1. PURPOSE

The purpose of this policy is to establish the minimum requirements for personnel and training procedures at Tronmaster, LLC.

The intent of this policy is to establish the commitment of the company management to a system for defining job descriptions and hiring procedures, identifying training needs, and ensuring that all personnel are adequately trained to perform their assigned responsibilities. 

 

2. SCOPE

 

This policy applies to all Human Resource procedures that affect all Tronmaster, LLC regular, part-time, and temporary personnel, as well as contracted staff.

 

3. RESPONSIBILITIES

 

3.1 Department Managers and the Human Resources Department

Department Managers and the Human Resources department are responsible for identifying, developing, and supporting Human Resource and Training Functions throughout the organization. 

 

3.2 Managers, Supervisors, and Human Resources and the Training Functions

 

Managers, Supervisors, Human Resources, and the Training Functions are responsible for identifying, documenting, and implementing training needs and competency requirements for positions within the company. Competence is determined on the basis of appropriate education, training, skills, and experience. Creation and performance of training assessments and evaluation methods follow guidelines established by Human Resources and/or the Training function.

 

3.3 Department and Facility Supervisors and Managers

 

Department and facility supervisors and managers are responsible for ensuring compliance with all human resource and training procedures that apply to their direct reports. 

 

3.4 Human Resources

 

Human Resources/the Training Functions are responsible for ensuring that all collected records are maintained per established requirements and remain readily available for review by authorized personnel.

 

3.5 Employees

 

Employees are responsible for completing training requirements as assigned by Managers, Supervisors, Human Resources, and the Training Functions. Employees are responsible for reviewing individual training requirements to ensure correct training for their job positions. 

 

3.6 Document Approvers

 

Responsibilities of document approvers must be outlined in a Document Control policy.  

 

4. DEFINITIONS

 

4.1 Competency

Competency is the demonstrated ability to apply knowledge and skills within a job function.  

Competency requirements are determined by a combination of the position description and the process requirements for a specific SOP or work instruction. Competency training is skill-based training.

 

4.2 Awareness

 

Awareness is the cognizance of the importance and relevance of process requirements for a specific SOP or work instruction. Awareness training needs are determined by the job or position description. Awareness training is knowledge-based training and is frequently analogous to the Read and Understood signature on a training document.

 

4.3 Assessment

 

Assessment is any method that is used to measure and document awareness or competency training of a given training subject, (SOP, or work instruction etc).  

 

4.4 Core Curriculum

 

Core curriculum is identified training requirements, documents, procedures, and standards, for which all employees at a specific organizational level receive training.

 

4.5 Department Curriculum

 

Department curriculum is the identified training requirements, documents and procedures, for which all employees of a particular department receive training.

 

4.6 On-the-Job (OJT)

 

On-the-job (OJT) curriculum is the identified training requirements, documents and procedures, for which all employees performing a specific job function receive training.

 

4.7 Training

 

An event that is designed to meet specific learning goals and objectives and results in a change in the knowledge base or performance outcomes of the audience as measured by a predetermined assessment tool.

 

5. REFERENCE DOCUMENTS

 

• Document Control Policy
• Corporate Visitor Procedure.

 

6. POLICY STATEMENT

 

This policy provides guidelines for both the external hiring of all new personnel and the internal movement of employees, including additions to staff or replacements. 

 

6.1 New Job Positions

 

Supervisors and managers in conjunction with Human Resources evaluate the requirements for new positions and determine the appropriate background, education, and experience required in order to effectively perform the identified work to be done.

 

6.2 Existing Job Positions

 

Human Resources/the Training function performs a gap analysis that compares the individual’s existing training record, if a current employee, or the individual’s resume, if a new employee, to the training requirements for the new or transferred position. Elimination of the gap is the responsibility of the employee’s manager / supervisor in cooperation with Human Resources/the Training function.

 

6.3 Personnel Orientation

 

Personnel Orientation provides the employee with general knowledge about the company including, but not limited to, facility layout, products, benefits, and safety information, which is intended to help them become accustomed to working at Tronmaster, LLC.

 

6.4 Training

 

Training is expected to result in proper job performance and awareness of defects that might be encountered and impact product quality. Training is also expected to result in the generation of documents that provide evidence of the training. Training curriculum is categorized as follows:

• Core Curriculum   
• Department Curriculum
• On-the-Job Training Curriculum.

 

Training needs for the future (due to the acquisition of a new service, facility, product line, equipment, or process) are identified either during the management review, quality system planning process, product transfer plan, or by the personnel responsible for implementing such changes. 

 

The facility or department management is then responsible for assuring that training procedures and/or work instructions are developed, documented, and implemented.

 

6.5 Continual Improvement of the Training Process

 

Training is evaluated with an assessment method. Supervisors, managers, and/or trainers decide on the appropriate method of evaluating the training provided.  

If additional training needs are identified, it is the responsibility of the supervisor or manager to initiate a training request.

 

6.6 Qualified Training Personnel

 

Personnel that perform training functions are qualified by background, education, or experience, based upon requirements for the specific training subject.  

It is the responsibility of the supervisors or managers to ensure that qualified personnel perform training as per the specified training subject.

 

6.7 Employee Records

 

Individual employee personnel and training files are maintained for all employees. These files contain information specific to the employee in order to document the individual’s fitness for duty and evidence of completed training.  

A review of training records is conducted by Human Resources or the Training Functions at least once a year.