EN ISO 8586:2014

SLOVENSKI STANDARD
01-april-2014
1DGRPHãþD
SIST EN ISO 8586-2:2008
SIST ISO 8586-1:1997
6HQ]RULþQDDQDOL]D6SORãQDQDYRGLOD]DL]ELUDQMHXVSRVDEOMDQMHLQVSUHPOMDQMH
L]EUDQLKRFHQMHYDOFHYLQL]YHGHQFHYVHQ]RULþQHJDRFHQMHYDQMD,62
Sensory analysis - General guidelines for the selection, training and monitoring of
selected assessors and expert sensory assessors (ISO 8586:2012)
Sensorische Analyse - Allgemeiner Leitfaden für die Auswahl, Schulung und
Überprüfung ausgewählter Prüfer und Sensoriker (ISO 8586:2012)
Analyse sensorielle - Lignes directrices générales pour la sélection, l'entraînement et le
contrôle des sujets qualifiés et sujets sensoriels experts (ISO 8586:2012)
Ta slovenski standard je istoveten z: EN ISO 8586:2014
ICS:
03.100.30 Vodenje ljudi Management of human
resources
67.240 6HQ]RULþQDDQDOL]D Sensory analysis
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.

EUROPEAN STANDARD
EN ISO 8586
NORME EUROPÉENNE
EUROPÄISCHE NORM
January 2014
ICS 03.100.30; 67.240 Supersedes EN ISO 8586-2:2008
English Version
Sensory analysis - General guidelines for the selection, training
and monitoring of selected assessors and expert sensory
assessors (ISO 8586:2012)
Analyse sensorielle - Lignes directrices générales pour la Sensorische Analyse - Allgemeiner Leitfaden für die
sélection, l'entraînement et le contrôle des sujets qualifiés Auswahl, Schulung und Überprüfung ausgewählter Prüfer
et sujets sensoriels experts (ISO 8586:2012) und Sensoriker (ISO 8586:2012)
This European Standard was approved by CEN on 28 December 2013.

CEN members are bound to comply with the CEN/CENELEC Internal Regulations which stipulate the conditions for giving this European
Standard the status of a national standard without any alteration. Up-to-date lists and bibliographical references concerning such national
standards may be obtained on application to the CEN-CENELEC Management Centre or to any CEN member.

This European Standard exists in three official versions (English, French, German). A version in any other language made by translation
under the responsibility of a CEN member into its own language and notified to the CEN-CENELEC Management Centre has the same
status as the official versions.

CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia,
Finland, Former Yugoslav Republic of Macedonia, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania,
Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and United
Kingdom.
EUROPEAN COMMITTEE FOR STANDARDIZATION
COMITÉ EUROPÉEN DE NORMALISATION

EUROPÄISCHES KOMITEE FÜR NORMUNG

CEN-CENELEC Management Centre: Avenue Marnix 17, B-1000 Brussels
© 2014 CEN All rights of exploitation in any form and by any means reserved Ref. No. EN ISO 8586:2014 E
worldwide for CEN national Members.

Contents Page
Foreword .3

Foreword
The text of ISO 8586:2012 has been prepared by Technical Committee ISO/TC 34 “Food products” of the
International Organisation for Standardization (ISO) and has been taken over as EN ISO 8586:2014.
This European Standard shall be given the status of a national standard, either by publication of an identical
text or by endorsement, at the latest by July 2014, and conflicting national standards shall be withdrawn at the
latest by July 2014.
Attention is drawn to the possibility that some of the elements of this document may be the subject of patent
rights. CEN [and/or CENELEC] shall not be held responsible for identifying any or all such patent rights.
This document supersedes EN ISO 8586-2:2008.
According to the CEN-CENELEC Internal Regulations, the national standards organizations of the following
countries are bound to implement this European Standard: Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech
Republic, Denmark, Estonia, Finland, Former Yugoslav Republic of Macedonia, France, Germany, Greece,
Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal,
Romania, Slovakia, Slovenia, Spain, Sweden, Switzerland, Turkey and the United Kingdom.
Endorsement notice
The text of ISO 8586:2012 has been approved by CEN as EN ISO 8586:2014 without any modification.

