Non-sector specific requirements: Do I need to write a physical procedure

[disheppa]

Ok this seems a little sophomoric but the non sector specific requirements: do I need to write a physical procedure or can I just back the spec up with an already in place procedure- like 6.2.2.3 training on the job or 7.2.2.2 organization manufacturing feasibility. Or am I just bracketing the whole idea of the certification so I can get it done sooner?

 

[D.Scott]

I am not sure I fully understand your question but if you have an existing procedure that addresses the requirements and suits your company, there is no reason to re-invent the wheel. Even the required procedures can be addressed by an existing procedure.

I hope this is on-line with your question.

Dave

 

[disheppa]

Thanks for answering my questions sorry that was poorly worded. Let me give you a little more background, I have a small safety equipment manufacturing company I have maybe 10 big jobs a year (still fairly small jobs≈500 seat belts or widgets) that go out to the big three, 90% of the remaining jobs are custom. Were attempting not to gain certification but compliance in order to smooth out wrinkles in our current method of operations and if anyone should request certification the process could be started with ease. What I meant to say is: many of these things we do naturally with out a written procedure even before we started the ISO/QS project, each individual product is checked before it leaves, we have a shipping and receiving log where we keep tracking numbers. For the info sector specific info that is not in the black boxes: Is it more important that there is paper saying that I have a specific procedure or is a knowledgeable staff that can demonstrate that they understand and can carry out the spec just as acceptable. Or do I need both? I hope that this clears that question up a little.

 

[ralphsulser]

Based on my TS16949 experience i would suggest you should have both procedures, and a "Training matrix" or skill map showing what training and competency levels your employees have achieved. I have posted an example here previously. If you can't find it, let me know and I will send you an example of a typical "Skill Map" we use. (BTW, I will be out form end of day today untill Monday a.m.)