I PURPOSE
The purpose of this procedure is to provide for a system and instructions, and to assign responsibilities for determining training needs and providing the required training where applicable, for establishing awareness programs, and for maintaining training records.
II APPLICATION
This procedure applies to training and awareness provided by Dee Electronics. This procedure concerns Human Resources and all departments that provide training for their employees who affect quality and conformity to product requirements.
The Responsibility and Authority for activities relating to this element of the standard have been assigned to the Top Management. Team members are charged with the responsibility to implement the procedure as written, and have been granted appropriate freedom and authority to do so.
III PROCEDURE
1. Company-wide training and awareness programs
1.1 General orientation and quality system training: The President, Human Resources, CEO/Treasurer, and Vice President, Sales, General Manager, and Operations Manager provide employee orientation training to all new and existing employees. This training familiarizes employees with administrative rules, employee programs and benefits, etc.; and explains what Harrington does, who our customers/suppliers are, and the quality system. At a minimum, the overview and quality system training comprises:
Harrington Mission and Purpose;
Presentation of the company’s quality system;
Discussion of quality policy; and
Explanation of how individual employees can contribute to maintaining and improving the quality system.
1.3 Use of company-wide systems: Employees are trained in the use of interdepartmental systems, such as part and material coding/numbering system, bar-code system, retrieval and creation of electronic (computer) documents and records, and so forth.
1.4 External training: External Training is evaluated on a case-by-case basis, and approved by Executive Management.
1.5 Self-study: Dee Electronics encourages personnel on all levels to read professional reports, magazines, and books.
2. Training effectiveness evaluation
The following methods and approaches are used for evaluating the effectiveness of training provided:
Performance evaluation of trained employees, via annual performance assessments.
Review of the overall performance in areas relevant to particular training programs.
Consideration of competency and training when investigating causes of quality system failures and product or process nonconformities.
A global review of all training and awareness programs, conducted within the framework of management reviews of the quality system.
Revision History:
| Revision | Date | Description of Changes | Approved By |
| 0.0 | 07/03/17 | Initial Release | Jim Theesfeld |
| 1.0 | 8/17/18 | Digitized version, procedure changes to work with new management structure | Todd Gifford |