ASSISTANT DIRECTOR

Assistant Director

The DSS Accountability Office (DSS-AO) is responsible for protecting the integrity of social services programs administered by the New York City Department of Social Services (DSS) and ensuring that DSS complies with all statutory, regulatory, and contractual standards. The Bureau of Internal and Contracted Audits (BICA) ensure DSS / DHS / HRA's providers comply with applicable rules and regulations and that these entities' internal controls are functioning as intended. The audit work is part of an overall risk management strategy aimed at verifying that expenses claimed by providers and reimbursed by DSS / DHS / HRA were appropriate, allowable, and fully supported by documentation, and offers a tangible benefit to the City of New York. It is essential that a large volume of contracts is audited each year to protect the integrity of public funds. This position is critical to ensuring oversight entities' mandates are completed. Failure to fill this position would compromise DSS' internal control structure and may lead to overpayments to contracted vendors. The impact to the agency and the City is substantial, as the DHS Human Service Provider portfolio consists of 324 contracts worth $3,229,734,934.

BICA is recruiting for (1) one Administrative Management Auditor NM I to function as an Assistant Director, who will :

• Develop an overall audit plan for every internal audit engagement based on defined audit objective(s).
• Reflect an overall strategy and specific guideline to be used in the conduct of the audit. Set the scope, identify the staff for every audit, set the timeline of completion, and establish the activities to be performed.
• Upon completion of the audit plan, develop an audit program for every internal audit engagement, which is a checklist of procedures or tests to be performed to complete an audit.
• Manage a team of internal auditors. Conduct periodic meetings with staff to discuss progress of assigned audits, and with audited provider(s) and relevant Agency program(s) to resolve audit issues. Check the quality of work.
• Perform limited reviews of schedules / work papers prepared by staff to verify accuracy of calculations and completeness of information.
• Distribute tasks to the teams and verify completion of tasks within set deadlines. Request progress reports from assigned audit team detailing key progress dates and cause(s) of delays.
• Submit work to the Director for review and approval and informs the Director of audit issues which may need escalation to senior program leadership for resolution and / or awareness.
• Supervise assigned staff in the preparation of audit reports. Include financial statement report schedules, memorandums, work papers and other audit related documents.
• Review all audit reports to ensure these are well written, error-free, completed timely, followed approved templates, and reflect findings that are fully supported and factually correct. Critically review the findings and the recommendations formulated by the audit team. Provide comments on applicability of criteria used for the findings and feasibility of the corrective actions proposed.
• Conduct second-level review of CPA audit reports assigned to Audit Supervisors acting as initial reviewers due to the complexity and difficulty of these audits.
• Perform third-level reviews of CPA audit reports assigned to Staff Auditors (such as appropriateness of categorization of a finding between financial and non-financial in nature) and of related work papers prepared by contracted CPA Firm auditors engage to perform audits on Agency's behalf.
• In the absence of the Director, approve the CPA Firm drafts and final reports. Plan, develop, and implement programs, policies and procedures to accomplish the agency's audit responsibilities.
• Participate in all internal and external meetings, including entrance and exit conferences. Present results of audits at these meetings. Evaluate performance of direct reports in the Paperless Employee Appraisal System (PEAS). Identify and inform the Director of training needs of assigned staff and provides individual technical guidance or monitoring (as needed).

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.