FY15 Tax Graduate Development Program

8/12/2019 FY15 Tax Graduate Development Program

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MENA Tax GraduateDevelopment Program

FY12


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All Rights Reserved MENA Tax Graduate Development Program 2Ernst & Young

To: All Tax graduates at Ernst & Young, Middle East

Tax Graduate Development Program

I am delighted that you have decided to join Ernst & Young. We are the largest and best professional

services firm in the Middle East offering great opportunities for our young people to learn develop andbuild excellent career progression.

This booklet provides details of the development plan that we provide you during the first two to three

years of your career with Ernst & Young.

The firm fully recognizes the value of investing in focused and rapid development of our people.

Accordingly, this development program is based on a combination of classroom training leading to an

international professional qualification and closely supervised on the job training fully supportedby our

cutting edge methodology and technology. The program design has taken full consideration of the fact

that development is about more than just formal learning; it is about day to day work experience,

coaching, mentoring and excellent career progression opportunities.

We are committed to helping you develop however I encourage you to take ownership of your career to

achieve your full potential.

Good luck

Sheirf El-Kilany

Tax Service Line Leader - Middle East & North Africa


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ContentsA.Introduction ................................................................................................................................. 4B.The graduate and office responsibility .......................................................................................... 5C.Developing our graduates ............................................................................................................. 6

Tax career path model .................................................................................................................. 6English language .......................................................................................................................... 6Classroom training courses ........................................................................................................... 6On the job training ........................................................................................................................ 7Support for obtaining a professional qualification........................................................................... 7Ongoing professional development ................................................................................................ 8

D.Your career with Ernst & Young ................................................................................................... 9Performance management ............................................................................................................ 9Career advancement .................................................................................................................... 9Remuneration .............................................................................................................................. 9

E.Graduate development officer .................................................................................................... 10Objective ................................................................................................................................... 10Recruitment of new graduates .................................................................................................... 10Prior to joining ........................................................................................................................... 10Upon joining ............................................................................................................................... 10Manage the development program.............................................................................................. 11Management of the graduate performance management and development process (PMDP) ........... 11Resignation/Termination............................................................................................................ 11

F.The firms values ....................................................................................................................... 12Our values statement ................................................................................................................. 12

Appendix 1: Tax graduate development program............................................................................ 13Appendix 2: Training courses ......................................................................................................... 14Appendix 3: Tax Career Path Model ................................................................................................ 18

The Workstreams ....................................................................................................................... 18Principles of the career path model ............................................................................................. 19Compliance or Advisory? ............................................................................................................ 19Contacts in the ME ..............................................................................Error! Bookmark not defined.

Appendix 4: Support for obtaining a professional qualification........................................................ 23Association of Chartered Certified Accountants (ACCA) ............................................................... 24Chartered Institution of Taxation (CIOT) - Chartered Tax Adviser (CTA)........................................ 25Certified Public Accountant (CPA) examination............................................................................ 25Saudi Organization for Certified Public Accountants (SOCPA) examination (Saudi graduates only). 26
http://10.120.11.40/csg/Work/eMedia/110716-625421%20Tax%20graduate%20development%20booklet%20(Basma%20ElSharkawy)/Taxation%20GDP%20Booklet%20_%20Jan10_V7.docx%23_Toc300159771http://10.120.11.40/csg/Work/eMedia/110716-625421%20Tax%20graduate%20development%20booklet%20(Basma%20ElSharkawy)/Taxation%20GDP%20Booklet%20_%20Jan10_V7.docx%23_Toc300159771http://10.120.11.40/csg/Work/eMedia/110716-625421%20Tax%20graduate%20development%20booklet%20(Basma%20ElSharkawy)/Taxation%20GDP%20Booklet%20_%20Jan10_V7.docx%23_Toc300159771http://10.120.11.40/csg/Work/eMedia/110716-625421%20Tax%20graduate%20development%20booklet%20(Basma%20ElSharkawy)/Taxation%20GDP%20Booklet%20_%20Jan10_V7.docx%23_Toc300159771


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A. IntroductionThe firms success in meeting its ambitious growth targets is dependent upon its ability to recruit high

caliber graduates and quickly develop them into high performing professionals. In line with our globalcareer development framework Ernst & Young and You* (EYU) we have developed the structured Tax

Graduate Development Program (GDP) which covers:

Balanced work experience Career development opportunities with support for professional qualification On the job training Structured classroom training English language assessment and trainingThese components are supported by a range of tools and initiatives designed to promote communication

and knowledge sharing and ensure that graduates are given every opportunity to achieve their potential.

