9 replies to this topic

[Irish Girl]

I recently had my NSF audit,  During the facility tour, it was observed that the a production staff member was wearing his silver necklace.  The immediate reaction was to reprimand the employee  but I am looking for suggestions as what I could do for a corrective action.  My facility is pretty must disengaged so contest and prizes would not be a solution.  Thank you for your any suggestions

 

[Setanta]

That particular employee needs to be retrained. So you can upload the personalized (signed) training that person receives, document training for the whole crew, including their printed names and signatures and upload that.  Also make it a point on your GMP walk throughs to check for any employee wearing jewelry.

 

No trinkets, no prizes.

 

Probably include the phrase "Further Incidents will result in further disciplinary action, up to and including termination".

Edited by Setanta, 12 December 2024 - 07:44 PM.

[jfrey123]

Agree with Setanta, retraining would be my corrective action.  If you have a monthly/weekly internal GMP audit, you can double check whether inspection for jewelry is happening and whether it has been a recurring issue or not.  Including that review in your response is something you can take credit for.

[kfromNE]

Retrain the employee. Have a training form to show as your corrective action.

Giving an employee a written warning is another option. 

[G M]

Corrective actions for not following procedures usually starts with retraining.  It's simple to do and easy to record.

[AltonBrownFanClub]

As stated in the other thread, make sure to record that retraining took place WITH THE EMPLOYEES SIGNATURE.

This will allow you to prove to inspectors and HR that the employee was taught, but decided not to follow procedure.

 

Makes your life a whole lot easier for repeat issues and disciplinary action.

[nwilson]

If this is a know issue then I would also take this a step further as a preventive measure and add verifying the lack of jewelry on the production floor to GMP inspections.  Especially if you have a disengaged team as this can help drive the change that is needed with repeat internal findings in conjunction to external 3rd party.  

[Dorothy87]

Hi

 

Internally - I would speak to QA team.. they should pick this up immediately - this is part of their daily duties (GMP checks)

 

Speak to HR about a written first or final warning. This sounds harsh, but be strict with it. If the employee costs you an NC, for such a silly thing..  Sometimes, this can cost you a final grade change. 

 

To close NC with NHS - the root cause - not enough attention from an employee, corrective actions - re-training, preventative actions: Increase frequency of GMP audits. 

[Scampi]

Senata covered your best plan forward

 

Contests and prizes will never work as a solution to culture problems

 

If your workforce is disengaged, your senior leadership are the only ones who can address this by walking the walk and talking the talk day after day

[siskos]

My opinion is that you must see first were are the gups in your everyday GMP monitoring system and why you found only one person doing this. Then organize a training session and increace "on the job training".

But first of all find the root cause which is ... kind of hidden inside the mind of the employee... First ask why and then act.

As for system requirements: I suggest immediate removal and correction and GMP training plus Increace of GMP daily checks sequence ans corrective actions.