Well, it greatly depends on the company you work for.
This is a non-exhaustive list from my "reference" procedure :
- Direction (obvious)
- Quality manager (obvious)
- Production manager (obvious)
- Production line managers (obvious)
- Deliveries manager (which is the last person having the control on goods in the factory)
- Sales manager (which will manage the relationship with clients, can say if client is satisfied or not, will get the contracts and requirement, maybe claims as well)
- Suppliers manager (same for suppliers)
- Maintenance manager (obvious, PRP)
- Cleaning team manager (ovious, PRP)
- R&D manager (must develop product meeting regulatory and standard requirements)
- Human resources manager (must check if candidates meet function requirements and will be the first to explain what the requirements are, and must fulfill all engagement requirements, like training, medical screening, hygiene rules, ...)
- Any people responsible for CCP and oPRP (obvious)
- Anyone, as anyone must shout when something's going wrong.
However, in some companies where people can work on different lines / functions following the needs, we made specific document for each work station, telling "at that place, you must do this and this, check this and this and report in that case"
We also add the "anyone must shout when something's going wrong" in the hygiene and/or factory rules.
Those two things helped us to avoid making lots and lots of function sheets, covering any case.
Another way to do it is to take all food safety documents, or documents related to ISO22000. For each document, you decide who gets the responsibility to do (and register) it, to verify it (is it done) and to validate it (does have it sense). Each of those 2 or 3 people (verify and validate can be performed by the same people) must have some document explaining how to perform the task, when to do it, ... When you have that for all documents, list all the people / functions you cited, and you need a job description for all of those people.
