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Format | CIA-I Course Contents | CIA-I Course Outline | CIA-I test
Syllabus | CIA-I test
Part 1 Ė Essentials of Internal Auditing
125 questions I 2.5 hours (150 minutes)
The CIA test
Part 1 is well aligned with The IIAs International Professional Practices Framework (IPPF) and includes six domains covering the foundation of internal auditing; independence and objectivity; proficiency and due professional care; quality assurance and improvement programs; governance, risk management, and control; and fraud risk. Part one tests candidates knowledge, skills, and abilities related to the International Standards for the Professional Practice of Internal Auditing, particularly the Attribute Standards (series 1000, 1100, 1200, and 1300) as well as Performance Standard 2100.
Part 2 Ė Practice of Internal Auditing
100 questions I 2.0 hours (120 minutes)
The CIA test
Part 2 includes four domains focused on managing the internal audit activity, planning the engagement, performing the engagement, and communicating engagement results and monitoring progress. Part 2 tests candidates knowledge, skills, and abilities particularly related to Performance Standards (series 2000, 2200, 2300, 2400, 2500, and 2600) and current internal audit practices.
Part 3 Ė Business Knowledge for Internal Auditing
100 questions I 2.0 hours (120 minutes)
The CIA test
Part 3 includes four domains focused on business acumen, information security, information technology, and financial management. Part Three is designed to test candidates knowledge, skills, and abilities particularly as they relate to these core business concepts.
Development and Scoring
The CIA test
is developed following best practices with the support of experts and professionals. Learn more about the test
development process and how exams are scored.
The revised CIA test
Part 1 is well aligned with The IIAs International Professional Practices Framework (IPPF) and includes six domains covering the foundation of internal auditing; independence and objectivity; proficiency and due professional care; quality assurance and improvement programs; governance, risk management, and control; and fraud risk. Part One tests candidates knowledge, skills, and abilities related to the International Standards for the Professional Practice of Internal Auditing, particularly the Attribute Standards (series 1000, 1100, 1200, and 1300) as well as Performance Standard 2100.=>
Domains Collapse All
I. Foundations of Internal Auditing (15%)
=> => => Cognitive Level
A=> => => Interpret The IIA's Mission of Internal Audit, Definition of Internal Auditing, and Core Principles for the Professional Practice of Internal Auditing, and the purpose, authority, and responsibility of the internal audit activity Proficient
=> B => Explain the requirements of an internal audit charter (required components, board approval, communication of the charter, etc.) Basic
=> C => Interpret the difference between assurance and consulting services provided by the internal audit activity => Proficient
=> D => Demonstrate conformance with the IIA Code of Ethics => => Proficient
II. => Independence and Objectivity (15%)
=> => => Cognitive Level
A=> => => Interpret organizational independence of the internal audit activity (importance of independence, functional reporting, etc.) Basic
=> B => Identify whether the internal audit activity has any impairments to its independence Basic
=> C => Assess and maintain an individual internal auditor's objectivity, including determining whether an individual internal auditor has any impairments to his/her objectivity => Proficient
=> D => Analyze policies that promote objectivity => => Proficient
III. Proficiency and Due Professional Care (18%)=>
=> => => Cognitive Level
A=> => => Recognize the knowledge, skills, and competencies required (whether developed or procured) to fulfill the responsibilities of the internal audit activity Basic
=> B => Demonstrate the knowledge and competencies that an internal auditor needs to possess to perform his/her individual responsibilities, including technical skills and soft skills (communication skills, critical thinking, persuasion/negotiation and collaboration skills, etc.) Proficient
=> C Demonstrate due professional care => Proficient
=> D Demonstrate an individual internal auditor's competency through continuing professional development => => Proficient
IV. Quality Assurance and Improvement Program (7%)=>
=> => => Cognitive Level
A=> => => Describe the required elements of the quality assurance and improvement program (internal assessments, external assessments, etc.) Basic
=> B => Describe the requirement of reporting the results of the quality assurance and improvement program to the board or other governing body Basic
=> C => => Identify appropriate disclosure of conformance vs. nonconformance with The IIAs International Standards for the Professional Practice of Internal Auditing Basic
V. Governance, Risk Management, and Control (35%)
=> => => Cognitive Level
A=> => => Describe the concept of organizational governance Basic
=> B => Recognize the impact of organizational culture on the overall control environment and individual engagement risks and controls Basic
=> C => Recognize and interpret the organization's ethics and compliance-related issues, alleged violations, and dispositions => Basic
=> D => Describe corporate social responsibility => => Basic
