FprEN ISO 8586
(Main)Sensory analysis - Selection and training of sensory assessors (ISO/FDIS 8586:2022)
Sensory analysis - Selection and training of sensory assessors (ISO/FDIS 8586:2022)
This document specifies criteria for the selection of and procedures for the training of trained sensory assessors and expert sensory assessors for food and beverages, as well as home and personal care products.
It is applicable to all industries concerned with the evaluation of products by the sense organs.
This document supplements the information given in ISO 6658.
Sensorische Analyse - Auswahl und Schulung von Prüfpersonen (ISO/FDIS 8586:2022)
Dieses Dokument legt Kriterien für die Auswahl von und Verfahren für die Schulung von geschulten Prüfpersonen und Sensorikern für Lebensmittel und Getränke sowie Haushalts- und Körperpflegeprodukte fest.
Es ist auf alle Industriezweige anwendbar, die sich mit der Beurteilung von Prüfmaterialien mit Hilfe der Sinnesorgane befassen.
Dieses Dokument ergänzt die in ISO 6658 aufgeführten Informationen.
Analyse sensorielle - Lignes directrices générales pour la sélection, l'entraînement et le contrôle des sujets qualifiés et sujets sensoriels experts (ISO/FDIS 8586:2022)
Le présent document spécifie les critères de sélection et les modes opératoires pour l’entraînement des sujets sensoriels entraînés et des sujets sensoriels experts pour les aliments et les boissons, ainsi que les produits d’hygiène pour la maison et produits d’hygiène corporelle.
Il est applicable à toute industrie concernée par l’évaluation des produits par les organes des sens.
Le présent document complète les informations données dans l’ISO 6658.
Senzorična analiza - Izbiranje in usposabljanje senzoričnih ocenjevalcev (ISO/FDIS 8586:2022)
General Information
Relations
Standards Content (Sample)
SLOVENSKI STANDARD
oSIST prEN ISO 8586:2022
01-junij-2022
Senzorična analiza - Splošna navodila za izbiranje, usposabljanje in spremljanje
izbranih ocenjevalcev in strokovnih senzoričnih ocenjevalcev (ISO/DIS 8586:2022)
Sensory analysis - General guidelines for the selection, training and monitoring of
selected assessors and expert sensory assessors (ISO/DIS 8586:2022)Sensorische Analyse - Allgemeiner Leitfaden für die Auswahl, Schulung und
Überprüfung ausgewählter Prüfer und Sensoriker (ISO/DIS 8586:2022)
Analyse sensorielle - Lignes directrices générales pour la sélection, l'entraînement et le
contrôle des sujets qualifiés et sujets sensoriels experts (ISO/DIS 8586:2022)Ta slovenski standard je istoveten z: prEN ISO 8586
ICS:
03.100.30 Vodenje ljudi Management of human
resources
67.240 Senzorična analiza Sensory analysis
oSIST prEN ISO 8586:2022 en,fr,de
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.
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oSIST prEN ISO 8586:2022
DRAFT INTERNATIONAL STANDARD
ISO/DIS 8586
ISO/TC 34/SC 12 Secretariat: IRAM
Voting begins on: Voting terminates on:
2022-04-15 2022-07-08
Sensory analysis — General guidelines for the selection,
training and monitoring of selected assessors and expert
sensory assessors
Analyse sensorielle — Lignes directrices générales pour la sélection, l'entraînement et le contrôle des sujets
qualifiés et sujets sensoriels expertsICS: 67.240; 03.100.30
This document is circulated as received from the committee secretariat.
THIS DOCUMENT IS A DRAFT CIRCULATED
FOR COMMENT AND APPROVAL. IT IS
ISO/CEN PARALLEL PROCESSING
THEREFORE SUBJECT TO CHANGE AND MAY
NOT BE REFERRED TO AS AN INTERNATIONAL
STANDARD UNTIL PUBLISHED AS SUCH.
