Financial management and operational management
▪ Accountable for sustainability and profitability of the BU.
▪ Ensures that BU deliverables are executed economically, efficiently and effectively in terms of recoverability and productivity.
▪ Ensures effective financial management of CWC.
▪ Development and effective management of the BU budget and performance targets.
▪ Provide input on the opportunities to improve efficiencies of the organisation’s business operations and other innovation. Other responsibilities (Applicable to All JD’s)
▪ Perform and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.
Emotional Maturity D
▪ Lead the environment that promotes respectful, empathetic, compassionate and caring for others ▪ Creates an environment that anticipates and resolves conflict between internal and external stakeholders.
▪ Displays awareness of the complexities of emotions and how these can play out in the public arena.
▪ Provides a sense of direction and purpose, and maintains operational effectiveness of the organisation, even during times of organisational crisis or change.
▪ Exemplifies compassionate leadership. Empowerment D
▪ Drive and articulate the organisational vision with compelling clarity, providing strategic direction and inspiring others to align their efforts accordingly
▪ Creates a sense of Manage and coordinate Strategic Audit Projects as well as Section 4(3) Regularity Audits.
▪ Understands the nature and challenges of the auditing business in order to align own BU to the enhancement of the AGSA’s core business. Public Services Legislation 4 Understanding of all relevant legislation and processes as well as the mandate of the AGSA.
Project Management 4 Ensure a project management approach to work. Implement project management principles to ensure effective project management Assess potential risk and devise contingency plans. Marketing and Branding 4 Promote a positive image of the AGSA
Auditing qualifications and business skills 5 Technical auditing knowledge to:
freedom to act, a sense of common worth and a desire to contribute at all levels of the organisation.
▪ Inspires, motivates, and empowers staff by creating opportunities for growth and an environment in which leaders can emerge.
▪ Cultivates a culture of teamwork, recognition for contributions and successes as well as instils confidence in each other’s capabilities.
Diversity and Inclusion D
▪ Drive an organisational culture that respects diversity, inclusion, gender equality and cultural sensitivity
▪ Models understanding and respect for diversity and its’ relation to enhanced organisational effectiveness.
▪ Builds synergy and better approaches out of diversity and differences to get better results
Acts as a catalyst for transformation by making resources available, clarifying expectations, and removing obstacles.
▪ Creates a culture where diversity translates into product and service delivery improvements, by being more responsive to staff and client needs.
Integrity D
▪ Drive a culture that fosters the highest sense of integrity by actively promoting AGSA’s values within the organisation and with all stakeholders whilst holding staff accountable for inappropriate behaviour
▪ Exhibit uncompromising integrity and commitment in full compliance with the AGSA Values, code of conduct in a transparent manner.
▪ Identifies conflict of interest between stakeholder groups and works to keep AGSA from inappropriate involvement in such situations.
▪ Resists undue political or personal pressure in all business processes and activities. ▪ Challenges the status quo by confronting malpractices (i.e. corruption, unprofessionalism), effectively and openly address unethical behaviour in the business unit. Authenticity D
▪ Drive authentic leadership and encourages other leaders to do the same by creating a culture of psychological safety
▪ Exhibit high level of self-awareness and demonstrate genuine, uncompromising and consistent behaviour/leadership approach that is transparent, trustworthy and inspires loyalty and trust in others. ▪ Encourages acceptant and appreciation of individuality and uniqueness while promoting the achievement of organisational goals and objectives.
▪ Provide feedback to others in a manner that encourages and inspires positive change. ▪ Lives and enacts the AGSA vision, purpose and values and ensures that individual or political agendas are eliminated. Performance Excellence D
▪ Drive a culture that is conducive to quality and efficiency by promoting appropriate tools, technologies, practices, policies and procedures in response to the organisational goals and objectives ▪ Proactively monitors organisational efforts, removes barriers and channels resources in the accomplishment of organisational goals, particularly in the face of complex work demands.
▪ Sets challenging, stretching goals for the unit in line with macro-contextual demands and opportunities. ▪ Drives a culture or high performance by ensuring that consistent, fair, transparent performance appraisal systems are upheld.
▪ Promotes dialogue about excellence at all levels of the organisation, and encourages staff to strive for excellence in all areas of their work. Innovation and Continuous Improvement D
▪ Drive, build, and fosters a safe and stable work environment that allows for new and innovative ideas to surface
▪ Translates creative ideas into strategic plans and operational objectives.
▪ Consistently seeks innovative technological solutions to facilitate the achievement of long-term organisational objectives.
▪ Inspires others to generate breakthrough ideas, fresh perspectives and new opportunities.
▪ Exercises good judgment in knowing when it is necessary to break from convention to serve client needs. ▪ Facilitates idea generation by creating networking opportunities. Accountability D ▪ Drive and uphold a culture that facilitates liability and accountability at all levels by promoting appropriate tools, technologies, practices, policies and procedures
▪ Creates the environment that facilitates liability and accountability at all levels
▪ Continuously evaluates opportunities and threats in the business environment to respond proactively
▪ Takes personal ownership in honouring commitments and models accountability for actions and decisions
▪ Walks the talk by acting as a role model and personally committing to the standards expected of others. Courageous and Ethical Leadership D
▪ Drive a culture of fairness, consistency and objectivity in an unwaveringly ethical manner and instils trust amongst stakeholders about the steadfast integrity of the organisation
▪ Demonstrates consistency in behaviour by showing courage in face of opposition and draws confidence from the conviction that an ethical approach is the only option.
▪ Shows courage and commitment to the organisational mandate in the face of hostility and political interference
▪ Drive the organisational systems and processes that recognizes and rewards ethical heroes.
▪ Ensures that the organisation lives up to its reputat
