Post on 10-Jul-2020
COMPETENCY FRAMEWORKPROFESSIONALISATION.
TARGET AUDIENCESESSION OUTCOMES
GOVERNING BOARDBIGGER PICTUREVALUE ADD
SAI DIVERSITYCOMPETENCYOR PILOT
Knowledge
Skills
AbilitiesCompetency framework
Development and delivery mechanism
Syllabus Evaluation of knowledge and
skills
Continuous professional
education
Competency Framework
Success Profile A
Competencies are a set of skills, knowledge and attributes/qualities that contribute towards success / high performance. They are not limited to an individual, but may exist for teams, departments or organisations at large. Different sets of competencies make up different success profiles and each employee who most closely matches a success profile will be considered the best fit, and star performers the exemplars.Elements 1, 3 and 4 of the competency framework must be explored in concert
Austria/INTOSAI
Spain
Norway
Brazil South Africa
CameroonIndiaCayman Islands
Dr Weinrichter Norbert
Ms Alicia García del Castillo
Mr Henry Roystan McGregor
Mr Abdelhakim Ben Lazreg
Mr Md Shofiqul Islam
Ms Archana P. Shirsat
Ms Maria Lucia de Oliveira F. de Lima
Mr Celestin Ankamtsene Mgboa
Mr George Phiri
Mr Martin Aldcroft
Mr Anibal Guillermo Kohlhuber
Ms Jianhua Qian
Ms Anahi PereiraMs Carolina Beserra Pfeilsticker de Almeida
Mr Thabo Godfrey MongataneMr Jan van SchalkwykMr Wynand Wentzel
Mr Freddy Yves Ndjemba
Mr Subramanian Krishnan SangaranMr Alastair
Swarbrick
Common understanding of competency
DevelopUnderstand
INTOSAI Competency Framework Workshop – OSLO June 2015
Project objective: To achieve professionalisation and certification
Success Profile B
High Performance
2 3 4 5
TemplatesRoad map Inclusive and consultative
approach
1 2 3 4 5
Guiding principles required for:1. Discussion document – A draft competency framework.
2. Concept document – Pilot.
3. Position paper – Education standard.
Guiding principles:The team will employ a laddering methodology (inherent in the design of the competency framework).
The global framework must comprise common elements.
In the design and development of the competency framework, the team should leverage existing frameworks (standards, processes, specific arrangements around the work environment and governance requirements).
The competency framework is ISSAI based.
The competency model caters for a functional progression approach. Alternatively, the model will pursue a leadership/management progression approach (Refer to the progression).
T-Shaped people will be employed in the design.
The competency model will cater for core and functional competencies for consideration in the certification and qualification.
Address the three audit streams.
The programme will employ a freedom within a framework approach which contains both compulsory and optional elements.
Mr Attila Horcsin
Hungary
Principles
Ms Nanna Schnipper
Denmark
Ms Paula RasconaMr Bill Keller
USA
UAE
Mr Khalid Hamid
Adap
tive
Advo
cacy
Assura
nce
conce
pts
Audit matrix
Benchmarking
Breadth of evidence-
gathering techniques
Change management
Collaboration
Culture
sensitivityDomain
knowledge
Negotiation/
Persuasion
Open m
indP/S
valu
e
chai
ns
Parti
cipat
ory
appr
oach
Perform
ance
auditing
applicatio
n
Perform
ance
measurement
Practice
management
Public and functional management
Process orientation
Quality control
Results orientated
Social
intelligence
Strategic
planning
Tech savvy
Budgeting
Financial Competency
Compliance Competency
Performance Competency
Common to all streams
Project Component
Deliverable Activity for the Next 180 Days
Project Design Develop the research framework
n Develop the desktop review framework.
n Develop the survey framework.
n Develop the interviews/questionnaires framework.
n Develop the observations framework.
Conduct the desktop review
n Develop the desktop review framework (Core Competencies):
l Research available universal core competency
frameworks.
l Research skills, knowledge and abilities for the universal
competencies.
n Develop the desktop review framework (Functional/
Technical Competencies):
l Research all available framework items (Standards,
frameworks for existing bodies / regulatory
organisations).
l Research skills, knowledge and behaviours for the
technical/functional competencies.
n Consolidate desktop findings into a competency library:
l Determine the laddering implications and articulate
laddering requirements for skills, knowledge and abilities
l Populate the competency framework matrix –
» Identify competencies.
» Identify sub-competencies.
» Identify skills.
» Identify knowledge.
» Identify attributes/abilities/behaviours.
Develop the research plan
n Identify the respondents and data points.
n Communicate the research intention, design and approach.
Develop the research tools
n Develop the research tool to identify the SAI practices.
n Develop the research tool to identify competency model
practices within each of the SAIs.
n Develop the research tools to identify the levels within the
respective SAIs.
n Develop the research tool to identify the SAI Institutional
considerations.
Develop the deployment plan
n Develop the deployment plan for roll-out.
Core Competencies
Core Competencies
Ana
lytic
al
proc
edur
es
Comm
unicatio
n –
Non-ver
bal
Communication –
Verbal
INTOSAI community
Leadership
Num
eric
al a
bilit
y
Proje
ct/
Man
agem
ent
engag
emen
t
Reporting
Research
Understanding
legislation
Functional Competencies
Functional Competencies
.