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http://www.iaeme.com/IJCIET/index.asp 1321 editor@iaeme.com
International Journal of Civil Engineering and Technology (IJCIET)
Volume 9, Issue 5, May 2018, pp. 1321–1333, Article ID: IJCIET_09_05_146
Available online at http://www.iaeme.com/ijciet/issues.asp?JType=IJCIET&VType=9&IType=5
ISSN Print: 0976-6308 and ISSN Online: 0976-6316
© IAEME Publication Scopus Indexed
PERFORMANCE AUDIT AND BALANCED
SCORECARD PERSPECTIVE
Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution
Universitas Sumatera Utara, Medan, Indonesia
Correspondence Author : iskandar1@usu.ac.id
ABSTRACT
The purpose of this study is to know the implementation of performance audit and
whether the perspective of balance scorecard implemented in Local Government in
North Sumatra, Indonesia and know the performance of government in this case APIP
related to performance performance audit in local government implement Balance
Score Card. The type of research used is the type of qualitative research. This
research was conducted in North Sumatera Province, Indonesia with sample of
Regency/City Government of Medan, Dairi, Serdang Bedagai and Tebing Tinggi, with
focus of study on High Town Tebing Government. Population in this research is
Functional Official of Auditor (PFA) as APIP officer at Tebing Tinggi, North
Sumatera, Indonesia. The respondents of this research are Functional Auditor
Officials (PFA). This is in accordance with the PFA Rule selected based on
Government No. 16 of 1994 on Civil Servant Functional Position. The results show
that the performance of district/city performance audit in North Sumatera has not
been implemented as mandated by the stipulated provisions. The implementation of
the regency / municipality is still limited, many educational backgrounds are not
derived from economic or audit-related areas, lack of guidance on APIP's human
resources and non-determination of inspection object local government.
Keywords: Performance Audit, Balance Scorecard, Financial Perspectives, level of
assurance.
Cite this Article: Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution,
Performance Audit and Balanced Scorecard Perspective, International Journal of Civil
Engineering and Technology, 9(5), 2018, pp. 1321–1333.
http://www.iaeme.com/IJCIET/issues.asp?JType=IJCIET&VType=9&IType=5
1. INTRODUCTION
In Government Regulation No. 60 of 2008 on Government Internal Control System (SPIP) it
is explained that internal supervision is the whole process of audit activities, review,
monitoring, evaluation and other supervisory activities in the form of assistance, socialization
and consultation on organizing tasks and organizational functions in order to provide adequate
belief that the activities have been carried out in accordance with the criteria that have been
established effectively and efficiently for the interests of the leadership in realizing good
governance (Nurzaimah et al., 2017; Dalimunthe et al., 2016 & 2017; Nurzaimah et al., 2017;
Performance Audit and Balanced Scorecard Perspective
http://www.iaeme.com/IJCIET/index.asp 1322 editor@iaeme.com
Erlina, 2017 & yahya et al., 2017). The Government Internal Supervisory Apparatus (APIP)
is a government agency formed with the task of implementing internal control within the
central and/or regional governments, comprising the Supervisory and Development
Supervisory Agency (BPK), Inspectorate General of the Ministry, Inspectorate /Internal
Control Unit at the State Ministry, Main Inspectorate /Inspectorate of Non-Ministry
Government Institution. After the government issued KIP Law No. 14 of 2008 and contained
in the Republic of Indonesia state sheet. The public know that the state of the tax money paid
by the tax-abiding citizens of the Republic of Indonesia is well managed. In a sense, whether
state money is used to obtain resources sparingly, spend well spent, and can produce results
optimal that brings benefits to the community (spend wisely).
Performance audit is one type of audit conducted as a self-development financial audit.
Performance audit to assess the level of performance success of a Ministry or Government
Agency, to ensure the appropriate or not targeted activities that use the budget (Erlina et al,
2017a; 2017b & Agustina et al., 2018). Therefore, performance audit is an extension of
financial audit which include: economic, efficient and effectiveness, then auditor who will
carry out the activity must obtain information about organization, covering organizational
structure,work procedure and information system and financial reporting and activity to
management (Muda and Dharsuky, 2015; Lubis et al., 2016 & Hutagalung et al., 2017).
Performance audit is expected to provide to have a positive impact on the program and the
entity being audited. In its implementation, Performance Checking activities in Government
Agencies in general have not been running as they should. Some of the obstacles include the
unavailability of the Performance Planning and Reporting Guidelines for Government
Agencies, Government agencies have not been able to present the Performance Planning and
Performance Report which is the object of the Performance Audit assessment, still the lack of
mutual awareness of the Higher Leader and the High Officials of the Government Agencies
on the importance of implementation of Performance Checking and the delivery of the
importance of the Performance Checking to Leaders mentioned above are the main task of the
Examining Organization in order to gain their full support.
