TIAPS ALB_Module 2B. Managing People

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<strong>2B</strong>.4 Competency Frameworks IIA Internal Audit Competency Framework: Professional Development General Awareness: Recognize the knowledge, skills, and competencies needed to fulfill the responsibilities of the internal audit activity and the need for continuing professional development. Applied Knowledge: Demonstrate internal audit competency through continuing professional development. Expert: Assess the competencies required to fulfill the responsibilities of the internal audit activity; promote professional development. 22 Auditors are expected to maintain their own competency, but managers need to guide them and ensure there are sufficient skills and expertise available to deliver the audit plan. The Code of Ethics includes the principle of competency: Internal auditors apply the knowledge, skills, and experience needed in the performance of internal audit services. Internal auditors: 4.1 Shall engage only in those services for which they have the necessary knowledge, skills, and experience. 4.2 Shall perform internal audit services in accordance with the International Standards for the Professional Practice of Internal Auditing. 4.3 Shall continually improve their proficiency and the effectiveness and quality of their services. 23 In accordance with Standard 1210 – Proficiency: 1210.A1 The chief audit executive must obtain competent advice and assistance if the internal auditors lack the knowledge, skills, or other competencies needed to perform all or part of the engagement. 1210.C1 The chief audit executive must decline the consulting engagement or obtain competent advice and assistance if the internal auditors lack the knowledge, skills, or other competencies needed to perform all or part of the engagement. 24 Competency can be understood as a combination of knowledge, skills, and understanding (or attitudes and mindset). If someone is competent, they have sufficient expertise to complete tasks consistently to a desired level of quality. Generally, as competency increases individuals are better able to perform with lower levels of supervision and direction and with higher levels of consistency and quality. Competency frameworks attempt to define the requirements of a given role or profession. Generic competencies are common to many positions and include expertise related to 22 Internal Audit Competency Framework, The IIA, 2022. 23 International Professional Practices Framework, The IIA, 2016. 24 International Professional Practices Framework, The IIA, 2016. 41
communication, numeracy, IT, relationships, integrity, and professional behavior. Core competencies are focused on an area of expertise or profession at a general level while technical competencies are specific to roles and tasks. Such frameworks have multiple uses for managers. • Drafting job descriptions. • Defining criteria for promotion. • Conducting a training needs analysis. • Setting targets for professional development. • Evaluating performance and conducting appraisals. A distinction is often made between soft skills and technical skills (or competencies). • “Soft skills” is used to refer to refer to those that involve direct and indirect interaction with other people, including communication, building and managing relationships, resolving conflicts, political nous, and emotional intelligence. Soft skills can also include the dimension of competencies that involves attitudes, behaviors, mindsets, values, and emotions. In many ways, soft skills can be harder to develop than technical skills because dealing with others requires the ability to anticipate and be sensitive to their attitudes, behaviors, mindsets, values, and emotions. However, soft skills are undoubtedly essential for internal auditors and audit managers. • Technical skills relate to the specific requirements of internal auditing, including engagement planning, root cause analysis, report writing, and adherence to professional standards. Creating a competency framework for a profession inevitably results in a generalized model with some arbitrariness in the requirements defined. Professional practices and requirements vary considerably around the world and it is impossible to capture that in a single framework. Therefore, it is necessary for managers to add the specific national, organizational, and departmental requirements to any framework adopted. The IIA Competency Framework organizes competencies in four groups: • Professionalism: competencies required to demonstrate the authority, credibility, and ethical conduct essential for a valuable internal audit activity. • Performance: competencies required to plan and perform internal audit engagements in conformance with the Standards. • Environment: competencies required to identify and address the risks specific to the industry and environment in which the organization operates. • Leadership and communication: competencies required to provide strategic direction, communicate effectively, maintain relationships, and manage internal audit personnel and processes. 25 To obtain skills and expertise needed for delivering engagements not currently available from the existing team, managers have a choice: develop or procure, as described in section <strong>2B</strong>.2. The table shows how the elements of competencies may be acquired, demonstrated, and assessed. 25 Internal Audit Competency Framework, The IIA, 2022. 42
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TIAPS ALB_Module 2B. Managing People

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