The Auditor General of Salta conducted a special assessment of the management of human resources in various municipalities and ministries of the province, and found that the total number of analyzed units "has no planning" for the recruitment of employees.

The report of the watchdog reached 1,254 employees of the permanent staff and did not attend the temporary staff or interns.

The diagnosis of human resources of the Provincial Government of Salta was developed on data from the first half of 2009 within the Ministry of Finance and Public Works, the Department of Roads, the Public Ministry, the Ministry of Justice, Security, and Human Rights and the municipalities of the City Capital, San Lorenzo, La Caldera, Jeans, Cerrillos, and Merced.

According to the watchdog, 90% of reported cases did not use "procedures (when selecting staff) to ensure an objective assessment of the candidates."

Moreover, when the auditors requested information on the type of staff hired "only 30% sent a list" of the requirements. At the same time, the Audit verified that the career staff within the Civil Service "is generally determined by seniority involving only a wage increase, if access to the upper level and does not always ensure greater responsibilities and challenges."

In addition, the diagnosis revealed that "only 5% (of the dependencies) presented formally designed induction manual" for new members and, on the other hand, in most of the areas there were no surveys on "organizational climate" and motivation and satisfaction.

In turn, "80% (of the cases assessed) did not have systems performance evaluation", to certify the work of employees, "identify gaps in occupancy charges or detect weaknesses on which it becomes important process planning training.”

In this sense, the report notes that "60% of the agencies consulted didn’t have specific seminars designed” and the 40% who said they did have them, "only 10% had programs specifically designed for the personnel."

Seeing these deficiencies, the watchdog made several "suggestions for improvement." The Audit considered it necessary to create a Governing Body of Human Resources at the provincial and municipal level, which would be "responsible for planning and controlling processes linked to human capital policies of public administration" as well as "establishing an annual strategic analysis in the field.”

The audit also suggested the "creation of a School of Public Administration in order to transmit the knowledge needed for those specific tasks, which become an important aspect for becoming part of the permanent staff."

It also recommended they "set conditions and limits for covering staff of political support, at any level of the public sector,” and to "incorporate into the government website a database of employees" and "develop performance indicators which will be evaluated by a independent specialized Tribunal.” Similarly, they proposed to "make and publish regular surveys of public satisfaction and work climate."

Finally, the Auditor General of the Province of Salta suggested to "systematically order" the ways in which labor relations are formalized, to "respect the doctrinal distinction of permanent staff as a model for carrying out the daily functions of the Administration and recruitment as a modality for transient and specific tasks."