DutiesFor both streams:
As a principal, you will report to an Assistant Auditor General and be accountable for implementing the Office of the Auditor General of Canada’s (OAG) strategic and operational priorities, aligning with the organisational vision and values.
You will lead audit operation teams responsible for the core mandate of legislative auditing and interacting with key internal and external interested parties. You will play an instrumental role in the transformation initiatives supporting our core business to deliver relevant, timely and high-quality audits (performance, financial or special examinations) or audit services.
You will contribute to the implementation of continuous improvement measures across the office.
Work environmentWe employ over 750 talented and dedicated employees working across Canada, including our primary Ottawa Office. We serve Canadians with the goal of strengthening their trust in public institutions and promoting continued excellence in our public service, one audit at a time.
We are legislative auditors. This means that we are independent of government and work on behalf of Canada’s Parliament, the territorial legislative assemblies, and the boards of Crown corporations that we have a mandate to audit. Through our audits, we provide objective, fact-based information and expert advice on government programs, spending, and operations. Parliamentarians and legislators use our findings to oversee government activities and hold public institutions accountable for their use of public funds.
The OAG is a separate employer of the federal public service in accordance with Schedule V of the Financial Administration Act.
The executive group at the OAG is not entitled to performance pay in addition to their rates of pay.
The incumbent will work on-site at 240 Sparks in Ottawa up to 5 days per week.
To learn more about the perks of working at the OAG, visit our website: https://www.canada.ca/en/auditor-general/careers.html
Intent of the process
This process is to staff various positions at the PX level within the Audit Operations at the OAG on an indeterminate basis.
A pool of qualified candidates may be established to staff in similar positions at the OAG in the future.
Positions to be filled:
1 Principal, Performance Audit (PX-VFM-00)
1 Principal, Financial Audit (PX-FIN-00)
Important messages
Official Language during the Process:
Candidates are entitled to participate in the appointment process in the official language of their choice. Applicants are asked to indicate their preferred official language in their application.
How to apply:
Your application must be submitted online through GC Jobs. If you are a person with a disability preventing you from applying on-line, you can contact the Federal Public Service Job Advertisement Information Line by calling 1-800-645-5605.
Acknowledgement of receipt of applications will not be sent. Communication for this process will be sent via email. You are responsible for ensuring that all contact information provided is accurate and updated as required. If you do not respond to OAG communications, we will interpret this as your withdrawal from the process.
You must provide de following information:
1. Your résumé.
2. A cover letter (maximum 5,000 words) indicating for which stream you are applying for (you may apply to both stream in a single application), clearly explaining why you are the ideal candidate for this position, including a detailed description of how your experience, skills, and education match our candidate profile and align with both the essential and asset qualifications.
3. Contact information for references: your current supervisor and your previous supervisor. Referees must have an in-depth knowledge of your work and must be able to answer questions pertaining to your achievements, strengths and areas for improvement.
Assessment Process:
Various assessment tools may be used in this selection process, such as, interviews, a situational exercise, a self-assessment, references, etc. Other sources of information (such as performance assessments, talent management placements, work samples, board member knowledge etc.) may be used to assess the criteria identified on the Statement of Merit Criteria.
All the information collected during the selection process, (including behavior and communication), from the time of application until the end of the process, may be used to assess the candidates.
Top-Down Approach:
Depending on the number of applicants, volume management strategies such as top-down approach and/or establishing cutoff scores may be used to determine who will continue in the staffing process. Applicants who meet the essential experience criteria will be ranked according to the depth and breadth of experience they possess. Please note that although you may attain the established pass mark on any of the assessments used in this staffing process, management may decide to use a higher cut off score.