Streamline payroll administration with Runpayroll.adp.com

Streamlining payroll administration is not just about making tasks faster—it is about making them more predictable, traceable, and consistent. In many organizations, payroll is one of the most operationally sensitive functions: it directly affects employee trust, impacts financial reporting, and creates compliance obligations that must be met every cycle. When payroll workflows are fragmented across multiple tools—spreadsheets, email approvals, shared drives, and ad-hoc note trails—teams often discover the same recurring issues: unclear ownership, inconsistent data entry, missed deadlines, and audit challenges when something goes wrong. That is why dedicated payroll portals matter. A portal such as Runpayroll.adp.com is often used as a centralized entry point for payroll workflows, enabling teams to manage tasks in a controlled digital environment rather than in disconnected processes.

Runpayroll.adp.com is widely recognized as an entry point organizations use to manage payroll workflows through a structured digital experience. For HR, finance, and payroll operations teams, the practical value of a dedicated payroll portal is straightforward: it centralizes tasks, supports consistent processing, and helps teams maintain reliable records as payroll cycles repeat month after month. Over time, the payroll portal can become the “control room” for key payroll activities—such as employee pay updates, pay statements review, and workflow handoffs—especially when deadlines and audit readiness matter. In organizations with multiple stakeholders, this centralized experience can also reduce the amount of coordination required across email and document threads.

From an industry expert perspective, the real differentiator is not only the existence of a login page, but the ecosystem around it: defined roles, controlled access, documented processes, and clear audit trails. These elements reduce operational friction and help limit errors that can arise when payroll information is scattered across different systems. Additionally, when the workflow is built into a portal experience, teams are more likely to follow the same steps each cycle—creating consistency that is crucial for both internal controls and employee-facing outcomes.

Why payroll portals like Runpayroll.adp.com matter operationally

Payroll is a high-impact process because it sits at the intersection of employee trust, contractual obligations, and regulatory compliance. Even small inaccuracies—such as a wrong pay rate, a missed deduction, or an incorrect employment status—can lead to downstream issues like payroll corrections, adjusted tax filings, employee reimbursements, or disputes that require time-consuming investigation. A payroll portal such as Runpayroll.adp.com is commonly used to standardize that process, offering a consistent interface for core payroll activities.

While features can vary by organization and configuration, payroll portals typically focus on outcomes such as repeatable workflows, structured data capture, and controlled visibility for different stakeholders. In practical terms, these portals support:

• Process consistency: repeatable workflows reduce reliance on “tribal knowledge” and cut down on rework caused by missing steps.
• Data governance: structured fields and controlled access help keep employee and payroll data accurate, up to date, and properly validated.
• Audit readiness: documented approvals and traceable actions support compliance and internal control requirements.
• Role-based visibility: different staff members can see what they need to see—reducing accidental changes and minimizing “over-privileged” access.
• Timely issue resolution: when questions arise, teams can pinpoint where information was entered and by whom, rather than searching through disconnected channels.

In many payroll operations, the difference between a smooth cycle and a stressful cycle is not merely “what the portal can do,” but how the organization uses the portal to enforce governance. A well-run payroll portal reduces the risk of missing critical steps and helps teams respond faster when exceptions happen. Because payroll repeats regularly, the long-term value of process consistency compounds over time.

Common functions organizations expect from a payroll portal

To understand how Runpayroll.adp.com fits into payroll operations, it helps to view it as part of an end-to-end payroll system. In professional payroll operations, the portal usually supports tasks across the lifecycle of payroll processing. Although not every portal includes every function in the same way, the operational categories below reflect common responsibilities that teams expect to complete using a dedicated portal.

• Payroll preparation: capturing or confirming inputs such as hours, adjustments, deductions, allowances, and employee status changes.
• Payroll review: checking payroll runs and ensuring results align with internal policies and employee entitlements.
• Employee communication: enabling access to pay statements, confirmations, or notifications within governed channels (where configured).
• Post-run verification: addressing exceptions, reconciling results, and maintaining records for internal reporting.
• Security and governance: ensuring only authorized users can make changes and that access is properly managed through role and identity controls.

These functions become especially valuable when payroll is managed by multiple stakeholders—HR administrators, payroll specialists, finance approvers, and sometimes managers who need limited visibility into pay-related information. When each group can interact with the portal according to its defined role, workflows become more efficient and less error-prone. In contrast, if the organization uses uncontrolled methods (for example, sharing spreadsheets via email), the process becomes harder to audit and harder to standardize.

