Episode B.009 Standard Operating Procedures (SOP)

Standard Operating Procedure Template
The purpose of a SOP is simple: (1) standardizing a process to ensure consistent use regardless of employee, (2) provide the basis for Position Descriptions, (3) and keep it simple and user friendly - do it in one page.

This is the logical next step after process mapping to remove non-value added activities. It is essential the SOP is based upon best practices otherwise you risk codifying substandard performance.

Section 1: Basic Information

• SOP Name: common name, used for quick reference.
• SOP Reference #: based on a classification system; HR = 01, Sales = 02, etc., should be 4 digits to accommodate revision #.
• SOP Revision: the latest SOP revision and date; (HR)0102 (Second Revision) or HR0102.
• SOP Owner: who is responsible for maintaining the SOP.
• Purpose: in general terms, what is the goal of this SOP.
• Scope: in general terms, what functions or parts of the business does this SOP cover includes Position Descriptions.
• Prerequisites: list of other SOP’s this is built on.
• Equipment & Materials: list of equipment and materials that are part of this SOP.

Section 2: Procedures

• Procedure: a sequential list of steps, with the positions responsible, and relevant documents.
• Steps: how is the procedure performed or executed, it concerns the what – not the how. See Training Manual for detailed instructions on how to perform.
• Owner: each step must have an owner responsible for updates, usually listed by position – not an individual.
• Documents: if any document is required like manuals, scripts, or checklists; the document name and reference # is listed.

Section 3: Supportive Documentation

• References: a list of support SOP’s, Manuals, etc.
• Documents: a list of support documents required to perform the procedure.
• Definitions: a list of unique terms.

Operational Competence

1. Value Mapping: make all processes produce higher quality in less time.
2. Standard Operating Procedures: create a document turns the value map into a repeatable process consistently used.
3. Position Descriptions: based upon the steps listed in the SOP, create Position Descriptions. Use the knowledge, skills, and certifications required to successfully drive the description.
4. Training Manual: closing the gap between specialized knowledge required in the SOP and individuals in the position.