2017-03 Performance Audit Report: County of Hawai'i's Department of Human Resources Hiring Practices

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Caretaker I) were selected since the positions were open -competitive recruitments on a continuous basis for three years resulting in a large and ever changing referred list. The fourth class of work (Scale Attendant) was selected because the SRC did not follow uniform written procedures. Recruitments in 2017 were not reviewed due to a hiring freeze enacted by current Administration. The hiring freeze was in effect until departments updated their procedures. We reviewed updated interview and selection policies and procedures implemented by DEM, DPW, Finance, and P&R in December 2016 and January 2017. We conducted this performance audit in accordance with generally accepted government auditing standards. Those standards require that we plan and perform the audit to obtain sufficient, appropriate evidence to provide a reasonable basis for our findings and conclusions based on our audit objectives. We believe the evidence obtained provides a reasonable basis for our findings and conclusions based on our audit objectives. Our conclusions on the effectiveness of these controls are detailed within this report. We thank the Department of Human Resources, Recruitment and Examination Division staff, and all other departments that provided us information, assistance, and cooperation during this audit. Management generally agreed with the comments and recommendations in this report. Their complete response to this audit can be found on page 20: Department's Comments. Commendations & Noteworthy Accomplishments We are pleased to report that the new Office of the Mayor and the Department of Human Resources (DHR) has taken a proactive role in strengthening certain controls we identified as weaknesses during the course of the audit. Additionally, we appreciate the cooperation exhibited by DHR and the departments and their willingness to implement many of our recommendations. For instance, DHR has asserted they have: • communicated to all the departments, that the Office of the Mayor and DHR will not be involve in the hiring selection process and eliminated the Staffing Review Committee (SRC); established a template for interview and selection procedures to include a more uniform and transparent process; closed all open -competitive recruitments on a continuous basis that were not "difficult -to - fill"; assisted departments with conducting skill set criteria evaluation; and • provided mandatory training (e.g., interview, skill set development evaluation, etc.) to those responsible for hiring. In addition, DEM consistently followed policies and procedures in their interviewing and selection processes throughout the audit period. Commendations &Noteworthy Accomplishments 8 1 P a g e