ALRAQABA . ISSUE 16
17
SAV recruits its staff in two ways, i.e.
examination and interview admission. By
means of examinations, SAV announces on its
job vacancies, descriptions and quotas to the
public, and then organises exams on different
subjects and practical knowledge for new
recruits. For interview admission, SAV scrutinizes
proofs of qualifications of applicants against
the descriptions of the vacant working position,
and then conducts interviews to shortlisted
applicants to decide whether it should admit
him/her or not. The latter way is only applicable
to state officials who have got five or more
than five years of working experience in audit-
related areas and/or for prominent students who
desires to work for SAV as prescribed by SAV’s
talents attraction policies. The polices set out
specific criteria on competencies, and working
conditions, standards, remuneration, rights and
responsibilities of the talented applicants upon
their admission to working in SAV.
Q9.What are the SAI plans to develop
the skills of its staff?
SAV has developed and issued annual and
medium-term training plans to build up capacity
of its staff. The medium-term plan aims to
provide assessments on results of training in the
previous period, to set forth training targets and
orientation towards SAV’s development mission
and goals, to define activities associated with
specific goals, timelines, solutions and needed
budget estimates, to assess related risks, and to
propose measures and solutions to tackle and
mitigate these risks (if any). Currently, SAV is
implementing its training plan 2016 – 2020.
The annual training plan is based on medium-
term training plans and on long-term strategic
objectives of SAV as well. It mainly concentrates
on defining specific training activities and
professional development programs, such as
subject matters, number of courses, modules
and participants, time, venue, budget estimates,
and chairing and coordinating units. The plan is
normally prepared no later than December 31
each year. The Training Academy of SAV is the
key actor in conducting capacity development
programs for auditors of SAV as a whole while
each of SAV’s subordinate departments will
be responsible for training its own auditors on
certain subjects and/or audit areas of its own
need.
Besides, SAV also attach special importance
to promoting its international cooperation with
other SAIs on capacity development for its
auditors, particularly in new audit areas and
methodologies.
Q10. What are the steps followed by
the SAI to enhance the cooperation
and exchange experiences with
other friendly SAIs, members in audit
organizations?
SAV maintains and develops cooperative
relations with other SAIs and many development
partners in the region and the world.
For bilateral cooperation, SAV is now
maintaining ties with more than 50 SAIs and
development partners. Particularly, it enters
cooperation agreements with 21 SAIs and
prestigious professional institutions. To enhance
the cooperative relations and exchange
experiences with other SAIs and international
donor agencies, SAV usually exchanges high-
ranking visits and study tours; exchanges books,
manuals and training materials concerning
audit methodologies and techniques; invites
representatives of the other SAIs to participate
in selected conference, seminars and other
training activities with international character
conducted in respective countries; conducts
joint researches, training activities, conference,
seminars and working sessions on public sector
audit; invites experts/consultants from other SAIs/
