Performance management is a crucial HR process that drives employee productivity, engagement, and alignment with organizational goals. Internal auditors use a matrix of assertions and internal controls to verify that performance management activities are properly authorized, accurately recorded, and effectively monitored. This ensures transparency, fairness, and compliance in evaluating employee performance.
Elements of Performance Management
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Setting Performance Goals – Establish clear, measurable objectives aligned with company strategy.
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Employee Evaluations and Feedback – Conduct periodic reviews and provide constructive feedback.
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Recognition and Rewards – Acknowledge achievements to motivate employees.
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Performance Improvement Plans (PIPs) – Address performance gaps and support development.
Assertions and Internal Controls Matrix – Performance Management Example
| Assertion | Potential Misstatement | Example of Internal Control | Relevant Questions / Audit Tests |
|---|---|---|---|
| Occurrence | Evaluation forms completed without actual reviews | Mandatory sign-off by both evaluator and employee | Are evaluation forms properly signed and documented? |
| Completeness | Missing performance reviews or feedback sessions | Centralized performance management system with tracking | Are all employees’ performance reviews completed and recorded? |
| Authorization | Unauthorized changes to performance ratings | Review and approval of ratings by HR or supervisors | Were performance ratings approved by appropriate authorities? |
| Accuracy | Errors in recording ratings or goal achievements | Automated scoring tools and consistency checks | Do recorded ratings reflect documented performance evidence? |
| Cutoff | Reviews recorded outside the relevant review period | Defined review cycles with system-imposed deadlines | Are performance reviews completed within scheduled timeframes? |
| Classification | Misclassification of rewards or disciplinary actions | Standardized coding of recognition and PIP records | Are rewards and PIPs properly classified in HR records and payroll? |
Practical Example:
During an audit at a retail company, it was found that several employee performance evaluations lacked documented feedback sessions, breaching the occurrence and completeness assertions. Supervisors admitted to rushing reviews due to time constraints. The auditor recommended instituting a performance management system requiring electronic acknowledgments from both employees and supervisors before finalizing evaluations.
By employing this assertion-based matrix, internal auditors can assure the integrity and effectiveness of performance management, helping organizations maintain fair, consistent, and accountable employee development practices.