2. LITERATURE REVIEW
2.1. Public Sector Performance Audit in Indonesia
Understanding performance audit is a systematic process in obtaining and evaluating evidence
objectively on the performance of an organization, program, function or activity undertaken
on the basis of economic aspects and efficiency of operations, effectiveness in achieving
desired results, and compliance with relevant laws, regulations and policies (Mahsum, 2015;
Muda and Naibaho, 2018; Muda and Hutapea, 2018; Muda et al., 2018a & Muda et al.,
2018d). Executing Public Sector Performance Audit there are two external audits by BPK
(Audit Board) and internal audit by APIP in this case BPKP, Inspectorate General and other
similar institutions. Based on the International Standard of the Supreme Audit Institute
(ISSAI) 300-26, performance auditors generally choose between result-problem or system-
oriented approaches to facilitate the feasibility of audit design. Environmental audits also
often follow the 3 E economic, efficiency and effectiveness concepts that underlie
performance audits. 3 E is described in Figure 1 below:
Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution
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Figure 1 3 E's concept: economy, efficiency and effectiveness
2.2. Evaluation of Performance Reporting
The preparation of the Government Institution Performance Accountability Report (LAKIP)
shall be submitted to the Related Party immediately after the end of the fiscal year. LAKIP is
prepared by government agencies based on performance measurement which is also done by
the institution concerned. This is in accordance with the principles applied in the AKIP
System, namely the existence of freedom and independence in formulating, planning,
implementing, measuring, analyzing and reporting Performance. To increase the level of
assurance to the Performance Report, an independent third party function is required. This
Third Party shall Assess, Test, and Evaluate the Information presented in the LAKIP. With
the opinion of the Evaluator or Auditor on the LAKIP Credibility, Report Users will be able
to use it as a basis for Decision Making. In Presidential Decree 7 of 1999, assigned to evaluate
Performance Accountability Report of Government Institution is BPKP whose evaluation
result will be submitted to the President. With the issuance of Presidential Decree No. 10 and
11 of 2004, this task was reorganized between the Ministry of PAN with BPKP. Performance
Audit is a Systematic Evaluation of a Policy or Program in the form of an Activity or Group
of Activities, conducted by the Government and other Doers in order to make a Stipulation of
the Effect or Impact of a Policy or Program, both for short and long term (Muda et al, 2017a;
2017b; 2018b; Sirojuzilam et al., 2017 & Sihombing et al., 2017). There are several standards
that serve as the basis for conducting Performance audits:
Compliance (compliance), related to the audit effort, by questioning the extent to which
transactions by the government have been in line or in accordance with the provisions of law
or legislation;
Efficiency (efficiency), relating to the extent to which government agencies have reached the
optimum level of productivity on the basis of resources that have been used;
Effectiveness (Effectiveness), related to the extent to which Level of Policy Objectives
Achievement on the basis of Utilization of Public Resources.
The essence of an audit activity is:
To provide a feedback, leading to better outcomes according to Real Size and Objectives;
To provide an input in the framework of effort Improvement, not in the context of Proof (to
improve, not to prove);
To reveal the following:
o Policy Outputs (policy outputs), that is, what is produced by the formulation of a
policy;
Performance Audit and Balanced Scorecard Perspective
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o Result or Impact of a Policy (policy outcomes or consequences), that is the
consequence or consequence caused by the issuance or implementation of a policy.
Performance Audit is basically an Assessment Activity based on the spirit of Internal
Auditing, to measure the Achievement Level of an organization's Performance.
2.3. Process and Stage of Performance Audit
In general, the performance audit process has a systematic:
1. Performance audit structure
2. Performance audit stage
3. Criteria or indicators that benchmark performance audit.
2.4. Balanced Scorecard
The Balanced Scorecard approach was originally designed for use in business organizations
or organizations working in the private sector, but in its development the Balanced Scorecard
can be applied to public sector organizations and other nonprofit organizations. The main
difference between the use of this method lies in its objective, the private sector is more
emphasis on profit maximization and public sector is more nonprofit motive that is more to
public service. Some differences between private/business sector organizations and public
sector organizations on Balanced Scorecard perspectives according to Mahmudi (2010) The
Balanced Scorecard can be applied to the public sector by modifying it so that customer
perspectives are placed in the top position followed by other perspectives (Lubis et al., 2016
& Muda et al., 2018a; 2018c). Balanced Scorecard measurement techniques are based on
financial and nonfinancial aspects that are divided into four perspectives. Mahmudi (2010).
