 <br />bang for your buck, you know. We don't waste a lot of <br />11 <br />time and effort looking at things that are okay. <br />12 <br />The point of our audit is to find the <br />13 <br />discrepancies between best practices and criteria and <br />14 <br />what is actually going on. And so, it's not beneficial <br />15 <br />to the County, necessarily, to go through and look at <br />16 <br />things that are okay. And that's why we do give credit <br />17 <br />to the departments that were okay. <br />18 <br />Based on those testing that we did, we did <br />19 <br />find substantial errors. We did find 91 percent -- I <br />20 <br />think 42 out of 46 positions -- there was something <br />21 <br />wrong, either interviews weren't conducted, the same <br />22 <br />amount of vacancies that were available were <br />23 <br />interviewed, documentation wasn't retained, et cetera. <br />24 <br />And that's all spelled out in the report. <br />25 <br />Based off of those conditions, we identified <br /> <br />ISLAND COURT REPORTING & TRANSCRIPTION SERVICES <br />(808) 933-9800 <br /> <br />