In dealing with a small company where people wear many hats and the hats can change depending on the skill set changes, I developed the procedures with generic titles, and then a matrix that cross-referenced the current titles responsible for the activities. Then, if deemed necessary, define the skill set needed for the generic titles so they don't need re-rewritten all the time when personnel change.
All audit questions go back to a very simple question: "How do you know?" How do you know the people doing the job know their job? How do you know they are qualified? E.g.: did the owner just drop his son in there to give him something to do, or did he actually have the training for the job? For those in a position missing some qualifications, that should be reflect in the training matrix.
All audit questions go back to a very simple question: "How do you know?" How do you know the people doing the job know their job? How do you know they are qualified? E.g.: did the owner just drop his son in there to give him something to do, or did he actually have the training for the job? For those in a position missing some qualifications, that should be reflect in the training matrix.