14 Main government department customers 120 Associated government bodies are customers 475 People employed by the Agency 64 Locations across Great Britain 6 Specialist services Our services We help our customers improve how they deliver public services and provide value for money for the taxpayer. We look at the bigger picture, considering the wider government context, as well as looking at an organisation’s specific risks and management challenges. We are primarily funded by fees charged to our customers. We want to give our customers excellent value for money, and we’re focused on making the most effective and efficient use of the time our people spend on customer-facing activities. We’re also working to reduce our reliance on commercial partners for generalist support. If our customers require specialist services that our people cannot provide, we have ready access, through our framework contract, to the best skills in the private sector at competitive rates. We follow and are subject to Public Sector Internal Audit Standards (PSIAS). The services we offer can be grouped into five broad categories: Assurance services We provide an independent and objective evaluation of management activities. This enables us to give an evidence-based professional opinion on an organisation’s effectiveness in relation to governance, risk management and controls. Our work is often referred to as third line assurance, with operational management providing the first line of assurance and internal governance (including subject matter experts) providing the second.
EU Audit Authority The Agency is the audit authority for several European Union (EU) structural fund schemes, such as the European Regional Development Fund and the European Social Fund. These functions will cease after the UK leaves the EU, although the timing of this will not be known until the UK completes its exit negotiations with the EU. We will work with our customers to wind up the structural fund schemes in the UK. Counter fraud and investigation services Our award-winning team provides advice and support to customers on counter fraud strategies, fraud risk assessments, and measures to prevent, deter and detect fraud. Where commissioned, our professionally trained staff investigate suspicions of internal or supplier fraud or malpractice. Advisory services Our advisory work supports the design of enhanced governance, risk management and control activities. The scope of our reviews are wide-ranging, from advice on business process to support on delivering successful projects and programmes. Government internal audit policy and profession Overall responsibility for internal audit policy in government rests with HM Treasury. We maintain a small team, funded by HM Treasury, to deliver this role on its behalf and lead the profession.
interests, shareholdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners. If you believe you may have a conflict of interest, please contact before submitting your application. Equality and Diversity The Agency is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Agency’s objectives, and to fulfill their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post. Code of Conduct All Board Members are required to adhere to: The Cabinet Office Code of Conduct for Board Members of Public Bodies: Appointment Process How to Apply For us to progress your application please submit the following completed documentation: A Curriculum Vitae with your education, professional qualifications and full employment history A Statement of Suitability (no longer than two pages) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with reference to the criteria in the person specification Equal opportunities monitoring form - this form will not be disclosed to the panel involved in assessing your application but will be used to monitor the effectiveness of our recruitment process Political activity form Conflicts of interest declaration Details of any public appointments currently held Names and contact details of two referees will be contacted if you are shortlisted for interview Sections 3, 4, 5 and 6 are enclosed in a combined Monitoring Forms document Please send all the above required application documents to: . If you are unable to email your application, you can send it in the post to: GIAA Human Resources LG 13 1 Horse Guards Road London SW1A 2HQ. Overview of the Process The process is one of fair and open competition, in keeping with the
information, and data and information supplied by external parties; before appointment of Non-Executive Board Members (NEBMs) is made by the board, evaluate the balance of skills, knowledge and experience on the board, and, in the light of this evaluation prepare a description of the role and capabilities required for a particular appointment. In identifying suitable candidates the Committee shall: use open advertising or the services of external advisers to facilitate the search; consider candidates from a wide range of backgrounds; and consider candidates on merit and against objective criteria and due regard to the benefits of diversity on the board including gender, taking care that appointees have enough time available to devote to the position; review annually the time required from NEBMs. Performance evaluation should be used to assess whether the NEBMs are spending enough time to fulfil their duties; and ensure that on appointment to the Board, NEMBs receive a formal letter of appointment setting out clearly what is expected of them in terms of time commitment and involvement outside board meetings. The Committee shall also make recommendations to the Board concerning: scrutinising systems for identifying and developing leadership and high potential; scrutinising plans for orderly succession appointments to the board and of senior management, in order to maintain an appropriate balance of skills and experience; and the re-appointment of any NEBM at the conclusion of their specified term of office having given due regard to their performance and ability to continue to contribute to the Board in the light of the knowledge, skills and experience required. The Committee is expected to fulfil this role using its collective skills and external experience. It is also expected to comply with HMT’s . Composition Members: Chair/Non-Executive Non-Executive Chief Executive Others attending in a support capacity: Operational Directors Head of Human Resources Secretariat Members of the Committee shall be appointed by the Board and shall be made up of at least three members, the majority of whom should be independent NEBMs. Only members of the Committee have the right to attend Committee meetings. However, other individuals such as the Operational Directors, the Head of Human Resources and external advisers may be invited to attend for all or part of any meeting, as and when appropriate.