SARS – South African Revenue Service Vacancies 2018

WELCOME TO SARS CAREERS

SARS seeks to be an employer of choice, not only amongst the public service agencies, but also in the private sector. In the 2012 Companies of the Future publication, SARS came out at number seven in two successive years for being one of the most sought-after employers by Commerce students at South African Universities. This was ahead of many top JSE-listed companies. In the 2012/13 Universum Student Survey of all universities and universities of technology in South Africa, SARS was ranked at number three by Business, Management and Commerce students as an ideal employer.

It is not only in Commerce that SARS provides exciting careers for professionals like chartered accountants, tax specialists, forensic auditors, and economists. Professionals ranging from legal practitioners, information technology, process engineering, business strategy, marketing, human resources, and procurement are also finding SARS the best employer to work for.

SARS prides itself with its values-driven culture with zero-tolerance to corruption. If you want to be part of an organisation that is working to make South Africa work, SARS is just the organisation for you. SARS provides graduate programmes, learnerships and other development opportunities to stay ahead of the skills race.

SARS – South African Revenue Service Job Vacancies 2017 – 2018

A job vacancy is a post, either newly created, unoccupied or about to become vacant, which the employer: actively seeks to fill with a suitable candidate from outside the enterprise (including any further necessary steps); immediately or in the near future. Search for available SARS – South African Revenue Service job vacancies 2017/2018

SARS APPROACH TO INTEGRITY

The SARS integrity model and approach is informed by our Country’s Constitution which clearly indicates the kind of public institutions required, to enable us to realise a democratic and developmental state. SARS as part of the Public Administration is thus obliged to provide services in a fair, equitable, transparent and accountable manner. Equally, it calls for high standards of professional ethics, efficient and effective use of the resources it is entrusted with.

To this end, SARS is consistently true to the higher purpose, which is about championing the mandate of the organisation. Championing the mandate in a consistent and sustained manner requires that the organisation deliberately and purposefully promotes a culture of integrity to strengthen and support an environment that is intolerant of unethical conduct, fraud and corruption.

It is this drive and focus on the higher purpose that informs the integrity promotion framework that has been adopted by the organisation.

For SARS Integrity is defined as the pursuance of the higher purpose through consistent promotion, compliance and alignment with the SARS policies, regulatory framework and also living the SARS values.

To drive and promote a culture of integrity SARS has identified four key integrity drivers:

Values -Who we are and what we stand for. Values enhance organisational cohesion
Governance
- Leadership – makes decisions about the direction of the organisation
- Infrastructure – organisational policies, systems and processes
Culture – to shared beliefs, either formal or informal that influence behaviour in the organisation
Service Delivery

Out of the four integrity drivers Leadership is the most critical for SARS, based on the role and impact of leadership in the organisation. If the leadership is empowered; if the leadership understands and supports the integrity programme, inevitably a culture of integrity will be entrenched in the organisation.

The Integrity Promotion Framework is based on the principle of voluntary alignment with SARS values. This approach seeks to strengthen and promote doing right thing, sustaining the good that exists and making it very difficult for the bad to survive. The framework is supported by three pillars that inform the integrity promotion program.

The objectives of the framework are:

Build public confidence and trust
Impact on trust levels both within the organisation and outside of the organisation
Prevent unethical conduct
Promote self-regulation