The strategic aim is that all these elements will integrate to provide graduates with a rounded and broad

based set of skills, experiences and attributes.

Key milestones and achievements for graduates are to:

Understand and apply the firms taxation procedures, methodologies and practices and gain a detailedunderstanding of their countrys tax laws and practices

Develop a track record of delivering against their challenging objectives Utilize the firms tools and technology and knowledge resources Demonstrate the personal characteristics and attributes of a professional Demonstrate competence in the English language both verbal and written appropriate for their role Obtain an internationally recognized professional qualification which is required prior to promotion to

the manager grade

A high caliber graduate should be capable of being promoted to a senior grade within three years, and to a

manager within a further four years.

* For more details about EYU, our career development framework, please refer to EY Leads or t o the booklet PMDP Your guide to

the performance management and development process.


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B. The graduate and office responsibilityWe are committed in providing our graduates with an outstanding training program that enables them to

achieve their full potential and become successful professionals. However, in return we encourage andexpect them to take ownership of their career.

The responsibilities of the graduate include:

Making effective contributions to the office by providing Exceptional Client Services Conducting him or herself in a manner consistent with the firms values Studying diligently to obtain a professional qualification Continuously develop his or her professional skills through self study and by attending all classroom

training

Ensuring 100% compliance to the Performance Management and Development Process (PMDP). Theobjective is to help you improve your performance, measure your achievements and develop yourcareer. This includes completing an Annual Plan each year and requesting timely feedback on aregular basis.

Ensuring you experience a mix between Tax Compliance and Tax Advisory work as per therequirements of the Tax Career Path Model (CPM) (Please refer to page 6 and Appendix 3 for moredetails about Tax CPM).

The responsibilities of the office include:

Providing exposure to a multinational environment Providing you with diversified work experience roviding you with high quality coaching on each engagement, and timely feedback on your

performance Providing you with the opportunity to work in other service lines or locations Providing you with a structured career path and remuneration growth Encouraging fast track progression for high fliers Promoting a diversified learning experience Providing support for you to obtain your professional qualification Developing a broad-based set of skills, experiences and attributes* For more details about the PMDP please refer to the booklet PMDP Your guide to the performance management and development

process or complete the Web Based Learning (WBL) E7601, ME PMDP Guide within EYLeads.


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Developing our graduates


On the job training

On the job training is a critical part of the program. The group manager is responsible for assigning the

graduate to a broad range of clients that will provide a balance of work experience.

The graduate should maintain a record of work experience and discuss it with the senior on any new

engagement so that the assignment will take into consideration the need to develop skills.

The offices Graduate Development Officer will meet with the graduates on a periodic basis to ensure that

each graduate is receiving balanced work experience.

Graduates should expect to receive high quality coaching on each engagement, and timely feedback on

their performance in the same way as any other member of staff.

It is the firms policy that all hours worked on an engagement starting day 1 should be charged, even if the

graduate works late or on a weekend. No professional should ask any graduate to refrain from charginghours as this has a number of negative consequences, including:

A graduates contribution will not be properly measured The cost of the engagement will be understated, which may affect billing and client retention issues The firms Global Code of Conduct will be disregarded

Support for obtaining a professional qualification

In addition to the firms internal training program and providing a balanced work experience with on the

job training each graduate is expected to study diligently for an appropriate professional qualification. The

firm will support this both, financially and by awarding study leave.

After the first 6 months of joining, the graduate will be expected to choose which professional

qualification he or she will study for pursue. This is an important decision and as much advice as possible

should be sought prior to making this decision.

The firms support extends to not requiring any graduate to work overtime during the period one month

prior to sitting a professional examination. Whilst the firm has high expectations of graduates in meeting

client commitments, the graduate should speak to his or her counsellor, or to the Graduate Development

Officer if asked to work overtime.

