Training and Development

A training programme must be established and documented for each functional area of the laboratory.
The training programme must include:

a. The performance of competency test(s) in all applicable areas 

b. Where, relevant, the presentation of evidence in the court .

Competency testing must include:

a. an evaluation of knowledge of existing literature 

b. the examination and identification of known and unknown materials.

New members of staff, whatever be their qualifications or previous experience, must have satisfactorily completed the laboratory's training programme before being authorised to work independently. Laboratory Director must formally authorise staff to perform work

independently. Training records must be maintained for all personnel. Such records must include details and dates of:

a. relevant academic qualifications,
b. participation in the laboratory's training programme
c. in-house and external training courses undertaken
d. conferences, seminars, workshops etc. attended

Records must be sufficiently detailed to show that staff members have been properly trained, that their subsequent ability to perform casework has been fully assessed and that they have been authorised to perform work independently.

A laboratory training programme must emphasize and teach the skills and knowledge required to achieve the optimum standards of competence and good laboratory practice within a specific area of work. Training must also include a substantial knowledge of forensic science across its wide spectrum and of criminal and civil laws and procedures. A demonstration of competence to perform what is expected must be included in the programme. It is recommended that the laboratory establishes a formal means of recognition of successful completion of the training such as a certificate, letter or memorandum. The field of forensic science requires examiners to present and defend their findings in the open court of law. Because of this unusual requirement, practitioners must develop the technical and personal skills to perform competently. 

Some experience/ training must be received in a forensic science laboratory. Credit for other experience/ training must be evaluated as appropriate in a particular case. Work experience and training should be considered with respect to intensity and diversity. Experience/training outside the forensic science laboratory may be substituted for experience/training in the forensic science laboratory to the extent that it has been demonstrated to be relevant and adequate. If there is little diversity in the person's work, correspondingly shorter periods of training/ experience may be sufficient.

Reporting officers/ analysts must be acquainted with the methods that are generally accepted in the discipline. All examiners must be able to articulate concepts and provide opinion/testimony relevant to assigned tasks. Pertinent training must be given to all trainees prior to appearance as an expert witness in the court. This may include conducting moot court, actual court observations and provision of appropriate reading material. 

The laboratory must have an employee development programme. The library of the laboratory must contain current books, journals and other literature dealing with each functional area. A system must exist to encourage each employee to review appropriate new literature. The laboratory must foster an atmosphere wherein employees are encouraged to improve their knowledge and skills to grow as individuals and to develop their full potential. The primary

means for accomplishing this is a dynamic employee development programme. It should address the various opportunities available to employees such as:

• Professional organisations and their meetings

• Staff development seminars provided by the government agencies, and technical training courses conducted by various scientific institutions
• In-house technical meetings, seminars and courses,
• university courses 

The developmental programme should state how employees can participate in it and must detail the procedures to be followed when applying for such training. If the laboratory has any special criteria for selection of personnel for the programme, they should be stated. It is important that such a programme demonstrates planning for the development of individual employee, laboratory sections and the laboratory as a whole. In the absence of a written programme, a well documented record of provision of time and funding to employees for training will serve to verify that the laboratory has an employee development programme.