US Department of Defense Office of Inspector General

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US Department of Defense Office of Inspector General Reviews

14 Reviews
14 Reviews
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    Low Morale in Auditing

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Auditor in Alexandria, VA
    Current Employee - Auditor in Alexandria, VA

    I have been working at US Department of Defense Office of Inspector General full-time (more than 8 years)


    Compensation, as with all federal government jobs, are low to begin with; however, in time you will be well compensated and also have a decent work/life balance. Co-workers are generally laid-back and friendly. Additionally, if you are in a division that has a manager/director that will stand up to upper management or is well liked by upper management, you will have the ability to take advantage of up to 3 hours of physical fitness time a week and also the ability to telework. Projects can be very interesting and you will be working on audits for projects that are billions of dollars. There are very few other auditing jobs where you deal with projects of this size. In my opinion, this is a good starter job. If you get this job and your other prospects aren't great, take it, but don't stay too long or you will become jaded and demoralized like myself.


    Management is very poor; micro-managing is rampant. Management does not treat all divisions fairly, so you may get put in a good spot or it may be terrible. You won't have a choice about that either; management places you where they want when you come aboard or get a promotion. The promotions also seem unfair/biased - this has been noted by many employees in our latest fedview survey (42% disagreed that promotions were based on merit), but management doesn't actively address employees comments about low morale and other issues. In many divisions, you must request telework NOT from your immediate manager, but from your director or even from the Assistant Inspector General. This practice does not promote teleworking - it results in employees never asking to telework, which seems to be what management wants. There is also a push to get more reports out more quickly, which is a good thing, if done properly. However, it seems to me like we write reports that sometimes don't make a difference (thus is a waste of our time and thus tax payer money) in order to have another product out. Also, getting reports out quickly means that managers force more work on the more experienced auditors giving new auditors little opportunity for real professional growth.

    Advice to ManagementAdvice

    Instead of having a dismissive attitude about employee low morale, actually listen to employees and review results of the surveys without making straw man arguments. When you ask for suggestions on organizational improvement and you don't like the answer, don't resort to telling employees that they should be happy that they are still employed given the economic environment we are in. If you are telling employees and potential employees that you promote flexible schedules and teleworking, then actually do so by promoting it downward and providing managers with the ability to decide when their subordinates can telework. Hire by merit - if you get complaints that the process isn't fair, actually look into it and let employees know the results, otherwise it looks like you're trying to cover up what could be illegal/immoral. That's really not something that you want from an oversight agency.

    Doesn't Recommend
    Negative Outlook

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