Management Review Meeting:
Purpose: The Purpose of this
procedure is to ensure that a formal review of the quality Management system
and its effectiveness and suitability is carried out twice a year.
Scope: This Procedure covers all
activities, which are concerned with ensuring that the quality system remains
effective and suitable in relation to the company’s Business.
Responsibility: The Director
operation and General Manager have overall responsibility of leading such
review.
Procedure:
## The review operates according
to an agenda, the current content are:
v
A
review of quality system and the organizations, policies and objectives.
v
A
review of Manufacturing performance and rejects as 2% of out-put.
v
A
review internal quality audits and the effectiveness of corrective action in
their prevention recurrence and reduction of failure.
v
A
review of customer complain, RTM (Return to Manufacturer) and concisions and
corrective action taken, Hi-lighting the reasons of non-conformance.
v
A
review of key supplier performance, corrective actions taken and their
Effectiveness
v
A
review of training needs to ensure skills and manning levels are adequate for
the manufacturing plan
v
Review
of any health & Safety Issue
v
Review
of Internal KPI’s
## When Management review is
complete this information is then send to head office for inclusion in the head
office Management review.
## The Management Team Comprises
of:
v
The
Director of Operations
v
The
General Manager
v
The
Operation Manager
v
The
Head of Technology
v
The
Quality Assurance Manager
v
The
Fabric Technical Manager
v
The
Technical manager
v
The
IE & Training Manager
v
The
Finance Manager
v
The
Head of HR
v
The
Maintenance Manager
v
Health
& Safety officer
Related Procedures:
v
Supplier
Assessment
v
Handling
the customer Compliant
v
Internal
Quality Audit Reports
Related Documents:
v
Customer
Complaint Record
v
Management
Review Summary
v
Supplier
Assessment by 3rd party
Human Resource Procedure:
Purpose: The Purpose of this procedure is to
ensure that all personnel resource requirements are identified and
appropriately qualified personnel appointed.
Scope: The procedure applies to ensure to the requirement
of all personnel within the company.
Responsibility & Authority: It is the responsibility of the H.R Manager to
ensure the timely recruitment of the appropriate personnel.
Procedure:
When a vacancy arises, either due to an
employee leaving from the company or a manager identifying that there is a need
for extra resource, the head of the department will complete a recruitment
requisition form and submit it to the human resource department who will ensure
further information is included, for appointment of a permanent note.
The skills and knowledge required to fill the
vacancy will be evaluated by the department head, the H.R department or as
appropriate. Personnel will check whether job description is up to date
amending if necessary. If required a new job description will be drawn by
manager recruiting.
An Evaluation of the personnel currently
employed within the business may be sufficient to identify a suitable candidate
for the position.
A job advertisement will be written according
to the job description and the appropriate advertisement media agreed an
internal advert would be issued also.
Once the closing date for application has
passed a curriculum-Vitae review will take the place and interview candidates
will be short-listed according to suitability.
All Short-Listed candidates will be contacted
and invited for an interview, which will establish whether they meet
pre-determined criteria.
When the department head and H.R department
are satisfied that a suitable candidate has been interviewed they may be
invited for a second interview, if necessary.
A letter of job offer will now be sent to the
agreed candidate, and all unsuccessful candidates will be contacted.
Related Document:
v Recruitment Requisition Form
v Job Description
v Vision Stitch Assessment
v Ishihara Test Color Blindness
v Application For Employment
v Personal File Check list
v Induction Check List
Appraisal Procedure:
Purpose: The Purpose of this procedure is to ensure
that appraisal are carried out annually, or more frequency if required.
Scope: This procedure applies to all head of
departments in the business
Responsibility: It is the responsibility of the H.R
department to ensure all appraisals are carried out in this format. Individual
Manager is responsible for conducting the appraisal of their staff.
Procedure:
An annually appraisal is carried out, or more often
if needed
An appraisal date is agreed between the appraisers
and appraise. The appraiser issues the appraisal preparation form at least two
weeks prior to the appraisal. The appraisal completes the paper work and
returns it, giving adequate time to prepare. The appraiser should prepare and
plan the appraisal. The appraiser makes relevant comments applicable either
during or after the appraisal and completes the paper work. The definition of
competencies list is used as reference for certain categories. Both parties
then sign the paper work.
The appraisal hands the completed forms to their
immediate manager for their signature and comments. This then handed to the H.R
department at the same time as giving a copy to the appraises. The original
form is filed in the H.R department.
Related Document:
v Appraisal Report
v Job description
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