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TPWD audit office reports 92% completion of FY25 plan, warns staffing and pay gaps could affect future capacity
Summary
Chief auditor Brandy Meeks told commissioners TPWD completed 92% of its FY25 audit plan and used 92% of audit hours, meeting performance KPIs despite losing staff. Meeks said pay scales make recruitment and retention difficult, the office will use AI and data analytics, and recommended continued quality assurance reviews.
Brandy Meeks, TPWD's chief auditor, briefed the commission on the agency's internal audit strategic plan and results for fiscal year 2025 and raised staffing concerns that could affect audit capacity.
Meeks said the office completed 92% of its audit plan for FY25, within the target range after a senior auditor left in May and one vacancy reduced available hours. She said the office updated procedures to comply with global internal audit standards, revised the standards‑and‑compliance tools and will undergo a required external quality assurance peer review in Q1. Meeks reported that auditors met continuing professional education goals and that the office will incorporate artificial‑intelligence and data‑analytics training into audit engagements.
Meeks warned commissioners that attracting CPAs and senior auditors is difficult under current state pay scales; she said a recent senior auditor left for higher pay at another state agency. The chief operating officer, Craig Bonds, said the agency has used a two‑phase, data‑driven approach to address salary gaps and that phase 1 adjustments were effective Nov. 1 with further adjustments possible in the next calendar year. Meeks said outsourcing engagements where in‑house expertise is lacking remains an option and recommended using AI and analytics to mitigate reduced staffing.
Why it matters: The internal audit office provides independent assessment of program risks and controls. Meeks' staffing and retention concerns, if unresolved, could reduce TPWD's ability to complete high‑risk audits.
What's next: TPWD will complete the peer quality‑assurance review in Q1, pursue targeted hiring or compensation adjustments, and increase training in AI/data analytics.
