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Candidate Information
Senior Auditor
Manchester
MH09025
CONTENTS
Section Page
Background Information 2
Job Description 3
Person Specification 3
Who can apply
Selection Process 5
How to apply
Terms and Conditions 6
Guidance for completing the application form 7
The United Kingdom’s international organisation for educational opportunities and cultural relations. We are registered in England as a charity.
BACKGROUND INFORMATION
As the UK’s leading cultural relations organisation, the British Council plays a crucial role in
building overseas influence for the UK by developing mutual understanding between peoples,
societies and countries. Our activity and programmes deliver benefits for Britain at home and
abroad.
The overall turnover in 2007/2008 was £560m and the forecast for 2008/2009 is £620m. Two
thirds of this is income from revenue-earned activities and one third from a government grant.
We operate at arm’s length from Government and are governed by a board of trustees. We
are registered as a charity in England and are thus regulated by charity law. We are also a
Non Departmental Public Body (NDPB). Our sponsoring department in Whitehall is the FCO
which ensures that the overseas work contributes fully to the international reputation of the
UK. The Foreign Secretary is responsible to Parliament for the activities of the British
Council.
The British Council has unique experience, built up over 75 years, of how to make
relationships succeed. We now enable more than 20 million people both in the UK and in
over 100 countries and territories worldwide to experience the UK’s creativity and to discuss
issues that affect a shared global future. In the process, we enhance international
understanding of the United Kingdom as it is today, and build lasting relationships of mutual
benefit to those who will become the next generation of leaders and influencers in their
countries. In education, science, the arts, English language learning, sport, governance and
human rights, we make the connections to help millions of people make a difference.
How we are governed
The organisation receives strategic direction from a board of trustees. The board elects its
own members with the exception of one, who is nominated by the Secretary of State for
Foreign and Commonwealth Affairs. All members serve for a term of three years and may
stand for re-election. The executive direction of the British Council is carried out by Martin
Davidson, its Chief Executive and supported by an Executive Board.
The Executive Board
The Executive Board, led by the Chief Executive, is made up of four interdependent roles:
Director Operations, Director Innovation, Director Resources and Director Strategy &
External Relations. This team works closely together to deliver individual and team goals for
the benefit of the organisation.
The British Council Advisory Bodies
Strategies for Scotland, Wales and Northern Ireland are each supported by National
Committees. In addition, strategies for our work in the arts, knowledge and information,
education and training, science, engineering and environment, governance, and English
teaching, are each supported by Advisory Committees. The organisation also has an
Advisory Board; this is a policy forum that supports the Board of Trustees and the
organisation by providing perceptions and insights into its work and the context in which it is,
and will be, operating. The Advisory Board meets once a year.
Our performance targets
The British Council operates a performance scorecard. Through it we assess our
performance in a range of dimensions including customer and stakeholder satisfaction, our
reputation, the perceptions of our staff and the impact of our projects.
For more information please visit:
Annual report http://www.britishcouncil.org/annual-report/index.htm
Our vision, purpose and values http://www.britishcouncil.org/new/about-us/who-we-
are/vision-purpose-and-values/
Recent examples of our work around the globe http://www.britishcouncil.org/home-about-us-
world-of-difference.htm
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JOB DESCRIPTION
Aim
To contribute to an efficient and effective internal audit department through playing a key role
in supporting British Council in the management of risk and achievement of objectives. This
will include the performance of internal audit assignments, in support of the annual audit
opinion on the adequacy and effectiveness of the governance, risk management and control
processes that exist throughout the British Council. Additionally, the performance of ad hoc
assignments as required (including, but not limited to Environmental, HR and Speaking up
Policy).
Duties and Standards
Duty 1 - Preparation and planning of audits
Standards:
Best professional practice and standards from Government Internal Audit Standards (GIAS)
and BC internal audit procedures inlcuding:
input into the annual planning process through involvement in workshops and contributions
to audit intelligence, and maintenance of audit database (e.g. using shared data and audit
automation systems such as Paisley);
drafting and agreeing terms of reference for audit assignments and special reviews,
including, but not limited to: Fraud, Whistleblowing, Human Resources, Corporate policy and
procedures (e.g. Enterprise Risk Framework, Essential Finance), Benevolent Fund, and
Follow-up reviews, etc;
developing, maintaining and tailoring audit programmes as necessary;
arranging pre-audit briefings from relevant staff and collection of appropriate reference
material and data files for review using CAATs and/or spreadsheets;
involvement in data interrogation exercises as appropriate using tools like: IDEA, Paisley,
etc for Separation of duties analysis of FABS (SAP R/3); and IDEA for file interrogations of
FABS (SAP R/3) and legacy systems;
involvement in budgeting for assignments; and
carry out planning in line with the time allocated in the annual plan.
