Summary
1 Introduction
2 Business description – special conditions
3 Implementation
4 What audit included
5 Findings
6 Assessment of business management
7 Regulations
8 Document Substrates
9 Participants at the audit
This report describes the deviation and remarks were pointed out in the audited areas. System audit covered the following areas:
About the municipality ensures the proper allocation of the qualification program.
About the municipality ensures the proper execution of the qualification program.
was found two discrepancies in the audit:
- Søgne municipality does not ensure proper allocation of qualification
- Søgne municipality does not ensure a proper implementation of the qualification program
Date: 07/05/2014
Trond Sælør
audit manager
Birthe Guttormsen
auditor
report was prepared by system audit at NAV Parish / Søgne municipality in the period 16.01.2014 – 07.05.2014. The audit is part of the County Department planned audit activities in the current year and is part of a nationwide inspection, conducted on behalf of the State Board of Health.
Governor is authorized to supervise the NAV by the Social Services NAV § 9
purpose of system audit is to assess whether the business caters to different requirements of the legislation through its internal controls. The audit included examination of:
- which measures business has to identify, correct and prevent violations of the legislation on the subject audit includes
- measures implemented in practice it if necessary
- measures are sufficient to ensure that the legislation complied
A system audit carried out by scrutiny of documents, the interviews and other research.
report discusses discrepancies and Notices are identified during the audit and therefore provides no complete condition assessment of the work within the areas covered audit.
- Deviation is a lack of compliance with the requirements laid down in or pursuant to law or regulation
- Comments conditions which do not conflict with the requirements laid down in or pursuant to statute or regulation, but where the regulatory authority finds reason to point out the possibility of improvement
in the parish is approx. 10,000 inhabitants. NAV Søgne is organized as a “unity of social services Nav” under municipal chief of Health and Human Services. NAV office has a minimum solution and there is a clear distinction between municipal and state functions. Social service consists of 4.1 job legal basis for follow-up and 0.5 mercantile position relating to reception. All the monitoring department works with KVP in addition to other tasks NAV. There are different ways in which long experience as senior KVP has and how many cases the individual has experience with. There is a person in the follow-up, which has overall responsibility for KVP work at the office.
System audit covered the following activities:
Revision term was sent 16/01/2014. List of documents the company has submitted in connection with the audit is given in chapter Document Surface.
Pre-meeting was held on 21.02.2014. The meeting was conducted only with the contact person for the audit.
Opening Meeting was held 02.27.2014.
Interviews
6 people were interviewed.
Overview of documentation that was reviewed during the audit visit is given in chapter Document Surface.
were conducted inspection at the office in connection with the conduct of the audit.
Final Meeting was held 28.02.2014
were audited on Søgne municipality / NAV Søgne ensure proper allocation and implementation of the qualification program. Within the theme proper allocation audit examined further whether the municipality ensures availability of the service, proper identification processes, proper information about the right qualification program and whether the municipality ensures the proper mapping, assessment and decision making when awarding the qualification program. Within the proper conduct audit examined further whether deadlines for implementation of the program were met and whether the content and scope of services is appropriate and in accordance with law and regulation.
deviation:
1 Søgne municipality does not ensure proper allocation of qualification.
2 Søgne municipality does not ensure proper completion of the qualification program.
Deviations from the following statutory requirements:
Social Services Act NAV § 30 (qualification program content) Act on Social Services in NAV § 4 (requirement to soundness)
Social Services Act NAV § 5 (internal)
regulation on internal control for the municipality in NAV § § 4 and 5 Regulations on qualification program – and transfers § 1
1 Søgne municipality does not ensure proper allocation of qualification.
deviation based on the following:
- Upon review of five cases was the employability assessment in only two of cases.
- In the interviews was voiced that the self-assessment form is known, but there is no evidence in the cases showing that the forms used.
- There are no written procedures describing the supervisor to do, before they are granted KVP.
- There is no established structure, through meetings, events and written procedures, which captures the possible KVP participants.
- Through the interviews it emerges a need for education about KVP.
- cases contain little written documentation. Employees expressed a demanding work situation where they are not prepared the plans and notes required.
- municipality has a system of discrepancy reports. Alarm is not known and in use by the employees.
- When granting KVP is not written down what the basis of assessments, and how the user is ensured.
2 Søgne municipality does not ensure proper completion of the qualification program.
deviation based on the following:
- In the five cases that were reviewed, it appears no written note that underpin user participation in the preparation of the program.