Security and access control: the practical foundation

Any payroll portal’s credibility depends on security fundamentals. Payroll data is sensitive by nature: it includes personal information, earnings, deductions, and often identifiers used for taxation and benefits administration. Therefore, teams must safeguard payroll information throughout the workflow. For organizations using Runpayroll.adp.com, a key operational expectation is typically that access is managed in a way that is:

• Role-based: HR updates do not automatically grant finance-level editing permissions, and payroll specialists do not necessarily have authority to approve financial postings.
• Auditable: actions are traceable so internal controls can confirm what happened, when it happened, and who made the change or approval.
• Controlled: account access is managed via identity governance processes—often aligned with corporate identity management practices.

From an expert standpoint, this matters because payroll errors rarely appear out of nowhere. More often, errors originate from unclear ownership, ambiguous approvals, outdated employee records, or inconsistent data entry. A portal that enforces access and structure helps reduce these risks by making it harder for unauthorized users to alter critical data and by guiding users toward defined processes.

Security also influences day-to-day operations. When roles and permissions are correctly configured, employees working in payroll can trust that they are not accidentally affecting areas outside their scope. Meanwhile, auditors can review a timeline of changes and approvals rather than relying on manual evidence scattered across email threads.

Price and supplier context (how to approach it responsibly)

Questions like “What is the price?” or “Who supplies this service?” frequently arise during technology evaluation. In payroll technology, pricing and supplier arrangements are commonly influenced by factors such as workforce size, modules selected, service levels, implementation scope, and configuration requirements. Because exact pricing is contract-specific, the most responsible approach is to treat any “price” discussion as an estimate that must be confirmed through official vendor channels or your organization’s agreement.

On the supplier side, Runpayroll.adp.com is associated with ADP’s payroll ecosystem. If your organization is evaluating ADP payroll services or related components, the appropriate next step is to confirm the scope and cost details through your ADP representative or procurement documentation. From a governance perspective, it is important that your procurement records clearly describe what the organization is licensing (for example: portal access, payroll processing services, support model, and any implementation deliverables). This ensures internal alignment and reduces the risk of misunderstandings later.

Even if a portal looks similar across organizations, the operational scope can differ. Some organizations use the portal primarily for review and approvals, while others use it for broader workflow tasks like entering adjustments, managing deductions, or coordinating pay statement availability. These differences can impact both internal resource planning and the overall total cost of ownership.

Implementation realities: what organizations must prepare

Even the best portal cannot compensate for missing or inconsistent payroll inputs. To benefit from Runpayroll.adp.com, organizations usually need to prepare underlying payroll operations and ensure that the portal reflects their governance model. Implementation is often not simply a technical activity; it is also an operational redesign effort. Common preparation areas include:

• Employee data accuracy: names, identifiers, pay rates, employment status, work locations, and addresses must be reliable and properly maintained.
• Process ownership: the “who does what” aspect must be unambiguous. Who updates pay rates? Who approves employee status changes? Who validates deductions?
• Change management: employee or policy changes should flow into payroll with consistent timing and clear effective-date rules.
• Testing and validation: configuration and data uploads should be verified before payroll go-live, including validation against expected pay outcomes and exception cases.

Many organizations also need to align payroll portal usage with local finance practices and internal audit cycles. For example, finance may require reconciliation artifacts in a specific format, while internal audit may require evidence of approvals and review steps. If these requirements are not considered during implementation, teams can end up with extra manual work after go-live, which negates some of the portal’s intended efficiency gains.

Additionally, payroll teams often coordinate with other systems and data sources—such as HR master data systems, timekeeping systems, benefit administration tools, and expense reimbursement workflows. A portal can streamline workflow steps, but the accuracy of payroll output still depends on upstream data quality and integration reliability. Therefore, organizations should evaluate not only portal functions, but also the “data supply chain” that feeds payroll runs.

What does “streamline” really mean in payroll?

