The National Audit Office considers investing in its human capital to advance the technical and professional level of its employees as one of its essential strategic objectives.
To achieve this, the NAO formulates development plans, creates training programs and offers training courses on a continuous basis.
In order to devise a training programme that offers its employees the opportunity to progress to higher technical and administrative capability levels, the NAO works on the one hand with a general framework that defines technical and administrative capability levels to be achieved and on the other hand it looks at the individual training needs of its employees.
In addition, the NAO manages a development programme for its staff to obtain internationally accredited professional qualifications in auditing and accounting, such as ACCA (Association of Chartered Certified Accountants), CPA (Certified Public Accountant), CIA (Certified Internal Auditor), CISA (Certified Information Systems Auditor), and CMA (Certified Management Accountant).
On-the-Job training
On-the-job training forms an important part of the NAO’s employee development process. The employee acquires the necessary practical experience whilst carrying out his work under the supervision and follow-up of a mentor who assists him in identifying his strengths and weaknesses in his job performance and who offers advice on how to improve his performance.
On-the-job-training follows certain procedures:
- The mentor is appointed by the concerned director in coordination with the Human and Financial Resources Directorate from the date the new employee starts his job.
- The assigned mentor stays with the employee for a maximum of two years after which a new mentor will be assigned.
- The mentor is at audit manager/head of section or even higher level and must possess adequate competence to be able to provide on-the-job training.
- Each mentor is responsible for a maximum of 5 employees per year.
- At the beginning of the professional year, the mentor and the employee devise together an individual development plan which defines the employee’s development goal for the professional year which has to be reviewed and approved by the Human and Financial Resources Directorate.
- The mentor meets at least three times during the professional year with the employee and documents these meetings; he meets at least twice with the Human and Financial Resources Directorate.
To apply for a vacancy, please choose what matches your qualifications and work experience and submit your application by following the instructions listed under the "Job Openings" section.