Why Training Can Make or Break Your BRC Certification
When I look back at the facilities I’ve helped prepare for BRC audits, one theme stands out: certification success rarely depends on how polished the procedures look — it depends on whether people actually understand the system and can apply it in real situations.
Most operators, supervisors, and engineers already know their jobs well. What they often don’t know is how their daily actions connect to food safety, product integrity, and legal compliance under BRC V9. And that gap becomes obvious very quickly during an audit.
This guide gives you a practical way to build training that’s relevant, role-focused, and easy to maintain — so your team feels confident, not overwhelmed, when the auditor starts asking questions.
Understanding What Competence Means Under BRC V9
BRC isn’t just asking whether staff attended a training session — the expectation is that employees understand food safety risks and can demonstrate correct behavior without being coached.
There’s a difference between:
Awareness: “I’ve heard this before.”
Training: “Someone explained how to do it.”
Competence: “I can do it correctly without help.”
Auditors often check competence by asking simple, practical questions — for example:
“Show me how you verify this CCP and explain why it matters.”
When someone can answer confidently and correctly, it shows the system is working.
Pro Tip: Start with defining competence before designing training. It prevents wasted time and ensures relevance.
Common Mistake: Treating training as a one-time presentation instead of an ongoing process tied to real tasks and performance.
Create a Role-Based Training Matrix
Every person contributes differently to food safety, so their training shouldn’t all look the same. A role-based matrix helps you map requirements to the right groups — without overtraining or missing key topics.
Typical categories include:
Production and operators
Supervisors and leads
Quality and HACCP team
Sanitation and hygiene team
Maintenance and engineering
Purchasing and supplier approval
Warehouse and logistics
Senior management
I once worked with a site that trained everyone using the same generic annual session. After creating a role-based matrix, issues dropped dramatically because training finally matched real responsibilities.
Pro Tip: Highlight mandatory and job-specific training separately — it makes planning easier.
Build Training Content That Connects to Real Work
Here’s something I’ve noticed: staff remember training when it feels practical, visual, and relevant — not when it sounds like someone reading the standard out loud.
Make content relatable by using:
Photos from your own facility
Examples of real deviations or near-misses
Short demonstrations instead of long slides
Clear “do / don’t do” visuals
Tie every topic to the bigger picture:
👉 “We sanitize tools not because BRC requires it — but because contamination risks increase during changeovers.”
Common Mistake: Overloading sessions with clauses and definitions instead of focusing on what changes in daily behavior.
Choose the Right Training Methods
Different roles learn in different ways — and sometimes the method matters just as much as the message.
Consider mixing formats like:
Short, focused classroom sessions
On-floor demonstrations
Shadowing and coaching
Micro-training via posters or short videos
Toolbox talks during shift meetings
E-learning modules for repeatable topics
A blended approach works best, especially in multi-shift environments where consistency matters.
Pro Tip: Keep training short and frequent — 10 minutes every week beats a 2-hour session employees forget.
Validate Competence (Training Isn’t Done Until It’s Proven)
Signing a form after training doesn’t prove understanding — and auditors know it. That’s why competence validation is critical.
You can verify competence through:
Practical demonstrations
Written or verbal quizzes
Supervisor sign-off observations
CCP or hygiene compliance spot-checks
Training refreshers based on performance trends
One site I supported integrated competency checks into routine internal audits — and the improvement in confidence during the external audit was obvious.
Common Mistake: Treating validation as paperwork. It should reflect real capability.
Maintain Records and Track Improvement
Training records need to be accessible, structured, and consistent. Auditors may request proof for specific staff, roles, or training types — sometimes with zero notice.
A strong training record system typically includes:
Employee name and role
Training topics and method
Trainer qualifications
Test results or validation method
Refresher schedule
Follow-up or retraining if needed
Whether you use a spreadsheet, LMS, or paper binder — consistency is more important than complexity.
Pro Tip: Link training records directly to job descriptions and SOPs. It removes guesswork during audits.
FAQs
How often do we need to train staff? Annually for most topics, but frequency may increase for high-risk roles or if audit findings or trends require refreshers.
Who should deliver the training? Anyone competent in the topic — internal or external — is acceptable. What matters is credibility and clarity, not job title.
Does training need to be completed before certification? Yes — auditors expect evidence that staff are trained and competent before the audit, not after.
Conclusion: Train for Behavior, Not Just Certification
Strong training isn’t just about meeting the BRC requirement — it’s about creating a culture where people understand food safety and feel responsible for it.
When operators can explain why a CCP matters, when a supervisor knows how to respond to deviations, and when engineering understands hygienic design — certification becomes smoother and day-to-day food safety becomes stronger.
If you want to make this even easier, you can download a ready-to-use BRC V9 Training Matrix along with sample modules — or I can help you customize one for your facility.
Either way, now you have a clear direction. And that’s where confident implementation begins.
Melissa Lavaro is a seasoned ISO consultant and an enthusiastic advocate for quality management standards. With a rich experience in conducting audits and providing consultancy services, Melissa specializes in helping organizations implement and adapt to ISO standards. Her passion for quality management is evident in her hands-on approach and deep understanding of the regulatory frameworks. Melissa’s expertise and energetic commitment make her a sought-after consultant, dedicated to elevating organizational compliance and performance through practical, insightful guidance.