IN ADDITION TO THEIR EVALUATION AS
BEING ACCEPTABLE FOR INDUSTRIAL,
TECHNOLOGICAL, COMMERCIAL AND
USER PURPOSES, DRAFT INTERNATIONAL
STANDARDS MAY ON OCCASION HAVE TO
BE CONSIDERED IN THE LIGHT OF THEIR
POTENTIAL TO BECOME STANDARDS TO
WHICH REFERENCE MAY BE MADE IN
Reference number
NATIONAL REGULATIONS.
ISO/DIS 8586:2022(E)
RECIPIENTS OF THIS DRAFT ARE INVITED
TO SUBMIT, WITH THEIR COMMENTS,
NOTIFICATION OF ANY RELEVANT PATENT
RIGHTS OF WHICH THEY ARE AWARE AND TO
PROVIDE SUPPORTING DOCUMENTATION. © ISO 2022
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oSIST prEN ISO 8586:2022
ISO/DIS 8586:2022(E)
COPYRIGHT PROTECTED DOCUMENT
© ISO 2022
All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may
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© ISO 2022 – All rights reserved
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oSIST prEN ISO 8586:2022
ISO/DIS 8586:2022(E)
Contents Page
Foreword ..........................................................................................................................................................................................................................................v
Introduction .............................................................................................................................................................................................................................. vi
1 Scope ................................................................................................................................................................................................................................. 1
2 Normative references ..................................................................................................................................................................................... 1
3 Terms and definitions .................................................................................................................................................................................... 1
4 Selection of assessors ..................................................................................................................................................................................... 3
4.1 General ........................................................................................................................................................................................................... 3
4.2 Recruitment .............................................................................................................................................................................................. 3
4.2.1 General ........................................................................................................................................................................................ 3
4.2.2 Recruitment ............................................................................................................................................................................ 3
4.2.3 Types of recruitment ...................................................................................................................................................... 4
4.2.4 Advantages and disadvantages of internal and external recruitment .............................. 4
4.2.5 Number of persons to be selected ....................................................................................................................... 5
4.3 Background information and preselection ................................................................................................................... 6
4.3.1 General ........................................................................................................................................................................................ 6
4.3.2 Health and psychological criteria ....................................................................................................................... 6
4.3.3 Other factors .......................................................................................................................................................................... 7
5 Screening...................................................................................................................................................................................................................... 7
5.1 General ........................................................................................................................................................................................................... 7
5.2 Types of screening tests ................................................................................................................................................................. 7
5.3 Colour vision ............................................................................................................................................................................................. 8
5.4 Ageusia and anosmia ........................................................................................................................................................................ 8
5.4.1 Ageusia ........................................................................................................................................................................................ 8
5.4.2 Odour recognition test .................................................................................................................................................. 9
5.5 Texture........................................................................................................................................................................................................ 10
5.6 Hearing ....................................................................................................................................................................................................... 11
5.7 Descriptive ability ............................................................................................................................................................................ 11
5.8 Selection of trainees ....................................................................................................................................................................... 11
6 Training of assessors ...................................................................................................................................................................................12
6.1 Principle .................................................................................................................................................................................................... 12
6.2 General ........................................................................................................................................................................................................12
6.3 Assessment procedure .................................................................................................................................................................13
6.4 Training exercises ............................................................................................................................................................................. 14
6.4.1 Tests for detection of a stimulus ....................................................................................................................... 14
6.4.2 Tests for discrimination between levels of intensity of a stimulus ................................... 14
6.4.3 Descriptive ability .......................................................................................................................................................... 15
6.4.4 Training in the use of scales .................................................................................................................................. 18
6.5 Specific product training ............................................................................................................................................................ 20
