Para 3.21.31 — MSO (Audit)
Original Rule Text
3.21.31 In auditing manpower control systems, it should be examined whether:
(i) there exists a separate branch or section for coordinating and controlling departmental manpower with a clear demarcation of its role and responsibilities;
(ii) the returns prescribed for obtaining information on various aspects concerning manpower are adequate to the needs and they are properly made use of;
(iii) the manpower branch critically examines all demands for manpower taking into account the work norms, the recommendations of the O&M Unit, the Staff Inspection Unit, etc.;
(iv) there is a sound system of evaluating requests for additional manpower after the original demands have been approved;
(v) the utilisation of manpower resources is monitored;
(vi) work procedures are examined by the O&M unit with a view to streamlining and bringing them in tune with the changing circumstances;
(vii) there are adequate arrangements for monitoring performance;
(viii) steps have been taken to provide training so as to impart to the staff the latest information and techniques relevant for their job requirements; and
(ix) arrangements exist to correlate the utilisation of manpower resources with achievements of targets and goals.
- Training of manpower
What This Means
When auditing manpower control systems, the auditor should examine nine key areas: whether a dedicated manpower branch exists with clear responsibilities; whether MIS returns are adequate and properly used; whether the manpower branch critically examines all demands against work norms and SIU recommendations; whether requests for additional staff are properly evaluated; whether utilization is monitored; whether work procedures are reviewed by the O&M unit; whether performance is monitored; whether staff training keeps pace with job requirements; and whether manpower utilization is linked to achievement of targets and goals.
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.
Key Points
- 1A dedicated manpower branch with clear responsibilities must exist
- 2MIS returns must be adequate and properly utilized for decision-making
- 3All manpower demands must be critically examined against work norms and SIU findings
- 4Additional manpower requests beyond approved demands need separate evaluation
- 5Utilization of manpower resources must be actively monitored
- 6O&M unit should regularly review and streamline work procedures
- 7Staff training must be provided to keep pace with evolving job requirements
- 8Manpower utilization should be correlated with target and goal achievement
Practical Example
An auditor examining a government department's manpower control finds that the O&M unit last reviewed work procedures in 2015, even though the department adopted e-office in 2020. Training records show only 30% of staff received computer training. The manpower branch processes demands without comparing them against SIU-recommended norms. And while the department reports meeting its annual targets, there is no analysis linking staff deployment to these achievements, making it impossible to determine whether the workforce is optimally utilized.
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.
Frequently Asked Questions
What is the O&M unit?▼
Why must manpower utilization be linked to target achievement?▼
This explanation was generated with AI assistance for educational purposes. Always refer to the official gazette notification for authoritative text.