Update its policies and procedures to require grantees to identify the reason for variances between the actual and projected expenditures to enhance CPD’s oversight.

Update monitoring exhibit 6-1 to include (1) reasons for differences between actual and estimated projections and (2) a question to determine whether the grantee is meeting the timelines established and if the timelines are not met, providing reasons.

Update policies and procedures to require CPD staff to sufficiently document its basis for conclusions to meet the monitoring handbook and QPR checklist requirements and intentions.

Consider suggestions made by grantees to assist with the progress of spending funds and provide support for the guidance it plans to share with grantees based on these suggestions. (See bullets under Grantees Generally Considered CPD’s Assistance With the Progress of Their Grants Helpful.)

Standardize position descriptions and job analyses for mission-critical occupations, high-risk occupations, and positions with high-volume staffing needs.

Develop and share best practices with HUD’s program offices on how hiring managers can execute hiring process responsibilities to meet timeliness goals.

Determine the cause for the variations in the timeliness of the preemployment and security checks step in FY 2017, 2018, and 2019 and develop appropriate process improvements.

Develop and document comprehensive reference documents on the hiring processes, procedures, roles, and responsibilities.

Develop and implement regular training for process owners on the hiring process.

Create and implement a knowledge management strategy, such as developing standard operating procedures, reference sheets, and program office fact sheets. Corrective Action Taken OCHCO developed and implemented client profiles for each HUD program office to address knowledge loss Read More

Conduct a feasibility study for an automated POL.

Develop and implement time-to-hire goals that account for each hiring process step.

Develop and document methodologies on how OCHCO calculates hiring metrics to ensure that its hiring metrics and hiring goals align across all of its data sources, including the POL, the human capital dashboard, and the HCOP.

Track the quality of candidates as measured by the hiring officials.

Track the number of recruit attempts that result in a selection, the number of recruit attempts that result in a successful hire, and the number of positions that are reposted due to unsuccessful first recruit attempts.

Director for the Office of Field Management ensure that the CDBG-DR risk analysis worksheet includes risk factors that show the measurement of performance outputs to determine completed activities.

Director for the Office of Field Management update the risk analysis guidance for CDBG-DR grants to include the assessment of the likelihood of risk occurrence to help inform management which critical risks to address during monitoring.

Director for the DRSI Division ensure that monitoring strategies correlate to the high-risk areas identified during the risk analysis and are in compliance with the central risk factor categories identified in HUD’s Monitoring Desk Guide.

Ensure that CPD personnel that plan for, award, and manage grants and other forms of financial assistance receive formal risk analysis training.

Develop and implement procedures to ensure that it maintains documentation to show that it selected participants from its waiting list in accordance with applicable requirements.