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Línea Directa

REPORTAR FRAUDE, DESPERDICIO O ABUSO
Septiembre 30, 2008
  • Deputy Secretary
2008-CH-0003
2008-ch-0003.pdf

The U.S. Department of Housing and Urban Development's (HUD) Office of Inspector General reviewed HUD's management of human resources. We initiated the review based on our annual audit plan and our strategic plan to help HUD resolve its major management challenges. The review also addressed a complaint to our Hotline regarding the adequacy of HUD's Total Estimation and Allocation Mechanism (TEAM) system. Our objectives were to determine the adequacy of HUD's staffing resources in meeting its program objectives and whether HUD's offices used HUD's Resource Estimation and Allocation Process (REAP) studies when they had the ability to hire. This is the second of three audit reports planned on HUD's management of its human resources.

HUD lacked a valid basis for assessing its human resource needs and allocating staff within its program offices. Three of the five offices statistically selected for review could not provide adequate documentation to support their assessment of human resource needs and allocation of staff among their headquarters and field office locations. As a result, HUD lacked assurance that its allocation of staff was based on supportable need and it accurately determined the human resources required to meet its performance goals under the Government Performance Results Act (GPRA).

HUD's program offices used the REAP studies when they had the ability to hire; however, they lacked adequate documentation to support their hiring practices. In particular, five of the seven HUD program offices selected for review were unable to provide adequate documentation to support their hiring of staff. As a result, HUD lacked assurance that its program offices' hiring was appropriate.

Lastly, the complainant's allegation regarding the adequacy of HUD's TEAM system lacked a supportable basis as he did not have a complete understanding of the system.

We recommend that HUD's Chief Financial Officer implement a plan detailing how HUD's program offices will use REAP and the TEAM systems to determine which program offices need to be reassessed, continue providing training, and obtain feedback from the Office of Fair Housing and Equal Opportunity regarding the pilot of the TEAM system's allocation module. If the pilot is determined to be successful, HUD's Chief Financial Officer should take the necessary steps to implement the allocation module in HUD's other program offices.