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Record #: F2021-60   
Type: Report Status: Placed on File
Intro date: 7/21/2021 Current Controlling Legislative Body:
Final action: 7/21/2021
Title: Inspector General's follow-up to audit on Department of Human Resources' employee performance evaluation
Sponsors: Dept./Agency
Topic: CITY DEPARTMENTS/AGENCIES - Human Resources, - CITY DEPARTMENTS/AGENCIES - Inspector General, - REPORTS - Miscellaneous
Attachments: 1. F2021-60.pdf










































CITY OF CHICAGO OFFICE OF INSPECTOR GENERAL 740 NORTH SEDGWICK STREET, SUITE 200 CHICAGO, ILLINOIS 60654
JOSEPH M. FERGUSON TELEPHONE: (773) 478-7799
INSPECTOR GENERAL FAX: (773) 478-3949
JULY 13, 2021
TO THE MAYOR, CITY COUNCIL, CITY CLERK, CITY TREASURER, AND COMMUNITY MEMBERS OF THE CITY OF CHICAGO:
The City of Chicago Office of Inspector General (OIG) has completed a follow-up to its October 2020 audit of the Department of Human Resources' (DHR) management of the City's employee performance evaluation process. Based on the Department's responses, OIG concludes that the Department has partially implemented two, and not implemented four, of the six corrective actions related to the audit findings.
The purpose of the 2020 audit was to determine whether DHR ensured that City departments evaluated their employees as required by its Personnel Rules, and, if so, whether the evaluation process aligned with national best practices. Our audit found that DHR did not ensure that departments evaluated all employees. DHR did not clearly define the roles and responsibilities related to periodic evaluations required by Personnel Rule XIV, nor did it ensure departmental compliance with the rule.
As a result, 13 departments—comprising more than 6,000 City employees—reported they did not conduct annual performance evaluations of all of their employees, and another 7 City departments—comprising more than 10,000 employees—reported they did not conduct any performance evaluations whatsoever.
Based on the results of the audit, OIG recommended that DHR develop a Citywide performance evaluation system with standardized procedures to ensure annual evaluation of all employees, while still allowing for customization across the various departments. We further recommended that DHR consider implementing an automated evaluation process and conduct a staffing assessment to determine the number of staff needed to administer the evaluation system. Finally...

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