AS9100 Rev C Initial Certification - Determination of Competence

  • Thread starter Mario Alberto83
  • Start date
M

Mario Alberto83

#1
Hello everybody

I am leading the initial certification efforts in the company I work for. I am famliarized with AS however I am not an expert. I would like to have your valuable input since I am working with a consultant who is not experienced enough and I differ to him in several topics.

He says that we can implement procedures and processes even if the whole QMS documentation has not been completed, for example, to implement procedures related to Resource Management when we have not completed documentation related to Product Realization and Measurmnt, A. and Improvement.

Specifically talking about Resource Management, I think it is not possible to implement independent from the other sections of the standard because of the following:

AS9100 says:
6.2.2 Competence, Awareness and Training: The organization shall
a) determine the necessary competence for personnel performing work affecting conformity to product requirements.

In order to determine competence, we need to define first what positions we need in the organization to cover all processes, so before we need to know what processes we need, so we need to establish procedures that deploy such processes to fulfill all QMS requirements.

Being that said, HR department can not develop job descriptions, skill matrices and training plans and thus, determine competences if all procedures have not been created, because in this point, we do not know all processes that are related to conformity to product requirements.

Please let me know your comments that I always appreciate.

Regards
 
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J

Jeff Frost

#2
I believe your consultant is spot on with this one. You need to implement sections of the QMS as they are completed so that employees can be trained to the requirements as you go instead on one big push at the end. Your responsibility section of the procedure should define who is responsible for following the procedure which could be used to build a training matrix. Your clause 6.2.2 procedure, if you elect to have one, should only describe the process that will be used to determine the necessary competence for the employee, how you will provide training and by what method you will use to determine if the training was effect. After you have defined what must happen you then fill in the blanks as you go which will take time but if you do not give your HR Department a road map they will never start the journey.
 

DannyK

Trusted Information Resource
#3
Usually each department works with HR to determine the competencies.
In most companies that I have worked with, HR provides a template and it is completed by the department.
 
M

Mario Alberto83

#4
Thanks a lot for your guidance gentlemen, i agree and It has been very useful.

Mario D.
 
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