Standard Operating Procedures on Assessment of Staff Training and Competency

7/25/2019 Standard Operating Procedures on Assessment of Staff Training and Competency

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SENSORY EVALUATION LABORATORY

FOOD AND NUTRITION RESEARCH INSTITUTE

SOP-5.2-1-0

Page 1 of 4Revision No.: 0Effectivity Date:____________

STANDARD OPERATING

PROCEDURE MANUAL

STAFFTRAINING AND COMPETENCY

______________________________________________________________________________________ ________________________________________________________________________________________

This document shall not be copied in whole or in part; if not stamped in red, this document is uncontrolled.

1.0. PURPOSE

SOP-5.2-1-0 gives the general procedure for establishing competency of personnel involvein the operation of FNRI-SEL. It specifies the qualification criteria before an authorization toperform specific task is issued.

2.0. SCOPE

The procedure covers all member personnel of the FNRI-SEL including newly hiredpersonnel on contractual basis and recruits.

3.0. REFERENCES

3.1. Philippine National Standard, PNS ISO/IEC 17025:2005, General requirements for thecompetency of testing and calibration laboratories, 2nd Edition, 2005.

3.2. EA-4/09:2003, Accreditation for sensory testing laboratories . Available at:http://www.europeanaccreditation .org/Docs//0002%5FApplication%20documents/0002%5FApplication%20documents%20for%20Laboratories%20Series%204/00300%5FEA%2D4%2D09rev01.pdf

3.3. ISO 13300-2, Sensory Analysis- General guidance for the staff of sensory evaluation

laboratory- Part 2: Recruitment and selection of panel leaders.

4.0. DEFINITION OF TERMS Refer to * Vocabulary Section *.

5.0. RESPONSIBILITY 5.1. The Quality Manager approves authorization to perform specific task to staff involve in

the operation of FNRI-SEL.5.2. The Laboratory Manager is responsible for the assessment, planning and monitoring of

staff training.5.3. The Technical Manager is responsible for orientation, induction and supervision on

quality policies and technical procedures.5.4. The document custodian is responsible for the training documentation.

6.0. PROCEDURE 6.1. Designation of staff to perform specific task is base on the minimum qualification set for

FNRI-SEL staff. Job description and qualification is listed under Personnel (QM5.2-0).6.2. Initial assessment is performed based on the review of the following:

http://www.europeanaccreditation/





FNRI-SEL


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________________________________________________________________________________________This document shall not be copied in whole or in part; if not stamped in red, this document is uncontrolled.

SOP5.2-1-0

6.2.1. Academic qualification6.2.2. Courses attended6.2.3. Relevant on-the-job- training

6.2.4. Previous experience

6.3. A personnel is assigned of specific duties and responsibilities within the FNRI-SELQuality Management System through issuance of special order. The TechnicalManager assessed staff competence on a regular basis using the Staff Competencyform (F-SOP5.2-1-1-0). Assessment includes the needed competency to perform thetask, an evaluation of the current skills that the staff possesses and an identification oftraining gap with the proposed intervention needed to address the gap. Laboratorymanager will verify the assessment through observation during actual conduct ofanalysis, data processing and reporting. Descriptions such as no training, needsimprovement, capable to perform the task with supervision and capable to perform thetask without supervision can serve as guide in assessing level of competency or skills.Skill level is describe as follows:

Low level – staff falls short of the required competency, can either be with notraining or need improvement.

Medium level – staff demonstrates minimum acceptable performance for theentire required competency. The personnel can work with minimumsupervision.

High level – The staff can perform the task without supervision. They have

regular practice of the procedure or they are the existing staff withknown area of competence.

6.4. Authorization to Perform (F-SOP5.2-1-2-0) is issued after the competence for a specifictask is satisfied. Laboratory Manager plans appropriate intervention to address theidentified training gap. Annual summary of training needs is written in the form StaffTraining Schedule (F-SOP5.2-1-4-0). Re-assessment of training and competency isperformed regularly to know the impact of trainings attended or the proposedinterventions. Laboratory Manager accomplished the form Training Impact Assessment(F-SOP5.2-1-3-0) to evaluate the effect of intervention or the training attended.

Authorization is issued if the performance rating is satisfactory or better. Re-training is

recommended for poor performance.

6.5. Existing employee of known area of competency is regarded as competent at the startof the record and authorization to perform as sensory analyst or panel leader is issuedfor this purpose no need for assessment of competency.



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SOP5.2-1-0

6.6. Newly hired staff and recruits undergo the induction training listed in form IndividualInduction Training Record (F-QM5.2-1-0). Appropriate supervision is given to new staffwith new job assignment until competency is proven in the assigned work.

7.0. Related Documents

7.1. QM5.2-0 , Personnel7.2. F-QM5.2-1-0, Individual Induction Training Record SEP-5.2-2-0 , Taste Threshold Test7.3. F-SOP5.2-1-1-0, Staff Competency7.4. F-SOP5.2-1-2-0, Authorization to Perform7.5. F-SOP5.2-1-3-0 , Training Impact Assessment7.6. F-SOP5.2-1-4-0, Staff Training Schedule



FNRI-SEL

STAFF TRAINING AND COMPETENCYPROCESS DIAGRAM

Page 4 of 4


SOP5.2-1-0

Satisfactory

YES

Core competency to

perform the task

Assess qualification of staff

Qualified?

Conduct training to meet the requiredcore competency

Staffperformance

Plan training/intervention .Perform re-assessment of competency

Impact of trainingor intervention

NO

Capable withoutsupervision

Authorization

Capable with supervision

Needsimprovement

Very satisfactoryNo

improvement