Let me know what you think.
There were a couple of areas that I was not sure of if they applied or not, like corrective and preventive action. I mean it's QA's and managements responsibility but ALL departments will be involved at some point or another depending on whether or not they get issued a CA.
Anyway, check it out, tear it up, rip it appart and give me advice!
(btw, this will be my new company's first internal audit with me holding the leads!)
A couple of quick things. I do not see anywhere that explains the color coding. Also, if it is for your facility, I would suggest some type of process integration. For example, actually placing the process being audited on the schedule as well.
I'm enclosing a quick one I use in training. We treat most of the standard as processes (such as resources - resource allocation and control are processes)
color codeing means it applies to the specific process/area (noted on top).
I already noted the processes on the top (quality, HR, Purchasing, ect..)
Will that not suffice?
color codeing means it applies to the specific process/area (noted on top).
I already noted the processes on the top (quality, HR, Purchasing, ect..)
Will that not suffice?
G.
I think it could provided that you have enough information to show that you understand it and it works. An auditor might wonder why you have manufacturing as a single process, however. The answer might be as simple as you list it and audit it as a single process, but the actual audit will differentiate each sub-process individually.
Remember too, that a process is defined as a specific action(s) that has input and output. It is very specific. Human Resources, for example, may be too broad to call a single process. It may include the new employee orientation process, training acquisition process, annual review process, etc. The same goes for "Quality".
Remember too, that a process is defined as a specific action(s) that has input and output. It is very specific. Human Resources, for example, may be too broad to call a single process. It may include the new employee orientation process, training acquisition process, annual review process, etc. The same goes for "Quality".
Good thinking Rob, but it is possible to list HR as a large process for the sake of the schedule. The actual audit plan then could separate the different processes which fall under that process. So you could end up with three or four separate process audits under one HR umbrella.
Okay, I was thinking that this WAS our audit plan
I wAS thinking that the processes were listed above and anything under those were various processes and procedures. Now that's how I SEE that, but how do I SHOW that?
For now there is no additional audit plan, maybe I will have to break down the larger process into severy small processes that apply to that process and audit them?
If so I think I will have to have generate a new process audit form of some sort listing inputs and outputs and such.
I could probabaly make in generic that way we could fill it in on wheatever process we are auditing (Nonconforming material process, assembly, customer satisfaction ect...)
Am I on the right track at all?
Take a look at my Audit Plan -->
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