Our staff add value to public sector effectiveness and the independent assurance of public sector administration and accountability, applying our professional and technical leadership to have a real impact on real issues.
The objective of the audit was to assess whether APS agencies had sound approaches to recruitment, to assist in providing the workforce capability to deliver government programs effectively. Sound approaches to recruitment involve agencies:
establishing and implementing strategic approaches to recruitment to address current and future workforce priorities and goals;
managing and supporting recruitment activities through the provision of expert advice and support, legislative and procedural guidance material, and training for staff involved in recruitment activities;
conducting recruitment activities effectively and in compliance with legislative and administrative requirements; and
systematically monitoring and evaluating the effectiveness and efficiency of recruitment strategies, policies and activities.
The objectives of the Australian National Audit Office's (ANAO) performance audit were to: examine the efficiency and effectiveness of agencies' procurement and management of legal services arrangements; determine adherence to Australian Government policy requirements; examine the effectiveness of the OLSC's monitoring of agencies' compliance with Government policy requirements; examine the OLSC's role in assisting agencies to comply with Government policy.
The audit objective was to assess the extent to which Australian Government agencies ensure that service providers are made aware of the core Australian Public Service (APS) Values and Code of Conduct and these arrangements are monitored.
Department of Agriculture, Fisheries and Forestry; Department of Education, Employment and Workplace Relations; Department of Health and Ageing; Department of Families, Housing, Community Services and Indigenous Affairs
Parliamentary Committees, particularly Senate Estimates Committees, have for many years taken an interest in the use of consultants by Australian government agencies. In this context, and having regard to the extent of expenditure by FMA Act agencies on consultants, the objective of this audit was to assess the accuracy and completeness of Australian government agencies' reporting of expenditure on consultants.
The objective of this follow-up audit is to examine DEEWR's implementation of the six recommendations made in the ANAO's 2003 report. This audit has had regard to the issues underlying the recommendations, and new administrative issues affecting their implementation.
The objective of the audit was to assess whether DEWR's management and oversight of Job Placement and matching services is effective, in particular, whether: DEWR effectively manages, monitors and reports the performance of JPOs in providing Job Placement services; DEWR effectively manages the provision of matching services (including completion of vocational profiles and provision of vacancy information through auto-matching) to job seekers; Job seeker and vacancy data in DEWR's JobSearch system is high quality and is managed effectively; and DEWR effectively measures, monitors and reports Job Placement service outcomes.