- In three of five cases received KVP benefit without there being a program.
- missing stop decision / leave decisions when the participant has disappeared from the program.
- reduction in KVP performance by absence, be done by sending notice to the participant via SMS about the reduction in funding.
- missing fixed evaluation point in the program.
- It is not possible to determine whether the requirement of 37.5 hours is met, then there are no plans or notes in the cases. One can not plans or notes, see the work of KVP is in line with the requirement of work-related activity, job seeking and other measures that support and prepare the transition to work.
- There is no routine to issue a certificate of participation at the project’s end.
- Through interviews will be conveyed that where there are steps organizer, but where follow-up is added to the supervisor, are not made in accordance with the law. There is no capacity for close individual attention from the tutor.
- interviews confirms that where there used measures promoters, it is known that the NAV is responsible for follow up action. There are no written procedures describing the scope and nature of touch with measures organizer.
- There is no mapping of competencies and skills plan that describes measures to increase / maintain expertise for those who work with KVP.
- There are no established procedures for reporting work with KVP in content and scope. Reporting to the employer consists in financial reporting.
From 1.1.2010 was introduced duty of the municipality to establish internal controls in areas covered by the Social NAV. The requirement for internal means that municipal management is responsible for ensuring compliance with social legislation through systematic management and continuous improvement. In this audit, it exposed shortcomings in this area, failures that have led to legal requirements related to KVP is not adhered to.
municipality is responsible for the operations are arranged so that the implementation of KVP program followed up on properly. KVP is a one-off performance that can be up to two and a half years. It is therefore essential that the program has sufficient content throughout the period for achieving the goal of work and activity. It is a requirement that NAV can provide a close and coordinated follow-up.
According to the regulations the agency shall ensure that employees have sufficient knowledge and skills in the relevant field. Lack of training is especially vulnerable when the organization reorganized and staff to new matters, new ways of working and new technologies. Systematic work with training and skills are required in all levels of the organization, to ensure that the services are reasonable. NAV must have a system to evaluate, control and adjust their practices so as to safeguard the individual’s rights in accordance with law and regulation.
Social Services Act NAV of 18.12.2009 No. 131
regulation on internal control for the municipality of Labour and Welfare Administration Regulations on qualification program and qualification benefits
Administration Act of 10.02.1967
Regulations for Administration of 15.12.2006 No. 1456
organization’s own documentation relating to the daily operations and other significant matters that were submitted during the preparation of the audit:
documentation that was submitted before the County Authority:
- New organization chart
- List of employees working with the theme of Authority
- Routine Descriptions on case flow when it comes KVP
- Procedures related to KVP, such as mapping, needs assessment, delegation of subject matter
- five decisions where KVP is granted and 5 cases of refusal.
Documentation was reviewed prior to the audit visit:
- It was on 21 February undergone five dossiers on Nav Søgne. With assistance from employees of the NAV Søgne the case was pending in the various computer systems. This is to form the best possible impression of the job done with the qualification program.
- Survey in reception / Nav center
Correspondence between the business and the County:
- Notification Authority, dated 16.01.2014
- response from the municipality of contact
- Agreement on time for review of cases at NAV office
- Agenda for supervising day
- Sent preliminary report for comment 3/25/2014
The table below provides an overview of the participants at the opening meeting and final meeting, and of the persons interviewed.
| Name | Function / position | Opening Meeting | Interview | Final Meeting | |
|---|---|---|---|---|---|
| Gustav Skretting | Local authority | X | X | X | |
| Helge Andresen | Deputy Mayor | X | |||
| Grete E Hansen | Supervisor | X | X | ||
| Anette Berg | Supervisor | X | X | X | |
| Lita Seland | Supervisor | X | X | ||
| Kristin H Streaming | supervisor / contact | X | X | X | |
| Per Pedersen R | Supervisor reception | X | X | ||
| May Elin Salvesen | Supervisor | X | X | X | |
| Ellen Marie Glad | Supervisor | X | X | X | |
| Ann Torhild Mller | X | X | |||
| Kirsten Aaraas | receiving social | X | X | X | |
| Elin Kristensen | auditor | X | X | ||
| Birthe Guttormsen | auditor | X | X | ||
| Trond Sælør | Audit Director | X | X | ||
From supervisors attended:
Birthe Guttormsen, accountant
Elin Kristensen, accountant
Trond Sælør, audit manager
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