The support provided is conditional upon the graduates performance in the work place meeting a

minimum standard i.e. an annual appraisal rating of 3, 4 or 5. If performance is not satisfactory thesupport may be withdrawn temporarily or, in extreme situations, permanently.

The below professional qualifications are supported by the Tax Middle East practice. Tax graduates are

encouraged to study for the ACCA qualification due to its focus on an international curriculum.

Association of Chartered Certified Accountants (ACCA) Certified Public Accountant (CPA) Chartered Institution of Taxation (CIOT) - Chartered Tax Adviser (CTA) Saudi Organization for Certified Public Accountant (SOCPA - a national Saudi qualification for Saudi

graduates only)


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Developing our graduates


Details of the financial and study leave support provided for each professional qualification are listed in

Appendix 2. Details about each professional qualification can be found in Appendix 4.

In the event of resignation within four years of joining, the firm reserves the right to reclaim all or a

portion of the financial support, on a pro rata basis, given to those who have successfully gained their

qualification.

The importance of performing well in your professional examinations is fundamental. Our concern is that

you pass first time and, to help you achieve this we pay a great deal of attention to how you are coping

with your professional training and ensuring you are receiving the appropriate training necessary to be

successful.

If you experience difficulties with your studies, you are expected in the first instance to seek support and

assistance from your tutors, your GDO or your counsellor. It is your responsibility to demonstrate both the

commitment and required effort to pass your examinations.

Ongoing professional development

Professional development is a life long process at Ernst & Young.

Many other developmental opportunities can be completed during your career with the firm. These

opportunities can be found with the annual Tax Professional Development Program booklet.


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D. Your career with Ernst & YoungThe firms Performance Management and Development Process applies to all professionals. Details on this

process can be found within the booklet PMDP Your guide to the performance management anddevelopment process. Key points to note are:

Performance management

The performance of each graduate will be measured in the same way as any of our Tax professionalsfollowing the Performance Management and Development Process (PMDP).

All graduates will have a Personal Scorecard which summarizes their individual goals, objectives andtargets against which their performance and contribution is assessed throughout the year. ThePersonal Scorecard can be accessed via EYLeads.

In addition to the scorecard targets, all graduates will have a set of agreed minimum performancestandards, i.e. timely completion of time sheets. The firm has an expectation that each professionalwill meet these standards which are necessary for the firm to operate efficiently.

All graduates should familiarize themselves with the performance management and development process

by reading the PMDP booklet and by completing the Web Based Learning (WBL) E7601, ME PMDP Guide

within EYLeads.

Career advancement

In simple terms, an Associate is eligible to be considered for promotion if he or she has consistently:

Made an appropriate contribution as measured by the year end performance review process. Demonstrated the necessary personal attributes for the higher grade. Demonstrated the necessary technical skills and knowledge to work at the higher grade and has

developed his or her skills in accordance with the agreed Annual Plan.

Displayed our shared culture and values.The firms assessment of how well these criteria have been demonstrated is summarized in the annual

performance grading. For those below the grade of manager, a high performing individual i.e. achieving an

annual appraisal grading of 5 or 4, would expect to be considered for promotion every year. Exceptional

performers may have accelerated promotion.

Obtaining a professional qualification is a prerequisite to promotion to the manager grade.

Remuneration

The firm operates a lockstep salary structure which rewards people more substantially the longer they

stay with the firm for example, a first year executive manager will usually be paid approximately twice a

first year manager. Time spent with Ernst & Young has considerable value in the market place and this

increases significantly as the person reaches manager grade and above.

All Ernst & Young staff are entitled to a bonus each year which is based on a combination of individual

performance and the financial performance of the business unit.


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E. Graduate development officerThere is a Graduate Development Officer (GDO) within each office. The role of the GDO is outlined below.

This is a generic role description and aspects of it may vary depending on the local office.

Please do contact your office GDO if you have any queries relating to the Graduate Development Program.

Alternatively you can send any quires you might have to Zaid Al-Hadrami, MENA L&D Leader or

Basma El Sharkawy, MENA Tax HR Business Consultant.

Objective

To implement the different Service Line Graduate Development Programs (GDPs) within the office that will

provide balanced work experience, structured training and support towards a professional qualification

and to ensure graduate compliance with the Performance Management and Development Process.

