Last Updated on November 3, 2025 by Melissa Lazaro

Why Corrective Actions Define Your ISO/IEC 17024 Audit Success

Every certification body eventually faces a few non-conformities during accreditation. That’s normal. What matters most is how you respond to them.

In my years guiding organizations through ISO/IEC 17024 audits, I’ve seen two kinds of reactions:

• Those who rush to “fix” the issue to meet the deadline.
• And those who slow down, understand the root cause, and strengthen their system permanently.

Guess which group never sees the same findings again?

This article walks you through how to handle audit findings the right way—from identifying the real problem to proving your fixes actually work. You’ll see exactly what assessors expect and how to turn corrective actions into long-term improvements, not just paperwork.

Understanding Corrective Actions in the ISO/IEC 17024 Context

Before you start correcting anything, it’s important to know what corrective actions really mean under ISO/IEC 17024.

A correction is the immediate fix—like replacing a missing document or retraining an assessor.
A corrective action goes deeper—it eliminates the root cause so the issue doesn’t come back.
And a preventive action is proactive—you act before a problem occurs.

Assessors can tell when your response stops at the surface. They’re looking for systemic fixes.

Pro Tip: Always link each corrective action to the exact clause in the standard. That connection shows you understand the requirement and have addressed it properly.

Common mistake: Submitting “We reminded staff” as your corrective action. That’s not a fix—it’s a band-aid.

Real corrective actions change processes, not people’s memory.

Step 1: Analyze the Root Cause of Each Finding

This is where most certification bodies go wrong—they treat root-cause analysis like a guessing game.

Instead, use simple tools that force you to dig deeper:

• 5 Whys: Keep asking “why” until you reach the system failure.
• Fishbone Diagram: Map out possible causes under categories like People, Process, Equipment, and Documentation.
• Process Mapping: Visualize where the breakdown happens.

Pro Tip: Involve the team closest to the process. They usually see the real cause long before management does.

Here’s an example: an assessor reported “missing training record.” After digging deeper, we discovered the training took place—but no one was assigned to upload records into the system. The cause wasn’t laziness; it was lack of responsibility assignment.

Pitfall: Writing “human error” as your cause. Assessors reject that because it’s not actionable. People don’t fail randomly—systems do.

Step 2: Develop Targeted Corrective Actions

Once you know the root cause, design a corrective action that fixes it at the process level.

That might mean:

• Revising a procedure to clarify who updates records.
• Adding a control step in your process flow.
• Updating forms or software fields to make compliance unavoidable.
• Retraining staff based on specific gaps identified.

Pro Tip: Every corrective action should answer three questions—Who will do it, What exactly will be done, and When it will be completed.

Common mistake: Assigning every action to one person. Spread responsibility. When accountability is shared, implementation happens faster and more consistently.

A strong corrective-action plan isn’t about doing more; it’s about doing what actually works.

Step 3: Implement and Record Evidence of Action

This part separates “we fixed it” from “we can prove it.”

Implementation means putting your plan into motion—and capturing clear evidence along the way. Examples include:

• Updated procedures with version control.
• Meeting minutes showing decisions.
• Screenshots of new templates or system updates.
• Signed training attendance sheets.

Pro Tip: Keep before-and-after evidence. Assessors love seeing tangible proof that change occurred.

I once helped a client document an update to their assessor qualification matrix. The “before” version was missing key roles; the “after” version had version control, signatures, and added role definitions. It turned a previous major NC into a “commendation for improvement.”

Pitfall: Making changes but forgetting to document them. In audits, if it’s not recorded—it didn’t happen.

Step 4: Verify the Effectiveness of the Corrective Action

Closing an NC too quickly is one of the fastest ways to get it back next year. You have to confirm that your fix actually worked.

Here’s how:

• Conduct a follow-up internal audit focused on the corrected area.
• Review process data for trends.
• Talk to the team to see if the new approach feels natural and sustainable.

Pro Tip: Define clear indicators of effectiveness—like “no repeat findings” or “improved turnaround time” in the process.

Common mistake: Assuming effectiveness without data. Assessors will ask, “How do you know it worked?” and expect a measurable answer.

Think of this step as your “proof of concept.” If the problem doesn’t return, your corrective action worked.

Step 5: Update the Management System for Continual Improvement

Don’t stop after verification. Feed the lessons back into your management system. That’s what continual improvement under Clause 9 is all about.

Add corrective-action results as inputs to your next management review. Discuss recurring themes, allocate resources, and set objectives for further improvement.

Pro Tip: Keep a Corrective Action Register. Track all findings, causes, actions, owners, deadlines, and verification results. It becomes a living tool that helps you spot patterns early.

Pitfall: Treating corrective actions as isolated tasks. When they’re linked to management review and planning, they drive real organizational growth.

One of my clients started reviewing their Corrective Action Register quarterly—and within a year, their internal audit findings dropped by 70%.

Example: From Finding to Fix – A Realistic Scenario

Let’s walk through a simple example.

Finding: “Assessor competence records incomplete.”
Root cause: No standardized format for recording qualifications.
Corrective action: Create a uniform competence file template and assign a document controller to maintain it.
Evidence: New file templates, updated procedure, and email communication confirming role assignments.
Verification: Reviewed during internal audit—no recurrence in the next accreditation cycle.

Pro Tip: Turn each NC into a case study for internal learning. Use it in staff training so everyone understands how issues are resolved systematically.

FAQs – Addressing Common ISO/IEC 17024 Corrective-Action Questions

Q1: How long do we have to close a corrective action after an audit?
Usually 30 to 90 days, depending on your accreditation body. Always confirm the timeframe during your closing meeting—it varies slightly.

Q2: Can we close a finding without completing all actions?
Only if you can prove that the root cause has been eliminated and the risk of recurrence is low. Provide evidence of partial implementation and a clear completion plan.

Q3: Do corrective actions apply to observations too?
Absolutely. Treat them seriously. Observations today are often tomorrow’s non-conformities.

Turn Audit Findings Into Continuous Growth

Corrective actions aren’t punishments—they’re your opportunity to build a stronger, smarter certification body.

Every finding tells you something about your system’s maturity. If you fix the process instead of the symptom, you don’t just pass your audit—you improve your service, credibility, and consistency.

In my experience, certification bodies that manage corrective actions proactively don’t fear audits. They welcome them, because they already know where they stand.

If you’re ready to take that step, download QSE Academy’s ISO/IEC 17024 Corrective-Action Register Template—and use it to close findings the right way, once and for all.