“Streamlining” payroll administration can mean multiple things, and it is worth clarifying these to ensure expectations align across HR, finance, and payroll operations. In practice, streamlining often involves at least four dimensions:

• Time efficiency: reducing the time required to complete repetitive tasks, such as reviewing payroll runs, updating adjustments, or preparing audit evidence.
• Error reduction: decreasing the likelihood of incorrect inputs and minimizing missed steps through structured workflows and validation checks.
• Workflow clarity: ensuring each step is clearly assigned, with defined approvals and consistent timing.
• Auditability and traceability: making it easier to prove that payroll changes were authorized and reviewed in accordance with internal controls.

Runpayroll.adp.com and similar portals typically support streamlining by providing a consistent digital pathway for these activities. But streamlining is not automatic: it depends on configuration, role setup, and SOPs. Organizations that treat the portal as “just another login page” may see limited gains. Organizations that treat it as the operational control layer—backed by documented processes and training—often experience more substantial improvements.

Comparison table, sources, step-by-step guide, and requirements

The table below compares common ways organizations approach payroll portal usage. It is designed to help teams align expectations before they rely on the portal for day-to-day processing. Pricing is intentionally not listed because it depends on contract scope; confirmation should come through official vendor channels or procurement records.

Step-by-step guide to using Runpayroll.adp.com responsibly

Below is a practical, process-focused guide. It assumes your organization has an established payroll setup and that you have authorized access. The goal is not just to “use the portal,” but to use it in a way that supports correctness, traceability, and consistent outcomes.

1. Confirm access and roles: verify that each user has the correct permissions for their responsibilities (data review vs. data entry vs. approvals). Avoid role misalignment; “having access” should not mean “having authority.”
2. Start with a single source of truth: align on which payroll data is authoritative and where changes must be recorded. If HR master data is authoritative, portal updates should reflect HR records rather than diverging versions.
3. Use a consistent timing calendar: understand payroll cycle cutoffs, approval deadlines, and submission windows. A portal is most effective when teams follow the same timeline every cycle.
4. Validate critical inputs: review employee status changes, pay rate updates, and deduction adjustments before payroll runs. Validation should include effective dates, eligibility logic, and amount accuracy.
5. Perform a structured payroll review: check results against expected outcomes, exceptions, and internal control thresholds. Use checklists to reduce variance in reviewer behavior across cycles.
6. Document exceptions: when issues arise, record what happened, who approved the resolution, and what data changed. Exception documentation should be specific enough to answer “what changed” and “why it was allowed.”
7. Maintain records for compliance: retain payroll-related artifacts according to internal policies and applicable regulations. Portals often simplify recordkeeping, but organizations still need retention schedules and evidence standards.
8. Reconcile and learn: after each cycle, assess recurring errors or bottlenecks and update training, workflows, or validation rules accordingly. The best payroll teams continuously improve.

Conditions and requirements to consider

Running payroll through a portal is effective only when certain operational conditions are met. These conditions are not unique to Runpayroll.adp.com; they represent common prerequisites for responsible payroll portal usage:

• Authorized access is mandatory: payroll portals should not be accessed with shared accounts. Shared access weakens accountability and reduces the reliability of the audit trail.
• Training and SOPs should exist: ensure HR and payroll users understand the difference between editing and review steps, how effective dates work, and how exceptions should be processed.
• Data quality controls: establish checks for identifiers, pay rates, and effective dates. Data quality controls can include automated validations and manual review thresholds.
• Clear approval routing: define who can approve changes and how approvals are evidenced. Approval routing should be consistent with internal control expectations.
• Incident handling: have a documented process for login issues, data anomalies, and escalations. During payroll cutoffs, “who to call” and “what to do next” must be clear.

Industry background: what reliable payroll operations typically emphasize

Payroll technology adoption is strongly shaped by the need for compliance, operational efficiency, and workforce trust. Industry research and recognized frameworks consistently point to the importance of internal controls, data integrity, and auditability. While portal features differ across vendors and configurations, strong payroll operations generally share these themes.

• Governance over convenience: systems should reduce manual steps that create inconsistent outcomes. Convenience matters, but governance must remain the priority.
• Change control: payroll-related changes are treated as controlled events, not informal updates. Effective-date rules, approval requirements, and evidence capture are part of change control.
• Documentation: audit trails and process documentation matter as much as the system interface. A portal can provide evidence, but organizations must still define evidence expectations.