=> E => Interpret fundamental concepts of risk and the risk management process Proficient=>
=> F => Describe globally accepted risk management frameworks appropriate to the organization (COSO - ERM, ISO 31000, etc.) Basic=>
G=> => Examine the effectiveness of risk management within processes and functions => Proficient
=> H => Recognize the appropriateness of the internal audit activitys role in the organization's risk management process => Basic
=> I => Interpret internal control concepts and types of controls => Proficient
=> J => Apply globally accepted internal control frameworks appropriate to the organization (COSO, etc.) => Proficient
=> K => Examine the effectiveness and efficiency of internal controls Proficient=>
VI. Fraud Risks (10%)=>
=> => => Cognitive Level
A=> => => Interpret fraud risks and types of frauds and determine whether fraud risks require special consideration when conducting an engagement Proficient
=> B => Evaluate the potential for occurrence of fraud (red flags, etc.) and how the organization detects and manages fraud risks Proficient
=> C => Recommend controls to prevent and detect fraud and education to Excellerate the organization's fraud awareness => Proficient
=> D => Recognize techniques and internal audit roles related to forensic auditing (interview, investigation, testing, etc.) => => Basic
Additional noteworthy elements related to the revised CIA Part One test
IPPF elements such as the Mission of Internal Audit and Core Principles for the Professional Practice of Internal Auditing are included.
The syllabus features greater alignment with The IIAs Attribute Standards.
covers the differences between assurance and consulting engagements.
covers appropriate disclosure of conformance vs. nonconformance with the Standards.
The largest domain is ďGovernance, Risk Management, and Control,Ē which makes up 35%of the exam.
A portion of the test
requires candidates to demonstrate a basic comprehension of concepts; another portion requires candidates to demonstrate proficiency in their knowledge, skills, and abilities.
The Certified Internal Auditorģ (CIAģ) test
is developed following best practices with the support of experts and professionals. In accordance with test
development industry standards, a job analysis study is conducted with a diverse and experienced group of internal auditors to identify the essential knowledge and skills required for internal auditors.
This information is then distributed more broadly to the field through an online survey to obtain additional feedback from internal auditors around the world, to validate its importance and ensure that it reflects current internal audit practices.
Based on the results of the global job analysis study, the CIA test
syllabus is developed. The test
syllabus guides the development of test
questions to ensure the fairness and validity of the exam.
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Black American civil rights chief Martin Luther King (1929 - 1968) addresses crowds all through the ... [+] March On Washington at the Lincoln Memorial, Washington DC, the place he gave his 'I even have A Dream' speech. (image via vital Press/Getty photos)
essentially sixty years later, the first two of the steps towards racial justice that Dr. Martin Luther King Junior outlines in Letter from Birmingham detention center‚ÄĒexamination of variety information and multi-stakeholder dialogue‚ÄĒare nonetheless primary to investing.¬†
this article‚ÄĒthe first in a series on variety, fairness, and inclusion in investing‚ÄĒprobes a way to comprise variety into investment portfolios towards the backdrop of women- and minority-owned organizations controlling best 1.four% of the over $eighty two trillion managed by the USA asset management trade.¬†It additionally examines how funding committees and boards can oversee incorporating range, equity, and inclusion into investment teams and funding portfolios.¬†This series of articles is a manufactured from multi-stakeholder discussion among the many leadership of a large number of nonprofits focused on diversity, equity, and inclusion in investing facilitated with the aid of Institutional Allocators for variety, equity, & Inclusion (IADEI).¬†
speaking with funding committees about DEI
range, equity, and inclusion (DEI) governance starts with committing to talk about DEI at investment committee meetings.¬†in keeping with a huge Midwestern State funding Board, meeting the criminal commonplace for prudence‚ÄĒthis is, making financial selections the use of the principles of low in cost chance and common feel‚ÄĒnecessitates on account that DEI.¬†
in keeping with long island school middle for business & Human Rights Senior affiliate Director Kerin McCauley, ensuring investment committees consist of talented women and americans of colour ‚Äď and that their voices are heard ‚Äď strengthens choice making and ability to determine high efficiency throughout more diverse networks.¬†generally having two or greater distinctive investment committee members is crucial to extend their voices and offset broader resistance to DEI.¬†it is additionally crucial for non-different committee individuals to elevate variety concerns because doing so merits the funding committee‚Äôs work greatly.¬†¬†¬†
