Internal Control Management and Evaluation Tool pdf

GAO
United States General Accounting Office
Internal Control Standards
August 2001
Internal Control
Management and
Evaluation Tool
GAO-01-1008G

GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)
PREFACE
August 2001
The General Accounting Office (GAO) issues standards for internal control in the federal
government as required by 31 U.S.C. 3512(c), commonly referred to as the Federal Managers’
Financial Integrity Act of 1982. GAO first issued the standards in 1983. They became widely
known throughout the government as the “Green Book.” Since then, changes in information
technology, emerging issues involving human capital management, and requirements of recent
financial management-related legislation have prompted renewed focus on internal control.
Consequently, GAO revised the standards and reissued them as Standards for Internal Control in
the Federal Government (GAO/AIMD-00-21.3.1, November 1999). These standards provide the
overall framework for establishing and maintaining internal control and for identifying and
addressing major performance challenges and areas at greatest risk for fraud, waste, abuse, and
mismanagement.
We are issuing this Management and Evaluation Tool, which is based upon GAO’s Standards
for Internal Control in the Federal Government, to assist agencies in maintaining or
implementing effective internal control and, when needed, to help determine what, where, and
how improvements can be implemented. Although this tool is not required to be used, it is
intended to provide a systematic, organized, and structured approach to assessing the internal
control structure. It is one in a series of related documents we have issued to assist agencies in
improving or maintaining effective operations. (See the last page of this document for a list of
related products.)

This tool, GAO’s standards for internal control, and the Office of Management and Budget
Circular A-123, Management Accountability and Control (Revised June 21, 1995), should be
used concurrently. Judgment must be applied in the interpretation and application of this tool to
enable a user to consider the impact of the completed document on the entire internal control
structure.
To facilitate its use, this tool is located on the Internet on GAO’s home page (www.gao.gov)
under the heading “Other Publications” and the subheading “Accounting and Financial
Management.” Additional copies can be obtained from the U.S. General Accounting Office,
Room 1100, 700 4th Street, NW, Washington, DC 20548, or by calling (202) 512-6000, or TDD
(202) 512-2537.
Jeffrey C. Steinhoff
Managing Director
Financial Management and Assurance
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 2
(BLANK)
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 3
CONTENTS
Introduction 5
Control Environment 9
Risk Assessment 23
Control Activities 33
Information and Communications 51
Monitoring 59
Overall Internal Control Summary 69
Related Products 71
Abbreviations
CFO Chief Financial Officer
COSO Committee of Sponsoring Organizations of the Treadway Commission
FAM Financial Audit Manual
FFMIA Federal Financial Management Improvement Act of 1996

FISCAM Federal Information System Controls Audit Manual
FMFIA Federal Managers’ Financial Integrity Act of 1982
GAO General Accounting Office
GPRA Government Performance and Results Act of 1993
OMB Office of Management and Budget
OPM Office of Personnel Management
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 4
(BLANK)
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 5
INTRODUCTION
As federal managers strive to achieve their agency’s missions and goals and provide
accountability for their operations, they need to continually assess and evaluate their internal
control structure to assure that it is well designed and operated, appropriately updated to meet
changing conditions, and provides reasonable assurance that the objectives of the agency are
being achieved. Specifically, managers need to examine internal control to determine how well
it is performing, how it may be improved, and the degree to which it helps identify and address
major risks for fraud, waste, abuse, and mismanagement.
Using This Document
This document is an Internal Control Management and Evaluation Tool. Although this tool is
not required to be used, it is intended to help managers and evaluators determine how well an
agency’s internal control is designed and functioning and help determine what, where, and how
improvements, when needed, may be implemented.
This tool is based upon the guidance provided in GAO’s Standards for Internal Control in the
Federal Government (GAO/AIMD-00-21.3.1, November 1999). That document provides the
context for the use and application of this tool. Consequently, users of this tool (and managers
and staff in general) should become familiar with the standards provided in that document. In
addition, it would be helpful if users who are not experienced in internal control matters have
access to persons who have such experience.
The tool is presented in five sections corresponding to the five standards for internal control:
control environment, risk assessment, control activities, information and communications, and

