Should refresher training be documented?
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
I would suggest you document all training, whenever it is done.
Marshall
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
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
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
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 ?
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
Good idea i must add at procedure :
if deviation is recurring:remove employee frome thes area or begin the disciplinary action process
best regards
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
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.