Institute training on the job.Principle 6, W. Edwards Deming
(a) Each person engaged in the manufacture, processing, packing, or holding of a drug product shall have education, training, and experience, or any combination thereof, to enable that person to perform the assigned functions. Training shall be in the particular operations that the employee performs and in current good manufacturing practice (including the current good manufacturing practice regulations in this chapter and written procedures required by these regulations) as they relate to the employee’s functions. Training in current good manufacturing practice shall be conducted by qualified individuals on a continuing basis and with sufficient frequency to assure that employees remain familiar with CGMP requirements applicable to them.
(b) Each person responsible for supervising the manufacture, processing, packing, or holding of a drug product shall have the education, training, and experience, or any combination thereof, to perform assigned functions in such a manner as to provide assurance that the drug product has the safety, identity, strength, quality, and purity that it purports or is represented to possess.
(c) There shall be an adequate number of qualified personnel to perform and supervise the manufacture, processing, packing, or holding of each drug product.US FDA 21CFR 210.25
All parts of the Pharmaceutical Quality system should be adequately resourced with competent personnel, and suitable and sufficient premises, equipment and facilities.EU EMA/INS/GMP/735037/201 2.1
The organization shall determine and provide the resources needed for the establishment,
implementation, maintenance and continual improvement of the quality management system. The organization shall consider:
a) the capabilities of, and constraints on, existing internal resources;ISO 9001:2015 requirement 7.1.1
b) what needs to be obtained from external providers.
It is critical to have enough people with the appropriate level of training to execute their tasks.
It is fairly easy to define the individual training plan, stemming from the job description and the process training requirements. In the aggregate we get the ability to track overdue training, and a forward look at what training is coming due. Quite frankly, lagging indicators that show success at completing assigned training but give no insight to the central question – do we have enough qualified individuals to do the work?
To get this proactive, we start with the resource plan. What operations need to happen in a time frame and what are the resources needed. We then compare that to the training requirements for those operations.
We can then evaluate current training status and retention levels and determine how many instructors we will need to ensure adequate training.
We perform a gap assessment to determine what new training needs exist
We then take a forward look at what new improvements are planned and ensure appropriate training is forecasted.
Now we have a good picture of what an “adequate number” is. We can now set a leading KPI to ensure that training is truly proactive.