The evaluation process should rest on the organization's intended results, consistent with its OH&S policy, and those results should be defined clearly enough, where possible, to tell whether performance is acceptable. Roles and responsibilities for performance evaluation duties should be defined so that nothing is missed or duplicated, and communicated to the interested parties concerned. The organization should keep watch on how well the evaluation process serves what interested parties need and expect, such as regulators, managers, other workers and contractors. Indicators can range from globally recognized ones that allow comparison with other organizations to specific ones tied to the organization's own context; the standard's example is a multinational that used regional focus groups with human resources, workers and maintenance to pick the processes to monitor and the indicators to use.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.