Defining and measuring variety.¬†Thresholds that asset house owners use latitude from 25% to 51%, with a trend of asset house owners shifting from the fifty one% threshold to a broader definition of appreciably different, which Harvard enterprise school Professor Josh Lerner defines as 25-forty nine% different-owned and a large number of investors outline as 33%+ distinctive-owned.¬†certainly, the number of managers that are 50% different-owned is multiples of the number of managers which are 51% diverse-owned.¬†it's also vital to greenback-weight the percentage of the portfolio that's different‚ÄĒdiversity is greater regular amongst project capital managers, which tend to be smaller, so tracking the percent of managers who're different-owned or different-led is less meaningful than monitoring the percentage of belongings that distinctive-owned or distinct-led managers manipulate.¬†
Asset homeowners also gauge a number genders and racial and ethnic companies at quite a lot of tiers and in a whole lot of functions at asset managers.¬†Some asset owners contain managers with disabilities and those who are veterans in their range totals.¬†To ease the burden on asset managers and facilitate peer comparisons, Institutional restrained partners affiliation (ILPA) maintains a standardized diversity reporting frameworks for institutional investors to use with the asset managers in their portfolios.¬†
setting up a standard definition of variety allows measuring growth in variety over time, in addition to peer comparisons.¬†
Some asset homeowners describe sourcing asset supervisor variety records because the greatest combat in increasing the variety of their funding portfolios.¬†as a minimum one significant asset proprietor considers termination of managers for refusing to respond to range surveys, and a few asset homeowners are planning to be more assertive about asking asset managers so as to add range to their funding teams in a particular timeframe.¬†
Public Disclosure and goals
subsequent steps often contain publicly disclosing range and inclusion records and setting objectives for¬†¬†percent of assets managed with the aid of distinct-owned and diverse-led asset managers.¬†govt director and founder of the diverse Asset Managers Initiative Robert Raben explains: ‚Äúinspecting college endowments‚Äô¬†disclosures¬†exhibits that very nearly all of them group racial and ethnic and gender identities into ‚Äėdiversity,‚Äô making it challenging to understand the racial, ethnic, and gender breakdowns of the managers in their funding portfolios, or even no matter if the managers are primarily based within the united states.‚ÄĚ¬†¬†university of California and Georgetown differentiate themselves through their ideal-in-type diversity disclosure on the managers in their portfolios.¬†UC Investments‚Äô second annual file, launched this past summer season, is probably the most particular appear on the gender, racial, and ethnic makeup of a university or institution endowment to this point.¬†Naturally, reporting does not necessarily equate to portfolio range, but it surely does imply a willingness to be held publicly in charge.¬†
most reliable practices from two leaders in DEI.¬†With appreciate to goals, in 2019, Kresge basis pledged to make investments 25% of its US property beneath management in feminine and distinctive-owned businesses by 2025.¬†¬†these days, 16.6% of Kresge‚Äôs $4.3 billion portfolio is distinct-owned.¬†in the meantime, more than 26% of the U.S.-primarily based property under management for the different portfolio of the W.k. Kellogg foundation believe ($four.four billion as of Sept. 2021) are invested with majority diverse-owned corporations.¬†extensive-based mostly aims and disclosure could lead on to strong results over time.¬†
including DEI to funding coverage Statements
a few asset house owners have codified their own method to DEI by using incorporating it into their investment policy statements (IPSs).¬†in response to Intentional Endowments network analysis, this can latitude from Rockefeller Brothers Fund equating advancing range in asset administration with fiduciary obligation to preserve its endowment in perpetuity to Warren Wilson college describing administration and board variety of portfolio groups as a positive screen.¬†IADEI and Intentional Endowments network are taking part to bring together from and share IPS DEI language with the endowments and foundations group.¬†Such public disclosures may still aid asset homeowners do the peer evaluation to pinpoint the right stability of advocating for DEI and not constraining returns with excessive restrictions.¬†
For investment committees and funding groups that aren't yet able to include DEI into their funding policy remark, a DEI investment crew mission statement is a step ahead.¬†
DEI Pledges and Codes
Some institutional investors create or signal DEI pledges or codes.¬†for example, the CFA Institute is rolling out its new variety, equity & Inclusion Code in early 2022.¬†Code signatories decide to (i) promoting DEI and enhancing DEI consequences and (ii) increasing measurable DEI results in the investment industry; (iii) measuring and reporting on growth in riding more suitable DEI consequences to senior management, the board, and CFA Institute; (iv) increasing the distinct ability pipeline; (v) designing and imposing inclusive and equitable hiring, on-boarding practices, (vi) merchandising; and retention practices.¬†CFA Institute DEI Code turned into developed and designed via a diverse group of investment leaders to fulfill the funding business the place it is in DEI phrases and speed up cultural change.