Recruitment of new graduates

correctly. Responsibilities may include, but are not limited to: presentations at universities or careersfairs; participating in campus teams; screening cvs; interviewing; assessor role at the assessmentcentre

recruits and market the graduate development programs

and details are correctly entered on to the database

Prior to joining

ate and the Tax EYU champion of new graduates start

date and personal details

about the office to read prior to joining

Ensure the office has a sufficient supply of hard copy GDP booklet available for all graduates to behanded a copy upon joining

Upon joining

evantService Line GDP, what is expected of each graduate and the Performance Management andDevelopment Process

ng where

necessary

joining


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Graduate development officer


Manage the development program

ourage all graduates to study fora professional qualification within 1 year of joining the Firm

managers and counselors

r basis to discuss their work experience, study progress,quality of engagement feedback and quality of counselling

Meet with offices Tax EYU champion on a regular basis (monthly if needed) to discuss the progressand challenges against the proper execution of Tax Career Path Model

graduates are nominated and attend the mandated training as per the GDP

professional qualifications and examination details

) summary report (using pro forma) for staff partner,OMP and HR leader

Management of the graduate performance management and development

process (PMDP)

Ensure all graduates are aware of the PMDP and its importance. Responsibilities include:

Train graduates on how to complete their Annual Plans using the graduate proforma Annual Plan Train graduates on how to request feedback on the completion of each assignment via the feedback

center on EY Leads

Participate actively in the counseling process for each graduate including providing input into the yearend performance review and roundtable session

Ensure graduates Annual Plans and engagement feedback are of a quality standards and arecompleted on timely basis

Resignation/Termination

Review and understand graduate exit interview feedback


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F. The firms valuesFor Ernst and Young, living the values will be our route to global market leadership. It is the behaviors that

underpin these values that are integral in delivering a differentiated experience to our clients and creatingan environment in which our people thrive.

As a new joiner to the Firm, graduates are expected to understand our values and embed them in theireveryday interactions both internally and externally

Our values statement

Who we are and what we stand for

People who demonstrate integrity, respect and teaming.

People with energy, enthusiasm and the courage to lead.

People who build relationships based on doing the right thing.

"More information is provided in the Living Our Values WBL in the self study induction program".


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Appendix 1: Tax graduate development program

* In case of offices not having Associate 3 grade in their Tax structure, then they would offer the Associate 3 courses to Associates 2. And the Associates 2 courses to Associates 1.

** If the level of English, as assessed by an external organization, is considered to be good, the graduate may skip the English language training. Sufficient English language training must be

provided, if necessary, before promotion to the Associate 2 grade.

*** SOCPA is offered to Saudi graduates only.

Grade

Associate 3*

Associate 1

Year

3

1

Courses

Accounting and Auditing 2 Tax 2

Professional Qualification SupportACCA/CIOT CPA SOCPA***

After 6 months of joining After 1 year of joining

Associate 2 2

Welcometo EY

Taxinductionprogram

90%Compliance

Experiences

10% Advisory

80% Compliance 20% Advisory

70% Complia nce 30% Adv isory

Localofficeinduction

EnglishLanguageTraining**

AccountingTax 1 Auditing 1


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Appendix 2: Training courses

Welcome to EY (WTEY)

Duration 8 hours

Target Audience All new recruits

Overview of module Welcome to EY (WTEY) is a globally consistent event designed to welcome new

hires into the organization. The program imparts the key information that our

people need as they start their journey with EY. The program helps our new

hires understand how they can be a success at EY and begins to provide the

support and confidence they need to have an impact. The program

demonstrates a clear vision that inspires our people and confirms to them that

they have made the right decision in joining EY.

Describes our organizational framework, our market strategy and ourvalues

Describes how EYs business model, policies and procedures benefit ouremployees and our clients

Identifies strategies and resources for achieving professional success atEY

Recognizes how we make a difference in the communities in which wework and live

Training delivery Classroom

Content Global with some local customisation

EY Leads code F8814

Local Office induction

Duration 4 hours


Overview of module The local office induction program provides new joiners with practical

information they need to know their first few days at EY.

Provides an overview of EY and the new joiner's local office

Describes what is to be expected during the induction process Identifies the support provided by Core Business Services (CBS), including

the People Team, Finance, Administration and IT.

