Appendix 1 — Training Program
Parent procedure: 04 – Competence, Training and Awareness
Purpose
To document a comprehensive training plan for all personnel, identifying training needs, delivery methods, timelines, and responsibility. This plan is updated at least annually and adjusted as new roles are introduced or competence gaps are identified.
Instructions
The Quality Manager is responsible for maintaining this Training Program. It should be reviewed and updated:
- Annually (minimum) as part of the quality management review
- When new personnel join the laboratory
- When new methods or equipment are introduced
- When competence concerns are identified
- When procedures are revised
Training Program Register
| Personnel Name | Current Role | Formal Qualifications | Training Needs Identified | Training Method | Scheduled Date | Trainer/Provider | Target Completion | Status | Notes |
|---|---|---|---|---|---|---|---|---|---|
| [Name] | [Role, e.g., ICP-OES Analyst] | [e.g., B.S. Chemistry] | [e.g., ICP-OES operation, Uncertainty evaluation] | [Internal/External/Blended] | [Date] | [Name/Organization] | [Date] | [Pending/In Progress/Completed] | [e.g., Prerequisite: Induction training] |
Key Training Categories
Induction Training
All new personnel must complete induction within their first month, covering:
- Laboratory safety (emergency procedures, hazard identification, PPE)
- QMS overview (document control, key procedures)
- Laboratory procedures (record keeping, confidentiality)
- Ethical principles (impartiality, conflicts of interest)
- Role-specific orientation
Frequency: Once per new employee Duration: Typically 4–8 hours Trainer: Quality Manager or Technical Manager Evaluation: Attendance sign-off, supervisor confirmation of understanding
Technical Method Training
Internal or external training on specific test methods and equipment operation.
Examples:
- ICP-OES instrument operation and maintenance
- Karl Fischer titration procedures
- Laser diffraction particle sizing
- BET analysis
- HPLC-UV operation
Frequency: As methods are introduced or when personnel are assigned to new methods Duration: Typically 1–4 weeks (including supervised practice) Trainer: Technical Manager or experienced analyst Evaluation: Practical demonstration, written/oral exam, competence sign-off
Annual Awareness Training
All personnel participate in annual awareness sessions covering QMS changes, regulatory updates, safety improvements.
Frequency: Annually (minimum 2 hours per person) Duration: 1–2 hours per session Topics: QMS updates, new procedures, regulatory changes, safety reminders Evaluation: Attendance record
Equipment and Method Updates
Training on new equipment, modified procedures, or software changes.
Frequency: As needed when equipment or methods change Duration: Typically 2–8 hours Trainer: Equipment manufacturer (if external) or Technical Manager (if internal) Evaluation: Hands-on demonstration, competence confirmation
Continuing Education
Professional development, advanced techniques, specialization.
Frequency: As career development needs arise Duration: Varies (courses, seminars, certifications) Examples: Measurement uncertainty advanced course, Advanced HPLC techniques, ISO 17025 leadership training
Add or modify columns to match your laboratory's needs (e.g., "Competence Status," "Refresher Required," "Cost"). Update this register when personnel are hired, when procedures change, or when competence gaps emerge.