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The County's hiring practices did not ensure equitable, uniform, and transparent selection of <br />candidates which may have resulted in non-compliance with applicable laws, rules, and <br />regulations. The audit recommends that the County immediately address these major issues to <br />restore integrity and public trust back into government regarding its hiring practices. <br />Furthermore, these recommendations should be implemented countywide to standardize and <br />uniform its hiring practices in compliance with human resources and civil service laws. <br />Administrative <br />While the SRC has already been eliminated, we recommend the Office of the Mayor <br />and the Department of Human Resources ensure that hiring selection rests solely with <br />the appointing authority and prevents preferential treatment of new hire candidates. This <br />may include updating policies and procedures, the County Charter, and/or the County <br />Code. <br />We further recommend the Office of the Mayor and the Department of Human <br />Resources consider implementing an independent whistleblower program and system to <br />allow anonymous complaints to be reported. <br />Monitoring and Oversight <br />We recommend the Department of Human Resources develop and implement policies <br />and procedures that address monitoring and oversight of countywide interviewing and <br />selection processes to deter, detect, and prevent questionable hiring practices and <br />ensure compliance with applicable laws, rules, and regulations. <br />We recommend the Department of Human Resources require individual hiring <br />departments to use the NeoGov system to track and monitor the status of candidates <br />during the interview and selection process. <br />Training <br />We recommend the Department of Human Resources provide mandatory on-going <br />hiring procedure and merit principles training for all employees involved in the hiring <br />process. <br />Recommendations 18 1 P age <br />