Duty 2 - Audit fieldwork
Standards:
Using best professional practice and standards for:
determining the most appropriate type of review (e.g assurance, compliance, risk,
systems, VFM or other), in consultation with the Audit Manager and/or HIA, to gain the level
of independent assurance needed. Largely, the work will require a risk based internal audit
approach to be adopted.
determining appropriate audit techniques for reviewing the risk environment, systems, fact
finding and observation, use of Computer Assisted Audit Techniques (CAATs) to inform the
audit, interviews, process mapping and other graphical techniques to document processes,
systems, risks and controls, to aid file reviews and vouching, and reperformance as
appropriate. Where appropriate, using an audit automation to deliver the audit assignment;
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designing appropriate means for evaluating: the adequacy of internal controls, especially
risk management processes which have been developed to manage/ report risk monthly and
annually within Departmental, Country and Regional plans, incorporating a review of the
management information system that supports strategic decisions and an assessment of
whether the operation is fit for purpose;
co-ordinating, supervising, leading and training of Internal Audit core staff associate
auditors from the Council's global network and co-source partners staff assigned to the audit,
this includes monitoring audit effort, maintaining audit focus on risk, materiality and
practicality, motivating the team to achieve objectives;
delivering internal audit assignmetns to time and budget and to the standards expected.
To have documented working papers (paper and/or electronic) that fully support the findings
contained in the report;
carrying out audits in line with the number of days allocated in the annual plan, or if
necessary making judgement to extend and seek approval from HIA.
Duty 3 – Reporting
Standards:
Best professional practice for :
exercising independent judgement based on the auditor's assessment of the findings;
reviewing and summarising findings from the working papers in to the preliminary audit
findings during and at the end of the fieldwork;
carrying out an end of audit exit meeting with the auditee, local management and overseas
regional action managers as appropriate;
perform post-audit de-briefing as part of the feedback process on self and team
performance, (i.e. lessons learned);
preparing and issuing the draft report within one week of return to the UK;
finalising and issuing report taking into account auditee's comments and issuing action
plan with priorities determined by the auditor and agreed with Head Internal Audit; and
issuing closure or intermediate statement once action plan received (within one month of
issue of final report) and agreed by action manager.
Duty 4 - Follow up
Standards:
Best professional standards for:
arranging and conducting de-brief meetings, with HQ based Action Managers and other
interested parties in the UK;
monitoring the effectiveness of the audit reviews they have responsibility for through
reviewing the satisfaction surveys completed by auditees. This provides a feed forward
mechanism into the objective analysis of Audit performance linking to one of the targets
contained within Audit's scorecard ;
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maintaining the audit status report which is the tool used to track progress of
recommendations made and implemented. This report is one of the principle reports used by
HIA to inform the Audit committee of Internal Audit's progress against plan;
prepare working papers, storing and archiving paper files and electronic records; and
responding to enquires received both audit related and non audit review related, (within 5
working days of return to the office).
PERSON SPECIFICATION
The job specific skills and behavioural competencies this post requires are listed below.
Please note that not all of these will necessarily be assessed as part of the selection
procedure. Please see the next page for criteria that need to be demonstrated on your
application form:
Analytical Thinking (Level 4) – in particular about financial processes
Team Working (Level 3)
Flexibility (Level 3)
Achievement (Level 4)
Professional Confidence (Level 4)
Relationship Building for Influence (Level 3)
Self Awareness (Level 3)
Written Skills - Ability to produce written reports summarising options, demonstrating the
decision making process and stating clearly the proposed conclusion, suitable for
presenting to senior stakeholders.
Presentation Skills – Ability to make effective presentations to senior managers using
effective presentation aids and dealing with questions raised. Able to facilitate workshops
and training sessions.
