Employees performance

Eor the purposes of this book, when we refer to safety eulture we are referring to the big pieture of how employees perform work as it relates to safety and health. Safety eulture, simply stated, is a belief and a way of handling safety-related situations that is engrained in all... 

You ean break down every job into basie tasks or steps. To begin, list eaeh step in the order of oeeurrenee as you wateh the employee perform the job. No basie step should be omitted. Make sure you reeord enough information to deseribe eaeh aetion. Wlien this is eompleted, review the steps with the employee. 

If hazards are still present, try to reduce the necessity for performing the job or the frequency of performing it. Go over the recommendations with all employees performing the job. Their ideas about the hazards and proposed recommendations are valuable. Be sure that they understand what they are required to do and the reasons for the changes in the job procedures. 

If an incident does occur, you should review the JHA immediately to determine if changes are needed in the job procedure. In addition, if a close call or near hit has resulted from an employee s failure to follow job procedures, you should discuss these incidents with all employees performing the job. 

Detection of preexisting diseases or medical conditions that place employees performing certain tasks at increased risk... 

What if the program does not lead to any bottom-line benefit, such as improvements in employee performance ... 

Auditors ask to see a SOP and observe an employee perform the procedure. Depending on the employee s performance, the auditors may ask to review the documents or records of the observed employee s training. 

Employees performing GMP-related tasks should be trained periodically in the principles of GMP that apply to their operation. At least biennially they should be reminded of the documentation practices noted above as well as their responsibility to follow procedures as prescribed. Employees should also be encouraged to inform their supervisor of any incorrectly performed operations. Finally they should be informed that it is necessary to report to their supervisor any illness, especially open lesions, that they have, which may contaminate the excipient during the performance of their responsibilities. Employee GMP training should also be documented. 

Employees performing work affecting product quality are competent on the basis of appropriate education, training, skills, and background experience. 

Administrators and managers must monitor their treatment of employees continually to discern problems in the organization. Understanding and managing both the formal and informal structures of the organization are important for effective functioning and improved employee performance. 

Discuss the roles of motivation and rewards in employee performance feedback. 

Training and development serve different purposes. Training is meant to improve employee performance with current tasks and jobs, whereas development prepares employees for new responsibilities and positions. Therefore, training is essential for meeting current needs, and development is an investment in future needs. 

A verbal warning is a formal oral reprimand about the consequences of failing to perform as expected. A manager might verbally warn a technician that she is performing below expectations in regard to tardiness and that if performance is not improved, further disciplinary action may be warranted. Verbal warnings are relatively common and often the only action needed to correct unacceptable employee performance. 

Suspensions are punitive actions meant to demonstrate the seriousness of a situation. Sometimes written warnings do not result in improved employee performance and need to be backed up by actions. Suspensions are meant to act as a final warning that current behavior is unacceptable. Like written warnings, they must be crafted carefully to include previous warnings, requirements for future actions, and consequences for not improving behavior (e.g., termination). 

Employee treatment is consistent with similar situations of employee performance. 

What is the difference between absolute, relative, and goal-oriented systems for appraising employee performance ... 

Certain operations are inherently hazardous and appropriate containment of the various hazards involved is necessary for the protection of the employees performing such work, the protection of other employees at the installation who are not associated with such work, and the protection of the general public outside the installation. Personnel responsible for planning, designing, and accomplishing such operations must assure that adequate safety is provided by incorporating the appropriate types of hazard containment. The various circumstances and facilities that may be encountered with such operations prevent pre-definition of specific detailed containment requirements for each agent, each... 

A formal appraisal is an important opportunity to summarize the informal evaluations of employee performance over a long period of time. Most organizations have a policy defining timeframes for conducting formal performance appraisals, typically once every year. 

Assessing employee performance and identifying areas for improvement... 

Tying employee performance evaluation, including linking compensation or bonuses, with process safety performance should be implemented only after careftil consideration and safeguards are in place to prevent perverse outcomes. 

Clear organizational goals and employee performance measures... 

Research Personnel-The number of R D personnel that PMA member firms employ remained fairly stable throughout the 1970s but began to grow rapidly in 1980 (figure 3-1). Most of this growth was in scientific and professional personnel, which numbered about 12,000 in 1977, but increased to almost 29,000 by 1989. Greater detail is unavailable 011 the kinds of jobs these new employees performed. 

All personnel who are directly engaged in the manufacturing activities and whose duties taken them into manufacturing areas should be trained in the particular operations tat the employees perform and in the principles of Good Manufacturing Practices. 

After training, the employees performance should be appraised to determine whether they have proper experience for the jobs they are assigned to. 

Personnel conducting filling operations should not be exchanged during a shift with employees performing other functions with the APA. Operators working in non-sterile support areas shall not have access to the critical processing zone. 

Does this mean that gloves are necessarily always safer than bare hands Not if an employee performs an adequate handwash with an effective antimicrobial product, but it does suggest that such handwashes commonly did not occur. Hence, corrective measures that must be implemented by the food service industry are behavioral. And human behavior depends upon motivation, which depends upon values and meaning—both cultural (shared) and individual. 

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