The 2017/18 annual report and accompanying financial statements. This report provides an overview of our performance and financial position over the last year, as well as a look ahead at our current goals and priorities.
This audit looked at whether the Ministries of Health and Education were working together to effectively oversee public school programs and policies that promote healthy eating and physical activity for children and youth in kindergarten to grade 12.
In this audit, we looked at the expense payments for six executives from School District 61 in Victoria. Specifically, we looked to see whether expenses that the school district paid on behalf of these executives complied with the district’s policies, and followed the spirit and intent of core government policy.
This Service Plan covers the 2018/19 fiscal year, and includes targets through to 2020/21. It provides strategic direction for the office, and outlines its goals for the coming year and the indicators that will be used to evaluate progress. The performance audit and financial statement audit coverage plans identify the projects that the office plans to start over the next three years. The Annual Review of the Budgets of the Statutory Offices (including our office) is prepared by the Select Standing Committee on Finance and Government Services and for approval by the Legislative Assembly.
This collaborative audit provides an overall and independent assessment of the state of climate change action in Canada, based on audit work released over the last 18 months by the auditors general across the country. A recording of the webinar is on the Office of the Auditor General of Canada's website. Managing Climate Change Risks: An Independent Audit was published by our office in February 2018.
This information report draws attention to key aspects of government task force reviews of the BC Utilities Commission that still warrant government’s consideration. The report also describes the roles and responsibilities of the commission.
This audit looked to see if Northern Health was effectively recruiting and retaining registered nurses and nurse practitioners to fill the rural registered nurse and nurse practitioner positions identified in its human health resources plan.