Audit

Organizational Intelligence Audit Template

Interactive, repeatable audit that evaluates knowledge capture, decision quality, metrics, meeting effectiveness, and learning loops. Includes interview guidance, evidence checklists, scored ratings, observation fields, and a simple priority scoring approach to identify high-value remediation opportunities.

Interactive Tool

Organizational Intelligence Audit

Purpose

This audit helps you discover where organizational knowledge, decisions, metrics, meetings, and learning processes are working — and where they leak value. Use it to focus remediation on the highest‑impact, fastest‑payback opportunities.

How to use

Complete the scope fields, request the artifacts listed, and conduct interviews with the suggested roles found below. For each section, select evidence items you obtained, score the capability on a 1–5 scale, and write concise observations tied to examples or artifacts. At the end, provide an impact, likelihood, and effort score for top remediation ideas so you can prioritize work.

Who to interview (suggested roles)

  • Frontline staff or operators
  • Supervisors / Team leads
  • Process owners
  • Quality and Continuous Improvement leads
  • IT / Knowledge platform owners
  • HR / Training owners
  • Product or service managers
  • Selected customers or supplier contacts (when appropriate)

Quick scoring rubric

1 = absent or chaotic • 2 = inconsistent • 3 = partially effective • 4 = mostly reliable • 5 = systematic, measured, and continuously improving.

Describe the boundaries for this audit (e.g., Plant B - Packaging line 2; Customer Support - Tier 1).
YYYY-MM-DD or preferred date format.
Person completing this audit.
Check the roles you interviewed or plan to interview.
Check the artifacts you requested and review them during the audit.
1 = no systematic capture; 5 = accessible knowledge, onboarding, handover, and updates are standard.
1.0 10.0
Choose items you actually verified.
Record specific examples, quotes, documents, or missing items. Tie observations to evidence or interview comments.
1 = ad hoc or opaque; 5 = documented decision rights, criteria, and records of why decisions were made.
1.0 10.0
Evidence that decisions are high quality and auditable.
Examples of decisions that went well or poorly, including consequences and missing data.
1 = no relevant metrics or misleading KPIs; 5 = meaningful KPIs, clear ownership, and routine review.
1.0 10.0
Check metrics-related artifacts you examined.
Note missing metrics, gaming behavior, or metrics that don't link to customer/outcome value.
1 = meetings are frequent but unfocused; 5 = meetings produce clear decisions, actions, and follow‑up.
1.0 10.0
Artifacts and behaviors that show meeting quality.
Describe a meeting you observed or patterns reported by interviewees.
1 = no mechanism to learn from outcomes; 5 = systematic experiments, retrospectives, and improvement pipelines.
1.0 10.0
Artifacts that show active learning.
Examples where learning led to change, or where learning cycles are broken.
List the three findings you believe merit remediation, one per line.
Describe with evidence and impacted areas.
Impact on customers, safety, cost, or quality.
1.0 10.0
How likely is the problem to recur if not fixed?
1.0 10.0
Estimate relative effort (1 = low, 5 = high).
1.0 10.0
Suggested quick score = (Impact * Likelihood) / max(1, Effort). Higher = higher priority. Enter a numeric priority or short rationale in the next field.
Paste the computed score or a short prioritization rationale.
List quick wins (days to weeks) and longer initiatives (months). Assign an owner and due date when possible.
Summarize where to focus first, suggested owners, and expected review cadence.
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