Highlights other essential information required to get started.Training delivery Classroom

Content Local

EY Leads code NA


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Introduction to Counseling at EY

Duration 1.5 hours


Overview of module Introduction to Counseling at EY provides a foundation level of knowledge for

EYs counseling process, Performance Management and Development Process

(PMDP) and explains how to work with ones counselor to plan future

development with EY and focus ones contribution on our business.

Explains why counseling is important both to an EY professional and tothe organization

Describes the roles of counselor and counselee and explain an EYprofessionals responsibilities in the counseling process

Explains the importance of being accountable for and taking ownership ofones own development process

Describes the steps in the PMDP process

Recognizes the importance of feedback within PMDP Describes how to draft well-defined goals that can be linked to the

business strategy

Training delivery Web Based Learning (WBL)

Content Local

EY Leads code E3448

Tax induction program

Duration To be completed within the first 30 days of joining

Target Audience New graduate recruits

Overview of module The Tax Induction Program should be completed by all new recruits ideally

within the first week of joining the firm and before any substantial client

work is completed.

Microsoft office learning (word and excel) Tax service offerings Familiarisation with different Tax knowledge available (Knowledge

repositories , Tax web, GIS, GFIS Client look up tool etc..)

ME Tax Manual Country Manual Performance Management and Development Process (PMDP) learning

Training delivery Self study

Content Local

EY Leads code C7889


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English language training

Duration Flexible, depending on the current level of knowledge of participants

Target Audience New graduate recruits requiring English language training

Overview of module English language competence is important for your success in your career.

The English language training program is designed to enhance the

participants existing language proficiency to a sufficiently higher level by the

end of the training period. Modern teaching methodology will be adopted in a

real English environment.

To enhance participants English language skills.

General English

The training program is structured in five stages and students are placed in

one of the levels based on a placement test.

Business English

The training program is structured in three stages. Various elements oflanguage skills i.e. listening, reading, writing and speaking are covered.

Program management

Depending upon the existing proficiency of the participants English language,

they will be placed at a suitable level. The program is designed to upgrade the

existing English knowledge of the participants to a higher level in a

progressive basis where all participants are comfortable with basic grammar,

business writing, dialogue and presentation.

Training delivery External English language training provider (The British Council Training will

be the preferred choice)

Content External

EY Leads code NA

Accounting and Auditing 1

Duration 72 hours total

Part 1 - 40 hours

Part 2 - 32 hours

Target Audience New graduate recruits

Overview of module Accounting and Auditing 1 is a two part course, with a gap of 3-4 monthsbetween each part. It should be attended by all new graduates within 2-3

months of joining.

Part 1 provides a theoretical overview of how an audit is conducted and the

EY Global Audit Methodology (GAM)

Before attending part 1 participants should complete the below WBLs:

Title EY Leads Code Duration (hours)

Audit Concepts and

Fundamentals

A2202 1

Audit Risks Concepts E1144 1


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Accounting and Auditing 1

Part 2 includes only practical scenario based case studies on areas which new

graduates are expected to work on an audit plus basic GAM application. No

precourse work is required.


Content Global

EY Leads code F7893

Tax 1

Duration 16 hours

Target Audience New graduate recruits.

Overview of module Tax I familiarise participants with the firms tax practice policies and

procedures; and introduce Middle East taxation systems and related technical

issues.

Outline of Taxation in the Middle East Technical issues Tax Administration Quality & Risk Management Writing skills


Content Global

EY Leads code F4805

Tax 2

Duration 16 hours

Target Audience Tax Accountant/Consultants and Seniors.

Overview of module Tax 2 allows participants to develop a good understanding and working

knowledge of double tax avoidance treaties, some of the most common

technical issues encountered in the Middle East and tax planning techniques. Tax treaties Advanced technical issues in the Middle East Tax planning techniques Tax Correspondence and Advice Quality & Risk Management


Content Global

EY Leads code F4806


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Appendix 3: Tax Career Path Model

The Workstreams

It is important to remember that in the ME, the majority of our tax work is compliance based and therefore

it is imperative that all our colleagues have a firm grasp of this type of work. In addition to this and with

the introduction of this streamed career model, we will also commit to providing all individuals with the

opportunity to experience and contribute to some advisory work from an early stage in their careers.

