by Engr Kh Mashiur Rahman | Mar 25, 2021 | QC QA
What is Internal Quality Audit Management?
What is Internal Quality Audit Management?
Internal Quality Audit
PURPOSE:
To carry out objective audits in order to determine if the quality management system has been effectively implemented and conforms to ISO 9001:2008 requirements. dddd
SCOPE:
Applies to internal audits performed on a periodic basis at Autogarments Ltd.
DEFINITIONS:
Audit: Is a systematic and independent examination to a determine whether quality system activities and related result comply with planned arrangement and whether these arrangements are implemented effectively and are submit to achieve objectives.
Auditor: A person who has qualifications and is authorized to perform all or any portion of a quality system audit.
Audit Objectives:
To reveal deficiencies in the documented system
To reveal deficiencies in the implementation of the documented system
To constantly measure achievement in terms of management compliance.
To serve as a tool for corrective action.
To examine effectiveness of improved system
To identify opportunity for improvement.
Observation: A factual statement about a witnessed event.
Objective Evidence: Observations, statements of facts or the information contained in record that can be verified.
RESPONSIBILITY:
Management Representative is responsible for scheduling audit dates, selecting and assigning auditors for audit quality elements of the standard at OFMA Camp.
PROCEDURE:
Internal audit will be done every elements of the quality management system twice in a year.
Audit may be done more frequently in particular area or all areas on the basis or previous audit results or importance of the processes.
Auditors shall not audit their own work.
Detected nonconformities shall be eliminated by the Management responsible for the area audited in accordance with the agreed completion date.
Follow –up audit shall be done to verify effectiveness of the action taken
All audit results will be reported to management.
Implementation:
Audit Plan and Scheduling
Management Representative shall plan, schedules and delegate personnel to perform internal quality audits.
At the beginning of each year, Management Representative shall prepare two years audit plan or rolling basis.
Internal audits shall be carried on every element of the documented quality system at least twice in a year.
Audit schedule shall be notified in advance to the manager / head responsible for the area or element to be audited.
Auditor Qualification and Independenc
Only qualified auditor shall participate in internal auditing. Qualification may be obtained via training or experience.
Auditor shall be assigned such facilities for which they are not directly responsible to perform the activities being audited
Non-Conformity Recording
Non-conformity detected during audits shall be recorded in Non- conformity Report (F-OFMA-02).
Reporting
Upon completion of the audit, a closing meeting shall be held between
The auditor(s) and the Manager / Head responsible for the area being audited. At this time, any observation / Non-conformity detected during audit shall be brought into attention. A copy of the Non-conformity report (NCR) shall be forwarded to the Manager / Head of the area responsible for Non-conformity.
An audit report mentioning the date, area and person(s), quality element audited, shall be prepared by the respective department
and submit to the Management Representative.
Corrective Action
conformity is studied and corrective actions taken by the competent people of the department responsible for Non-compliance.
Follow-up audit on non-conformity after agreed period of corrective action shall be performed by the same person(s) who conducted the audit or person(s) designated by the Management Representative
Implementation and effectiveness of the corrective action shall be verified and recorded through follow-up audits.
A report on follow-up audits will be prepared by the Management Representative for the top management.
Closing of Corrective action Request / Report
Management Representative shall close the Non-conformity Report upon receipt of follow-up audit report if corrective actions are implemented properly and found to be effective.
Record Retention
All audit reports shall be assigned by a unique number and relevant records to be maintained period of two (2) years by the Management Representative.
Review/Check:
Management Representative shall annualize the trend of Non-conformity department and element wise upon completion of each audit using Internal Audit results analysis.
Internal auditors shall check for the following points during audit:
revious Non-conformities are closed and effective.
Audit being held as per approved plan and schedule.
Audit reports of previous audits are available at the department
activity and documented system.
by Engr Kh Mashiur Rahman | Mar 25, 2021 | Sewing & Production
Guidelines for Clothing Products of Drawcord
Guidelines for Clothing Products of Drawcord –
All products with a drawcord must have a completed risk assessment sheet submitted with the pre-production seal (blank attached).
These guidelines are applicable to drawcords at;
Hood and neck openings
Cuff and ankle hems
Waists, both tops, bottoms and jacket hems
For drawcords in other areas, please refer to dept technologist for guidelines.
HOODS AND NECK OPENINGS
RIGID CORDS
Cords must not be continuous; either cut in half and re – joined by lockstitch (fig1), or the cord cut and sewn into a seam (fig 2).
Cord to extrude max 15cm when cord channel is fully extended (fig 3).
ELASTICATED CORDS
Cord to extrude a max of 10cm when cord channel is fully extended (fig4)
Cord must be looped back and not ‘dangle’ (fig4)
Low stretch elastic to be used – 75% stretch max.
