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Independence

Independent City Auditor. Reporting Directly to the Residents.

Integrity

Serving Oakland With Integrity.

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Builds Trust. Strengthens City Government.

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Valuing Our Community.

Collaboration

Working Together. For a Better Future.

City Auditor Michael C. Houston, MPP, CIA

NEW: WHISTLEBLOWER PROGRAM ANNUAL REPORT FY 2023-24

On January 24, 2025, our Office released our Annual Whistleblower Program Report (Report) covering Fiscal Year 2023-24 (July 1, 2023, through June 30, 2024).

The Report details the whistleblower investigation process, the number and types of allegations submitted, the characteristics of the whistleblowers, and the complaints that warranted investigation. It concludes with a summary of the investigation outcomes and actions taken.

Notably, 131 complaints were filed in FY 2023-24, including allegations of time abuse, misconduct or inappropriate behavior, theft, and hiring irregularities. A total of 104 cases were closed, and 13, or 12 percent, were closed after an investigation. The remaining 91 closed cases fell into the categories of insufficient information to investigate, previously addressed by the Whistleblower Program, not fraud, waste, or abuse, or referred to appropriate City departments/channels.

Read the full report here.

NEW: AUDIT OF CITYWIDE PAY EQUITY

On November 4, 2024, the Office of the City Auditor issued a Performance Audit of Citywide Pay Equity.

This audit aimed to identify if there were significant differences in pay among City employees by race and gender and the potential drivers of these differences.

The audit found that differences in pay among City employees across different demographic groups were largely due to the compensation terms of their job classifications. City employees’ job classifications are likely influenced by “occupational sorting,” a term that describes how people may work within specific fields and industries based on widespread norms about work and society, often stemming from historical and societal discrimination.

When adjusting for job classifications, the audit found no differences in base pay across different demographic groups. Within select non-sworn job classifications, men and women were similarly represented among high and low earners. Within the Police and Fire departments, women were significantly underrepresented in sworn positions and earned less overtime pay.

We made seven recommendations to the City Administration to continue current approaches and adopt additional approaches to improving employee representation within job classifications and pay equity across the City through small improvements to hiring, training, job postings, data access, and coordination with the DRE.

Read the full report here.

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Whistleblower Program

This confidential hotline is for employees or residents to report fraud, waste, and abuse in the City of Oakland. Available 24/7. Learn More.

Our Work

Audit Reports & More

The City Auditor performs audits or reviews to ensure the City is operating efficiently and effectively. Learn more about our work. Learn More.

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