Organizational personnel

Establish policies and conduct training to minimize the likelihood that organizational personnel will inadvertently disclose sensitive information regarding SCADA system design, operations, or security controls. 

Most administrators and organizations do not like to be surprised to learn that their pharmacists are working on proposals for new value-added pharmacy services. It is important to work with administrators and organizations early in the business planning process not only to keep them informed but also to learn what they desire from an administrative standpoint. Taking the views of administrative and organizational personnel into account throughout the process increases the likelihood that administrators will support and provide the resources necessary to implement value-added pharmacy services in the future. 

Unlike the U.S. Final Safety Analysis Report, which is a single safety analysis document that includes both hardware and organizational (personnel) descriptions, the British safety case is a collection of documents with a hierarchical structure. The SMP is one element of the overall safety case. When a change takes place, neither the safety case nor the SMP are rewritten per se. Rather, new documents are issued describing the change. They become part of the current safety case, much as U.S. licensees maintain a collection of commitments as part of their current licensing basis. 

The above are examples for sorting answers by different organizational personnel levels. If needed, create a tailored sort that would fit your own organization and then create a customized cover page. 

Establishing overall and specific organizational roles and responsibilities of different functions and disciplines by defining individual roles, responsibilities, accountabilities, and interfaces in the project team with matrix personnel and organizations, and between contractors and subcontractors. 

Successful project control includes understanding and anticipating organizational issues that may occur with contractors and subcontractors. Once the contractor relationship is formalized, it is then communicated to all affected personnel on the site. 

Safety plans must make clear site-specific responsibilities and lines of authority. Examples should be used in the plan so that it clearly spells out what must take place in a variety of situations. An organizational chart should become part of any larger site s plan. The dotted line and solid line responsibilities give on-site personnel a clear indication of what is expected of them, and to whom they should report unsafe or unhealthy situations. 

Clarity in planning makes snccessfnl execntion mnch easier than does amhignity. An organizational chart shonld he inclnded any time there is the potential for amhignity. Everyone on site mnst know who is nltimately in charge of safety at any one time. This does not mean that personnel cannot wear more than one hat at one time, hnt does mean that everyone on site mnst he in the loop as far as who is in charge at which time. 

The second part of the responsibility and authority requirement requires the supplier to define the responsibility, authority, and interrelation of personnel who need the organizational freedom and authority to ... 

Who are these personnel who need organizational freedom and why do they warrant a special mention This is not meant to imply that you should set up a separate quality department. The standard does not in fact require all personnel to have organizational freedom but it suggests that some people will need organizational freedom to do certain things. 

How do you ensure that, when needed, personnel have the organizational freedom to identify and record product, process, and quality system problems, provide solutions and initiate action to prevent the occurrence and recurrence of any nonconformities ... 

This requirement addresses the implementation of the improvement plan prepared to deal with problems requiring preventive action. The improvement plan should have defined who is to take the preventive action and also the extent of the action to be taken that is, only in the area where the trend was detected or over a much wider area. In initiating the action (see also Part 2 Chapter 1 under Personnel with organizational freedom) you need to carry it out in an organized manner, as follows ... 

In the organizational sense, a function is a special or major activity (often unique in the organization) which is needed in order for the organization to fulfill its purpose and mission. Examples of functions are design, procurement, personnel, manufacture, marketing, maintenance, etc. 

Many factors influence how a policy is implemented and whether it achieves its objectives effectively. Experience in policy implementation in many areas indicate the importance of good organization. A number of organizational attributes, such as a sound structure, efficient procedures, well-trained personnel and adequate financial resources, are considered cmcial for effective policy execution (18, 19, 20, 21). 

The organizational meeting had several positive outcomes, which could have been reached in other ways only with difficulty. First, everyone involved realized that once the data collection and reporting process had been agreed, each laboratory would be expected to follow it, without modification. This realization was possible because the procedures to be used after the completion of the analyses were clearly explained, and the need for consistency in reporting was abundantly clear. Second, it was possible to reinforce the lines of communication and responsibility that everyone involved in the study was expected to observe. Third, the necessity for rapid communication of problems between study management and field and laboratory personnel was underscored. 

In prescription, as in the other areas of clinical management, doctors - key decision-makers in the health system - are to be provided with the necessary incentives, information and infrastructure to take clinical decisions in a cost-effective way. When possible, appropriate personnel selection, valuing not only skills but also attitudes, can compensate for the characteristic weakness of incentives in the health sector. This focus on selection as an organizational... 

The responsibilities of personnel and the laboratory s management structure must be clearly defined, by means of organizational charts, job descriptions and curriculum vitae for the personnel who are carrying out the study. There must also be up-to-date records of qualifications and of the training that the staff have received, including any records necessary to show their competence to carry out their work. 

Pentynoic acid, 5 34t People. See also Personnel investment in, 21 624 organizational ties to, 21 627-628 People s Republic of China. See also China demand for oil in, 23 530 oil recovery program in, 23 534 Pepper, pipeline levels in, 23 159 Peptide antibiotics, 18 252-253. See also Antimicrobial peptides Peptide backbone hydrogen bonds, in proteins, 20 826 Peptide mapping, 3 840-841 Peptide nucleic acids, 17 631-634... 

Necessary roles Necessary roles in process analytics implementation can be filled by personnel from different departments, depending on the organizational setnp of the company and the complexity of the analyzer installation. A list of required expertise/necessary roles includes ... 

Since interlaboratory tests are a great logistical challenge, especially if there are a lot of participants, the personnel of the provider must have special organizational capabilities. To understand the problems associated with the analyses there must be technical... 

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