To achieve this, we will recruit junior colleagues/graduates into a single pool which will cover both

compliance and advisory work. During the first three years of your career, each office will review their

current workload, marketplace and environment, and will decide on an appropriate blend of Compliance

and Advisory work which should be undertaken by individuals in their practice. The following gives you

some guidance on what you will expect to find:

Year 1 90% compliance work, 10% advisory work Year 2 80% compliance work, 20% advisory work Year 3 70% compliance work, 30% advisory work

Given the mix of experiences you will have had by Year 3, you will be ready to make a career decision

around whether you would prefer to specialize in compliance or advisory work. This will be a decision

based on a mutual discussion, which will take place during the annual roundtable process, taking into

consideration performance, experience, wishes of the individual, competency assessments and feedback

from counselors and Partners. Promotion to Senior is the milestone that has been identified as the most

appropriate time for the allocation to be made to the Compliance and Advisory workstreams.

The following diagram illustrates the typical Career Path for each workstream:

** Please note, there will be routes and opportunities for Partnership through both the Compliance and Advisory workstreams.


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Principles of the career path model

The model is based on various key considerations and assumptions, which will be vital to its success:

It is expected that a smaller proportion of the population will move to the Advisory workstreamcompared to the compliance workstream based on the fact that compliance work features moreheavily in our portfolio

The launch of the model will be aligned to graduate recruitment for FY10, however for our currentAssociates, there will be opportunities to move into either a compliance or an Advisory workstreamand these allocations will be made based on discussions with counselors and the most appropriate fit

All Associates will be allocated to a sector group which will be broad until Executive level Allocation of work per each level will be considered at round-table and taken into account for

promotions (e.g., An Associate 3 that does not meet the 90% Compliance 10% Advisory mix may findchallenges in getting promoted to Associate 2).

Managers & above will be recruited with sub service line focus Either Advisory or Compliance. The counseling process will be pivotal to the process of providing an appropriate mix during the work

allocation and also to the decision making process regarding the workstream career choice.

The office EYU Champion and the Tax HR Business Consultant will also review the work allocation on aregular basis to ensure all our colleagues are getting an appropriate mix of experiences

Compliance or Advisory?

Every individual has a unique set of skills, abilities and strengths, which is why we have recognised the

need for more than one career path for our colleagues but which is right for you?

Below, a short summary of both the workstreams and the key competencies required from individuals who

specialize in each has been provided to help you benchmark yourself against, and allows you to adjustyour personal objectives accordingly. You are strongly advised to discuss this with your counselor.

Tax compliance

Choosing the Compliance career path will require you to become knowledgeable in tax rules and

regulations of the relevant country and be able to help clients ensure their practices are fully compliant

with such regulations on an annual/regular basis.

Our tax professionals help businesses meet complex demands for tax reporting, compliance, planning and

tax controversy. This involves working closely with the client accounting teams, assisting in the

preparation, completion and translation of various tax filings and acting as an expert on behalf of the

client to answer queries from Tax authorities where applicable.

Typical Compliance tasks include:

Income Tax Compliance Registration with the local tax authorities Obtaining approval of first fiscal period selected by the client Obtaining extension for tax filing Sending Annual instructions Advising the client of information required to complete tax audit Review of information and advising the weakness in documentation Completing tax audit and submission of tax declaration with local tax authorities Attending annuals tax inspections with Tax Authorities


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Statutory Reporting Indirect Tax Compliance Tax Accounting Tax Monitoring and Coordination Bookkeeping Payroll Compliance

Key skills required for working in compliance:

Skill area Key skills

Analysis and insight Compile and assimilate information quickly and develop assumptions based onavailable data

Accurately identify the most significant data or concepts from an array ofinformation

Apply an understanding of the client context and desired future state to help clientteam members with knowledge transfer

Organisation andprioritisation

Having the ability to deal with large volumes of information and prioritiseaccordingly

Be proactive and organised in ensuring tasks are completed by the appropriatedeadlines

Produce work products of consistent quality (i.e., complete, accurate) Assign and manage tasks with other team members considering engagement

needs and identified business outcomes

Coaching and Developing

Others

Help people contribute more by clarifying performance expectations and providingbalanced and constructive feedback with specific behavioral examples

