In your company, how do you pick or choose internal auditors (ISO/ IMS) from other departments?

Based on them qualification in ISO 9001 Internal Auditor Training

Hello Randy

In my company, this has been done in 2 ways, for 2 different management systems. 

1. Department Heads nominated team members at the time of first ISO certification, these team members would receive training either from already certified auditors in the company, or an outside trainer. They would then serve as guides for their departments and eventually be part of the internal audit team when time came for the internal audit (usually once a year). The Leader Internal Auditor would be from the functional department heading the management system standard, for example for QMS, this was me. 

2. For another management system, the functional department had the only auditors, both Lead Auditors and Audit Team members. 

While both above approaches worked well, as our organization grew we felt the audit process required more independence. An Internal Audit department was formed and initially the new department lead would act as an observer for our Internal & External Audits and also be a recipient to our audit reports. Long-term plan is to focus internal audit in one department and leave compliance with the functional departments. 

Please let me know if this answers your question. 

The Best way is to have an awareness session internally to know the interest as well as understanding level of the attendees and then select out of them for IMS internal auditor training which is very essential to have a good team for IMS auditing. This will add value and enhance the possibility of proper gap analysis prior to certification audit.

Auditors are chosen who have completed auditor training and who have shown a track record for maintaining objectivity and impartiality during the auditing process

At first, the lead auditor should understand the concept of auditing, IT DOESN'T MEAN PANIC TO THE PROCESS, its an introspect to be done where to we stand and how to adhere to continual improvement.

For this there should be standup meetings with cross departments, internal brainstorming on improving the process, reducing the unnecessary steps, how to pass the baton, how to solve the issue, data driven facts then pick the candidate who is potential in providing ideas , contributing to ideas then the ldeal team can be formed.

Internal auditing is a data driven team success for process improvement and commitment towards quaity.

pour notre entreprise  un organisme  certificateur extérieur qui doit choisi  les auditeurs de système (ISO/EMI) peuvent être des spécialiste en hydrocarbure et comme peuvent être d'autres spécialité (maintenance....etc) 

Do your own assessment on staff capabilities and competencies, in comparison of what is required from a good auditor (you can use the ISO guidance for this matter). You should get a good feel as to who is more suitable for the job.

Please go through ISO1:, it will give you a clear idea about the selection of internal/external auditors and the criteria.

ISO1 provides guidance on auditing management systems, including the principles of auditing, managing an audit programme and conducting management system audits, as well as guidance on the evaluation of competence of individuals involved in the audit process, including the person managing the audit programme, auditors and audit teams.

Choosing the Internal Auditors, to have an efficient Internal Audit Process is one of the most important job in any company. As an efficient Internal Audit Process gives confidence to Management and MR & Compliance Team during external audits both by certification bodies and/or customers to have well implemented system.

How to choose them, well usually during internal meeting session regarding awareness of system and or implementation MRs can identify those, who taking more interest in the sessions by asking questions. Later, the MR can request the section heads/management to recommend these personnel to become the part of Internal Audit Team. After selection, the MR can give them more training on Auditing Techniques, Sampling, Time Management, requirement of Standards and procedures etc. Later, if MR is the only one running the show, then should take them along during first audit round/cycle. During this cycle, MR should encourage them to take notes and also keep track of things if not completed properly. I use to purposely leave some points during these training cycles, so at the end of full cycle I can identify the ones, who have captured the points in a better way. Later, would discuss findings at the end of cycle. After knowing, who are more detailed and have better communication and other skills, I would go with them again for another, where I would just observe but the audit will be done by them. At that time, I would take them to a different process then last session e.g. If in last session it was purchase session then this time it would be HR or Marketing etc. Then at the end again there will be a wrap-up session. Once it is identified who are the better ones in the lot can be given also external training, if company can afford :), whereas others would for another few times as observer. One of the best out of them, would also be asked to do audit of MR related processes. As you MR can do audit of other departments/processes but not their own due to impartiality. The same will apply for all other team members as it is a requirement of the standard.

Comments are welcome.

By verifying there profile, knowledge and interest on quality systemsand procedures and experience/certified in quality management system audit.

A. ASSESSMENT :

Gauge the competency level : (1) Education (2) Experience (3) skills in their respective field of assignments.

B. TRAINING:

Training will be provided (TOPIC : INTERNAL AUDITING), then must achieve 75% passing rate after taking the examination.