Frequently Asked Questions (FAQ)


1. What is the DCAA OIG?

The Defense Contract Audit Agency (DCAA) Office of Inspector General (OIG) was established on January 5th, 2015. The Department of Defense OIG has encouraged the establishment of independent OIGs within Defense Agencies, and DCAA is standing up its OIG to be consistent with DoD's intent to standardize and improve effectiveness and efficiencies of the OIG function. This function is critical because federal employees within the Executive Branch are required to report fraud, waste, abuse and gross mismanagement, which can come in many forms. Previously, while the DCAA Internal Review Directorate (IRD) did receive similar-type complaints, IRD processes were not similarly governed by statute. Converting the IRD to an OIG will provide DCAA employees with processes, governed by law vs. internal regulatory requirements, to confidentially disclose incidents of fraud, waste, abuse or gross mismanagement without fear of reprisal or retaliation. The new organization is comprised of auditors and investigating officers, previously assigned to the IRD, who reside at locations throughout the continental United States and have worldwide responsibilities.

2. What does the DCAA OIG investigate?

a. Contract and procurement irregularities
b. Discrimination
c. Cost/labor mischarging
d. Defective pricing
e. Defective parts
f. Bid rigging
g. Bribery and acceptance of gratuities
h. Significant cases of mismanagement
i. Gross mismanagement
j. Conflicts of interest
k. Travel (TDY) fraud
l. Abuse of authority
m. Theft and abuse of government property
n. Gross waste of funds

3. What does the DCAA OIG normally NOT investigate?

a. Employment Related Grievances: Report grievances to your immediate supervisor, Human Resource Office, and Human Resource Service Center. For disagreements concerning performance evaluations, submit your concerns and rebuttals to your immediate supervisor, second-level supervisor, or the Human Resource Office that services your organization.

b. Theft: Normally, reports of theft of Government property should be reported to the law enforcement authorities at the particular installation in question. The military police, Defense police, and military criminal investigative organizations are responsible to investigate thefts and misappropriation of Government property. We will however, accept certain reports of Government property theft dependent on the circumstances surrounding your knowledge of the offense in question. If the allegations of theft of Government resources are regarding a senior official, involve a high-dollar amount, or you believe other circumstances apply, you are encouraged to contact the DCAA Hotline.

c. Time and Attendance: Report minor incidents of time and attendance abuse to your supervisory chain-of-command and/or your office Human Resources representative. If the allegations of time and attendance abuse are repeated and/or egregious; have not been addressed; involve a senior official, or you believe other circumstances apply, you are encouraged to file the complaint with the DCAA Hotline.

d. Government Vehicle Misuse: Report minor incidents of misuse of Government vehicles to your chain of command. If the allegations of Government vehicle misuse are repeated and/or egregious; have not been addressed; or involves a senior official, you are encouraged to file the complaint with the DCAA OIG Hotline.

e. Personnel Matters: Report matters of concern to your immediate supervisor, department head, or chain of command. Report grievances to your immediate supervisor, Human Resource Office, and/or Human Resource Service Center. For disagreements concerning performance evaluations, submit your concerns and rebuttals to your immediate supervisor, second-level supervisor, or the Human Resource Office that services your organization. If you feel as if you have been discriminated against in the work place, please contact the DCAA Equal Opportunity Office.

f. Employment Decisions: The DCAA OIG does not generally have purview over non-selection for a DCAA vacancy announcement/application. Please contact HR. If you feel you still have not achieved a solution to your issue, you may contact the DCAA Hotline for more information.

g. Pay Issues: Pay issues are best serviced by the relevant Defense Finance and Accounting Service (DFAS) office. The following numbers are provided for your reference:

  • Military Pay: (888) 332-7411
  • Army Military Pay: (888) 729-2769
  • Civilian Pay: (800) 538-9043 (DFAS Indianapolis) or (800) 729-3277 (DFAS Cleveland)
  • Retired Military: (800) 321-1080
  • Retired Civilian: (888) 767-6738
  • Contract/Vendor Pay: (800) 756-4571
  • To file a complaint regarding your pay and allowance issues, you may send correspondence to

4. How long does it take to investigate a complaint?

The length of time required to complete an investigation depends on the complexity of the issues involved, the number of investigations and complaints on hand, and the availability of investigators and witnesses.

5. What is the DCAA Hotline?

The DCAA Hotline provides DCAA contractors and employees with a confidential means of reporting suspicious activity concerning fraud, waste, abuse (FWA) and gross mismanagement.

6. Who operates the DCAA Hotline?

The Office of Inspector General (OIG) manages the DCAA Hotline. Calls are taken by highly skilled and trained investigators with professional expertise in the areas of audits, contracts, security, investigations, and inspections. The hotline is available for you to report your issues or concerns 24 hours / 7 days a week.

7. Who should call the DCAA hotline?

DCAA civilian employees, DCAA contractor employees, as well as private citizens.