monitoring. Each section contains a list of major factors to be considered when reviewing
internal control as it relates to the particular standard. These factors represent some of the more
important issues addressed by the standard. Included under each factor are points and subsidiary
points that users should consider when addressing the factor. The points and subsidiary points
are intended to help users consider specific items that indicate the degree to which internal
control is functioning. Users should apply informed judgment when considering the specific
points and subsidiary points to determine (1) the applicability of the point to the circumstances,
(2) whether the agency has actually been able to implement, perform, or apply the point, (3) any
control weaknesses that may actually result, and (4) the extent to which the point impacts on the
agency’s ability to achieve its mission and goals.
Space is provided beside each point and subsidiary point for the user to note comments or
provide descriptions of the circumstances affecting the issue. Comments and descriptions
usually will not be of the “yes/no” type, but will generally include information on how the
agency does or does not address the issue. Users could also use this comment space to indicate
whether any problems found might be major or minor control weaknesses. This tool is intended
to help users reach a conclusion about the agency’s internal control as it pertains to the particular
standard. In this regard, a space is provided at the end of each section for the user to note the
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 6
general overall assessment and to identify actions that might need to be taken or considered.
Additional space is provided for an overall summary assessment at the end of the tool.
It should be understood that this tool is not an authoritative part of the standards for internal
control. Rather, it is intended as a supplemental guide that federal managers and evaluators may
use in assessing the effectiveness of internal control and identifying important aspects of control
in need of improvement. Users should keep in mind that this tool is a starting point and that it
can and should be modified to fit the circumstances, conditions, and risks relevant to the
situation of each agency. Not all of the points or subsidiary points need to be considered for
every agency or activity, depending upon the type of mission being performed and the
cost/benefit aspect of a particular control item. Users should consider the relevant points and
subsidiary points and delete or add others as appropriate to their particular entity or
circumstances. In addition, users should note that this document follows the format of the

standards for internal control. Users may rearrange or reorganize the points and subsidiary
points to fit their particular needs or desires.
This Tool Can Help
This tool could be useful in assessing internal control as it relates to the achievement of the
objectives in any of the three major control categories, i.e., effectiveness and efficiency of
operations, reliability of financial reporting, and compliance with laws and regulations. It may
also be useful with respect to the subset objective of safeguarding assets from fraud, waste,
abuse, or misuse. In addition, the tool may be used when considering internal control as it relates
to any of the various activities of an agency, such as administration, human capital management,
financial management, acquisition and procurement, and provision of goods or services.
Furthermore, the tool may be helpful in meeting the reporting requirements of 31 U.S.C.
3512(c), commonly referred to as the Federal Managers’ Financial Integrity Act (FMFIA) of
1982. The FMFIA requires annual reporting on agency internal control. The act directs the head
of each executive agency to provide an annual statement as to whether the agency’s internal
control complies with the prescribed standards. Essentially, this requires the report to make a
declaration as to the effectiveness of the internal control. If the internal control does not comply
with such requirements, the report is to identify material weaknesses and the plans and schedule
for correcting those weaknesses. Office of Management and Budget (OMB) Circular A-123,
Management Accountability and Control, revised June 21, 1995, provides agencies guidance on
how to satisfy the FMFIA reporting requirements.
1
Related Resources
It should be further noted that this tool is not the only resource available for assessing internal
control. It should be used in conjunction with other resources, such as the guidance provided in
OMB Circular A-123, Management Accountability and Control, revised June 21, 1995.
Financial statement auditors should follow GAO’s Financial Audit Manual (FAM)
(GAO/AFMD-12.19.5A/B, December 1997), as amended. The FAM provides the process and


