Misplacing documents

In a business that generates more than 10 pieces of paper a year, one of the most effective ways to waste time is misplacing documents you ll later need. Some individuals are quite systematic in their efforts to misplace important documents. These pile drivers have developed an especially effective means of losing any document through the utilization of the pile document retrieval system (PDRS). In this system, the user creates several 3-foot-high piles of recent and not-so-recent documents. When faced with a need for a particular document or approached with an information-retrieval query ( Do you have memo X ), the PDRS adherent wheels around to the piles and utters four magic words It s in here somewhere. Ten minutes later the PDRSer promises to send a copy when he or she finds it. Sure—and the check is in the mail. 

In some cases, it may be prudent to obtain a certified copy for the subject s clinical trial file. For example, if the records are not owned by the investigator or under his or her control, such as patient medical records held by the hospital, depending on the hospital s archiving procedures it would be advisable to obtain certified copies for the clinical trial file in case the hospital loses, misplaces, or intentionally destroys the documents under an established record retention schedule. This is all part of CQA s oversight role regarding the appropriate transfer and authentication of raw data and source documents. 

One of the major factors that often slows down preformulation studies is the availability of a sufficient quantity of a compound at this stage, especially if biopharmaceutic studies are conducted as a result, methods need to be devised that would utilize the smallest quantity of the substance this is amply emphasized throughout the testing phases in this book. Another factor that often slows down work at this stage is often misplaced importance on validated test methods and documentation while this is desired, the perennial shortage of manpower requires that some things take secondary importance. 

Job description and person specification documents that contain safety information can clearly provide the foimdation for the development of a recruitment and selection program which has at least the possibility of a successful outcome. Further, Thompson and Thompson (1982) provide an excellent review of the steps required to help ensure that courts accept job analysis information as the foundation of selection predictor development and or selection decisions. Furthermore, a job description that includes a section on safety can be used in the expectation setting processes as discussed in Chap. 3, Sect. 3.7.2. In contrast, if there has been no systematic attempt to understand what the requirements are to perform a job in a safe manner, it is unlikely that the recruitment and selection system will be delivering the safety benefits that it potentially could. Furthermore, it is likely that employees trust in these processes to deliver a safe new employee may be somewhat misplaced. 

In a third development, some of our research participants have explained recent experiences in companies when key organisational processes have been forgotten and the supporting documents misplaced over the last few decades. 

---