Professional accountancy qualification plus applied practical experience - CCAB qualified
accountant with at least 3 years of post-qualification experience
A competency dictionary is provided separately that gives detailed information about the
behavioural competencies.
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WHO CAN APPLY
This job is open to anyone who has the legal right to work in the UK. To ensure compliance
with the Asylum and Immigration Act 1996, we will need proof before appointment to a post in
the UK that you are entitled to work in this country.
The British Council’s normal retirement age is 65. If you are over this age, or within 6 months
of it, at the time you apply to join us we reserve the right not to pursue your application if we
consider that we would be unlikely to derive sufficient benefit from your appointment in the
period before your retirement.
SELECTION PROCESS
Candidates will receive communication after each stage of the selection process, informing
them whether they have been successful or unsuccessful.
Application Form
The application form is in two separate parts: part 1 contains personal information and is a
confidential document, which will only be seen by HR; part 2 relates specifically to the post(s)
you are applying for and will be seen by those making selection decisions.
Evidence to provide on the application form
You have up to 200 words to address each criterion. Evidence clearly in excess of 200
words will not be taken into account.
All applications will be subject to a shortlisting process, where a panel will identify candidates
who meet the essential criteria for the post. Candidates successful at this stage will be
invited to attend an interview.
Please provide written evidence for:
Analytical Thinking (Level 4) – in particular about financial processes
Team Working (Level 3)
Flexibility (Level 3)
Achievement (Level 4)
Professional Confidence (Level 4)
Relationship Building for Influence (Level 3)
Written Skills - Ability to produce written reports summarising options, demonstrating the
decision making process and stating clearly the proposed conclusion, suitable for
presenting to senior stakeholders.
Professional accountancy qualification plus applied practical experience - CCAB qualified
accountant with at least 3 years of post-qualification experience
The British Council is committed to a policy of equal opportunity. We guarantee an interview
to disabled candidates who meet the essential criteria on their application forms.
Interview
The interview will be competency based, but will also focus on specialist knowledge and
experience.
Candidates will also take part in a presentation exercise.
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HOW TO APPLY
The closing date for applications is Monday, 12th October, 2009 at 5pm.
Please complete the application form and email it quoting reference MH09025, to Hannah
Richards at britishcouncil@tmpw.co.uk. Applications should be submitted by the closing
date. Applications received after this time will not be considered. Please do not attach a CV
or any other document; they will not be used to make selection decisions. This is to ensure
that all candidates are treated equally.
The application form is available in other formats on request.
Contact Details
If you have any queries regarding the completion of your application, please email
britishcouncil@tmpw.co.uk or call 0845 302 4999.
EQUAL OPPORTUNITIES
We ask that you complete the Equal Opportunities and Diversity Monitoring Information
within the application form. Provision of this information is voluntary but will assist the
British Council in its commitment to a policy of equal opportunity and the development of
positive policies to promote equal opportunities in employment. Monitoring is recommended
by the Equality and Human Rights Commission and supports us in meeting our legal
obligations.
We welcome applications from all sections of the community as we believe that a diverse
workforce gives added depth to our work.
We monitor all stages of our recruitment and selection processes to ensure there is no
potential for unjustified discrimination on irrelevant grounds. Our monitoring data is externally
analysed each year, and recommendations are published and acted upon.
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TERMS & CONDITIONS
Contract
The post will be on an indefinite contract.
Salary
The range for this post is £31,500 - £34,500 per annum. The expectation is that the starting
salary would be at the bottom of this range. In addition, colleagues working within the Audit
team receive allowances of £3,500. Salary is paid monthly in arrears. Annual salary
increases are determined by performance.
Pension
The successful candidate will be eligible to join the Civil Service pension arrangements
unless their contract states otherwise.
We offer the choice of two types of pension:
Nuvos - a defined benefit, government guaranteed, occupational pension scheme that
currently has a 3.5% member contribution rate. The British Council meets the rest of
the cost of the scheme.
Partnership pension account - a stakeholder pension with age related employer
contributions, optional member contributions and additional matching employer
contributions up to 3 per cent of salary.
