posted 03 March 2001 12:46 PM               

1) initially assign workers based on prior expierience.
2) Have a job qualificaton from signed by individual supervisor "Prior to" the 45th day" of working in a specific area. (currently we use the supervisors opinion)

What we are setting up to implement
-
Write up Standard Operations information for each machine type or task
(cotrolled documents of coures)

Develop a training check-off sheet covering specific job/task criteria.

Do a training refresher session yearly with each empoyee during their normal evaluation to accomplish an "effectiveness" analization and also to cover "identifying ogoing needs"

I'm sure there are a number of ways to go about it - (Al? Barb? Randy? Kevin? others?) can fill us all in on what is being done elsewhere???

posted 03 March 2001 03:21 PM               

We then use the nonconformance system to identify training irregularities (based on a Pareto analysis of the problems). Retraining or new training is performed.

Each employee is reviewed for training and expertise on a frequency basis in an attempt to make sure the records are kept up-to-date.

The biggest problem is probably getting the Supervisors to stay on top of the records. This usually turns up in internal audits and results in a "KITA" type fix Sometimes you just gotta do what you hafta do!

Documenting OTJ training is an issue for a lot of companies. I think the best evidence that the current system is working is evidenced by the occurrance of nonconformances. That's why I tend to feed the reject system back to training issues if it's possible.