HUD's Subaward Data on USASpending.gov were not Complete nor Accurate
Integrate FFATA reporting requirements into program monitoring procedures for all programs and conduct regular reviews to assess compliance.
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HUD's Subaward Data on USASpending.gov were not Complete nor Accurate
Update and expand the guidance on FFATA subaward reporting requirements provided to prime award recipients by (1) updating program website(s) with comprehensive information about FFATA, (2) implementing training, (3) issuing formal communication, and (4) implementing a feedback mechanism to ensure that all prime award recipients have the opportunity to share challenges with HUD and ask questions.
HUD's Subaward Data on USASpending.gov were not Complete nor Accurate
Work with the prime award recipients that had subaward reporting deficiencies to ensure that their subaward information is reported or reported accurately.
Management Alert - Action Is Needed From HUD Leadership To Resolve Systemic Challenges With Improper Payments
Develop and execute a detailed plan and timeline for both testing and reporting estimates of improper payments in the PIH-TBRA and PBRA programs in compliance with Federal law and OMB guidance.
Status
End of Preliminary Research – Program Management Improvement Accountability Act of 2016
The Office of Evaluation began preliminary research related to the Program Management Improvement Accountability Act (PMIAA) of 2016. The objective was to determine how HUD has implemented and complied with the requirements of PMIAA. After completing informational interviews with HUD officials and reviewing related documentation, we have determined that a full evaluation is premature at this time because HUD is still implementing key elements of PMIAA.
HUD Could Improve Its Field Service Management Quality Assurance Surveillance Plans
We audited the U.S.
HUD's Recruitment Efforts To Address Underrepresentation of Employees Who Identify as Hispanic or Latino
The Office of Evaluation is initiating an evaluation of HUD’s recruitment efforts to address underrepresentation of employees who identify as Hispanic or Latino. Our objectives are to (1) determine the status of HUD’s recruitment plans to address the underrepresentation of employees who identify as Hispanic or Latino and (2) identify how HUD tracks the effectiveness of its recruitment actions to increase representation of employees who identify as Hispanic or Latino.
U.S Department of Housing and Urban Development's Employee Retention
The Office of Evaluation is initiating an evaluation of HUD’s employee retention. Our objectives are to: 1. To determine whether HUD has a high voluntary separation rate relative to similar agencies, and which program offices or demographic groups, if any, have high rates relative to HUD’s overall rate or to equivalent groups in similar agencies. 2. To determine what retention-relevant programs HUD employs and the extent to which program offices are using those programs. 3. To determine the extent to which HUD’s retention-related strategies are aligned with best practices.
HUD Did Not Always Comply With Its Internal Guide When Transitioning Offices From Mandatory to Maximum Telework During the COVID-19 Pandemic
We audited the U.S.
Opportunities Exist To Improve the U.S. Department of Housing and Urban Development’s Hiring Process
While some of HUD’s efforts to improve its hiring and human capital functions and reduce its average time-to-hire have been successful, HUD’s hiring process overall was not efficient. HUD’s Office of the Chief Human Capital Officer (OCHCO), which is responsible for developing and implementing policies and procedures associated with human capital management, set a goal to reduce the average time-to-hire but did not meet this goal. OCHCO must implement efforts to improve HUD’s hiring and human capital functions and increase hiring efficiency, as defined in its own hum