6.5.1 Discrimination assessment .................................................................................................................................... 20
6.5.2 Descriptive assessment .............................................................................................................................................20
6.6 Particular methods training ................................................................................................................................................... 21
6.6.1 Principle .................................................................................................................................................................................. 21
6.6.2 Discrimination assessments ................................................................................................................................. 21
6.6.3 Ranking assessment ..................................................................................................................................................... 21
6.6.4 Rating and scoring ......................................................................................................................................................... 21
6.6.5 Descriptive sensory analysis ................................................................................................................................ 21
6.7 Practice ........................................................................................................................................... ............................................................22
7 Validation of panel performance and training effectiveness ............................................................................23
8 Management and follow-up of the group.................................................................................................................................23
8.1 Motivation ................................................................................................................................................................................................ 23
8.2 Maintaining of skills ....................................................................................................................................................................... 23
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8.3 Renewal ...................................................................... ................................................................................................................................ 24
8.4 Retraining ................................................................................................................................................................................................ 24
8.5 Additional training .......................................................................................................................................................................... 24
Annex A Alternative colour screening procedure ...........................................................................................................................25
Annex B Recognition of difference in textures ...................................................................................................................................27
Annex C Cleansers and palate cleansers ....................................................................................................................................................28
Annex D Examples of most common scales .............................................................................................................................................30
Annex E Example of a Scaling exercise ........................................................................................................................................................31
Annex F Example of a ranking and then rating using scales ................................................................................................33
Annex G Example of a scaling test with two standards .............................................................................................................34
Bibliography .............................................................................................................................................................................................................................35
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oSIST prEN ISO 8586:2022
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Foreword
ISO (the International Organization for Standardization) is a worldwide federation of national standards
bodies (ISO member bodies). The work of preparing International Standards is normally carried out
through ISO technical committees. Each member body interested in a subject for which a technical
committee has been established has the right to be represented on that committee. International
organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.
ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of
electrotechnical standardization.The procedures used to develop this document and those intended for its further maintenance are
described in the ISO/IEC Directives, Part 1. In particular, the different approval criteria needed for the
different types of ISO documents should be noted. This document was drafted in accordance with the
editorial rules of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of
any patent rights identified during the development of the document will be in the Introduction and/or
on the ISO list of patent declarations received (see www.iso.org/patents).Any trade name used in this document is information given for the convenience of users and does not
constitute an endorsement.For an explanation of the voluntary nature of standards, the meaning of ISO specific terms and
expressions related to conformity assessment, as well as information about ISO's adherence to
the World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT), see
www.iso.org/iso/foreword.html.This document was prepared by Technical Committee ISO/TC 34, Food products, Subcommittee SC 12,
Sensory analysis.This second edition of ISO 8586 cancels and replaces ISO 8586:2012.
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oSIST prEN ISO 8586:2022
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Introduction
A sensory analysis panel constitutes a true “measuring instrument”, and consequently the results of
the analysis depend on its members.The recruitment of persons willing to participate in a panel therefore needs to be carried out with care
and to be considered as a real investment, both in time and money.Sensory assessment can be performed by four types of assessors (Figure 1):
— Naïve sensory assessors;
— Screened sensory assessors;
— Trained sensory assessors;
— Expert sensory assessors.
Figure 1 — Recruitment, screening and training process of sensory assessors
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oSIST prEN ISO 8586:2022
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It is necessary to undertake a preliminary selection of the candidates at the recruitment stage, in order
to eliminate those who would be unsuited for sensory analysis. The final selection can be made after
screening and ultimately training. The selection and training methods to be employed depend on the
tasks intended for the “trained sensory assessors" and "expert sensory assessors”.
Sensory assessors work as a panel which is managed by a panel leader. In certain cases (especially for
descriptive sensory analysis), the panel may be divided into specialized subgroups.
The recommended procedure for the recruitment of a sensory panel involves:a) recruitment and preliminary screening of naive assessors/candidates;
b) screening of naive assessors/candidates, selection of whom are to become screened sensory
assessors/trainees;c) training and validation of screened sensory assessors, selection of whom then become trained
sensory assessors;d) possible additional training of trained sensory assessors to become expert sensory assessors.
