SOP Training/Competence in 24/7 Operation contractor company

SpinDr99

Involved In Discussions
#1
Hi All, I am in a 24/7/365 contractor company. The contract states we must be compliant (not certified) to ISO-9001:2008 (yes, I know, but that's what the contract requires). Having said that, I'm documenting our processes in SOP's and stuck on training and effectiveness of training, especially for our 2nd, 3rd and weekend personnel (many are part-time). Outside of physically being there to have them read and sign, I'm open to any suggestions to document SOP review (for training), and how to then show effectiveness of the training. Most of the SOP's are processes that are not regularly performed.

I thank you in advance for any suggestions you can offer.
 
#2
Hi All, I am in a 24/7/365 contractor company. The contract states we must be compliant (not certified) to ISO-9001:2008 (yes, I know, but that's what the contract requires). Having said that, I'm documenting our processes in SOP's and stuck on training and effectiveness of training, especially for our 2nd, 3rd and weekend personnel (many are part-time). Outside of physically being there to have them read and sign, I'm open to any suggestions to document SOP review (for training), and how to then show effectiveness of the training. Most of the SOP's are processes that are not regularly performed.

I thank you in advance for any suggestions you can offer.
Prepare a questionnaire based on SOP. And tell the personnel in 2nd/3rd/weekend to give a post training test to ensure they have read the SOP and understood it.

:2cents:
 

Stijloor

Staff member
Super Moderator
#3
Prepare a questionnaire based on SOP. And tell the personnel in 2nd/3rd/weekend to give a post training test to ensure they have read the SOP and understood it.

:2cents:
Next, you want to observe your personnel and verify that they are able to perform what the SOP requires. That’s called competency!
 

SpinDr99

Involved In Discussions
#4
Thanks for your replies. The arduous part here is that our part-timers aren't all on specific schedules. Many are simply on an as-needed basis and call-ins. This part of our operation is transportation and most are retired, so they're ok with only working a few times a month (ex. to fill-in for a sick driver). So training and determining competency could go on for months and months.
 

SpinDr99

Involved In Discussions
#6
Actually it's not since our contract requires 2008 COMPLIANCE. There's no requirement to become 2015 compliant or certified.
 

RoxaneB

Super Moderator
Super Moderator
#7
Prepare a questionnaire based on SOP. And tell the personnel in 2nd/3rd/weekend to give a post training test to ensure they have read the SOP and understood it.

:2cents:
I agree with the sign-off, be it a physical signature or an electronic one, but I disagree with the test as a means to demonstrate effective training and/or operator competence. Why? Because:
  • Anyone can memorize information for a short period of time
  • What if there is a literacy (be it with language, reading, and/or writing) issue?
  • Some people simply do not perform well under a testing environment

I've used this analogy before and I'll use it again. If you have a driver's license, you've passed the test - however, training effectiveness and driver competence is assessed via the number of accidents and ticket you have.

It does not matter if these individuals work weekends or evenings - if your company is going to require formal training and/or physical signatures, you go to them...they don't come to you.

The other approach to take is to "grandfather" current employees and assess their competence via metrics. If an employee has contributed to no errors or issues or events, then it may be safe to presume that they are competent. Focus your training efforts, instead, on new employees and those that have been involved in quality errors or complaints or issues.
 
#8
I agree with the sign-off, be it a physical signature or an electronic one, but I disagree with the test as a means to demonstrate effective training and/or operator competence. Why? Because:
  • Anyone can memorize information for a short period of time
  • What if there is a literacy (be it with language, reading, and/or writing) issue?
  • Some people simply do not perform well under a testing environment

I've used this analogy before and I'll use it again. If you have a driver's license, you've passed the test - however, training effectiveness and driver competence is assessed via the number of accidents and ticket you have.

It does not matter if these individuals work weekends or evenings - if your company is going to require formal training and/or physical signatures, you go to them...they don't come to you.

The other approach to take is to "grandfather" current employees and assess their competence via metrics. If an employee has contributed to no errors or issues or events, then it may be safe to presume that they are competent. Focus your training efforts, instead, on new employees and those that have been involved in quality errors or complaints or issues.
Completely agree with you Roxane, competence has to be evaluated based on actual performance - on the job. My earlier reply was only for how to assess whether the operator has read and understood the SOP.

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