Develop strengths and opportunities collaboratively with team members byencouraging people to take action following feedback

Teamwork Clarify roles and responsibilities collaboratively with team members to improvetheir level of commitment and alignment with requirements

Plan and conduct team meetings that foster open participation and focus onspecific outcomes

Quality Service Delivery Help colleagues understand clients needs and expectations in relation to EY andregulatory, ethical and technical requirements

Check others work for compliance with EYs quality standards and providesuggestions for improvement

Anticipate what clients will want and follow up to check they are completelysatisfied

Strong Industry knowledge


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Tax Advisory

A career in Tax Advisory will see you providing advice and guidance to clients to enable them to achieve

tax efficiencies. You will help them to develop innovative solutions, challenge convention and shape the

tax agenda. You will become an expert in tax regulations, tax best practice and forthcoming developments

in the tax arena which could impact upon client tax positions and will work on advisory projects acrossseveral tax areas including, international tax, transaction tax, and transfer pricing.

Typical Advisory tasks include:

Tax planning Assisting client in structuring tax affairs in order to achieve tax efficiencies Inform client of the most appropriate way to settle tax liability on the basis of relevant regulations and

current practice

Advise client of tax filing dates and the current filing requirements Keep client informed of all developments which might affect their tax position Tax controversy and dispute resolution with Tax Authorities to assist companies Providing tax opinions, which involve tax analysis of a transaction Advising on the desirability of obtaining tax jurisdiction rulings Help companies understand the level of risk associated with transactions and compute potential

interest and penalties associated with tax authorities audit and assessment adjustments, as well aspotential settlements

Assisting a client in securing a tax ruling from tax authorities in order to obtain assurance andconfirmation of the desired tax consequences of a proposed transaction

Key skills required for working in Advisory


Communication andinfluence

Develops presentations that have clarity and impact Produces accurate, brief and clearly written documents tailored to the audiences

needs and expectations

Responds to important issues by clarifying, reinforcing and summarizingconversations

Relationship management Build networks with individuals at all organizational levels internally, with higherlevel client contacts, and start creating a sustainable external network

Capable of delivering value to our clients by providing sound tax advice and taxsavings ideas

Coaching and developingothers

Help people contribute more by clarifying performance expectations and providingbalanced and constructive feedback with specific behavioral examples

Develop strengths and opportunities collaboratively with team members byencouraging people to take action following feedback

Teamwork Clarify roles and responsibilities collaboratively with team members to improvetheir level of commitment and alignment with requirements

Plan and conduct team meetings that foster open participationand focus onspecific outcomes

Quality Service Delivery Help colleagues understand clientsneeds and expectations in relation to EY andregulatory, ethical and technical requirements

Check others work for compliancewith EYs quality standards andprovide


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suggestions for improvement

Anticipate what clients will want and follow up to check they are completelysatisfied

Strong Industry knowledge


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Appendix 4: Support for obtaining aprofessional qualification

ACCA CIOT (CTA) CPA SOCPA (Saudi graduatesonly)

CommencementOf Study

After six months ofjoining

Support is dependentupon an annual appraisal

grading of at least 3

After one year of joining Support is dependent upon an annual appraisal grading of at

least 3

FinancialSupport

All tuition, registrationand exam fees, and all

study material will beprovided or actual costs

reimbursed

Where tuition is notavailable the office will

arrange this

The firm will reimburseexpenses of up to $4,000 to

cover all travel,accommodation, study

material and fees

Amount will be reduced to$2,500 if the firm

arranges/provides training

All tuition, studymaterial and exam fees

will be provided oractual costs reimbursed

Study LeaveSupport

5 working days for eachpaper

Day of exam is alsoprovided as study leave

for the first attempt.

5 working days for eachpaper

Day of exam is also providedas study leave for the first

attempt.

21 working days in total Day of exam is also

provided as study leave

for the first attempt.

Support forretaking aFailed Paper

Registration and examfees will be paid for one

retake only of each paper

2 days study leave forone retake only of each

paper

A one time only lump sumpayment of $1,000 to cover

all costs likely to be incurred

in any retake of an exam.

