Assist with managing the probity audit function within RAiN.
Key Functional Responsibilities:
Key functional day-to-day duties and responsibilities:
- Managerial Duties:
Ensuring the following is performed for probity audits awarded and reviewing the work:
- Audit Planning–
- Undertake Probity Audit planning activities allocation of resources to project in line with the audit budgets.
- Performing Audits-
- Review Terms-of-Reference (specification) before advertisement and provide advice on areas of improvement,
- Review advert to ensure alignment to the approved specification,
- Have audit meetings with the Head of SCM, Risk and Compliance,
- Provide the Specification Report.
- Attend briefing sessions
- Attend site visits
- Attend the closure/ opening of bids process.
- Observe and audit the evaluation process.
- Inform the BEC of errors / weaknesses / non-compliance at each stage of evaluation process.
- Review, verify and ensure all mandatory documents are submitted and complete according to the requirements of the specification.
- Admin Evaluation — observe and review all bids and ensure bidders are correctly eliminated or advanced.
- Audit/review the authenticity of bidders’ B-BBEE certificates and ensure correct levels of B-BBEE status
- Ensure consistency in evaluation criteria is applied by BEC.
- Non-mandatory documents must be verified: B-BBEE report, risk profile of bidders, etc.
- Cast and cross cast the scores by BEC
- Interpret and ensure accurate application of prescripts applicable to the tender.
- Attend adhoc evaluation processes
- Audit the final BEC report and BAC submission to ensure the outcomes of each evaluation stage is reported correctly.
- Drafting Audit Report –
- Reviewing probity audit reports and ensuring their crafted effectively with relevant, innovative, and practical recommendations to support SCM process improvement and performance.
- Client Relations –
- Ensure information requests are sent out to the clients timeously once a PO is received.
- Attend audit meetings with the departments (As and when)
- Reporting on daily events of the tender process and submitting Weekly progress reports are sent out to the client on the audit of the tender process.
- Employee mentoring, coaching and performance reviews–
- Provide advice to the team on how to resolve disputes that occur on a day-to-day basis between the client and the team when projects are being executed on the ground.
- Provide advice to the team on how to ensure.
- Ensure new recruits are oriented.
- Ensure bi-annual performance reviews are held, sufficient evidence of an employee’s performance is collected, and minutes of meeting are drafted and sent to HR
- Ensure departmental training needs are identified, training is arranged and delivered on a timely basis.
- Identify employees legging behind and provide sufficient motivation for them to step up and perform.
- Other Administrative Managerial Functions
- Ensure probity managers bill projects timeously.
- Ensure probity managers collect timeously.
- Ensure projects are put on Projections timeously considering the factors on the ground.
- Ensure files are complete and archived once a project is completed.
- Submitting quotations for new work
- Interdivisional Duties
- Lead and/or work collaboratively – with other Divisions, and stakeholder groups to allow effective communication and exchange of information to enable the proper management of RAiN and business continuity management.
- Audit, Standards, processes, and policies –
- Contribute to the development and continuous improvement of the RAiN Probity Audit department by developing manuals, processes, and reporting framework in line with best practice.
Is keenly aware of the time frame in which tasks or projects need to be done. Accepts and mirrors the level of urgency conveyed by manager or customer being served. Puts priority on the needs of the organization or the needs of its customers. This contrasts with the behavior of individuals who lose sight of approaching deadlines, fail to fully accept ownerships for commitments that have been made to others, and/or make decisions and spend time in self-serving ways that fail to place proper emphasis on organizational or customer needs.
Possesses sufficient job skills and knowledge to perform the job in a competent manner. Can demonstrate skills and knowledge in day-to-day situations. This is distinctly different from those individuals who lack sufficient job skills or knowledge to meet job requirements or who have the skills and knowledge yet struggle to apply them to day-to-day situations on the job.
Makes sure to understand every safety practice expected by the organization. Takes no shortcuts that increase the risks of accidents, personal injuries, or equipment failures. Looks for unsafe practices in the workplace and takes responsibility to ensure that others are aware of the potential impact. This is distinctly different from those who are unaware of many safety expectations, take shortcuts that increase safety risks, and/or fail to recognize and take timely action to increase safe practices by others.
Meets or exceeds productivity standards that have been established for his/her organizational level or position. Has successfully combined skills, ability, and effort level to ensure that expectations related to results/output are achieved. This contrasts with those individuals who fail to meet standards due to a shortfall in essential skills, ability or the level of energy/effort required.
Quality of Work
Has established a track record of producing work that is highly accurate, demonstrates attention to detail and reflects well on the organization. Is personally committed to high quality work and encourages others to have similar standards. This differs from those who cannot be relied upon to produce high quality work, pay little attention to detail, show little pride in a job well done and/or set a poor example for co-workers or direct reports.
Quantity of Work
Produces an amount of work that meets or exceeds job expectations. Makes sure that quality does not suffer as the quantity of work increases. Works effectively with peers and carries own share of team workload. This contrasts with those whose output level is clearly below organizational needs, those who make unacceptable tradeoffs between quantity and quality, and/or those whose output is typically below that of others when they are placed on a team.
Acts in ways that demonstrate personal integrity and serves as a positive example of why others should trust the motives of the organization. Views himself or herself as a reflection of the organization by following through on commitments and accepting ownership of any mistakes he or she might make. Leaves others with the clear impression that integrity is a core value at this organization. This contrasts with individuals who make commitments that go unmet, fail to acknowledge their role in disappointing events, or whose actions (or inaction) leave others with doubts about the level of trust that should be placed in the organization.
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