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Training Records - Can R?sum?s and Certificates Be Enough?

B

BillG

#1
My small QMS Consulting Service is ISO 9001:2008 certified and in the last registrar audit we received an Observation that we improve our Training Processes. We currently state in our procedure for section 6.2.2 that our employee's and consultant's training records are limited to their r?sum?s and certificates for their various ISO and AS training. The registrar auditor made an observation that this was not as much as we should be doing regarding recording of our employee and consultant training. I disagree, but I welcome other's opinions and input. Thank you. Bill Goss
 
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R

RLewing

#2
Hi, BillG

The issue might be having evidence of "a) determine the necessary competence ... " (ISO9001/6.2.2.a).

In addition to those you mention, we include the record of annual "Development Discussions" between employer and his boss. It serves both as check of achieving previous plan, gap analysis and plan for training of next period. It takes care of both a), c) and d) -items. (We have a template of several pages to guide the discussion.)

BR Raimo
 
B

BillG

#3
Thank you ... would you be willing to email me the template you mentioned? My email is qualitysystem and my service is Comcast.net

Regards,

Bill Goss
QSC Group LLC
Massachusetts
 
W

Wilderness Woody

#5
R?sum?s and Certificates are probably not sufficient going forward. Although they may provide a baseline for initial employment, most jobs will require additional training over time. Remember to include awareness training for business functions such as benefits and communications, safety and health (right-to-know), QMS procedures etc. besides job specific skills to keep certifications current, renewed or upgraded.
 
R

RLewing

#6
Woody's suggestions are good, but I think BillG originally asked about what is mandatory for ISO9001 certification.

In our case (we are manufacturing, but the amount of blue collars is small and white collars do many kinds of things), we really have a variety of people and needs, so we wanted to limit what we ourselves made mandatory (records) for everybody.
 

Raffy

Quite Involved in Discussions
#7
Hi BillG,
Happy New Year and Welcome to the Cove!!! :bigwave:
In my previous company, we improve the training processes through the following:
We evaluate the training module, the trainees and the trainer.
We use a questionnaire with regard to the training module, the trainees and the trainer.

Btw, I search for a model on Training evaluation and I found this link: www.southalabama.edu/coe/bset/johnson/660lectures/Kirk1.doc

Hope this helps.
Best regards,
Raffy :cool:
 
Last edited:

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#8
Lots of good responses so far. :applause::applause:

While intake qualifications (requisite training and certificates) are important, as my fellow Covers said they do not directly reflect competency in the specific skills you require for customer satisfaction. As a QMS consultant there would be an expectation that you determine competency of your representatives' fulfilling customer requirements. That of course means you have first defined the requirements, which means an auditor's expectation of recording competency will include the recognition of said requirements.

How you choose to show that is up to you. A matrix with links to evidence could work.

I hope this helps!
 
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