The exact procedures covered by a) and b) and the nature of the tests performed in c) and d) depend on
the tasks intended for the panel.The panel leader is responsible for the general follow-up of the group of expert sensory assessors and
for their training. The expert sensory assessors are not responsible for the choice of tests used, the
presentation of the samples or for the interpretation of results. These matters are the responsibility of
the panel leader who also decides how much information is given to the panel.The performance of selected assessors should be monitored regularly to ensure that the criteria by
which they were initially selected continue to be met. For monitoring and validation procedures see
ISO 11132.The entire process for the recruitment of a sensory panel is illustrated in Figure 1.
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oSIST prEN ISO 8586:2022
DRAFT INTERNATIONAL STANDARD ISO/DIS 8586:2022(E)
Sensory analysis — General guidelines for the selection,
training and monitoring of selected assessors and expert
sensory assessors
WARNING — This document does not address any safety issues that may be associated with its
use. Appropriate safety practices need to be dictated by the user. Compliance with any national
regulatory statutes is the responsibility of the user.1 Scope
This International Standard specifies criteria for the selection and procedures for the training of
trained sensory assessors and expert sensory assessors for food and beverages, as well as home and
personal care products. This standard supplements the information given in ISO 6658.
2 Normative referencesThe following documents are referred to in the text in such a way that some or all of their content
constitutes requirements of this document. For dated references, only the edition cited applies. For
undated references, the latest edition of the referenced document (including any amendments) applies.
ISO 5492:2008, Sensory analysis — VocabularyISO 6658, Sensory analysis — Methodology — General guidance
ISO 8589, Sensory analysis — General guidance for the design of test rooms
ISO 3972, Sensory analysis — Methodology — Method of investigating sensitivity of taste
ISO 5496, Sensory analysis — Methodology — Initiation and training of assessors in the detection and
recognition of odoursISO 11036, Sensory analysis — Methodology — Texture profile
ISO 11132, Sensory analysis — Methodology — Guidelines for the measurement of the performance of a
quantitative descriptive sensory panelISO 13299, Sensory analysis — Methodology — General guidance for establishing a sensory profile
3 Terms and definitionsISO and IEC maintain terminology databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at https:// www .iso .org/ obp— IEC Electropedia: available at https:// www .electropedia .org/
3.1
sensory assessor
any person taking part in a sensory test
Note 1 to entry: A naive assessor is a person who does not meet any particular criterion.
Note 2 to entry: An initiated assessor has already participated in a sensory test.
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3.2
screened sensory assessor
sensory assessors who have been screened for their sensory abilities
3.3
trained sensory assessor
sensory assessors who have been trained for a method or methods
3.4
expert
in the general sense, a person who, through knowledge or experience, has competence to give an opinion
in the fields about which he/she is consulted3.5
expert sensory assessor
sensory assessor with a demonstrated sensory sensitivity and with considerable training and
experience in sensory testing, who is able to make consistent and repeatable sensory assessments of
various products3.6
panel training
series of sessions in which assessors are oriented to the tasks to be completed by a sensory panel and
practice assessing particular product(s), which may include relevant product characteristics, standard
rating scales, techniques of evaluation and terminology3.7
sensory panel
group of assessors participating in a sensory test
3.8
panel consensus
agreement (individual rating and agreement check or shared ratings and discussion-based agreement)
among assessors regarding terminology and intensity of product characteristics3.9
repeatability
the ability of an assessor to repeat their own results
Note 1 to entry: Repeatability related to sensory analysis is defined as a measure of the agreement between
assessments on the same sample under the same conditions.3.10
repeatability conditions
observation conditions where independent test/measurement results are obtained with the same
method on identical test/measurement items in the same test facility or measuring facility by the same
observer using the same equipment within short intervals of timeNote 1 to entry: Repeatability conditions include:
— the same measurement procedure or test procedure;
— the same observer;
— the same measuring or test equipment used under the same conditions;
— the same location;
— repetition over a short period of time.