Explain the four perspectives in the Balanced Scorecard as follows:
Customer Perspective
Financial Perspective
Internal Process Perspective
Perspective Learning and growth
3. RESEARCH METHODS
This research was conducted in North Sumatera Province with sample of Regency /Municipal
Government of Medan, Dairi, Serdang Bedagai and Tebing Tinggi, with focus of study on
Tebing Tinggi City Government. Population in this research is Functional Official of Auditor
(PFA) as APIP officer at Tebing Tinggi City, North Sumatera, Indonesia. The respondents of
this research are Functional Auditor Officials (PFA). This is in accordance with the PFA Rule
selected based on Government No. 16 of 1994 on Civil Servant Functional Position. The type
of data required in this study is primary data is data obtained by conducting interviews
(interviews), observation and documentation (Achmad et al., 2017; Badaruddin et al., 2017;
Ferine et al., 2017; Handoko et al., 2017; Muda et al., 2018c, 2018e & Pohan et al., 2018).
Primary data obtained from the answers of the respondents of the study of auditors Functional
Auditors (PFA) Inspectorate as APIP. While the secondary data obtained from documents that
are in the inspectorate associated with performance Audit. Operational definition for this
research are :
Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution
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Performance Audit
The systematic process of obtaining and evaluating evidence objectively on the performance
of an organization, program, function or activity undertaken on the basis of economic and
operational efficiency, effectiveness.
Balanced Scorecard
Performance appraisal by considering four main factors: financial factor, customer factor,
internal business process and learning process and growth (Muda et al., 2018).
4. RESULT AND DISCUSSION
4.1. Results
Law Number 32 Year 2004 regarding regional government states that one of the main points
of the formation of autonomous regions is the ability to regulate and manage their own
households, for which the regions are given the right to manage several local revenue sources
that allow regions to be able to organize government and development empowered. APIP
Audit Standards have been regulated by the State Minister of Administrative Reform Decree
No. PER/05/M.PAN/03/2008 Date: 31 March 2008 stated that the audit activities undertaken
by APIP are basically grouped into three. One diatara audit activities that diakuak is a
performance audit that aimed to give conclusions and recommendations on the management
of government agencies in an economical, efficient and effective. Performance Audit is a
systematic process of obtaining and evaluating evidence objectively for the performance of an
organization, program, function or activity. Evaluations are based on economic aspects and
efficiency of operations, effectiveness in achieving desired results, and compliance with
relevant laws, laws and policies. The purpose of the evaluation is to determine the level of
linkage between performance and criteria. APIP Audit Standards define audit is an
independent, objective and professional proof of identification, analysis, and evaluation
process based on auditing standards, to assess the accuracy, accuracy, credibility,
effectiveness, efficiency, and reliability of execution of tasks and functions of government
agencies. The factors that cause obstacles in the implementation of this performance audit are:
The number of agencies to check
Area and distance from one region to another, where the agency should be examined.
Limited or lack of inspectorak staff
Human resources possessed are not entirely of economic background or subject to
examination.
The low commitment of the regional head and APIP in the implementation of tasks
Based on the interviews and observations conducted that in the government of Tebing
Tinggi that the performance performance audit viewed from the aspect of desk has not been
specifically directly related to the performance audit. So for the implementation of the audit
that is related to the work program taken from jakwas as the purpose of the examination, the
object of focus and target examination but for the development of this paper is also a
constraint where every aspect should be poured in the paper work as a structured step of work
and stages to be lived as well what will be reviewed in the performance performance audit.
Until now not owned. From interviews that have been done that this has been discussed with
BPKP and continue to be a discussion, but until now , the guide has not been there. This year,
APIP Tebing Tinggi has started to perform the performance audit, this is done in order to
increase the level of APIP, because at this time for Tebing Tinggi City is at Level 3 with
Performance Audit and Balanced Scorecard Perspective
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Notes. One such record is that the performance audit has not yet been performed. Thus, APIP
of Tebing Tinggi city is working to carry out this performance audit and its implementation is
done based on Permendagri No. 23 of 2007 and Permenpan Regulation (PP No. 10 of 2008)
and the absence of synchronization of these regulations in the performance audit. APIP can
not fully adopt the work pattern carried out by BPKP due to the association at the
Permendagri No. 23 of 2007.
