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Senior public official secretly employs sons after name changes and doctored CVs

 

A senior public official from Victoria’s Metropolitan Fire and Emergency Services Board (MFB) executed an elaborate deception to employ her two sons by encouraging them to change their names and falsify their CVs.

The Victorian Ombudsman Deborah Glass’ report into the scam, released today [Monday], uncovered a case of naked nepotism within the metropolitan Melbourne fire service that she said had cost the public more than $400,000 over a number of years.    

The MFB’s Chief Information Officer, Mary Powderly-Hughes, hid her relationship to her son, David Hewson, when she hired him in July 2014.

She employed her other son, Barry Robinson, two years’ later to backfill Mr Hewson’s position after she handing him a permanent role as the Manager of IT Administration, Finance, Procurement and Projects.

Leaving nothing to chance, Ms Powderly-Hughes typed her sons CVs, faked their employment history and told them the interview questions beforehand. She also pretended to carry out reference checks after interviewing them.

To make doubly sure her second son got over the line for a procurement manager role, Mrs Powderly-Hughes ‘interviewed’ Mr Robinson at her home and drilled him in IT finance packages, despite him being woefully underqualified for the role and ordinarily working as a motor mechanic.

The three were sprung after a whistleblower reported their concerns to the Ombudsman.

“I have my suspicions that Mary Powderly Hughes has hired her son, or family member, or someone with a very close connection and I think she’s manipulated things to make sure he got the job when it became permanent. When he was a contractor he quickly got a rate rise, which is quite rare for most people,” the manager told Ms Glass.

The Ombudsman investigated the tangled web the trio had weaved using social media and official records.

Officers matched Mr Hewson’s mobile phone number listed on his MFB emails with his role as Treasurer of the local cricket club. They then matched his personal email address with a Facebook account for a Mr Hughes, which revealed the suburb he lived in, the same as the cricket club. The Victorian Electoral roll listed a David Patrick Powderly-Hughes in the same suburb.

Mr Hughes Facebook account also showed he had previously worked for Parks Victoria, which Mrs Powderly Hughes had also listed in her past jobs on her LinkedIn account.

A search of the Victorian Registry of Births, Deaths and Marriages showed that the men were her sons and had both changed their names a few weeks’ before starting work at MFB.

Ms Glass said the case was an egregious example of self-interest.

“Some cases I have investigated over the years seem so unlikely you could not make them up. Except, as in this case, they did,” Ms Glass said.

“The facts of the case are that a senior public official at the Metropolitan Fire Brigade hired her son, not declaring the relationship, having falsified his CV and coached him prior to interview, three weeks after he changed his name to conceal the relationship. 

“After giving him a pay rise and moving him into a permanent role, she then hired her second son, also falsifying his CV and “interviewing” him at her home after he, too, had changed his name to conceal the relationship,” said Victorian Ombudsman Deborah Glass. 

Ms Glass said she had rarely come across such blatant and calculated behaviour.

“Often the cases are minor, although wrong. Not this time, this was a case of deception where the family nest was feathered, plain and simple.” 

Unsurprisingly, all three have left MFB since the investigation blew up. Ms Powderly-Hughes resigned on the day of her interview with the Ombudsman and both of her sons have since been sacked.

Ms Glass said cases were often difficult to detect and she underlined the importance of colleagues raising the alarm if they saw anything suspicious going on at work.

“The case also serves as a salient reminder of the importance of disclosers acting on suspicion that something is awry in their workplace. More often than not, as the saying goes, where there is smoke, there is fire.”

She said that while the agency could not be held responsible for the deception perpetrated upon it in this case it needed to beef up its conflict of interest policies.

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