I start with clause 5.3 about roles, responsibilities and authorities.
For each role I list the relevant activities performed. Then, for each activity I ask:
What kind of training is needed to be able to be competent?
What kind of experience is needed to be able to be competent?
Now, I’m prepared to build a training matrix
Then, for each role I ask direct manager or supervisor to evaluate present competency based on opinion, process performance, costs, complaints and internal audits. Any lack of competence must be treated through an action that can be included in the annual training plan. That plan can be updated following decisions made after monthly or quarterly performance monitoring reviews.
The following material will provide you more information about training and competence:
- Article - How to ensure competence and awareness in ISO 9001:2015 - https://advisera.com/9001academy/knowledgebase/how-to-ensure-competence-and-awareness-in-iso-90012015/
- Please check in this free webinar on demand how the process approach can be used to determine training needs - The Process Approach - What it is, why it is important, and how to do it - https://advisera.com/9001academy/webinar/iso-9001-process-approach-free-webinar-on-demand/
- Free online training ISO 9001:2015 Foundations Course - https://training.advisera.com/course/iso-9001-foundations-course/
- Book – (where I use the process approach and explain the development of competence requirements) - Discover ISO 9001:2015 Through Practical Examples - https://advisera.com/books/discover-iso-9001-2015-through-practical-examples/