Lansingburgh Central School District

Internal Controls Over Payroll -
INTRODUCTION

Background

The Lansingburgh Central School District (District) is located in the Towns of Pittstown, Schaghticoke, and Brunswick and the City of Troy, Rensselaer County. The District is governed by the Board of Education (Board) which comprises nine elected members. The Board is responsible for the general management and control of the District’s financial and educational affairs. The Superintendent of Schools (Superintendent) is the chief executive officer of the District and is responsible, along with other administrative staff, for the day-to-day management of the District under the direction of the Board.

There are five schools in operation within the District, with approximately 2,600 students and 340 employees. The District’s general and federal fund expenditures for the 2006-07 fiscal year were approximately $32.7 million, which were funded primarily with State aid, real property taxes, and grants.

The District’s major expenditures include employee salaries and related fringe benefits, which were approximately $22.1 million for the 2006-07 fiscal year. The Board approves new hires and establishes wages and salaries for employees through board adopted resolutions, individual employee contracts and collective bargaining agreements.

Objective

The objective of our audit was to determine whether the District’s internal controls over payroll were appropriately designed and operating effectively to adequately safeguard District assets. Our audit addressed the following related question:

• Has the District made payments and provided benefits to employees and school officials in accordance with collective bargaining and other contractual agreements?

Scope and Methodology

Our overall goal was to assess the adequacy of the internal controls put in place by officials to safeguard District assets. To accomplish this, we performed an initial assessment of the internal controls so that we could design our audit to focus on those areas most at risk. Our initial assessment included evaluations of the following areas: financial oversight, cash receipts and disbursements, purchasing, payroll and personal services, and information technology. Based on that evaluation, we determined that controls appeared to be adequate and limited risk existed in most of the financial areas we reviewed. We did determine that risk existed in the payroll area and, therefore, we examined internal controls over payroll for the period July 1, 2005 to June 30, 2007.

We conducted our audit in accordance with generally accepted government auditing standards (GAGAS). More information on such standards and the methodology used in performing this audit are included in Appendix B of this report.

Comments of District Officials and Corrective Action

The results of our audit and recommendations have been discussed with District officials and their comments, which appear in Appendix A, have been considered in preparing this report. District officials generally agreed with our recommendation and have initiated, or indicated they planned to initiate, corrective action.

The Board has the responsibility to initiate corrective action. Pursuant to Section 35 of the General Municipal Law, Section 2116-a (3)(c) of the Education Law and Section 170.12 of the Regulations of the Commissioner of Education, the Board must approve a corrective action plan that addresses the findings in this report, forward the plan to our office within 90 days, forward a copy of the plan to the Commissioner of Education, and make the plan available for public review in the District Clerk’s office. For guidance in preparing the plan of action, the Board should refer to applicable sections in the publication issued by the Office of the State Comptroller entitled Local Government Management Guide.