DHS Needs to Improve Its Oversight of Misconduct and Discipline

DHS does not have sufficient policies and procedures to address employee misconduct. Specifically, the Department’s policy does not include procedures for reporting allegations of misconduct, clear and specific supervisor roles and expectations, or clearly defined key discipline terms. These deficiencies occurred because DHS’ Employee Relations office has limited staff, who do not believe they are responsible for managing the allegation process. DHS also does not effectively manage the misconduct program throughout the Department, lacking data monitoring and metrics to gauge program performance. Without oversight through defined policies and program management, DHS cannot make informed decisions to improve the program and ensure all components manage the misconduct process consistently. Additionally, this shortcoming could lead to costly litigation due to inappropriate or unenforceable disciplinary determinations.