Top Management (Exempt Staff) vs. Training and Competency

[vanputten]

From a purely compliance stand point, you could quit worrying if you comply and let the external auditor determine that. If the organization does not comply, you will get a nonconformance and a request for corrective action. The auditor and the content of the nonconformance will tell you why you don't comply.

Worst case scenario is that you get a nonconformance. No big deal. Since most organizations use ISO 9001 becasue they are required to, which leads to a compliance approach (as opposed to coninuous improvement), then do the minimum and let the auditor tell you where you don't comply.

Good luck getting Top Managment to get involved to determine their necessary competence, take any action to satisfy any incomplete competence, and then evaluate the actions taken.

 

[Tony C]

how do we evaluate training needs and competency of the folks who set policy, direct the organization and - in effect - work in a fairly isolated bubble?

Competency requirements can be included in a brief job description including responibility and authority. This can be held with a copy of a CV as dQApprentice suggested using as evidence.

Regards,

Tony

 

[piney]

No employee in an ISO 9001 company is exempt from the training and competency requirements of the standard, whether they be the CEO or the janitor that sweeps the floor.

Everyone in the company has the potential for the work that they do to affect product quality. This includes the labourer on the production floor, the buyer in the purchasing department, the design engineer, the salesman who sold the job, the secretary who directs customer inquiries, and the president who oversees all who are below them on the org chart.

The organization must "determine the necessary competence for personnel performing work affecting product quality."
We do this by having a job description on file for every position in the company. The job descriptions include the minimum competency requirements for the position including training, education, and experience.

"Personnel performing work affecting product quality shall be competent..."

Competency is measured here in two ways:
1. By ensuring every employee file has an up to date resume and all supporting qualification records (certificates, diplomas, etc.). Before a new person is hired on there is an in depth comparison of the individual with the position requirements i.e. the job description. Any potential gaps are highlighted with training requirements identified.
2. Secondly, continued competency for each position in the company is evaluated through yearly performance reviews. The performance review also helps us to determine whether additional training is required for the individual in the position.

Again, no one in the company is "Exempt!"

 

[Polly Pure Bread]

No employee in an ISO 9001 company is exempt from the training and competency requirements of the standard, whether they be the CEO or the janitor that sweeps the floor.


Competency is measured here in two ways:
1. By ensuring every employee file has an up to date resume and all supporting qualification records (certificates, diplomas, etc.). Before a new person is hired on there is an in depth comparison of the individual with the position requirements i.e. the job description. Any potential gaps are highlighted with training requirements identified.
2. Secondly, continued competency for each position in the company is evaluated through yearly performance reviews. The performance review also helps us to determine whether additional training is required for the individual in the position.

Again, no one in the company is "Exempt!"

Who evaluates President’s performance?

 

[Randy]

Who evaluates President’s performance?

The news media here in the USA

Honestly though, there is no requirement for any performance evaluation of any person in a QMS.........Look and see yourself, do you see a "shall" for performance anywhere?

 

[piney]

The news media here in the USA

Honestly though, there is no requirement for any performance evaluation of any person in a QMS.........Look and see yourself, do you see a "shall" for performance anywhere?

Competency is measured here in two ways:

I was by no means implying that performance review is a requirement of the standard. Only giving an example of what my company does!

 

[barb butrym]

The resume and performance review is one thing, (and here top management is reviewed by their peers and corporate.) and covers the basics. But there are other training needs that need to be considered....The MRP system and any unique system /company software, specifically reports that are available. The QMS and unique safety concerns. Union stuff if appropriate for whoever comes in without that experience. The company base line flow. Unique government or customer/regulatory issues if from another industry. Lean concepts perhaps? The lay of the land, especially if multiple sites are involved. These may not be classes perse but a knowledge and experience gap just the same.