All these questions, and so little time!
First of all Merrence, welcome to the Cove. Your place for answers.
So let’s answer a few.
What is the deal with the process maps?
There is no requirement for process maps. You need to know your process and how they interact/interrelate. They must be documented with a description of the interaction in the QM. A process map is one way (the best, in my opinion), but other alternatives are out there. TS wants you to look at things from a process standpoint. You cannot do that if you do not have a thorough grasp on your processes.
Do the job descriptions need to be general but updated or very specific and updated? Should competencies be included in the JD?
Here too, job descriptions are not required. What is required is that your folks be competent. This requirement can again be met in a variety of ways. A job description is just one method, and perhaps the most common. But even job descriptions are not enough. You must have records as well.
do you motivate employees and prove that they know how important their job is? How do you measure that?
The motivation requirement is going to be a tough nut! Somehow, I don’t think “do it or get fired” is going to be sufficient. Something along the lines of “quality circles” might work, as might quality bonuses (similar to accident-free bonuses). As far as measuring, you could give them a test to see if they are aware. Or perhaps this could be a constant on the internal audits. What ever you choose, be sure you keep good records.
Hope that helps
:truce:
