|Effective Date:||Expiration Date:||Chapters:|
|Nov. 3, 2022||Sept. 30, 2023||1 3 4 8 12 19 36|
To minimize financial liability and decrease government waste, and in accordance with federal and local statutes and regulations, the District of Columbia Department of Human Resources (DCHR) performs audits of agency human capital programs. This issuance explains the audit process to subordinate agencies and independent agencies and identifies the upcoming audits for Fiscal Year 2023.
DCHR conducts audits to decrease financial liability, eliminate government waste, and improve operational efficiencies. Depending on the nature of an audit, DCHR conducts its audits annually, semiannually, or quarterly. Each audit addresses one or more of the following areas:
Audits are designed to review employee engagement in relation to the agency’s mission. These audits assess vision statements, employee engagement programs, and talent.
Audits involving reviews of Personnel Action Records (PAR) and pay practices. These audits include a review of all corresponding records and information and focus on compliance with the District Personnel Manual (DPM) and the District of Columbia Municipal Regulations (DCMR).
Audits focused on practices regulated by laws such as the Affordable Care Act (ACA), Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), Immigration and Nationality Act (INA), and the equal employment opportunity statutes. These audits will review practices, including processing, records management, and suitability analysis.
DCHR audits occur through a series of phases, which include research, engagement, evaluation, reporting, and follow-up.
During this initial phase, the audit team gathers preliminary information specific to the audit requirements, which may include documents, records, and interviews.
The team communicates the nature of the audit to the impacted agency by engaging in conversations with the agency’s Human Resources Officer and, if necessary, the General Counsel. Any supplemental or clarifying information is obtained at this time. The audit team may coordinate with administrations within DCHR for logistical support.
The team conducts an evaluation of the assembled data to determine whether programs and operations are functioning as intended.
The audit team develops and drafts an internal report. If needed, the team will share the draft with the relevant Deputy Mayor and Agency Head and schedule meetings to discuss the audit findings. Once approved, DCHR issues the final report to the necessary parties or entities.
The audit team follows up within 60-90 days of issuing the report to verify that the audited agency has taken the agreed-upon actions and corrected any deficiencies effectively.
DCHR plans various audits for each fiscal year that reflect the areas discussed previously. For FY2023, the planned audits, in order of priority, are as follows:
The provisions of this issuance apply to all subordinate agencies of the Mayor and independent agencies.
For additional information regarding the topics and requirements for some of the HR Audits for FY23, please refer to the following EDPM sections, issuances, and statutes.
Issued by Interim Director E. Lindsey Maxwell II, Esq., D.C. Department of Human Resources on Nov. 3, 2022, 11:01 a.m.