Colleagues do not have to join the Civil Service pension arrangements and may choose to
opt out. Arrangements can be made for the transfer of pension rights to the Civil Service
Pension arrangements from many other HM Revenue and Customs registered pension
schemes. Full details of these arrangements are available on the CSP website
http://www.civilservice-pensions.gov.uk/
Successful candidates will be sent an information pack.
Annual leave
Annual leave is earned at the rate of 32 days per calendar year.
Other benefits
The British Council operates a number of schemes that are designed to be of benefit to staff
in the UK, including
Child care vouchers
Flexible working hours
Employee Assistance Programme
Staff restaurants in London and Manchester offices
Generous maternity and paternity leave
Interest-free season ticket loan.
Some of these benefits have eligibility criteria.
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GUIDANCE ON COMPLETING THE APPLICATION FORM
Introduction
By completing the application you will enable us to take into account those achievements and
abilities which are relevant to the job/jobs for which you are applying.
Read this guidance carefully and formulate your answer fully before writing anything. This is
your chance to highlight the examples from your experience which are best able to
demonstrate your skills, knowledge, abilities and experience in the required areas. This
written evidence will supplement any information you provide at interview.
Completing the application will also help you to prepare for an interview.
How to complete the competency evidence sections of the application form
The competencies are part of the Council’s core competency framework and identify core
skills, knowledge, abilities, values, and attitudes seen as critical for achieving successful
results in these roles. Please refer to the enclosed Behavioural competency dictionary for full
information on the behavioural competencies.
You should draw on your past experience inside and outside the work situation to
demonstrate evidence of each competency and record what you have achieved 1. But what
you have achieved is not all we want to know. We also want to know about the skills,
knowledge, abilities and approach you used and that you might be able to apply in a different
situation in the future.
For each competency give an actual example, from the last two to three years if possible.
You can draw on relevant experience you have gained in the workplace or outside the formal
workplace. Confine your answer to a maximum of 200 words and organise your evidence
against each competency following the STAR structure:
Situation a brief sentence or two to set the scene and give the context
Target (or Task) the specific aspects you focussed on and why
Action what you actually did, how and when you did it, and the
rationale for your choices
Result what the outcome was and the difference it made
Evidence in excess of 200 words will not be taken into account
Situation and Target (or Task)
Describe what you did and what was achieved. Write a short summary of between one and
two sentences describing the facts surrounding the situation, how it affected the organisation,
the project, the customers, etc. and any problems and difficulties that you encountered.
Convey the significance of what was done and how it affected the outcome, together with
some brief details of what was involved. For example, ‘We had to develop and implement a
new process for promoting local education opportunities but were constrained by budget cuts
throughout the department. As a result of working with local authorities we achieved our
objectives within budget and within the 3 month timescale'.
Action and Result (what you did and what you achieved)
This is really the most important part, as it concerns explaining what you actually did. Give a
brief summary of the critical actions you personally took that relate to the competency in
question. The best way to approach this is to ask yourself:
What were the one or two key things I did that had the greatest impact upon the final
result?
1
This approach is based on the premise that skills and abilities are transferable to a different context.
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Try to focus on the actions that relate to the specific competency in question, as often a set of
critical actions may provide evidence of several competencies. For example, ‘I built
relationships with the local authorities by chairing meetings, conducting presentations and
developed a network of contacts to actively lobby in order to gain agreement to my proposed
course of action’. This may represent evidence of the competency 'relationship building for
influence'.
Proportion of the achievement for which you personally claim credit
Try to be specific about the situation, the tangible results achieved and the part you played in
achieving that result. This is particularly important if you were acting as part of a team.
Highlight the role you actually played in achieving the outcome rather than focusing too much
on the team activities. Note the proportion of the achievement for which you claim credit.
Hints and tips
Before completing your application you may want to review past experiences and talk them
through with colleagues who were involved. Alternatively you may want to talk through some
of your experiences with your line manger or project team leader. You may want to show
your application to a colleague or colleagues and ask for their comments before sending it to
us.
Remember it is important to try to give specific and separate evidence of each competency.
Please avoid using an achievement more than once and give examples that are recent,
preferably within the last 2-3 years
The information you provide will be used in the shortlisting process and will form part of the
interview. We will also take it into account when making final decisions.
Allow sufficient time to write your application before the deadline. We recommend spending
at least a day writing your application and providing evidence and examples.
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