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AIB standard 5.5 Training and Education


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#1 AJ1795

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Posted 19 January 2015 - 08:41 PM

Hi All,

 

I'm having a bit of trouble with AIB standard 5.5 Training and Education.  It asks for "written procedures for developing and delivering Prerequisite and Food Safety training and education to all personnel."  I would be okay if it asked for a program, but am lost with how to write procedures for this!  Do I need a procedure for every PRP?  We are currently just doing training based on various slide shows, some of which we make ourselves, some we find on the internet, etc.  Does anyone have an example procedure for this?  Thanks in advance! 


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#2 Simon

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Posted 20 January 2015 - 08:10 AM

I think it is good practice to have an overarching procedure for training and development.  It should outline how the company determines the necessary competence of new and existing personnel, how it identifies training requirements and refresher training needs and evaluates the effectiveness of any training conducted. This is not a procedure, but some things to consider.

- New hire process

 

- Induction training of new starts (what, how, when)

 

- Training plan for a new start:

- Role Specific Training

- Relevant Risk Assessments (employee safety)

- Safe systems of work

- HACCP/CCP Management

- Machine Operation / Task

- Process Training

- Quality Control

- Hygiene/Food Safety Control

 

- Ongoing training plan for an existing employee

 

- How refresher training is identified and scheduled e.g.

 

Reactive

 

o CCP Deviations

o Audit Non-conformance

o Customer Complaints

o Internal Non-conformance

o Process Non-conformance

o Accidents / Incidents

o Poor Employee Performance

 

Proactive

 

o Competence Assessment

o Career Development

o Change in Operating Process

o New Machinery / Equipment

o Change in Legislation / Standards

o Employee Request

o Human Resource Need

o Continuous Improvement

o Process / Product Knowledge

 

- Who will conduct the training, in-house external

 

- Training feedback (was it any good: material, venue, speaker etc.)

 

- Training follow up (end tests, did it work, ask / observe employees on the job, check the results)

 

- The procedure should reference all relevant documentation such as training plans, training records, feedback forms, follow up results etc.

 

o Department Training / Competency Matrix

o Individual Training Record

o Group Training Record

o Certificates of Attendance

o Certificates of Achievement

o Examination / Test Results

 

Hope this helps to get you thinking.


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#3 mgourley

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Posted 20 January 2015 - 10:17 AM

AJ,

 

IF you include all or part of Simon's suggestions in a "program", that is in essence, your "Procedure" as far as AIB is concerned.

 

Marshall


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#4 AJ1795

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Posted 20 January 2015 - 02:15 PM

I think it is good practice to have an overarching procedure for training and development.  It should outline how the company determines the necessary competence of new and existing personnel, how it identifies training requirements and refresher training needs and evaluates the effectiveness of any training conducted. This is not a procedure, but some things to consider.

- New hire process

 

- Induction training of new starts (what, how, when)

 

- Training plan for a new start:

- Role Specific Training

- Relevant Risk Assessments (employee safety)

- Safe systems of work

- HACCP/CCP Management

- Machine Operation / Task

- Process Training

- Quality Control

- Hygiene/Food Safety Control

 

- Ongoing training plan for an existing employee

 

- How refresher training is identified and scheduled e.g.

 

Reactive

 

o CCP Deviations

o Audit Non-conformance

o Customer Complaints

o Internal Non-conformance

o Process Non-conformance

o Accidents / Incidents

o Poor Employee Performance

 

Proactive

 

o Competence Assessment

o Career Development

o Change in Operating Process

o New Machinery / Equipment

o Change in Legislation / Standards

o Employee Request

o Human Resource Need

o Continuous Improvement

o Process / Product Knowledge

 

- Who will conduct the training, in-house external

 

- Training feedback (was it any good: material, venue, speaker etc.)

 

- Training follow up (end tests, did it work, ask / observe employees on the job, check the results)

 

- The procedure should reference all relevant documentation such as training plans, training records, feedback forms, follow up results etc.

 

o Department Training / Competency Matrix

o Individual Training Record

o Group Training Record

o Certificates of Attendance

o Certificates of Achievement

o Examination / Test Results

 

Hope this helps to get you thinking.

 

Slightly overwhelming, but definitely has me thinking!  Thank you.


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#5 MWidra

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Posted 20 January 2015 - 04:50 PM

Training and writing procedures are two of the most intimidating tasks that people are confronted with.  If you approach them from a "keeping the end in sight" point of view, then it is less of a problem.

 

For training, just decide what is important for people to know, how to test for their understanding, and make materials up (or buy them) that accomplish that goal.

 

For the procedures, just think of where you want your employees to be after they finish the training, what steps will accomplish that, including recruitment stages, and write it down.  Then make a step by step roadmap of how you want to get to the goal, and call it a procedure.

 

Procedures need to be a set of instructions and should be simply worded.  They don't have to use lofty legal terms, just say how you are going to get to the goal.  If you can hand a procedure to anyone and have them follow, then your procedure is well written.  If they hand it back with a puzzled look, it needs some work.

 

Martha


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#6 Sharon (Dewsbury)

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Posted 21 January 2015 - 11:09 AM

Wow this is a good out line from Simon. We have a procedure which I may expand on now after seeing this.

Ours simply out lines when and who. i.e. Induction will be on the first day of work by HR dept., Basic food hygiene will be given during the first week  by QA, and refreshed annually unless there is evidence that it is needed more frequently (i.e. breaches of GMP, complaints) 3 months of on the job training with supervision to a training matrix specific to the role, after which there is a review and possible sign off or extension to probation if other training needs are identified. 

Regards

Sharon


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#7 Charles.C

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Posted 21 January 2015 - 01:03 PM

Dear All,

 

I appreciate that it sounds low-tech and the scope is restricted but inasmuch as GHP still represents a critical part of Plant Sanitation , I'm surprised no mention so far of the Procedure of OJT (on-the-job-training).

 

http://www.food.gov....terers/training

 

Rgds / Charles.C


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Kind Regards,

 

Charles.C





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