(1) INTERNAL AUDITOR V

DUTIES AND RESPONSIBILITIES

1. Supervises, directs and controls the overall operations of the Division;

2. Manages the conduct of internal audit in accordance with the Philippine Government Internal Audit Manual (PGIAM) to help the organization achieve its objectives and to promote effective, efficient, and ethical operations in government;

3. Ensures the efficient and effective operation of the internal audit functions;

4. Develops strong professional relationships with the Head of Agency (HoA) or Governing Body (GB)/ Audit Committee or (AuditCom);

5. Leads the development of the internal audit strategic plan and annual work plan that outlines the objectives, priorities and proposed internal audit plan;

6. Liaises with other policy and regulatory bodies in developing internal audit plans for the review and approval by the HoA or GB/ AuditCom; and

7. Performs other related functions, if necessary.

CORE COMPETENCIES (SUPERIOR)

SHARED LEADERSHIP - The ability to develop collaborative partnerships by empowering others in the public service to promote good governance.

STRATEGIC LEADERSHIP - The ability to deliver transformative results with transparency, accountability and integrity.

SERVANT LEADERSHIP - The ability to deliver quality public service by putting common good above self to help uplift the lives of the Filipino people, especially the marginalized.

TECHNICAL COMPETENCIES (SUPERIOR)

INTERNAL AUDIT SERVICES - Reviews and approves the audit plan and program; develops and implements control measures to address identified audit risk; manages the conduct of the audit and reviews and approves audit report and follow up.

BUILDING COLLABORATIVE AND INCLUSIVE WORKING RELATIONSHIP - The ability to build and maintain a network of reciprocal, high trust, synergistic working relationships within the organization and across government and relevant sectors. This involves the ability to successfully leverage and maximize opportunities for strategic influencing within the organization and with external stakeholders.

MANAGING PERFORMANCE AND COACHING FOR RESULTS - The ability to create an enabling environment which will nurture and sustain a performance-based, coaching culture. Effectiveness in this competency area also includes a strong focus on developing people for current and future needs, managing talent, promoting the value of continuous learning and improvement.

LEADING CHANGE - The ability to create an enabling environment which will nurture and sustain a performance-based, coaching culture. Effectiveness in this competency area also includes a strong focus on developing people for current and future needs, managing talent, promoting the value of continuous learning and improvement.

THINKING STRATEGICALLY AND CREATIVELY - The ability to “see the big picture”, think multi-dimensionally, craft innovative solutions, identify connections between situations or things that are not obviously related, and come up with new ideas and different ways to enhance organizational effectiveness and responsiveness.

CREATING AND NURTURING A HIGH PERFORMING ORGANIZATION - The ability to create a high performing organizational culture that is purpose driven, results based, client focused and team oriented.