8. When should you call the DCAA hotline?

Disclosure should be made as soon as you become aware of actual misconduct pertaining to FWA. The Hotline telephone and the Hotline website are available 24 hours a day, 7 days a week.

9. What should you expect after you make a report to the DCAA hotline?

A thorough interview by an OIG investigator. You will be asked to provide information that will help the investigator piece together the facts of the situation (who, what, when, where, and why) and assess the estimated dollar loss to the government if monetary issues are involved. An evaluation of your complaint will be made to determine if an investigation is warranted or if you need to refer the matter to other authorities. Your call will be handled with confidentiality and you may remain anonymous, if you desire. Anyone making a report to the Hotline is protected from reprisal.

10. What action will be taken against employees who falsely accuse someone?

An employee who knowingly makes a false or malicious statement against someone may be subject to disciplinary action.

11. Do I have to identify myself when submitting a complaint?

No. You may request confidentiality or anonymity. If you request confidentiality, the DCAA OIG will make every effort to protect your identity from disclosure; however, the DCAA OIG cannot guarantee confidentiality since disclosure may be required for such reasons as resolving allegations; avoiding imminent risk of serious harm; disclosing information as required by law, regulation, or judicial order; reporting national security issue; for required referral purposes; and for other cause as the DCAA Inspector General (or his/her designee) shall determine as necessary. If you file your complaint anonymously, the DCAA OIG will not know who you are. As such, the DCAA OIG will not be able to contact you to request additional information. In many cases, the DCAA OIG is unable to proceed with an anonymous complaint due to lack of sufficient information.

12. Am I required to cooperate with the DCAA OIG and attend an interview?

DCAA employees must cooperate with DCAA OIG and provide accurate, timely, and complete responses to any inquiries received from the DCAA OIG. Employees are required to answer questions related to official duties and to provide information obtained in the course of employment. Failure to cooperate may constitute a basis for disciplinary action, up to and including removal and employees failing to cooperate shall be so informed of the potential consequences. An employee may refuse to answer a question if the answer to that question may incriminate the employee in a criminal matter.

13. I received a notice that I am a potential witness and the DCAA OIG has scheduled
me for an interview. What does a potential witness mean and what should I do to find
out the purpose?

A potential witness is someone who may have information that would support or refute an allegation, or information that may lead to the discovery of such information. Contact the DCAA OIG Investigating Officer who sent the interview notice to you if you have any questions. The DCAA OIG will not disclose the nature of the allegation.

14. How do I know if I am a subject of an investigation?

The DCAA OIG will notify the employee if they are a subject of an investigation. The DCAA OIG will not disclose to a subject the details of a complaint and will not disclose the complainant, if known. This notice is usually provided during the e-mail notification to schedule the interview and will state the employee is a subject of the investigation. Employees often believe they are the subject of an investigation when they are not. If you are concerned whether you are a subject of an investigation, you may ask the cognizant DCAA OIG Investigating Officer. Occasionally facts surface during investigations that result in an additional subject(s) to an investigation. If a subject is added during the course of an investigation, the DCAA OIG will notify the employee of the change in status.

15. How should I prepare for an interview?

There is no need to prepare for the interview. You will have sufficient time to provide additional information if needed, after the interview.

16. My scheduled interview conflicts with previous commitments. What should I do?

Contact the DCAA OIG right away. The DCAA OIG will make reasonable attempts to work around your normal work schedule. However, other than for previously approved leave and scheduled training, the DCAA OIG generally expects you to rearrange your schedule to attend the interview.

17. Should I inform my supervisor that I was selected for an interview with the DCAA OIG?

The DCAA OIG does not notify your supervisor of your scheduled interview. As the certifier of your time and attendance records, it is recommended you inform your supervisor of your scheduled interview.

18. How will I charge my time for the interview with the DCAA OIG?

Employees are authorized official time for the interview and a reasonable amount of time if information is requested by the DCAA OIG outside the interview. Consult with the office manager or your supervisor regarding the administrative charge code.

19. If I receive a notice to participate in a DCAA OIG interview, what am I permitted to discuss
with my chain of command and peers?

You may inform your chain of command of the interview notice; however, you are not permitted to discuss the content disclosed during a DCAA OIG interview. Discussing the subject matter of the interview can not only be considered an impediment to the investigation, which could result in discipline or adverse action, but could damage the reputation of parties involved in the investigation.

20. May I record the interview I have with the DCAA OIG?

You may NOT record the interview you have with the DCAA OIG under any method or in any circumstance. You may take handwritten notes, but may not transcribe the interview. The notes may NOT be taken with you following the interview.

21. May I have a union representative during a DCAA OIG investigation?

If you are a bargaining unit employee, and you have an objective reasonable belief that the interview with you may result in discipline against you, you may request union representation.

22. How do I contact the Union for representation during a DCAA OIG investigation?

You may obtain the union representative's name and contact number from your union president, Regional Human Resource Officer, or the Agency Labor Relations Officer.

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