($250 for retake of each

paper)

2 days study leave for oneretake only of each paper

Registration and examfees will be paid for one

retake of each paper.

2 days study leave foreach paper to be

retaken.

Note:

All cash support will be provided upfront once a graduate is considered eligible for it i.e. for CPA examination, it will be given when

the graduate has completed his examination preparation, applied for the examination and obtained visa to travel to the USA.

Saudi graduates who pass SOCPA examination and wish to study for CPA, ACCA or CIOT examination will be fully supported in

accordance with the above policies.

The firm will provide support only for the above qualifications.


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Appendix 4: Support for obtaining a professional qualification


Association of Chartered Certified Accountants (ACCA)

Introduction

The Association of Chartered Certified Accountants is the largest and fastest growing international accountancy

body, with over 500,000 students and members in 170 countries. In the Middle East region there are more than

7,500 members/students.

Objectives

The primary aim of this program segment is to provide new graduates with an opportunity to obtain an

internationally recognised professional qualification.

Examination content

Fundamentals level (nine papers in total)

Knowledge Module

F1 Accountant in Business (AB)

F2 Management Accounting (MA)

F3 Financial Accounting (FA)

Skills Module

F4 Corporate and Business Law CL)

F5 Performance Management (PM)

F6 Taxation (TX)

F7 Financial Reporting (FR)

F8 Audit and Assurance (AA)

F9 Financial Management (FM)

Professional level (five papers in total)

Essentials

P1 Professional Accountant (PA)

P2 Corporate Reporting (CR)

P3 Business Analysis (BA)

Options (two to be completed)

P4 Advanced Financial Management (AFM)

P5 Advanced Performance Management (APM)

P6 Advanced Taxation (ATX)

P7 Advanced Audit and Assurance (AAA)

Website: http://www.accaglobal.com/


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Chartered Institution of Taxation (CIOT) - Chartered Tax Adviser (CTA)

Introduction

The Chartered Institute of Taxation (CIOT) is the leading professional body in the United Kingdom concerned solely

with taxation. The CIOT deals with all aspects of direct and indirect taxation. Its primary purpose is to promote

education in and the study of the administration and practice of taxation. The 14,300 members of the CIOT have

the practising title of Chartered Tax Adviser.

Objectives

The primary aim of this program is to provide graduates with an opportunity to obtain an internationally

recognised tax professional qualification.

Examination content

The CTA exam consists of four three-hour papers on taxation. The four taxation papers will be as follows:

Two Advisory Papers (6 to choose from) One Awareness Paper (5 to choose from) ne Application and Interaction Paper (4 to choose from)In addition there are two one-hour E-Assessments, one on Professional Responsibilities & Ethics and one on Law.

Website:http://www.tax.org.uk/

Certified Public Accountant (CPA) examination

Introduction

The Certified Public Accountant is the leading accountancy qualification in the United States. The computer-based

examination is administered by an independent company in the United States (Promatric) and governed by the

American Institute of Certified Public Accountants (AICPA). At present the examination can be taken only in the

designated examination sites in the United States.

Objectives

The primary aim of this program segment is to provide new graduates with an opportunity to obtain an

internationally recognised professional qualification.

Examination contentThe examination syllabus requires students to be examined in each of the following areas:

Auditing and Attestation Business Environment and Concepts Financial Accounting and Reporting Regulation

Website:http://www.aicpa.org/
http://www.aicpa.org/http://www.aicpa.org/http://www.aicpa.org/


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Saudi Organization for Certified Public Accountants (SOCPA) examination

(Saudi graduates only)

Introduction

The Saudi Organization for Certifies Public Accounts (SOCPA) is a professional organization that operates under

the supervision of the Ministry of Commerce in order to promote the accounting and auditing profession and all

matters that might lead to the development of the profession and upgrading its status in Kingdom of Saudi Arabia.

Objectives

The primary aim of this program is to provide Saudi graduates with an opportunity to obtain a locally recognised

professional qualification.

Examination contents

The examination syllabus requires students to be examined in each of the following areas within a 5 year period:

Accounting Auditing Zakat and Tax Commercial Law Islamic Transaction

Website: http://www.socpa.org.sa/autohtml.php?op=modload&name=examord.htm&file=index


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Documents

FY15 Tax Graduate Development Program