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Desk audit
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Posted on May 07 2012
The idea by a Tinian senator suggesting a desk audit of positions before a reduction-in-force takes effect to save some employees at the Tinian Health Center is a misguided notion, to say the least. What is needed is more fundamental than a human resources management process that involves justifying whether a given position is actually consistent with the action of a management official in utilizing the position as intended and authorized by law.
What a job audit would find and ascertain is calling a spade a spade. That is all to it. What is needed in the CNMI human resources practice modalities is workflow analysis. This type of review and evaluation involves finding the total work expectations and services and the systems in place within a work unit or responsibility center, and then tying such workload with the mix of jobs to achieve a desired end. Workflow analysis should be a no-brainer for any competent human resource manager or director of a human resources department such as the OPM. This is so basic in human resource management practices and strategies that if the OPM director lacks it, then we should ask the appointing authority to remove such a person from office.
This is where the problem lies. It is not that we have to job audit every time there is a question about job descriptions; what we need to implement is determining whether we have a bloated, useless, or insignificant capacities in jobs, chasing work without a system approach. And, the sad thing about all these, it should have been a normal course of business for the OPM.
Francisco R. Agulto
Chalan Kanoa, Saipan