1

OMB Circular A-123 uses the term “management control,” whereas this document uses the term “internal
control.” GAO’s internal control standards state that these terms are synonymous.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 7
methodology the auditor is to follow when reviewing internal control in financial audits. The
financial auditor considers internal control primarily as it relates to financial reporting and
compliance with laws and regulations. Relating to internal control, the FAM focuses on the
auditor’s identification and assessment of risk as it relates to the financial statement audit
objectives. On the other hand, this tool discusses internal control from a broader, overall entity
perspective based on the internal control standards and focusing on management’s operational
and program objectives. Although the focus of each document is different, they are
complementary.
This Management and Evaluation Tool was developed using many different sources of
information and ideas. The primary source was, of course, GAO’s Standards for Internal
Control in the Federal Government. Additional guidance was obtained from the “Evaluation
Tools” section of Internal Control – Integrated Framework, by the Committee of Sponsoring
Organizations of the Treadway Commission (COSO), issued in September 1992. Consideration
was given to the requirements of pertinent legislation, including the Federal Managers’ Financial
Integrity Act (FMFIA) of 1982, the Chief Financial Officers Act of 1990, the Government
Performance and Results Act (GPRA) of 1993, and the Federal Financial Management
Improvement Act (FFMIA) of 1996. Further guidance was developed using prior GAO
publications, including Human Capital: A Self-Assessment Checklist for Agency Leaders
(GAO/OGC-00-14G, September 2000, Version 1) and the Federal Information System Controls
Audit Manual (FISCAM) (GAO/AIMD-12.19.6, January 1999). Finally, essential material was
also developed based on the many years of experience of GAO evaluators and analysts in
reviewing and assessing federal agency internal control.
This publication is one in a series of documents issued by GAO to assist agencies in improving
or maintaining effective operations. See the last page of this document for a list of related
products.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 8
(BLANK)

GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 9
CONTROL ENVIRONMENT
According to the first internal control standard, which relates to control environment,
management and employees should establish and maintain an environment throughout the
organization that sets a positive and supportive attitude toward internal control and conscientious
management. There are several key factors that affect the accomplishment of this goal.
Managers and evaluators should consider each of these control environment factors when
determining whether a positive control environment has been achieved. The factors that should
be focused on are listed below. The list is a beginning point. It is not all-inclusive and not every
item will apply to every agency or activity within the agency. Even though some of the
functions are subjective in nature and require the use of judgment, they are important in
achieving control environment effectiveness.
Integrity and Ethical Values Comments/Descriptions
1. The agency has established and uses a formal code or
codes of conduct and other policies communicating
appropriate ethical and moral behavioral standards
and addressing acceptable operational practices and
conflicts of interest. Consider the following:
• The codes are comprehensive in nature and directly
address issues such as improper payments,
appropriate use of resources, conflicts of interest,
political activities of employees, acceptance of gifts
or donations or foreign decorations, and use of due
professional care.
2
• The codes are periodically acknowledged by
signature from all employees.
• Employees indicate that they know what kind of
behavior is acceptable and unacceptable, what
penalties unacceptable behavior may bring, and what

to do if they become aware of unacceptable behavior.
2. An ethical tone has been established at the top of the
organization and has been communicated throughout
the agency. Consider the following:


2
Executive branch employees are subject to standards and principles of ethical conduct in accordance with
5CFR2635 and Executive Orders 12674 and 12731.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 10
Integrity and Ethical Values Comments/Descriptions
• Management fosters and encourages an agency
culture that emphasizes the importance of integrity
and ethical values. This might be achieved through
oral communications in meetings, via one-on-one
discussions, and by example in day-to-day activities.
• Employees indicate that peer pressure exists for
appropriate moral and ethical behavior.
• Management takes quick and appropriate action as
soon as there are any signs that a problem may exist.
3. Dealings with the public, Congress, employees,
suppliers, auditors, and others are conducted on a high
ethical plane. Consider the following:
• Financial, budgetary, and operational/programmatic
reports to Congress, OMB, Treasury, the Office of
Personnel Management (OPM), and the public are
proper and accurate (not intentionally misleading).
• Management cooperates with auditors and other
evaluators, discloses known problems to them, and
values their comments and recommendations.

• Underbillings by suppliers or overpayments by users
or customers are quickly corrected.
• The agency has a well-defined and understood
process for dealing with employee claims and
concerns in a timely and appropriate manner.
4. Appropriate disciplinary action is taken in response to
departures from approved policies and procedures or
violations of the code of conduct. Consider the
following:
• Management takes action when there are violations of
policies, procedures, or the code(s) of conduct.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 11
Integrity and Ethical Values Comments/Descriptions
• The types of disciplinary actions that can be taken are
widely communicated throughout the agency so that
others know that if they behave improperly, they will
face similar consequences.
5. Management appropriately addresses intervention or
overriding internal control. Consider the following:
• Guidance exists concerning the circumstances and
frequency with which intervention may be needed,
and the management levels which may take such
action.
• Any intervention or overriding of internal control is
fully documented as to reasons and specific actions
taken.
• Overriding of internal control by low-level
management personnel is prohibited except in
emergency situations, and upper-level management is
immediately notified and the circumstances are

