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

.