For sources on internal control and audit-oriented approaches, teams often reference guidance from professional bodies such as the Committee of Sponsoring Organizations of the Treadway Commission (COSO) for internal control principles, and applicable regulatory guidance depending on jurisdiction. For security-oriented practices in the broader software and payroll context, organizations frequently align with frameworks such as NIST (National Institute of Standards and Technology) for risk management and security controls.

Note: No specific performance or adoption statistics are claimed here, because outcomes depend heavily on organization size, configuration, integration scope, and operating model. For evidence-based benchmarking, consult official research reports relevant to your region, industry, and system scope.

Deepening the operational picture: where mistakes often happen

To appreciate the value of a portal like Runpayroll.adp.com, it helps to understand where payroll mistakes commonly occur in organizations that rely on fragmented workflows. While every organization differs, typical problem areas include:

• Effective date confusion: users submit changes without properly accounting for effective-date timing, causing wages or deductions to apply incorrectly.
• Inconsistent pay rate updates: pay rate changes may be entered in one system but not reflected in payroll inputs due to reconciliation gaps.
• Approval gaps: key changes are submitted without the required approvals, or approvals are assumed rather than documented.
• Duplicate or missing adjustments: adjustments are created in one place and repeated elsewhere, leading to overpayment or underpayment.
• Exception handling delays: exceptions are identified late in the cycle and corrected under time pressure, increasing the probability of rework.
• Audit evidence fragmentation: information needed for audits is scattered across email and shared documents, creating time-consuming evidence assembly.

A well-designed portal workflow reduces these problems by centralizing changes, enforcing role permissions, capturing evidence, and guiding users through standardized steps. However, the benefits depend on how the organization configures and uses the portal—especially the approval routing, validation rules, and training coverage.

Designing approval workflows that scale across teams

One of the strongest reasons payroll portals are adopted is that they can scale controlled approvals across multiple teams. Approval workflows are not just operational bureaucracy—they are risk controls. To design scalable approval workflows, organizations typically define:

• Authority boundaries: for example, HR may update employee status and pay rates up to certain thresholds, while finance may approve payroll run results or financial postings.
• Evidence standards: what constitutes sufficient evidence of approval (e.g., portal approvals, documented reasons, attachments, or structured comments).
• Escalation paths: when an approver is unavailable or deadlines are at risk, what happens next?
• Segregation of duties: ensuring that the person who enters a change is not also the sole person who approves it when internal control requirements call for it.
• Exception routing: handling cases that do not fit standard rules—such as corrections, one-time adjustments, or unusual pay arrangements.

In a portal-led workflow, these decisions become embedded in the system. That embedding improves compliance because it reduces the likelihood that users bypass steps. In a hybrid or transition model, organizations must be more careful, because some workflow steps may occur outside the portal, and evidence capture must be equally disciplined.

Building a reliable review checklist for payroll portal users

Payroll review is an operational discipline. Even with strong data and a portal workflow, reviewers should apply consistent checks. A structured review checklist helps reduce reviewer variance and ensures that the organization examines results in a repeatable way. For example, a payroll review checklist might include:

• Run scope confirmation: confirm the correct pay period, pay groups, and organizational units were included.
• Key input sanity checks: verify that employee status changes and pay rate updates align with HR decisions and effective dates.
• Exception summary review: inspect the portal’s exception list or error indicators and ensure each exception has an owner and documented resolution plan.
• Threshold checks: look for unusual changes in gross pay, deductions, or net pay compared to expected patterns or internal benchmarks.
• Reconciliation readiness: confirm that payroll outputs can be reconciled to accounting records or internal reporting requirements.
• Evidence capture: ensure the approval records, notes, and exception resolutions are available for audit.

Portals can support review processes by making the relevant information easy to find within the workflow. Still, the checklist is what turns information access into operational assurance. Organizations that rely on informal review—“I looked at it and it seems fine”—often face avoidable problems when audits or employee disputes arise.

Exception handling: turning problems into controlled workflows

In mature payroll operations, exceptions are expected. The goal is not to eliminate every exception; the goal is to manage exceptions consistently and transparently. A portal helps by structuring how exceptions are recorded and who can resolve them. Responsible exception handling typically includes:

• Clear categorization: whether an exception is a data error, a configuration issue, an eligibility mismatch, or a one-time adjustment requiring justification.
• Assignment of ownership: each exception has an owner responsible for investigation and resolution.
• Documentation of rationale: why the exception was allowed, what policy supports the resolution, and what evidence was used.
• Approval before correction: corrections should follow the approval routing rules, not occur informally.
• Confirmation of impact: reviewers validate that the correction changes the right employees and does not create new issues elsewhere.
• Prevention analysis: after resolution, teams identify whether the exception indicates a process gap that should be fixed for future cycles.

