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Should refresher training be documented?

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elbochra

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Posted 28 February 2016 - 03:27 PM

Hello,

 

thank you to enrich this issue:

Shoude we Documented the refresher training  Given To staff When observing deviations Such As chew chewing gum in the  production

 

Best regards



mgourley

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Posted 28 February 2016 - 03:33 PM

I would suggest you document all training, whenever it is done.

 

Marshall



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QAGB

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Posted 29 February 2016 - 01:50 PM

Hello,

 

thank you to enrich this issue:

Shoude we Documented the refresher training  Given To staff When observing deviations Such As chew chewing gum in the  production

 

Best regards

 

Hi Elbochra,

 

Yes, by all means, you should document that training. If it is written up as needing a corrective action (which it should be), then there should be verification (evidence) that the corrective action was done.

 

QAGB

 

 



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elbochra

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Posted 29 February 2016 - 01:56 PM

thank you for your replay “ mgourley,QGB”

 but for deviations observed in a single person as "watch in hand, chwingum" I see That a reminder instruction displayed on sit production is enough

what do you think

Best regards



QAGB

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Posted 29 February 2016 - 02:16 PM

thank you for your replay “ mgourley,QGB”

 but for deviations observed in a single person as "watch in hand, chwingum" I see That a reminder instruction displayed on sit production is enough

what do you think

Best regards

 

 

If your corrective action is to put up a reminder in the person's work area, then you're good to go.

 

Also, you can use e-mail correspondence as evidence. For example, if you e-mail the supervisor of the person deviating, and they notify you that this person has been advised, often times the record will suffice. However, if the same deviation occurs again, you'd probably want more than the reminder instruction displayed.

 

I've had to issue refresher training for a singular person before, so it can be done. It's just a matter of how you keep track of your verification, and your method of corrective action.

 

 

QAGB



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elbochra

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Posted 29 February 2016 - 02:38 PM

at my staff control checklist,I mentione that a reminder of  instruction has been realized for the individual deviation

then after a week I control the same person for validated the effectiveness of the recall

is it enough ?



QAGB

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Posted 29 February 2016 - 02:46 PM

at my staff control checklist,I mentione that a reminder of  instruction has been realized for the individual deviation

then after a week I control the same person for validated the effectiveness of the recall

is it enough ?

 

 

So if I'm understanding correctly, you issue the reminder, and a week later you do a check-up to make sure the person is still following the policy.

 

If it works for you, and your auditors aren't questioning the practice, it should be good enough. This practice is more a verification than a validation. It is worth noting you need to have a procedure in place for repeat deviations. If the same person commits the same deviation a week after your check-up, what do you do? There should be something in place for more severe consequences as the deviations repeat or are found to be major deviations from your policy.

 

 

QAGB



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elbochra

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Posted 29 February 2016 - 05:23 PM

Good idea i must add at procedure :

if deviation is recurring:remove employee frome thes area or begin the disciplinary action process

best regards



esquef

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Posted 29 February 2016 - 07:46 PM

I'd recommend a spreadsheet with all of your company's employees in the far left column and the various training topics in columns to the right of that, input date of training, have a sign-in sheet with trainer's name and date that correlates to the training spreadsheet. As validation of training effectiveness you can give everyone a short quiz at the end of each training session which would correlate with the spreadsheet and the training session sign-in sheet. Auditors love this because it provides both validation and verification of your employee training program.



elbochra

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Posted 01 March 2016 - 02:23 PM

thanks for your intervention ;

this demarche is already setup for the traning planned but i speak about awarenesse 

in production for the deviations that happens only once or twice

best regards



SoCalLiving

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Posted 02 March 2016 - 09:21 PM

What I do.

 

I would write up the employee for chewing gum.

I would then document it as a corrective action, essentially the employee was not following GMP.

Then I need to do a preventative action...

 

For this situation I would keep a closer eye on employees following GMP's during Pre-Ops and I would do a refresher training to include all staff, and document.







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