documented.
6. Management removes temptation for unethical
behavior. Consider the following:
• Management has a sound basis for setting realistic
and achievable goals and does not pressure
employees to meet unrealistic ones.
• Management provides fair, nonextreme incentives (as
opposed to unfair and unnecessary temptations) to
help ensure integrity and adherence to ethical values.
• Compensation and promotion are based on
achievements and performance.
Commitment to Competence Comments/Descriptions
1. Management has identified and defined the tasks
required to accomplish particular jobs and fill the
various positions. Consider the following:
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 12
Commitment to Competence Comments/Descriptions
• Management has analyzed the tasks that need to be
performed for particular jobs and given consideration
to such things as the level of judgment required and
the extent of supervision necessary.
• Formal job descriptions or other means of identifying
and defining specific tasks required for job positions
have been established and are up-to-date.
2. The agency has performed analyses of the knowledge,
skills, and abilities needed to perform jobs
appropriately. Consider the following:
• The knowledge, skills, and abilities needed for
various jobs have been identified and made known to
employees.

• Evidence exists that the agency attempts to assure that
employees selected for various positions have the
requisite knowledge, skills, and abilities.
3. The agency provides training and counseling in order
to help employees maintain and improve their
competence for their jobs. Consider the following:
• There is an appropriate training program to meet the
needs of all employees.
• The agency emphasizes the need for continuing
training and has a control mechanism to help ensure
that all employees actually received appropriate
training.
• Supervisors have the necessary management skills
and have been trained to provide effective job
performance counseling.
• Performance appraisals are based on an assessment of
critical job factors and clearly identify areas in which
the employee is performing well and areas that need
improvement.
• Employees are provided candid and constructive job
performance counseling.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 13
Commitment to Competence Comments/Descriptions
4. Key senior-level employees have a demonstrated
ability in general management and extensive practical
experience in operating governmental or business
entities.
Management’s Philosophy and Operating Style Comments/Descriptions
1. Management has an appropriate attitude toward risk-
taking, and proceeds with new ventures, missions, or

operations only after carefully analyzing the risks
involved and determining how they may be minimized
or mitigated.
2. Management enthusiastically endorses the use of
performance-based management.
3. There has not been excessive personnel turnover in key
functions, such as operations and program
management, accounting, or internal audit, that would
indicate a problem with the agency’s emphasis on
internal control. Consider the following:
• There has not been excessive turnover of supervisory
personnel related to internal control problems, and
there is a strategy for dealing with turnover related to
constraints and limitations such as salary caps.
• Key personnel have not quit unexpectedly.
• Personnel turnover has not been so great as to impair
internal control as a result of employing many people
new to their jobs and unfamiliar with the control
activities and responsibilities.
• There is no pattern to personnel turnover that would
indicate a problem with the emphasis that
management places on internal control.
4. Management has a positive and supportive attitude
toward the functions of accounting, information
management systems, personnel operations,
monitoring, and internal and external audits and
evaluations. Consider the following:
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 14
Management’s Philosophy and Operating Style Comments/Descriptions
• The financial accounting and budgeting operations

are considered essential to the well-being of the
organization and viewed as methods for exercising
control over the entity’s various activities.
• Management regularly relies on accounting/financial
and programmatic data from its systems for decision-
making purposes and performance evaluation.
• If the accounting operation is decentralized, unit
accounting personnel also have reporting
responsibility to the central financial officer(s).
• The financial management, accounting operations,
and budget execution operations are under the
direction of the Chief Financial Officer (CFO) and
strong synchronization and coordination exists
between budgetary and proprietary financial
accounting activities.
• Management looks to the information management
function for critical operating data and supports
efforts to make improvements in the systems as
technology advances.
• Personnel operations have a high priority and senior
executives emphasize the importance of good human
capital management.
• Management places a high degree of importance on
the work of the Inspector General, external audits,
and other evaluations and studies and is responsive to
information developed through such products.
5. Valuable assets and information are safeguarded from
unauthorized access or use.
3
6. There is frequent interaction between senior

management and operating/program management,
especially when operating from geographically
dispersed locations.


