Umongameli Omncinci: I-Audit Yokusebenza

Inkrwelo yokuqwalasela

Umongameli Omncinci: I-Audit Yokusebenza kwi-GPAA, Pretoria. Inqanaba 11, R932 292 ngonyaka. Iinjongo zokusebenza ngokwethutyana ezisemgangathweni.

Imfuneko

• Idiploma enxulumene nenqanaba 3 yomazifundisane / Isikhwama abantu abamane wesikhwama esikumgangatho sesigaba 360 okanye ngaphezulu;
• Iminyaka yolungu-enye (6) o okanye ngaphezulu ekusebenzeni kummandla we-Internal Audit enye iminyaka 3 okanye ngaphezulu ye-management/middle management experience;
• Ukwandiswa kwezorhwebo njengo-Certified Internal Auditor (CIA) kunye ne-Institute of Internal Auditors South Africa (IISA).
• Ukwazi ikhompyutha okuquka ukuyazi kahle imveliso ye-Microsoft Office.
• Ulwazi ngokuthi isikhwama se-Internal Audit silandelwe njani kunye nezistimu.
• Ulwazi ngeenqobo kunye nokusetyenziswa kwe-Corporate Governance entle, iRisk yeBusiness & Operational kunye neqinisekiso lezinqubo zokubhekisa kwaye izipakathi.
• Ulwazi ngeStandards ze-Professional Practice of Internal Auditing kunye neCode of Ethics eyenziwe yi-Institute of Internal Auditors (IIA).
• Ulwazi nge-Public Finance Management Act kunye neTreasury Regulations.
• Ulwazi ngorhwebo lwamaSouth African Public Service & Labour Legislation kubandakanya i-Public Service Act, LRA, OHS Act, kunye ne-King Report.
• Ulwazi nge-Pension Fund Legislation.
• Management information systems izwi-terminology, imixholo kunye nokuqhubekela phambili.
• Ikratshi yokubhala incwadi yezimali kunye yokwatshona.
• Ikhusela ngokukhawula amaproblem.
• Ulwazi lwabantu kunye nokusomashakelo.
• Ikhusela lokupakama ngamazwi.
• Ulawulo lwenxibelelwano yabantu abakwenye inkcubeko.
• Ukulawulwa kunye nokuvavanya ingxala.
• Ikhusela lokubhekisa iprojekthi.
• Iindlela zokucinga ngobukhali.
• Ukunika ukunyameka kokulinda.
• Intombazinyo kunye nomteto onzima.

Imiqobo

• Umuntu osebenzayo uzakuba nemfanelo yokunqoba imisebenzi elandelayo kunye izinto ezingezantsi ngaphandle kokuzingela: Ulawulo lwesebe le-Internal Audit sub-directorate;
• Qinisekisa umgaqo-nkqubo we-controls kunye nokuzuzela izinjongo zesebe ngokulinganisa izilawuli/izinjongo zesebe, ukumisela intsingiselo yazo kunye nokusebenza kahle ngokuthi kulandwe i-internal audits.
• Thibelela iziphumo zokusebenza kwe-Internal Audit.
• Jonga, qokelela ulwazi kunye nokubhala ingxelo yokusebenza kwe-internal audit kumngameli-mhlaba kunye ne-Audit Committee, ingxelo ngenyanga emine kunye nengxelo yonyaka.
• Jonga umgaqo-nkqubo wemithetho kunye nomthetho umkela owazo ukuqinisekisa ukuba izinto ezintsha zilandelwe.
• Yila kunye nokulungisa iindlela zokusebenza zika-internal audit, imisingelo kunye nezipakathi.
• Neha iseluleko kunye intshumayelo kumagosa okuthi iyilo le-methodology ye-internal audit, imisingelo kunye nezipakathi.
• Yila iplan ye-strategic ye-internal audit.
• Tyhala amakhosi enqwelo-mhlaba okukhupha amandla kumhlaba-mlungu ophakamileyo njengoko kubhalwe kuplan ye-strategic kunye nequm yokulawula iinokwazi.
• Zibandakanya ekuzenzeliweni kweplan ye-strategy entathu-iminyaka ye-internal audit.
• Yila iplan e-annual ye-internal audit.
• Lunguza ngeentshukumo ezintsha kummandla we-internal audit.
• Oku kuya kuquka oku kulandelayo.
• Jonga iijournals ezisebenzayo kunye nezincwadi ukulunguza umonde weentshukumo ezintsha.
• Jonga kunye sithutha izilwandle kunye imithetho kunye neqhagamshelwano lemithetho-nkqubo ngokuqhubekela phambili.
• Zibandakanya nokuqhubekela phambili okusesikweni okunxulunyanisayo (izixhobo kunye nendlela) njengoko kuthi kufunwa/kunqunyaniwe.
• Ulawulo olukhethekileyo lweadministration ye-Internal Audit sub-directorate.
• Gunwa umtethelo-nkqubo.
• Lawula amaphumelelo kunye nophuhliso.
• Yila imisebenzi ye-Human Resource kunye enye engumsebenzi-nkqubo.
• Yila, yenzo kunye ulungise izilawulo zokuxoxa entle.
• Yila, yenzo kunye ulungise izinqubo ukulungiselela olwazi oluqhakamshelwano oluyilungileyo kubandakanya i-Engagement Work Program.
• Bhala kunye ususumethi ngemisebenzi eholela yokuadministration.
• Enze iphakamiso eliqela elixhuma elilizweni.
• Ukuthenga kunye nomgaqo-nkqubo womthwalo.
• Isicwangciso kunye ukwabiwa kwemisebenzi.
• I-quality control yemisebenzi eyenziwe ngabasebenzi.
• Iseluleko elikhuselekileyo kunye neentlonipho.
• Lawula onke amathuba kule yunithi.
• Setha, lumkela kunye ulandelele ukusebenza kwaseumuntu bakho abaxhomekeke, ubhalele ukuba umxhamilane kwi-target elunqunyaniwe.
• Abela umsebenzi ngokwamandla asesikweni nomsebenzi.
• Tyhala iimpilo kunye iimfuno zokuphucula ukucacisa.
• Qinisekisa ukuba i-Employment Equity ilungisiwe.
• Landelela ukuba iziphumo zifikelelo kwimikhelo yebizinesi.
• Lungiselela ukunyibilika kwabasebenzi kunye umsebenzana, inkoncadi ye-ibsenteyini kunye yokuya esigqibiseni.
• Zicankele abasebenzi ngokusebenzisa izifundo ezahlukeneyo zothwalo-mthetho.
• Lungiselela ukuxoxa kwesebe ngokuthi kusetyenziswe izisikali ezilungileyo kunye nezikhokelo.
• Lawula ibajeti yeyunithi kunye uliphethe amaphethini okwenzeko njengoko kuthi kunqunyaniwe.

