Guidance: confidence in the audit process depends on the competence of auditors and team leaders, and this competence should be assessed at regular intervals by a process that looks at how the person behaves and how well they apply what they have learned from their education, working life, auditor training and experience of audits, taking into account the programme's needs and objectives. Not every auditor needs the same competence, but the team's collective competence must suffice. Evaluation should be planned, carried out and documented so that it is objective, consistent, fair and reliable, in four steps: determine the competence required, establish evaluation criteria, select the evaluation method, and conduct the evaluation; its outcome underpins team selection, the need for improved competence and ongoing performance evaluation. Auditors should build, keep up and improve their competence by ongoing professional development and by taking part in audits regularly.
This control maps to 16 controls across 9 other frameworks. If you already hold one of them, the evidence you collected for it is the starting point here rather than new work.
Every mapping shown was judged rather than inferred from wording similarity, and the ones that failed review are published too. See the coverage reports and what was rejected.
The graph holds this control, the 16 it maps to, and the evidence behind each claim, over MCP and REST.