When exception handling is structured and consistent, the organization can reduce repeat incidents. Over time, the portal workflow becomes a control environment that not only processes payroll, but also improves operational maturity.

Localization and multi-site considerations: keeping payroll consistent “nearby”

Even when organizations operate “nearby” a major business region, payroll teams may encounter differences in how they coordinate with local finance calendars, internal audit practices, and reporting rhythms. Some teams also adopt region-specific terminology for approvals, documentation, and reconciliation checkpoints. While the portal interface can remain consistent, the surrounding workflow must reflect the realities of the organization’s internal control environment.

For global or multi-site organizations, localization affects how people interpret pay-related adjustments and effective dates. For instance, local policy differences may dictate how certain allowances are applied, how deductions are handled, or how employment status changes are processed. The portal can standardize data entry fields and approvals, but the organization must ensure training aligns with how local policies map to the portal fields.

Localization also impacts change management. When new portal users from different regions join the team, documentation and SOPs should include practical examples that reflect local scenarios. Without localization-focused training, staff can misinterpret how to fill fields, leading to processing delays and error rates.

Operational readiness checklist for go-live and ongoing cycles

Organizations often focus on go-live as a one-time event. In reality, readiness is an ongoing state that should be re-validated each cycle, especially after significant changes like organizational restructuring, policy updates, or new integrations. An operational readiness checklist might include:

• Role coverage: all necessary roles are assigned for the cycle window, including backup coverage for peak deadlines.
• Training refreshers: key users complete refresher training when SOPs change or when portal workflows are updated.
• Integration checks: upstream integrations (timekeeping, HR master data, benefits data) are confirmed to be stable for the pay period.
• Data quality review: employee master data quality is checked, with attention to common failure points such as identifiers and effective dates.
• Exception playbook: the exception handling process is ready, including escalation rules and expected documentation.
• Evidence requirements: internal audit or compliance evidence requirements are confirmed to be achievable within the portal workflow.
• Incident response readiness: communication channels and escalation contacts are available in case of login problems or system anomalies.

These readiness activities are often what make portal-led payroll workflows sustainable, rather than stressful. When teams know they are prepared, they can focus on exception resolution and validation instead of scrambling for evidence or troubleshooting under time pressure.

FAQs about Runpayroll.adp.com and payroll portal usage

1) What is Runpayroll.adp.com used for?

Runpayroll.adp.com is commonly used as a portal entry point for payroll-related workflows. Depending on your organization’s setup, it may support tasks such as reviewing payroll results, managing pay-related information, and following controlled approval processes.

2) How do I ensure I’m using the portal correctly?

Follow your organization’s SOPs and payroll calendar. Confirm your role permissions before making changes, validate inputs for effective dates and pay rates, and use the established review and approval sequence for each payroll cycle.

3) Can multiple employees use the same account to access the portal?

In professional payroll operations, shared accounts are strongly discouraged because they weaken audit trails and accountability. Access is typically managed per user to maintain traceability.

4) What should I do if I see incorrect payroll results?

Document the discrepancy, identify where the underlying data originated, and escalate through your internal payroll exception process. The goal is to correct the input data (or configuration) and re-run or adjust according to your approved policy.

5) Is the portal’s “price” the same for every organization?

No. Payroll technology pricing is usually contract-specific and depends on factors such as workforce size, feature scope, and service model. For exact pricing, rely on your procurement or your official vendor quotation.

6) Who is the supplier behind Runpayroll.adp.com?

Runpayroll.adp.com is associated with ADP’s payroll services ecosystem. Your exact supplier arrangement may also include service partners depending on implementation and support contracts.

7) What requirements should we meet before go-live?

Common requirements include accurate employee master data, clear approval workflows, user training, role setup, testing/validation of configurations, and a plan for handling exceptions and system issues during payroll deadlines.

