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

Home

0 14 instances within two departments (P&R and DPW) where the number of interviews were the same as vacancies even though there was a large referred list. Some departments did not conduct employment reference checks and did not comply with records retention requirements. Best practices, as well as DHR Filling Positions procedures (Selection Guidelines, II.), recommends conducting employment reference checks of potential candidates. 0 22 instances within two departments (P&R and DPW) where they inconsistently conducted between zero and two reference checks for new hires. In addition, they did not retain documentation of employment reference checks for the required retention period (three years). One department did not conduct and retain assessment exercises/practical tests. State law (HRS §76-1 (2)) ensures impartial selection of individuals for public service by means of competitive tests which are fair, objective, and practical. The DHR Filling Positions procedures (Selection Guidelines I.A) provides guidance on how to select candidates which includes ajob-related assessment. 0 11 instances within one department (P&R) where they did not conduct assessment exercises and/or practical tests to assess appropriate skills and ability to perform the essential job duties over and beyond the minimum qualifications. Some departments did not use DHR's referred list correctly. The referred list provides hiring departments with the names of eligible applicants based on location and availability and meeting minimum qualifications. The individual department procedures all require using the referred list to identify the applicants to be interviewed. By using a referred list, the departments help ensure that all candidates are considered. 0 18 total instances within three departments (P&R, DPW, and Finance) where they did not use DHR's referred list correctly: ■ 3 instances within two departments (DPW & P&R) where the department made job offers to potential candidates either prior to interviews and/or before DHR referred the appropriate eligibility list for recruitments of specific vacant positions based on location and availability. ■ 2 instances within one department (DPW) where the department did not use the appropriate referred list for the specific vacant position. ■ 9 instances within three departments (P&R, DPW, and Finance) where the department conducted interviews prior to receiving the referred list from DHR for specific vacant positions. Audit Results 13 1 P a g e