3
Specific subsidiary points to consider with regard to physical control over vulnerable assets are discussed
under the section on “Control Activities,” under “Common Categories of Control Activities,” 5
th
point.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 15
Management’s Philosophy and Operating Style Comments/Descriptions
7. Management has an appropriate attitude toward
financial, budgetary, and operational/programmatic
reporting. Consider the following:
• Management is informed and involved in critical
financial reporting issues and supports a conservative
approach toward the application of accounting
principles and estimates.
• Management discloses all financial, budgetary, and
programmatic information needed to fully understand
the operations and financial condition of the agency.
• Management avoids focus on short-term reported
results.
• Personnel do not submit inappropriate or inaccurate
reports in order to meet targets.
• Facts are not exaggerated and budgetary estimates are
not stretched to a point of unreasonableness.
Organizational Structure Comments/Descriptions
1. The agency’s organizational structure is appropriate

for its size and the nature of its operations. Consider
the following:
• The organizational structure facilitates the flow of
information throughout the agency.
• The organizational structure is appropriately
centralized or decentralized, given the nature of its
operations, and management has clearly articulated
the considerations and factors taken into account in
balancing the degree of centralization versus
decentralization.
2. Key areas of authority and responsibility are defined
and communicated throughout the organization.
Consider the following:
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 16
Organizational Structure Comments/Descriptions
• Executives in charge of major activities or functions
are fully aware of their duties and responsibilities.
• An accurate and updated organizational chart
showing key areas of responsibility is provided to all
employees.
• Executives and key managers understand their
internal control responsibilities and ensure that their
staff also understand their own responsibilities.
3. Appropriate and clear internal reporting relationships
have been established. Consider the following:
• Reporting relationships have been established and
effectively provide managers information they need
to carry out their responsibilities and perform their
jobs.
• Employees are aware of the established reporting

relationships.
• Mid-level managers can easily communicate with
senior operating executives.
4. Management periodically evaluates the organizational
structure and makes changes as necessary in response
to changing conditions.
5. The agency has the appropriate number of employees,
particularly in managerial positions. Consider the
following:
• Managers and supervisors have time to carry out their
duties and responsibilities.
• Employees do not have to work excessive overtime or
outside the ordinary workweek to complete assigned
tasks.
• Managers and supervisors are not fulfilling the roles
of more than one employee.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 17
Assignment of Authority and Responsibility Comments/Descriptions
1. The agency appropriately assigns authority and
delegates responsibility to the proper personnel to deal
with organizational goals and objectives. Consider the
following:
• Authority and responsibility are clearly assigned
throughout the organization and this is clearly
communicated to all employees.
• Responsibility for decision-making is clearly linked
to the assignment of authority, and individuals are
held accountable accordingly.
• Along with increased delegation of authority and
responsibility, management has effective procedures

to monitor results.
2. Each employee knows (1) how his or her actions
interrelate to others considering the way in which
authority and responsibilities are assigned, and (2) is
aware of the related duties concerning internal control.
Consider the following:
• Job descriptions clearly indicate the degree of
authority and accountability delegated to each
position and the responsibilities assigned.
• Job descriptions and performance evaluations contain
specific references to internal control-related duties,
responsibilities, and accountability.
3. The delegation of authority is appropriate in relation
to the assignment of responsibility. Consider the
following:
• Employees at the appropriate levels are empowered to
correct problems or implement improvements.
• There is an appropriate balance between the
delegation of authority at lower levels to “get the job
done” and the involvement of senior-level personnel.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 18
Human Resource Policies and Practices Comments/Descriptions
1. Policies and procedures are in place for hiring,
orienting, training, evaluating, counseling, promoting,
compensating, disciplining, and terminating
employees. Consider the following:
• Management communicates information to recruiters
about the type of competencies needed for the work
or participates in the hiring process.
• The agency has standards or criteria for hiring

qualified people, with emphasis on education,
experience, accomplishment, and ethical behavior.
• Position descriptions and qualifications are in
accordance with OPM guidance and standardized
throughout the agency for similar jobs.
• A training program has been established and includes
orientation programs for new employees and ongoing
training for all employees.
• Promotion, compensation, and rotation of employees
are based on periodic performance appraisals.
• Performance appraisals are linked to the goals and
objectives included in the agency’s strategic plan.
• The importance of integrity and ethical values is
reflected in performance appraisal criteria.
• Employees are provided with appropriate feedback
and counseling on their job performance and
suggestions for improvements.
• Disciplinary or remedial action is taken in response to
violations of policies or ethical standards.
• Employment is terminated, following established
policies, when performance is consistently below
standards or there are significant and serious
violations of policy.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 19
Human Resource Policies and Practices Comments/Descriptions
• Management has established criteria for employee
retention and considers the effect upon operations if
large numbers of employees are expected to leave or
retire in a given period.
2. Background checks are conducted on candidates for

