our company faced third party audit recently and we are having one NCR related to training. As preventive action to the NCR, we have to give training to our staff & verify the competency of training given to them. We have completed training. How to verify the compeency? What are the methods for the verification of competency of training given to the employees? Please give your opinions.

Hmm, depends on what type of training you are talking about.

If you have provided training for someone performing a practical task e.g. how to package a product, you could observe them and check the outcome i.e. a properly packaged product.

If you are talking about say, quality awareness you may be able to test their ability to find relevant parts of the quality system and/or maybe a brief quiz after the training to test understanding.

You may also want to do this verification periodically rather than just after the event.

our company faced third party audit recently and we are having one NCR related to training. As preventive action to the NCR, we have to give training to our staff & verify the competency of training given to them. We have completed training. How to verify the compeency? What are the methods for the verification of competency of training given to the employees? Please give your opinions.

Welcome to the Cove:bigwave:

When referring to an audit finding, it's helpful if you tell us exactly what the finding says. We often see instances where we advise people to challenge the finding, or discuss it with the auditor to get clarification. That said, training doesn't necessarily impart competency. It should provide the necessary information to be used in achieving competency, but it doesn't always work out that way. Once training has been done, it's like corrective action--you need to follow up and determine whether the training was effective or not. For every training course, you need to determine in advance what the training is supposed to accomplish, and the nature of the objective evidence that will be sought in verifying that the objectives of the training have been achieved.

Your task is to verify the competency of the individual as it applies to their role and responsibility in your "system" or, "Can they do their job as required and how can we prove it?"

Competency does not equal training and training does not equal competency. Training is just one of the steps it takes for a person to become competent. Training is not the goal, competency is.

Apparently your auditor did his/her job well (a display of competency) and is requiring you to do the same.

Oh yeah, welcome.:bigwave:

our company faced third party audit recently and we are having one NCR related to training. As preventive action to the NCR, we have to give training to our staff & verify the competency of training given to them. We have completed training. How to verify the competency? What are the methods for the verification of competency of training given to the employees? Please give your opinions.

Welcome!
Just as the other folks told you it would be helpful to see the actual wording of the NCR. It could totally change what is expected of you and what is reasonable.

I usually suggest that my clients be prepared to answer the following single question for each of their employees.
"How did you decided that "so and so" is competent to do their job?s?"
If you consider that single sentence it has you thinking about job descriptions, OJT, formal training, the employee's education and previous job experience both at your company and previous employers.
It also should get you focused on what determines competence.
1.)Do they understand their job? What it entails, what it is supposed to provide etc.
2.) Do they understand how to do their job? What are the steps and expectations and criteria for success in that job.
3.) How does success or failure in the execution of that job impact all the actions and customer expectations that follow the actual execution of their job processes?
4.) Has a knowledgeable internal 3 rd party observed their work methods and results for this job and found it to be both consistent and acceptable?
This can simply be a documented post training review or statement by the employees manager or group leader say 10 to 30 days after the training.
It might require testing but again a test is no guarantee of proficiency or the ability to do the job. It just means you scored OK on some arbitrary test questions or criteria.
Some jobs may be critical enough or have regulatory requirements that demand both testing and observant comments on execution of the job or task.
Finally whatever you do needs to be consistent and properly documented. If you say in your training procedure you are going to do a 30 day touch base with managers after training you need to be prepared to do it, document the results, take action when the comments indicate the worker isn't executing correctly and defend the adequacy of your approach.
There are many ways to do this and it doesn't need to be a thoughtless burden or break the bank to be effective.
I agree that you had a savvy auditor and if you think through the finding you will likely end up with a better system.

Good Luck,
Mary

Geeesh! Why use 100 words when 1000 will suffice?:rolleyes:

Geeesh! Why use 100 words when 1000 will suffice?:rolleyes:

Ooops! Sorry I will definately keep it short and sometimes sweet in the future!
Regards,
Mary