| Audit Program |
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| Program Overview |
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The Human Resource Services Division (HRSD) established the HR Audit Program in July 2001 under the authority of State Policy 10.025.01 (pdf), "Audit of Human Resource Management Practices." The purpose of the Program is to fulfill statutory obligations under ORS 240.215(2); 240.309(4); and 240.311(1) and legislative direction received during the 2001-03 budget approval process. The HR Audit Program is designed to improve the State´s human resource management practices by: 1) identifying areas of noncompliance and providing state agencies with direction on required corrective actions; and 2) identifying best practices and sharing those practices with all state agencies.
Audits reduce potential liabilities for the state associated with human resource management practices by:
- Ensuring compliance with laws, rules, and policies; and
- Identifying rules and policies that may need to be updated or clarified.
Audits also provide vital information to state agencies regarding their human resource management practices, including:
- Identifying and sharing best management practices; and
- Providing human resource management tools that promote effectiveness and efficiency.
The results of most audits are communicated through a report of audit findings. The final report describes the scope and methodology of the audit; provides a summary of the results and findings; defines conclusions and recommendations; and specifies any corrective actions required.
There are two main types of audits performed by the Program staff -- classification audits and issue-specific audits.
- Classification audits are generally performed using a random sample of positions allocated to a specific classification or groups of classifications. The audits typically include a review of the current position description and corresponding organizational chart and an interview with the current position incumbent and supervisor to determine the most appropriate: 1) classification; 2) Federal Labor Standards Act (FLSA) exemption designation; and 3) type of service. Position descriptions are also reviewed for completeness and accuracy.
- Issue-specific audits examine other human resource management practices such as compensation, recruitment and selection, appointment to state service, and workforce management. The process and procedures for issue-specific audits vary widely depending upon the scope and methodology for the audit.
Program staff also participate in special studies and reviews at the request of the Governor, legislators, or an agency.
To request additional information about the HR Audit Program by e-mail contact Jen Coney.
Final Reports
Audit Program News
Historical Program Information
Historical Final Reports
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