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Compliance and Audit More than a Checklist: Compliance that Supports People Behind every accurate paycheck, competitive promotion, and compliant personnel action is a commitment to doing things right, and that’s where the Compliance and Audit Division plays a vital role.
Since its creation in 2000, this division has served as a safeguard for Louisiana’s merit system. Our purpose is simple but essential: to ensure that personnel decisions across agencies follow State Civil Service rules and uphold merit system principles. When systems work properly, employees experience fewer disruptions, their pay is accurate, and their careers progress as they deserve. Additionally, citizens can be assured that their tax dollars are being spent appropriately. Audits are not about catching people doing something wrong, rather, they are about identifying risks before they become problems. They help prevent the kinds of mistakes or abuses that can negatively affect employees, damage trust, or result in costly corrections. Our goal is to support agencies in creating a seamless employee lifecycle from hiring to retirement by promoting consistency and accountability in human resources practices. The Compliance and Audit team values collaboration and transparency. While our work involves detailed reviews, we also provide guidance, highlight best practices, and connect agencies with resources that make their operations more effective. We view every audit as an opportunity to strengthen the system and support the dedicated human resources professionals who rely on it. In short, we are here to protect the merit system, serve the public interest, and support agencies with their human resources functions. New Audit Cycle On July 1, 2025, the Compliance and Audit Division at State Civil Service will begin a new audit cycle. The State Civil Service Compliance Audit primarily focuses on compliance with Civil Service rules and documentation requirements. The duration of the audit cycle is two years, beginning July 1, 2025, and ending on June 30, 2027. Agencies employing twenty or more classified employees will be audited once per cycle. The audit will consist of the standard items reviewed in cycles past with the addition of two items. Optional pay will be added to the audit sample, concentrating on a review of the agency’s justification documentation. Parental leave will also be added in a supplemental sample, verifying that those employees who utilized parental leave were eligible and did not exceed their quota bucket.
The audit sample will consist of the following actions: • 30%=Hires • 30%=Promotions • 20%=Details/Reallocations/Demotions • 20%=Optional Pay
The audit will also consist of a review of the following: • Leave payments: upon separation and pay back upon rehire
• LSOC and LSAG • Overtime Caps • Parental Leave
The Compliance Audit Report will have a few new features added to this new audit cycle as well. The report will divide any violations into two categories, rule violations and documentation violations, listing compliance percentage scores. It will also contain a Required Corrections section that will address any items that need immediate corrective action. The report will conclude with an Areas of Concern section that will include any items that need attention or need improving. State Civil Service hopes these audits provide insights that support continuous improvement. They hope agencies will utilize these audits as a chance to grow and help strengthen their processes. For more information about State Civil Service Audits, please refer to the Compliance and Audit section of the Civil Service website.
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State Civil Service Spotlight | June 2025
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