CUFF AND ANKLE HEMS
Cord to extrude max 10 cm when cord channel is fully extended (fig 5 &6)
Cords must not be continuous; either cut in half and re-joined by lockstitch (fig1), or the cord cut and sewn into a seam (fig 2).
WAISTS
Cord to extrude max 25cm when cord channel is fully extended fig 7 &8)
Cords must not be continuous; either cut in half and rejoined by lockstitch (fig 1 ), or the cord cut and sewn into a seam (fig 2)
Where this is not possible due to product/machinery limitations ie: knitwear/bonadex elatication- please discuss with the relevant technologist and assess using risk assessment form.
Vision : Our vision is to be a symbol of commitment, manufacture fashionable and quality knit products, delivery in a timely manner in regard to meet customer satisfaction and ensure the Socio-economic & Environmental standard in the company. To satisfy and retain customers through employee involvement, team work, personal excellence, approaches in our quest to become the leading manufacturer of Knit products.
Employment policies : Auto Fashions Ltd abides by the principle that decisions on hiring, salary, benefits, advancement, termination or retirement are based solely on the ability of an individual to do the job.
Child labor : Auto Fashions Ltd abides by the principle of Child Labor . Auto Fashions Ltd does not employ any person Child labor to produce apparel, accessories or equipment.
Forced labor : Auto Fashions Ltd does not use forced labor in any form :- prison, indentured, bonded or otherwise.
Discrimination : There shall be no discrimination based on race, gender, marital or maternity status, religious or political beliefs, age or sexual orientation.
OTHER CONSIDERATIONS
Toggles – avoid potential risk of swallowing by children, toggles must constructed in a manner that will not break or separate and must be securely attached so cannot be parted from the garment.
by Engr Kh Mashiur Rahman | Mar 25, 2021 | Sewing & Production
Subcontractor Scan Questionnaire
General Safety, Health and Workplace Conditions
1 Are overall conditions of the workplace and the production facility safe for workers and do not harm
their health and life?
2 Are electric connections, wires and fuse boxes protected and properly attached to prevent fire and
electrocution?
3 Is there fresh air at the workplace?
4 Is room temperature acceptable? (If available, insert hear stress factor ________)
5 Do workers have enough light to work?
6 Are emergency exits and escape routes clearly marked?
7 Are exits, escape routes and working places unblocked and unlocked?
8 Is proper and immediate medication assured?
9 Do workers receive training on how to react in case of evacuation or medical emergency?
10 Do workers have access to enough clean and potable water?
11 Is the workplace generally clean?
12 Are clean and sufficient toilets for workers available and accessible at any time?
Working Time and Compensation
13 Does transparent documentation exist on
14 Do workers receive the legal minimum wage for regular work?
15 Are wages paid on a regular basis (monthly/weekly/daily)?
16 Do workers receive payment in monetary value?
17 Does transparent documentation exist on working hours?
18 Is regular working time generally within 48 hours plus a maximum of 12 hours of overtime per week?
19 Do workers have at least one day off after six consecutive days of work?
Child Labour
20 Are all workers at least 15 years old? (Please indicate number present at visit ______ )
21 Do all young workers (15 -18 years) have a fitness certificate from a certified doctor indicating
permission to work? (If not applicable, please mark N.A.)
22programs? (If not applicable, please mark N.A.)
Forced Labour and Dignified Working Conditions
23 Can workers enter and leave the workplace by their free will?
24 Can workers resign from their work at any time as per contract/legal regulations?
25 Does the overall working atmosphere seem respectful and free of signs of physical or psychological
threats or pressure?
26 If workers sleep at the workplace: Do they sleep in another room than the production site?
(If not applicable, please mark N.A.)
Other
27 Is the sub-contractor generally cooperative?
by Engr Kh Mashiur Rahman | Mar 25, 2021 | Compliance
Training And Awareness
PURPOSE:
To ensure adequate competency of employees to fulfill their job responsibilities. To provide guidelines for the identification of individual competency needs to develop adequate skills for performing specific tasks assigned and to create awareness among employees.
SCOPE:
This procedure applies to all employees of Autgarments Limited.
RESPONSIBILITY:
General Manager is responsible for creating awareness on importance of employee’s activities and their contribution to the achievement of the quality objectives.
Department head is responsible for determining competence and arranging training. He is also responsible for ensuring effectiveness evaluation of training and maintaining records.
PROCEDURE:
Policy
Determining competence for personnel performing work affecting quality.
Evaluate skills of the personnel and provide training where necessary
Evaluate effectiveness of training.
Create awareness among employees on importance of their activity and contribution
to achieve quality objectives.
Maintaining records of training, education, skills and experience.
Implementation
Determination of Competence
Competence required to perform work will be identified in position wise
Job Description.