Note 2 to entry: Short intervals of time related to sensory analysis are defined as the repetition over the same
session.[SOURCE: ISO 3534-2:2006, 3.3.6]
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3.11
reproducibility
agreement in assessments of the same products under different test conditions or by different assessors
or panelsNote 1 to entry: Reproducibility may be measured as any of the following:
— the reproducibility of a panel (or an assessor) in the short term, measured between two or more sessions
separated by several days;— the reproducibility of a panel (or an assessor) in the medium or long term, measured among sessions separated
by several months;— the reproducibility between different panels, in the same laboratory or in different laboratories.
3.12reproducibility conditions
observation conditions where independent test/measurement results are obtained with the same
method on identical test/measurement items in different test or measurement facilities with different
operators using different equipmentNote 1 to entry: Reproducibility conditions related to sensory analysis may include using the same method
during different times (sessions), different environments, facilities, and panels.
[SOURCE: ISO 3534-2:2006, 3.3.11]3.13
session
period of time where the assessors work on a specific task or evaluate a number of samples, either
individually or as a groupNote 1 to entry: A session typically spans from 30 min-2 h.
4 Selection of assessors
4.1 General
The following general characteristics are desirable for willing candidates for training:
a) they shall be motivated and interested in further developing their sensory skills;
b) they shall be able to participate;c) they shall not have any sensory impediments related to the purpose of the test.
4.2 Recruitment4.2.1 General
To recruit candidates and to screen those most suitable for training, follow 4.2.2 to 5.7.
4.2.2 RecruitmentThere are three important considerations for the recruitment of people for a sensory panel:
• Where should people be recruited from to constitute the group?• How many people shall be selected?
• How shall the people be selected?
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The following sections provide answers to these questions.
4.2.3 Types of recruitment
4.2.3.1 General
Two types of recruitment are available to organizations:
— company staff recruited from within the organization (internal recruitment);
— recruit people from outside the organization (external recruitment).
It is possible to constitute a mixed panel from both types of recruitment.
4.2.3.2 Internal recruitment
Internal candidates are recruited from office, plant or laboratory staff. It is advisable to avoid those
persons who are too personally involved with products or projects being examined, in particular those
involved at the technical or commercial level, because they may cause the results to be biased.
In this type of recruitment, it is vital that the organization's general management and hierarchy provide
their support and make it known that sensory analysis is considered as part of everyone’s work. This
can be made known at the hiring stage of the personnel.4.2.3.3 External recruitment
The recruitment is conducted outside the organization.
The most commonly used means for this purpose are advertisement of the role, for example in local
press, social media or through suitable clubs or groups.4.2.4 Advantages and disadvantages of internal and external recruitment
4.2.4.1 General
Organizations may wish to use independent internal or external panels for different tasks.
4.2.4.2 Internal recruitment4.2.4.2.1 Advantages
The advantages are:
— the people are available at short notice as they work on site;
— it is not necessary to make provision for any payment (however, in order to maintain interest, it may
be desirable to offer incentives);— a better confidentiality regarding the results is ensured, which is particularly important for research
work;4.2.4.2.2 Disadvantages
The disadvantages are:
— problems related to the hierarchy of the organization;
— candidates are influenced in their judgements by knowledge of the products;
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— it is difficult to allow for the evolution of the organization’s products (people are influenced by their
changing familiarity with the organization’s products);— replacement of candidates is more difficult (limited number of persons in small organizations);
— less choice of people;— lack of availability due to conflicting priorities;
4.2.4.3 External recruitment
4.2.4.3.1 Advantages
The advantages are:
— a wide range of choice;
— a subsequent supply of new potential assessors by word of mouth;
— no problems with hierarchy;
— easier selection, without the risk of offending people if they are unsuitable;
— candidate availability.
4.2.4.3.2 Disadvantages
The disadvantag
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