6 replies to this topic

[MWhitehorse]

I am a little unclear if we are doing what we need for SQF training records. In 2.9.2.3, it states we need Skills Description, and the Description of the Training Provided. I have included a sample of our Training Sign off Forms. 

 

I'm wondering if we cover everything that is required in 2.9.2.3? Do we need more description under Procedure/Equipment Training? 

 

 

 

Thank you. 

Attached Files

•  Training Sample 2.9.docx   37.46KB   13 downloads

Edited by MWhitehorse, Yesterday, 04:13 PM.

[Shrimper]

I think the attachment is missing... 

[MWhitehorse]

File didn't attach but here is the sample of training records.

Attached Files

•  Training Sample 2.9.docx   37.46KB   13 downloads

[Shrimper]

MWhitehorse,

 

I would somehow add a descriptor to this. For example, what is "Recording Lot Codes on Batch Sheets" and how does one perform this skill/procedure? My program has a different training sheet for all of our "Skills" that has the definition and procedure. 

 

Hope that helps,

Shrimper

[Tony-C]

Hi MWhitehorse,

 

To add to the SQF Code requirements there is also guidance from SQF: SQF Training Edition 9 Guidance Document

The requirements for training records are outlined in the Code and include name, the skills to be trained, description of the training, refresher training or coaching provided, the date the training even took place, and who trained the individual. Most critical is the requirement for verification of competency. This can be conducted by a variety of means including quizzes and direct observation; use the verification process most appropriate for the task and role.

 

So as per Shrimper’s post, add some description of the training to your record.

 

I would also add a description of the verification of competency rather than a simple tick box.

 

Kind regards,

 

Tony

[jfrey123]

I've always found that listing the documents someone was trained against in their training log is sufficient.  If I list that they were trained against my GMP Policy  XX.XX.XX and that policy contains the verification of efficacy within it, it has satisfied the auditors.

 

What I think OP is missing from the attached sample would be a separate Skills Description of some type.  It should be a template describing the jobs/roles within your facility, and what training is required for people who do those jobs/roles.  As some examples, everyone needs GMP training;  Maintenance people don't need training on your receiving/shipping procedures;  Production employees may or may not need training on storage practices (depending on what tasks they routinely perform.  So you should have a template register outlining what each role requires for training, then be able to provide a record showing any person in a specific role has been trained on the required items. 

 

It helps quite a bit when you end up with new hires, as production rarely wants to invest hours and hours of training for a new hire who may not last a week. In the past when I've designated that new hires are under strict supervision during their probationary periods, I've been able to justify lesser levels of training to establish the employee will remain which justifies higher levels of training for higher levels of responsibility.

[TimG]

I agree with Jfrey on including the document they are trained on. I have general training, and job specific training.

All job specific training packets include all documents (procedures) they are trained on, examples of properly filled out records if applicable (provided to them in training), their sign off that they understand the procedure, and a sign off of their trainer (typically manager) that 'these individuals have been trained in X and are competent to complete x task.'