ILPA‚Äôs variety in motion initiative, launched in December 2020, is one other investor-pushed initiative.¬†All signatories are required to (i) have a public DEI approach or remark and/or a DEI policy communicated to personnel and funding partners that addresses recruitment and retention, (ii) tune interior hiring and promoting information by means of gender and race/ethnicity, (iii) set organizational dreams for extra inclusive recruiting and retention, and (iv) request that LPs and GPs provide DEI demographic statistics for any new commitments or fundraises.¬†there is additionally a listing of 9 non-compulsory actions that collaborating groups can decide to adopt.¬†
With appreciate to racial fairness, two investor codes from 2020 are noteworthy.¬†First, Confluence Philanthropy‚Äôs Belonging Pledge signatories decide to discussing racial equity their next funding committee meeting and sharing subsequent steps and consequences to establish business-broad limitations and the technical resources required to boost the apply of investing with a racial equity lens.¬†second, the Investor observation of solidarity to tackle Systemic Racism and contact to motion signatories decide to actively enticing with, amplifying, and together with Black voices in investor spaces and business engagements; embedding a racial equity and justice lens into their own groups; integrating racial justice into investment decision-making and engagement strategies; reinvesting in communities; and using investor voices to boost anti-racist public coverage.¬†
DEI limited Partnership Agreements (LPAs) and side Letters
confined partners (LPs) are increasingly inserting DEI clauses into LPAs and aspect letters.¬†in addition, side letters mandating different board individuals have become extra widely wide-spread, and asset supervisor resistance to those aspect letters is declining.¬†distinctive asset managers and asset managers responding to requests from large LPs tend to be more receptive.¬†for example, according to its former Chief investment Officer Rodrigo Garcia, the State of Illinois has been inserting DEI principles into LPAs and side letters because 2017, notably when its funding measurement exceeds 10% of AUM.¬†asset proprietor comprises a provision to claw again carried activity within the case of sexual harassment.¬†If LPs agree on regular language, their leverage in negotiating with asset managers should enhance.¬†
LPs should additionally make certain alignment of consultant and fund of fund incentives with DEI.¬†aspect letters in which consultants and fund of dollars require fee breaks or no-charge or no-lift co-investments when attractive with distinctive and rising managers can deter one of the crucial strongest rising managers and create friction with the pursuit of DEI.¬†¬†¬†
announcing Investments in emerging Managers
huge endowments and foundations publicly saying emerging manager investments could be very beneficial to the emerging managers.¬†There are barriers on the capability of public pensions to try this, but endowments and foundations wouldn't have these types of obstacles.¬†allowing rising managers to reveal large endowments and foundations as limited companions is additionally prone to catalyze capital flows to emerging managers.¬†
towards the usa‚Äôs fate
achieving a diverse, equal, and inclusive investment value chain will be a long highway.¬†The steps that Dr. Martin Luther King Junior outlines of examination of diversity statistics and multi-stakeholder discussions symbolize development.¬†The words of Letter from Birmingham jail are as valuable these days as they had been sixty years in the past: the fate of range, equity, and inclusion is indeed tied up with the us‚Äôs destiny.¬†
Acknowledgements: Institutional Allocators for diversity equity & Inclusion (IADEI) would want to thank leaders from CFA Institute, distinct Asset Managers Initiative (DAMI), IDIF, Institutional restricted companions association (ILPA), Intentional Endowments community (IEN), Milken Institute, long island tuition center for business & Human Rights, and Cambridge friends for their work to increase variety, equity, and inclusion within the investment price chain and for generously sharing their insights and expertise.
observe: On Jan. 18, the day after Martin Luther King Jr. Day, the sixth annual countrywide Day of Racial curative may be honored with the aid of the W.ok. Kellogg basis and communities across the USA with a signature virtual experience and activities occurring in every single place.
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