4.2. Discussion
4.2.1. Implementation of Performance audit
In performing the performance audit it will be discussed in relation to the three main aspects
of the standards that are based on: 1) general standards, 2) standard field performance audit
work, and 3) performance audit reporting standards. From the results of interviews conducted
then obtained the information that the performance performance audit has not been
implemented properly. It can be stated that on the standard of field work of this audit has not
been dilkasanakan, both from start planning, supervise as well in terms of observing things
yag associated with compliance with laws and regulations including in terms of management
control. In terms of reporting standards are also the same, not fully based on existing
regulations. This is due to the unfinished performance audit as expected. This is not separated
from the various elements and factors that exist in the field. The most important factor to
impact is that APIP personnel have not been fully educated background, appointment and
appointment of APIP apparatus is more based on subjectivity and for establishment of APIP
apparatus is also very limited both at the local level and from central level. Large working
area, with limited number of apparatus and time given to carry out this task is another factor
that also resulted in the implementation of this performance audit. In practice it is often found
chairman or leader who consult or ask the member instead of the opposite of this is of course
due to the limited ability and knowledge owned where the members should be guided by the
level above and the boss is the place to ask and consult. In general, the implementation of
performance audit has actually been implemented but not specifically where the
implementation is in the implementation of operational audit so that this performance audit is
only a part of the operational audit so that the goals to be achieved in the performance
performance audit can not be fully produced. In performing this performance audit is ensuring
that the concept of economical, efficient and effective can be run and implemented (Burhan et
al., 2015a & 2015b; Tarmizi et al., 2016a & 2016b; Sihombing et al., 2017; Nurlina and
Muda, 2017 & Erwin et al., 2018). So if performance audit has not been implemented in
accordance with the supposed then of course what the goal will not be achieved.
The performance of this performance audit in totality is not fully due to the condition and
capability of APIP in every work unit in Province and Regency/City. The limited information
and resources that are incorporated by reference to this implementation is also an important
factor in the implementation of this audit. As mentioned earlier that specific guidelines in the
implementation of this audit have not been owned and to design also not possible due to the
limitations possessed both from the amount of energy and qualifications possessed. Currently,
the implementation is carried out in the implementation of operational audit based on
permendagri no. 23 of 2007 and PP no. 60 of 2008. With the development being carried out
for the implementation of this performance audit it is necessary to immediately generated
models or indicators in the implementation. If we look at these performance audit objectives,
the concept developed by Kaplan and Norton that is Balance Scorecard can be an option, as
the Balanced Scorecard concept is developed in order to see the performance of both business
and government entities. Balanced scorecard concept sees and reviews performance based on
financial and non-financial aspects with a four-perspective approach that is financial
Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution
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perspective, customer, internal business process and growth and learning. Approaches in
performance measurement can be modified to fit to be used to properly assess the
performance of public accountability. Based on its characteristics, public organizations can be
divided into two, namely pure non-profit organizations and quasy non-profit organizations.
As Pure non profit organizations that provide or sell goods and/or services with a view to
serving and improving the welfare of the community. The funding source of this organization
comes from taxes, levies, debt, bonds, profits SOEs/BUMDs, sales of state assets, and so forth
(Azlina et al., 2017; Hasan et al., 2017; Nasir et al., 2017; Sadalia et al., 2017; Syahyunan et
al., 2017; Lubis et al., 2017; Kesuma et al., 2018a & 2018b; Muda, 2018a; 2018b; 2018c
&2018f). The source of funding this organization comes from government investors, private
investors, and creditors, such as SOEs, BUMD (Muda, 2018c). To perform a performance
audit for the desired goals and objectives is achieved then the required adequate tools, among
these tools are indicators in the implementation of performance audits intended. For indicators
with use Balanced scorecard approach then it can be done as follows:
For customer perspective, it can be seen from the point of view; products or services provided,
community satisfaction on the quality of service provided, complaints or complaints of the
community as a direct user, ability in memeunuhi service required by the community.
For the Financial Perspective, it can be seen from the point of view; ability to generate
financial resources, achievement of financial targets, financial management.
For internal process perspective, it can be seen from the point of view; identify critical factors
in the organization's internal processes by focusing on developing new processes that become
the needs of the community or users.
For the perspective of innovation and learning, it can be seen from the point of view; measure
factors related to technology, staff development, systems and procedures, and other factors
that need to be updated.
