Full Job Description and Responsibilities in ISO 9000?

[michellemmm]

Job descriptions are not a specific requirement of ISO 9001. We've alread established this fact, so to say that they are is perpetuating a falsehood.

So true...

Never had a job that matched the published description.

When you deal with a small company, people wear multiple hats. For this reason, I recommend developing a responsibility matrix that identifies the "process owners".

If we want to migrate from "vertical" management to "horizontal" management with cross functional teams, job description caries less weight. If management want to play the blame game, they will adhere to the old ways of doing business...

 

[jasminphyu]

Re: Full Job Description in ISO 9000?

Dear Colpart,

Thanks a lot, I'm also confusing it.
Best regards

 

[John Broomfield]

Hi everybody

I have a doubt and hope to receive feedback

For example in a company:

Where people work and several position exist performing a Job.

When involved in ISO 9000 systems and developing procedures
for Design and development (7.3)

E.g, in a certain procedure are defined the responsibilities
of each position (e.g. mechanic engineer) but in this procedure
only are included responsibilities for this particular procedure, however
this guy has much more.

In ISO Clauses, Where should I include the full responsibilities of him?

Should It be my responsibility as Quality Coordinator to create
a special document describing all of this?

Could this be like a JOb description?

Could this be a task of HR department? but not part of the Quality System?

P.D.

In my knnowledge

a Job Description contains several issues

-Purpose of position-
-Responsabilities
-Functions
-Academic preparation
-etc.

What are your points of view?

Thanks a lot in advance

QAMTY,

Do not develop your management system around job descriptions or clauses of the standard.

Focus instead on process descriptions and be very careful with job titles.

It is far more useful to define what process teams (comprising job titles/functions) do to fulfill process objectives.

By taking the process approach per 4.1 you will diminish the value of job descriptions.

Then your recruiting process may use job descriptions to specify the abilities, skills and knowledge required of each job title.

Focus everyone on developing, using, monitoring and improving their process-based management system to add value for customers and prevent loss.

Job descriptions are of limited value.

John