Desk Audits. The Department or its designee may monitor compliance of financial records by desk audits. Audits may be supplemented by phone interviews with financial staff in the juvenile probation department, county auditor’s office, and county treasurer’s’ office. Findings will result in a performance rating profile report or a Non - Compliance Citation Report (NCCR). Grantee shall ensure its agents comply with all requests for information during the course of the audit.
Desk Audits. The Department may monitor compliance with standard or grant requirements by a desk audit, which includes review of select records and program documentation. Grantee shall make available to the Department any written policies and procedures, juvenile and staff records, juvenile board documentation, and other applicable documents. The review of written documentation and materials may be supplemented by phone interviews with select staff and/or juveniles. Findings will result in a performance rating profile report or a Non-Compliance Citation Report (NCCR). Grantee shall ensure its agents will comply with all requests for information during the course of a desk audit by the Department or its authorized designee.
Desk Audits. Upon request of the employee or his/her Department Head, the Human Resources Department shall, within ninety (90) days if possible, audit the position of the employee to determine if he/she is working out of classification. If the audit determines that the employee has been working in the higher class, the employee shall receive back pay to the date of the beginning of the closest pay period that the position description questionnaire was received by the employee's supervisor. In the event the City reclassifies a position from a lower level classification to a higher level classification, an incumbent occupying such position shall be reclassified without competitive examination provided s/he has performed the duties of the new class for one year and has not received an unsatisfactory evaluation during that period. All other employees shall pass an examination for the higher class and shall serve the normal probationary period. There will be a maximum of one (1) audit in a twelve (12) month period unless the employee is assigned to a different job in which case there may be a second audit in a twelve
Desk Audits. A) Desk Audits are the process by which the Essex County Personnel Officer determines if an employee is being asked to perform duties which are appropriate for the Title and Classification of the position being held by that individual. Section 61 subsection 2., of the New York State Civil Service Law provides, in part, “that no person shall be appointed, promoted or employed under any title not appropriate to the duties to be performed".,
B) Desk Audits may result in one of three possible actions as follows:
1) The work may be found to be appropriate for the position and no action needs to be taken.
2) The work may be out of title and the employee may need to be moved to a different title, which in the competitive class may mean additional testing requirements. The movement of the employee may be in a higher, lower or equal grade level.
3) The Appointing Authority may choose to adjust the work assignments to properly reflect the title which the employee holds.
C) If an employee feels a Desk Audit is appropriate the process to request the same is as follows:
1) Request in writing directly to the Appointing Authority for a Desk Audit, with a copy of such letter to be sent directly to the Personnel Officer
2) Request in writing directly to the Personnel Officer for a Desk Audit, in this case the Personnel Officer will notify the Appointing Authority of such request.
D) A Desk Audit may also occur by request of the Appointing Authority directly to the Personnel Officer.
E) Desk Audits shall be undertaken and completed within six (6) months of when the request is received in writing by the Personnel Officer.
Desk Audits. Upon request of the employee or his or her Department Head, the Human Resources Department shall, within ninety (90) days if possible, audit the position of the employee to determine if he or she is working out of classification. If the audit determines that the employee has been working in the higher class, the employee shall receive back pay to the payroll period closest to the date the position description questionnaire was received by the employee's supervisor. There will be a maximum of one (1) audit in a twenty-four (24) month period unless the employee is assigned to a different job in which case there may be another audit. This Section 14.5 (Desk Audits) is not applicable to salary equity reviews when the assignment fits within the existing classification. Reclassification or reallocation of positions shall not be used as a mechanism, the sole purpose of which is to improperly circumvent the provisions of this MOU, including provisions relating to layoff, transfer, demotion, or promotion. Upon request, the City will provide the Union with a written yearly report of audits affecting Local 1 classification requested and performed.
Desk Audits. Employees who have completed their six-month probationary period, may request, in writing, a desk audit. Employees, in collaboration with their supervisor, should review and submit (if applicable) an updated position description at this time. Any edits will be forwarded to the President and Human Resources Department for final approval. The College will, within 30 days of the request, either perform the desk audit or give written reasons as to why the request will not be granted.
Desk Audits. Headquarters and Regional Classifiers may continue to make visits or telephone calls to field position locations to conduct desk audits of the different Service positions. Notice of the visit of the classifier will be posted as far in advance as possible on the bulletin board of the station he or she intends to visit.
Desk Audits. The Supervisor will notify the employee whenever a desk audit results in a finding affecting title, series or grade level. The employee may request Union representation concerning this notification. The results of the Employer's audits of positions will be made available to an employee upon his/her request.
Desk Audits. A. Desk Audit Requests Desk audits may occur by request of an employee or with the approval of the employee, by the Union or at the discretion of the Agency. Employees may request a desk audit by notifying their supervisor. Upon such notification, the Agency will acknowledge receipt of the request within ten (10) calendar days or provide an estimate of the additional time needed to reply.
B. Non-employee or Union Initiated Desk Audits An employee(s) whose position is the subject of a desk audit, and the Union, will be provided timely notice by the Agency prior to the desk audit. Notices will identify the employee(s), position, the reason the audit is being conducted, and propose a time for the audit.
C. Discussion with Employee and Union During an agency desk audit, the employee and Union representative may discuss the audit with the employee’s supervisor and other involved Agency officials (e.g., Human Resources staff). Upon completion of the audit, the Agency shall designate an official to discuss the findings with the employee and the representative.
D. Location of Desk Audit As appropriate, desk audits will be performed at the employee's workstation.
E. Completion of Desk Audits When a desk audit is conducted it will be completed within 180 days of the Union or employee request. This time frame may be extended by mutual consent following Agency notification to the Union, prior to the expiration of time and will include an estimate of necessary time for completion
Desk Audits. Absent extenuating circumstances, the Union will be provided at least five work days notice prior to the desk audit of an employee in the bargaining unit and may briefly consult with such an employee upon receipt of such notice. Notices will identify the employee, position, and the reason the audit is being conducted. In addition, where the Office of Personnel Management (OPM) has notified the Department that it intends to conduct an audit of a bargaining unit employee pursuant to a classification appeal, the Department will notify the Union.