Training On Quality Management System
Every employee shall be trained on all Procedures related to the work they
perform. At a minimum, all employees that fit the job requirements must
be trained in those procedure.
5.2.2.2 At least once a year every employee shall undergo awareness training on:
5.2.2.2.1 the organization’s quality policy
employees duties and responsibilities in meeting customer
requirements
role of the employees in meeting customer, statutory and legal
requirements
importance of employees role in achieving quality objectives.
Within an appropriate time from issuance or revision of a Procedures, or
an employee assigned to a new job, the respective department head shall
ensure that the necessary training’s are provided to the employee.
Records of training will be maintained in Training Record and Evaluation form (F- OFMA-06).
Training On Safety
Once a year each employee shall receive training on Safety.
training records shall be maintained by the Administration
department.
Review/Check
Competency Assessment
All employees will be evaluated at least once a year against their
competency requirements. Their respective supervisors will do this.
Competency Assessment Form (F-OFMA-07) shall be used.
Effectiveness Evaluation of Training
Upon completion of training on procedures and identified training needs,
an evaluation on effectiveness of training will be done within one month.
Effectiveness of evaluation may be done by interview, by reviewing
performance, written test, demonstration or any other method determined
by the concern department head.
Records of evaluation of training effectiveness will be maintained in
Training Record and Evaluation form (F- OFMA-06).
Action
Department head will make a Training Plan
Training will be arranged as per plan.
After effectiveness evaluation, if any person needs further training,
by Engr Kh Mashiur Rahman | Mar 25, 2021 | Compliance
Audit Follow-up Information
Audit follow up is a process where an auditor verifies the corrective actions already completed by a site. It can take the form of:
A desktop follow-up – where corrective actions can be verified remotely e.g. by photographic or documentary evidence or,
A site visit follow-up – where an auditor needs to review corrective actions at the site.
Where auditor verification of adequate corrective actions, requires are visit to the site, it is important that the site is aware of the content and purpose of the re visit.
A site re visit is required when corrective actions cannot be verified via evidence supplied by “desktop” review only.
To ensure that the site visit follow up audit is carried out in the most effective manner it is strongly recommended that:
Auditors send a copy of the CAPR previously left with the site as part of the pre audit communication. It is crucial that the site is clear on what they will be measured against as part of the follow up audit
Decision: Manager-BUHR said that it takes some time as we can take that opportunity before three month earlier of shifting our corporate head office.
Some other special point and decision:
Missing file list must be shown before next BUHR meeting
Finger punched device adapter should be stocked more
Uniform making and distribution policy preparation
Maternity payment delay in every month
The site is made aware ahead of the audit that the purpose of the re visit is to verify the corrective actions which were discussed and agreed at the previous audit.
The opening meeting should focus on the CAPR from the previous audit and the audit allows the site to demonstrate those corrective actions
The auditor will be responsible for verifying whether corrective actions have been taken and then recording verification of these actions.
Where only one auditor is carrying out both the auditor and the worker interview roles at the follow up audit, it is necessary to consider the auditor’s gender, especially where there is a majority gender at the site.
Point: a) From now and onward monthly attendance summery not send to floor.
b) Weather newly joined workers can perform OT or not?
Decision: a) Manager –BUHR asked to continue this system and immediately issue a general notice and at the same time ensure announcement time to time to implement the both.
Point: Some of the device capacity is full in different floor-for this reason we can’t register new workers ID.
Decision: Manager –BUHR asked to delete all inactive ID from now and onward. At the same time in assistance with floor people prepared device wise ID & name list of all workers for proper tracking of all ID.
Point: Workers nominee form issue not yet settled.
Decision: Manager-BUHR asked all floor officers to give nominee form to each & every existing workers and collect it within next ten days then file it accordingly.
Manager-BUHR also said to maintain it for new workers also
Point: a) Floor compliance check list issues.
Decision: a) It’s a pending agenda as it’s not maintained properly by all officers so maintained it accordingly.
Point: PVH Requirements-Like
All employee of floor A & B transfer to
All file transfer from Autgarments to Young one
New ID card preparation
Attendance preparation
Decision: Manager –BUHR asked to prepared ID card first then others issue taken place at priority basis.
Point: Maximum personal file were incomplete till now.
Decision: It’s also a pending agenda as it’s not completed within pre schedule time.
Manager –BUHR also noticed to all concern that after next BUHR meeting we will not continue this issue any more.
Point: Asst. Officer nnn point out some issues like:
Want to getting training (internal/external)
Personal assessment for NMS of BUHR
Want to learn recruitment system
Decision: Manager-BUHR to take initiative in assistance with T & D dept. as what training we can provide to our officers and in what ground.
For personal assessment we development a system immediately.
For learning recruitment opportunity we already prepared a recruitment roster and continue it accordingly.
Point: Jhumur need KORMEE training and some access of it.
