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About Audit Scotland

Audit Scotland help the Auditor General and Accounts Commission ensure organisations spending public money in Scotland use it efficiently and effectively through auditing various aspects of how public bodies work.

Recruiting successfully is an essential part of ensuring Audit Scotland deliver a world-class public sector audit. Recently they have worked closely with colleagues across the business to refresh the induction process and have created a new one-year onboarding map for new starters. This describes key events and development expectations over the first 12 months of working with them.

The HR & OD team check in with both new starters and line managers after three and six months of employment to gain feedback on their experience. They also arrange a meeting with the COO so that new starters can gain a broader appreciation of Audit Scotland's vision and values.

Their vision is to be a world-class audit organisation that improves the use of public money. They communicate their vision and progress through a number of ways. Each year they update and share the strategic and corporate plan with colleagues; these both clearly communicate the mission / vision, why they exist, what they do and how they do it.

Audit Scotland fully recognise that a lot of workplace stress can come from not having a say over your job. To increase people's sense of autonomy and control, they have worked with colleagues from across the business to redesign their jobs. Role profiles replace descriptions and centre on purpose, rather than tasks. All employees have now transferred to four broad-banded profiles.

What is it like to work for Audit Scotland

Audit Scotland's Management Team attend, lead and participate in staff events with everyone from across the business to take stock of how they are doing and to share their future direction.
Giving Something Back
Giving Something Back
Recognising that change can be one of the most stressful things at work, Audit Scotland has continued to use co-creation to shape changes to their workforce. Co-creation involves colleagues in the full process, offering people the opportunity to co-design and provide feedback on new processes and changes.
Fair Deal
Fair Deal
One of Audit Scotland's key strengths is their investment in personal and professional development. Their learning & development offering is central to their strategy for rewarding and developing talent in the organisation. This offering blends technical audit, behavioural skills and specialist skills training with professional qualifications. Using cutting-edge research and creative delivery methods, some of the priority development areas include Data Analytic skills, Thinking on Your Feet, Coaching Skills, Developing Self as Manager, Client Relationship Management and Personal Resilience. 

Learn more about the 8 factors of workplace engagement here


  • Women

    At least 40% of senior managers are women

  • Holidays

    Companies offering a minimum of 28 days annual leave to all employees after one year

  • Gym

    Companies offering either free gym/ sports facilities or subsidised gym membership for all employees

  • Pensions

    Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%

  • Long Service
    Long Service

    40% of employees have more than 5 years' service

  • Maternity

    At least 10 weeks’ full pay or generous alternative

  • Family Friendly
    Family Friendly

    School hours contracts offered to all staff

Company Statistics

  • UK sites:


  • Staff:


  • Male : Female:

    41% / 59%

  • Average Age:


  • Staff Turnover:


  • Earning £35,000+:


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