22.6 Resource Management

6.1: Provision of Resources

As part of the Business Plan, Growth composes and implements an annual operating budget at both the top management and second-tier management levels. This budget is maintained by the controller and is used to generate a personnel hiring plan, the capital spending plan, and detailed operating budgets for each department at Growth.

The purpose of the budget is to provide the necessary resources to continually improve and effectively implement and maintain the GCQMS through the efficient distribution of capital and personnel. When there are sufficient resources available to fully staff the organization, provide a vigorous training program, and procure manufacturing materials on a timely basis, the company dramatically raises the probability of a satisfied customer by shipping product that meets customer specifications. Growth's history of extensive repeat product orders is indicative of the efficacy of this process.

During the fiscal year, top management reviews the budget on a monthly basis and compares the division's performance to the plan. The plan is then adjusted as required. Key elements of this plan include an extensive training program for all employees, including all aspects of management, hardware and software development, and internal quality auditing.

6.2: Human Resources

General The GEMT annually reviews departmental needs and financial resources necessary for Growth's continued expansion. The president and staff jointly determine the financial budget of the training program. The training program is documented in the training program and job descriptions documents. Training.Doc and JobsDescript.Doc

Planning ISO 9000 training is an ongoing process accomplished through internal quality audits, specific training sessions, company and departmental meetings, and any specific external training as required. All other training plans are initiated as part of the business plan, which includes new employee orientation and auditor training. The purpose of training is to make sure that each employee is qualified for their position on the basis of their education, training, skills, and experience as specified, as appropriate in the job descriptions.

Qualification and Needs Analysis The departmental managers assess their departmental needs and create job descriptions when needed, which include education level, skills level, training, and work experience needed to perform specific job functions. In this manner, Growth ensures that all employees are fully qualified for their positions.

Job Description The job descriptions are created at the time of hiring and maintained and archived in the controller's office. Each job description contains the conditions for education, skills, training, and experience for the employee. The job descriptions are amended as needed upon meeting and interviewing job candidates.

Training All employees are trained as deemed appropriate by the department manager. Training is in accordance with the individual employee's education, skills, training, and previous work experience as well as Growth's quality commitment. The manager is available to tutor any employee, specifically for any job-related questions. The manager chooses from on-the-job training, or special internal or external programs.

Specific training programs include classroom work, where all engineering and operational employees receive in-house video training covering all aspects of manufacturing. This includes electrostatic discharge (ESD) awareness, OSHA health and safety requirements, proper hand soldering methods and techniques, through-hole (T/H) and surface mount technology (SMT) process assembly and inspection techniques, component identification, and technical terms and definitions.

The use of quarterly GEMT presentations with all employees and the posting of progress towards quality objective targets are several of the ways that Growth ensures employee awareness of their efforts and how their work contributes to the overall success of Growth. The monthly newsletter also helps in this regard.

Management and professional training (both hardware and software) are provided by on-the-job training or through company-funded courses deemed appropriate by the managers. The training period ceases when the manager deems the employee appropriately trained. Management strives to maintain a quality working environment for all employees at Growth.

Reviews To determine the effectiveness of training, each employee is reviewed annually by his or her manager to ensure the highest work quality. Discussions cover work quality, strengths, weaknesses, and areas of improvement for the individual and for the department. Previous reviews are maintained and archived. Reviews can be performed on a computer template or with a written or verbal structure. In addition, managers and supervisors are required to continuously monitor employee performance and recommend additional training as required.

Each new employee is reviewed by his or her manager at the a time period decided upon at the date of hire. The results of these reviews are archived in the individual employee's file located in administration. The manager and employee discuss any issues pertaining to the quality of the employee's work. If a manager deems it necessary that an employee requires additional training to improve the quality of his or her work, it will be discussed with the employee and provided for by Growth. All the training programs are provided and run by the department manager.

Records Hard-copy orientation and review records are maintained by the controller and ongoing training records are maintained in the individual employee files. These records consist of all present and previous employees and are archived in each employee's personnel files in administration. Records are maintained for a period of time at the discretion of the individual manager. A summary of each employee's training is maintained online. EmployeeTrain.Doc

6.3: Infrastructure

The vice president of manufacturing provides plant engineering functions for Growth. Such services include the efficient operation of the facility and presentations to the GEMT for additional workspace and repositioning of equipment and offices. The movement of any new process, software, or equipment onto the manufacturing floor requires the vice president's approval and is controlled by the ECO process. All activities of this type that require purchased capital equipment require a payback analysis. Software revisions also require the approval of the vice president of engineering design.

Preventive maintenance of machinery and fixtures are also included in this program. A full program of preventive maintenance ensures long-term reliable operation of the capital equipment. Maintenance is performed at varying frequencies, as required.

The materials manager manages any transport requirements and the MIS manager manages any communication requirements.

Infrastructure considerations are discussed in detail in Infrastructure Guidelines. InfrastructureGuide.Doc

6.4: Work Environment

Responsibility The manufacturing vice president is responsible for a clean and efficient workplace that is safe and comfortable for Growth's employees.

Work Flow The layout of the process area is designed to allow for an efficient and flexible process flow. Duplication of effort and retracing is minimized.

ESD Control ESD control is required throughout the manufacturing process and the implementation and training in ESD is the responsibility of the reliability engineering supervisor.

Environmental Controls The work environment is maintained to ensure that the processes are stable and employees are adequately comfortable. For this purpose, four automatic temperature control thermostats are located throughout the manufacturing area.