Report 2015-132 Recommendation 8 Responses

Report 2015-132: County Pay Practices: Although the Counties We Visited Have Rules in Place to Ensure Fairness, Data Show That a Gender Wage Gap Still Exists (Release Date: May 2016)

Recommendation #8 To: Orange County

To ensure that they consistently demonstrate that candidates are hired for permanent civil service positions based on valid and job-related criteria, regardless of their sex, each county should develop policies requiring hiring managers to document the reasons why they chose the selected candidate over others from the certified eligibility list.

Agency Response*

The Recruiting Team and HR Managers were trained on the new requirements in January 2017. The recruiting team meets with each hiring authority to review the required documentation (i.e. valid job related criteria) required for candidate selection. The recruiting team will not accept an incomplete selection form and/or move forward with a formal job offer until the proper documentation is received.

The supporting documentation (revised form) was submitted with the six-month response.

  • Response Type†: 1-Year
  • Completion Date: February 2017
  • Response Date: June 2017

California State Auditor's Assessment of Status: Fully Implemented

Orange County's Selection Interview packet includes a disposition/interview selection sheet and space for the interviewer to provide their comments regarding the candidate and whether they recommend (or not recommend) selecting the candidate. The packet also provides the interviewer with example language to include in the selection sheet (including a list of 'appropriate' and 'inappropriate' job-related responses that the interviewer should consider including when evaluating the candidate). Further, in January 2017, the county recruiting team and HR managers received training on the new hiring requirements at their monthly staffing meeting.


Agency Response*

The County has revised the requirement of the disposition/interview selection sheet to include comments supporting the outcome of each candidate, selected and not selected, prior to a job offer. Recruiters will review the criteria with the hiring authorities at the time the referral packet is distributed. Example verbiage has been added to the referral packet for guidance as specific comments will now be required. Recruiters will be trained on the updated process by January 31, 2017.

  • Response Type†: 6-Month
  • Estimated Completion Date: 02/01/17
  • Response Date: December 2016

California State Auditor's Assessment of Status: Pending


Agency Response*

The County has hiring standards for all of its positions. Each job bulletin sets forth the qualifications for the position and the selection process incorporates a formal referral/interview process. This process includes the dissemination and explanation of the Selection Interview Packet (submitted by email) which includes the EEO/DFEH Guidelines. The County will revise the requirement of the disposition/interview selection sheet to include comments supporting the outcome of each candidate, selected and not selected, prior to a job offer. Recruiters will review the criteria with the hiring authorities at the time the referral packet is distributed. Example verbiage will be included in the referral packet for guidance.

  • Response Type†: 60-Day
  • Estimated Completion Date: December 31, 2016.
  • Response Date: September 2016

California State Auditor's Assessment of Status: Pending


All Recommendations in 2015-132

†Response Type refers to the interval in which the auditee is providing the State Auditor with their status in implementing recommendations made in an audit report. Auditees must submit a response regarding their progress in implementing recommendations from our reports at three intervals from the release of the report: 60 days, six months, and one year or subsequent to one year.

*Agency responses received after June 2013 are posted verbatim.


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