4.2.2. Performance Audit Planning
Currently, implementation of performance audit has not been done specifically. Performance
audit implementation is part of the implementation of operational audits conducted. From the
study that has been done then performance audit that will be done by using perspective
balance scorecard in line with the provisions set in Permenpan No. 53 year 2014. To establish
an effective measure of performance, the Chief Executive Officer must first identify aspects
of critical internal performance audit. One of the most commonly used means is the
framework adapted from Kaplan and Norton's thought, Balanced Scorecard, which suggests
aspects of measuring internal performance audit into perspective:
Innovation and learning, to answer the question of whether internal auditing is sustainable
and creating value.
Internal Audit Process, to answer questions on what areas internal audit has expertise.
Management/Auditee, adaptation of customer perspective, that is to answer the question
how the customer perceives the internal audit.
Board/Audit Committee, adaptation from a financial perspective, to answer the question of
how internal audit views stakeholders.
Performance Audit and Balanced Scorecard Perspective
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The implementation stages can be described as follows:
Figure 2 Performance Audit Planning and Stages With Balance Scorecard
The planning and implementation of this performance audit will be easier to perform if no.
53 year 2014 has been implemented well, where some elements in the application of the use
of balance scorecard has been done such as setting program, starategi, indicator or target and
budget to carry out the activity (Erlina et al., 2017a). Some additional work to be done is the
adjustment or alignment of vision and mission to ensure the alignment and conformity
between the vision to the mission, then the mission to the goal, then the goal to the target and
ultimately the target to Key Performance Indicators (IKU). For weighting is needed to
facilitate the assessment to be done with the use of four perspective balance scorecard.
Besides, the baseline as baseline determines the measurement of achievement of performance
results.
4.2.3. Performance Audit Reporting
In the previous description stated that the current performance audit performace has not been
implemented specifically. To know related to the performance is still done with the
implementation of the so-called operational audit. Reporting related to the current
performance is regulated in the Regulation of the Minister of Administrative Reform (PAN)
Local Government
Vision and Mission
Organizational Strategy
Transfering Vision
and Mission/Discovery
Determination
Main Performance Indicators
Performance Measurement
with Balance Scorecard Approach
Building Main Performance Indicators
Results and Recommendations
Iskandar Muda, Erlina, Idhar Yahya and Abdillah Arif Nasution
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and Bureaucracy Reform No. 29 of 2010 on guidelines for the preparation of performance and
reporting performance performance of government agencies (LAKIP). The use of this concept
will look at various aspects of both financial and non-financial. In the Balanced Scorecard, the
four perspectives; financial persfektif, customer, internal business process and growth and
learning into one unity can not be separated. These four perspectives are also indicators of
performance measurement that complement each other and have a causal relationship between
each other. So it will provide an overview with regard to the performance of agencies or
institutions that are measured comprehensively.
5. CONCLUSION AND RECOMMENDATION
5.1. Conclusion
That the performance performance audit of the Regency/City in North Sumatra has not been
implemented as mandated by the stipulated provisions
It is not implemented due to several factors, namely:
o Human resources owned by Regency/City is still limited
o There are still many educational backgrounds that are not from the economic field or
that are related to the audit
o Lack of guidance on the APIP human resources tool
o The non-determination of local government audit objects
Considering the need that the implementation of the performance audit is not only the
financial aspect, the non-financial aspect also needs to be included as part of the performance
auditing plan.
The lack of use of balance scorecards as a basis for performance audits to look at both
financial and non-financial aspects.
5.2. Recommendation
Establishing results-oriented performance measures and balance the achievement of targets
from those four perspectives. The concrete steps undertaken are (1) defining or determining
the most meaningful measurements for stakeholders who are functioning to direct their
attention, (2) the growth of commitment to basic change by involving various parties and
implementing a "flexible" system and guiding clear direction for implementation, monitoring,
measurement and reporting, and (3) paying attention to flexibility through the concern that
performance management is a living process.
This step should be sustained by concrete efforts to (1) sponsor performance measurement at
all levels of the organization and use it as a basis for the implementation of reward and
punishment systems, (2) ensure that employees receive accurate information through an
effective and clear information and communication channel, and (3) ensure that the public also
obtains the same information as the basis for the creation of a public account-bility.
Collecting, using, and analyzing the data obtained and linking into the strategic planning
process.
Connecting the results of data analysis and information above into the process of preparing the
work program and its budgeting.
Dividing leadership roles. Although in the government sector a strong leader is needed, it does
not mean that all decision-making must be monopolized by the leader. Concern that
subordinates will distort their decision-making (because they deviate from the policy) should
be prevented through the process of vision and mission sharing and empowerment.
Performance Audit and Balanced Scorecard Perspective
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