employment. Consider the following:
• Candidates who change jobs often are given
particularly close attention.
• Hiring standards require investigations for criminal
records for all potential employees.
• References and previous employers are contacted.
• Educational and professional certifications are
confirmed.
3. Employees are provided a proper amount of
supervision. Consider the following:
• Employees receive guidance, review, and on-the-job
training from supervisors to help ensure proper work
flow and processing of transactions and events,
reduce misunderstandings, and discourage wrongful
acts.
• Supervisory personnel ensure that staff are aware of
their duties and responsibilities and management’s
expectations.
Oversight Groups Comments/Descriptions
1. Within the agency, there are mechanisms in place to
monitor and review operations and programs.
Consider the following:
• An Inspector General, who is independent from
management, audits and reviews agency activities.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 20
Oversight Groups Comments/Descriptions
• The agency has an audit committee or senior
management council consisting of high-level line and
staff executives that review the internal audit work
and coordinate closely with the Inspector General and

external auditors.
• If there is an internal audit operation it reports to the
agency head.
4
• The internal audit function reviews that agency’s
activities and systems and provides information,
analyses, appraisals, recommendations, and counsel
to management.
2. The agency works closely with executive branch
oversight organizations. Consider the following:
• The agency has a good working relationship with
OMB, and major officials, including the CFO, meet
regularly with OMB personnel to discuss areas such
as financial and budgetary reporting, internal control,
and management’s performance.
• High-level agency personnel maintain good working
relationships with other executive branch agencies
that exercise multi-agency control responsibilities,
such as the Department of the Treasury, the General
Services Administration, and OPM.
3. The agency maintains a close relationship with
Congress in general and oversight committees in
particular. Consider the following:
• The agency provides Congress and oversight
committees with timely and accurate information to
allow monitoring of agency activities, including
review of the agency’s (1) mission and goals,
(2) performance reporting, and (3) financial position
and operating results.

4
Agencies may or may not have an internal audit function separate and apart from the Inspector General.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 21
Oversight Groups Comments/Descriptions
• High-level agency officials meet regularly with
congressional and GAO staff to discuss major issues
affecting operations, internal control, performance,
and other major agency activities and programs.
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 22
Control Environment Summary Section
Provide General Conclusions and Actions Needed Here:
GAO-01-1008G – Internal Control Management and Evaluation Tool (8/01)Page 23
RISK ASSESSMENT
The second internal control standard addresses risk assessment. A precondition to risk
assessment is the establishment of clear, consistent agency goals and objectives at both the entity
level and at the activity (program or mission) level. Once the objectives have been set, the
agency needs to identify the risks that could impede the efficient and effective achievement of
those objectives at the entity level and the activity level. Internal control should provide for an
assessment of the risks the agency faces from both internal and external sources. Once risks
have been identified, they should be analyzed for their possible effect. Management then has to
formulate an approach for risk management and decide upon the internal control activities
required to mitigate those risks and achieve the internal control objectives of efficient and
effective operations, reliable financial reporting, and compliance with laws and regulations. A
manager or evaluator will focus on management's processes for objective setting, risk
identification, risk analysis, and management of risk during times of change. Listed below are
factors a user might consider. The list is a beginning point. It is not all-inclusive nor will every
item apply to every agency or activity within the agency. Even though some of the functions and
points may be subjective in nature and require the use of judgment, they are important in
performing risk assessment.

Establishment of Entitywide Objectives Comments/Descriptions
1. The agency has established entitywide objectives that
provide sufficiently broad statements and guidance
about what the agency is supposed to achieve, yet are
specific enough to relate directly to the agency.
Consider the following:
• Management has established overall entitywide
objectives in the form of mission, goals, and
objectives, such as those defined in strategic and
annual performance plans developed under the
GPRA.
• The entitywide objectives relate to and stem from
program requirements established by legislation.
• The entitywide objectives are specific enough to
clearly apply to the agency instead of applying to all
agencies.
2. Entitywide objectives are clearly communicated to all
employees, and management obtains feedback
signifying that the communication has been effective.