Indlela yokuqoka

To apply visit: https://erecruitment.gpaa.gov.za/

Imibuzo: Sanele Ngema Tel No: (012) 319 3501 Enquiries.erecruitment@gpaa.gov.za

Amanqaku

Effective from 19 June 2026, the GPAA now utilises an e-Recruitment System which means all applicants must login/register to apply for positions, we only accept e-Recruitment online applications. The applicant’s profile on the e Recruitment is equivalent to the newly approved Z83, and it is the responsibility of applicants to ensure their profiles are fully completed or their applications will not be considered, as per the DPSA Practice Note. Certain documentation will still be required to be uploaded on the system such as copies of all qualifications including National Senior Certificate/Matric certificate, ID, etc., however these documents need not be certified at point of application, however certification will be required prior to attending the interview. The candidate must agree to the following: Shortlisted candidates must avail themselves for a virtual or in-person panel interview at a date and time determined by the GPAA. Please note: All shortlisted candidates, including the SMS, shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. It should be noted that the GPAA does not support the use of Artificial Intelligence (AI) in any of its recruitment and selection processes and will disqualify an application if it picks up the use of AI when completing assessments without acknowledging the source of information. Successful completion of the Nyukela Public Service SMS Pre-entry Programme as endorsed by the National School of Government, available as an online course on https://www.thensg.gov.za/training-course/sms-pre-entry-programme/, prior to finalisation of appointment, is a requirement for all SMS positions. All shortlisted candidates for SMS posts will be subjected to a technical exercise and interview. Following the technical exercise and interview, a maximum of three (3) SMS candidates will undergo psychometric assessments to assess cognitive capabilities, behavioural preferences, emotional intelligence, and integrity. Applicants must note that pre-employment checks and references will be conducted once they are short-listed and the appointment is also subject to a positive outcome on these checks, which include but not limited to: security clearance, security vetting, qualification/study verification, citizenship verification, financial/asset record check, previous employment verification and criminal record. Applicants will be required to meet vetting requirements as prescribed by Minimum Information Security Standards in line with the new DPSA Directive effective 01 April 2024. By submitting your application, it also means you consent to the GPAA processing your information for Human Resources Management purposes. It is the applicant’s responsibility to have all their foreign qualifications (this includes O and A level certificates) evaluated by the South African Qualifications Authority (SAQA), at your own expense. Upon appointment, successful candidates will be required to sign a Performance Agreement within 3 months from date of appointment and for candidates whose appointment exceeds 12 calendar months will be appointed on probation for the period of twelve (12) calendar months excluding leave taken as prescribed by Public Service Regulation 68. The status of your application will be visible on the e-Recruitment system. However, if you have not received feedback from the GPAA within 6 months of the closing date, please regard your application as unsuccessful. The candidate must take note: It is the GPAA’s intention to promote equity (race, gender and disability) through the filling of this post(s) with a candidate whose transfer / promotion / appointment will promote representativeness in line with the numerical targets as contained in GPAA’s Employment Equity Plan. Note: The GPAA reserves the right not to fill the below-mentioned posts, withdraw or to put on-hold a position and/or to re-advertise a post. MANAGEMENT ECHELON