With a major roll-out and change in technology and culture we held
information sessions and then training, 2 separate functions with
different purposes.  The information sessions were held to communicate
the coming change to make the transition easier and build support.
Training is hands-on, classroom-based or desktop, and on-going.  A
policy was also developed, approved and is covered in training.  The
system was built under the guidance of 21CFR Part11 which states in
part, that all users of the system need to be trained.  After system
users complete training, they are added to appropriate security groups
and have access to the system.  So the federal code and policy authorize
the training, and users need the training to access the system.  This
works very well. People call or e-mail and request to be trained, some
even sit-in on a class a second time to brush-up on their skills.

Training covers the user responsibilities as well as how to use the
system.  The policy and user guide are available on-line along with many
tools and links to other systems.

I noticed you mention Records Coordinators. There are about 40 Records
Coordinators that can also perform desktop training.  We held special
"train-the-trainer" classes prior to system roll-out so they were
qualified for this task.  There have been around 1200 people trained
since rollout 3 years ago.  I also continue to hold quarterly meetings
with the Records Coordinators.

And last, top level (executive) briefings were held in conference rooms.
Although a presentation was planned, executives were interested in
seeing the real thing.  RM & IS conducted live demonstrations and
answered questions on the fly. 

Mark Widner, CRM
Technical Records Manager
General Mills R&D
763-764-7041
 



-----Original Message-----
From: Records Management Program [mailto:[log in to unmask]] On
Behalf Of Nolene Sherman
Sent: Thursday, January 05, 2006 12:27 PM
To: [log in to unmask]
Subject: What to include in training session

I have just started this new position Stan Pac to implement their newly
adopted Records Management Policy. I believe most, if not all, of the
divisions are on board with this, so luckily I don't have to "sell" the
idea. I am putting together a training session to explain the records
retention schedule and train the records coordinators on the processes.
I would like to begin the training with a 15-20 minute Executive
Summary/RIM 101 to emphasize the importance of the program and to give
an overview of what RIM is all about. After which the executives will
leave and I'll get down to the nuts and bolts with the coordinators. We
don't yet have an EDMS, but they are working in that direction and have
included e-docs and email in the policy (and properly, too, I might add
-- no "retain emails for 3 years" type drivel).
 
Of course I'll mention SOX. I was also thinking of touching on Zubulake
and maybe a few other cases that show what can happen to those who are
remiss in their duties (but which ones?).  Any ideas on what else to
present to the bigwigs? As for the RIM overview, I obviously don't want
to go into detail, but how much generalization is too little?
 
Nolene Sherman
Director of Records Management
Standard Pacific Homes
(949) 789-1668
[log in to unmask]
 
 

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