Expert considerations: making the portal effective beyond “clicking through steps”

A payroll portal can become either a reliable system or a recurring source of friction. The difference usually comes down to operational design. Here are the expert-level considerations that tend to separate smooth payroll cycles from stressful ones:

1) Treat payroll inputs as governed data

When employees, managers, and HR touch payroll-related information, the organization should define what counts as “governed inputs.” For example, changes with effective dates should be entered in a controlled manner and validated before the payroll cutoff. Governed data typically includes anything that changes pay outcomes or creates downstream tax/benefit impacts.

To operationalize “governed inputs,” organizations often define data standards (required fields, formats, and validations) and also define escalation steps when required data is missing. The portal can enforce some of these standards, but the organization still needs clear policies for what happens when inputs are incomplete.

2) Clarify ownership across teams

In many organizations, payroll workflows involve multiple departments. If ownership is unclear, the portal becomes a place where people “check” rather than a place where accountable processes occur. Assigning responsibility by data type and approval step is typically more effective than assigning responsibility by job title.

For example, rather than “HR owns pay rates,” it is more precise to say: “HR submits pay rate changes,” “Payroll validates payroll-impacting inputs,” and “Finance approves postings or results.” When ownership is mapped to steps, the portal workflow becomes more coherent and errors become easier to investigate.

3) Build a review mindset: exceptions are normal, surprises are not

Good payroll teams expect exceptions and manage them through an exception playbook. Instead of only asking “Why is this wrong?” teams often ask “Which control should have caught this earlier?” Over time, this approach reduces recurring errors.

To support this mindset, organizations often maintain a library of common exception types (for example: termination processed late, retro pay adjustments, off-cycle bonuses, incorrect deduction categories) and connect each type to a standard resolution procedure and evidence requirements.

4) Use documentation as a competitive advantage

When staff turnover happens—as it inevitably does—SOPs and training materials prevent operational drift. A payroll portal’s interface may be user-friendly, but the workflow still requires institutional knowledge. Documentation helps new users understand the “why” behind steps, not just the “how.”

High-quality documentation typically includes:

• Step-by-step instructions aligned to portal screens and actions.
• Examples of properly documented exceptions and approvals.
• Common pitfalls and how to avoid them.
• References to internal policies that define what is allowed.
• Escalation contacts and timelines for urgent issues.

Location and localization: how operations may differ “nearby”

If your organization operates “nearby” a major business region, you may notice differences in how payroll teams coordinate with local finance calendars, internal audit practices, and reporting rhythms. Some teams also adopt region-specific terminology for approvals, documentation, and reconciliation checkpoints. While the underlying portal interface remains consistent, the surrounding workflow should reflect the realities of your internal control environment.

For global or multi-site organizations, localization also affects how people interpret pay-related adjustments and effective dates. The portal can help standardize data entry, but training should reflect how your internal policies map to those fields. For instance, if certain allowances are treated differently by local policy, users must know which portal field to use and what supporting documentation is required.

Localization can also affect timing. A payroll cycle that aligns with one region’s holiday schedule may need adjustments for global teams. Organizations can mitigate confusion by maintaining a centralized payroll calendar and clearly communicating cutoffs, including region-specific exceptions.

Conclusion: top practices for sustainable payroll operations

Runpayroll.adp.com fits into payroll operations as a structured, controlled environment for managing pay-related workflows. The strongest benefits typically come when the portal is integrated into a well-defined process: role-based access, consistent timing, rigorous validation, and documented exceptions. Rather than focusing only on how to log in or where to click, high-performing payroll teams emphasize governance, audit readiness, and operational clarity—so payroll cycles remain predictable even when staffing, policy, or workforce conditions change.

Ultimately, payroll portals streamline administration by making the workflow repeatable and evidence-based. When the organization pairs portal capabilities with strong SOPs, well-designed approvals, high-quality employee data, and disciplined exception handling, the portal becomes more than a UI—it becomes a control environment that supports reliable payroll outcomes.

Further reading (non-exhaustive, for framework context)

If you want to strengthen governance and controls, consider reviewing established internal control and risk management guidance from reputable organizations such as COSO and NIST. These frameworks are widely used to inform control design and security practices, including in systems that handle sensitive payroll data. In addition, consult jurisdiction-specific regulations related to payroll, taxes, data privacy, record retention, and employee wage requirements. The best approach is always to connect portal usage policies to your organization’s legal and compliance context, and to validate your controls through internal audit or compliance reviews where appropriate.