Assess if there are processes in the laboratory that are neglected or not properly carried out due to a shortage of personnel.
If this is the case, see if a shift in responsibilities of certain personnel members can solve the problem without overburdening these personnel members with work. Note that in that case personnel files need to be updated. If reorganization is not possible, additional personnel may need to be hired.
This is the task of the manager.
Nb.: Personnel shortages should also be detected in management reviews.
Activities related to Phase 4 - Personnel
In the competency assessments (initiated in phase 2) the educational needs are assessed for each personnel member. Special emphasis should be placed on this during implementation of the quality management system since staff members may have received more/new tasks for which they need to receive the appropriate training.
If personnel members have additional jobs/activities the lab manager should assess whether the current competencies of staff members is still sufficient to carry out this task. If not, measures (such as training) should be taken. The need for additional training should also be noted in the management review and the planned trainings should be included in the quality year plan.
The continuing education programme should become a fixed element in the quality year plan. In this section of the quality year plan it should be indicated what the budget is for training of personnel and how it is going to be spend (which personnel member will participate in which training and in which period).
This is the task of the laboratory supervisor.
Staff needs to be proficient in carrying out their tasks. Make sure that all staff members participate in quality assurance activities relevant to their position. E.g. technicians need to participate in EQA rounds of tests regularly performed by them.