INTERNATIONAL ISO
STANDARD 8586
First edition
2012-12-15
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 experts
Reference number
ISO 8586:2012(E)
©
ISO 2012
ISO 8586:2012(E)
© ISO 2012
All rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized in any form or by any
means, electronic or mechanical, including photocopying and microfilm, without permission in writing from either ISO at the
address below or ISO’s member body in the country of the requester.
ISO copyright office
Case postale 56 • CH-1211 Geneva 20
Tel. + 41 22 749 01 11
Fax + 41 22 749 09 47
E-mail copyright@iso.org
Web www.iso.org
Published in Switzerland
ii © ISO 2012 – All rights reserved

ISO 8586:2012(E)
Contents Page
Foreword .iv
Introduction .v
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Selection of assessors . 2
4.1 General . 2
4.2 Recruitment, preliminary screening and initiation . 2
4.3 Background information and preselection . 5
4.4 Screening . 6
5 Training of assessors. 9
5.1 Principle . 9
5.2 General . 9
5.3 Assessment procedure .10
5.4 Training of colour, taste, odour and texture .10
5.5 Training in detection and recognition of special tastes and odours .14
5.6 Training in the use of scales.15
5.7 Training in the development and use of descriptors (profiles) .16
5.8 Practice .16
5.9 Specific product training .16
6 Final choice of panels for particular methods .16
6.1 Principle .16
6.2 Difference assessments .17
6.3 Ranking assessment .17
6.4 Rating and scoring .17
6.5 Qualitative descriptive analysis .17
6.6 Quantitative descriptive analysis .17
6.7 Assessors for particular assessments .18
7 Training of experts .18
7.1 General .18
7.2 Sensory memory.18
7.3 Semantic and metric learning of sensory descriptors .19
7.4 Building up a thesaurus of descriptors .19
7.5 Training on assessment conditions .19
8 Monitoring and testing of performance of selected assessors and expert
sensory assessors .19
8.1 Objectives.19
8.2 Principle .19
8.3 Analysis of the results .20
9 Management and follow-up of the group .20
9.1 Motivation .20
9.2 Maintaining of skills .21
9.3 Renewal .21
9.4 Retraining .21
Annex A (informative) Repeatability and reproducibility of assessors and panels .22
Annex B (informative) Use of analysis of variance in the choice of selected assessors for scoring .23
Annex C (informative) Example of practical application
..............................................................................................................26
Bibliography .28
ISO 8586:2012(E)
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.
International Standards are drafted in accordance with the rules given in the ISO/IEC Directives, Part 2.
The main task of technical committees is to prepare International Standards. Draft International
Standards adopted by the technical committees are circulated to the member bodies for voting.
Publication as an International Standard requires approval by at least 75 % of the member bodies
casting a vote.
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.
ISO 8586 was prepared by Technical Committee ISO/TC 34, Food products, Subcommittee SC 12,
Sensory analysis.
This first edition of ISO 8586 cancels and replaces ISO 8586-1:1993 and ISO 8586-2:2008. The main
requirements and criteria for the selection, training and monitoring of selected assessors and of expert
sensory assessors have been revised to summarize the information given in ISO 8586-1:1993 and
ISO 8586-2:2008.
iv © ISO 2012 – All rights reserved

ISO 8586:2012(E)
Introduction
A sensory analysis panel constitutes a true “measuring instrument”, and consequently the results of the
analysis depends 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 three types of assessors:
— sensory assessors;
— selected assessors;
— expert sensory assessors.
“Sensory assessors” are any people taking part in a sensory test. They can be “naive assessors” who do
not have to meet any precise criterion, or “initiated assessors” who have already participated in sensory
tests (see ISO 5492:2008, 1.5).
“Selected assessors” are chosen for their ability to perform a sensory test (see ISO 5492:2008, 1.6).
“Expert sensory assessors” are selected assessors with a demonstrated sensory sensitivity and with
considerable training and experience in sensory testing, who are able to make consistent and repeatable
sensory assessments of various products (see ISO 5492:2008, 1.8).
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. However, the final selection can only be
made after selection and training. The selection and training methods to be employed depend on the
tasks to intend for the “selected 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 involves:
a) recruitment and preliminary screening of naive assessors;
b) familiarization of naive assessors who are to become initiated assessors;
c) selection of initiated assessors in order to determine their ability to perform particular tests, who
then become selected assessors;
d) possible training of selected 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.
Expert sensory assessors have demonstrated particular acuity and reproducibility in panel work, and
have developed a good long-term sensory memory, allowing reliable comparative judgements, possibly
in the absence of control samples.
The panel leader is responsible for the general monitoring 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.
The entire process is illustrated in Figure 1.
ISO 8586:2012(E)
According to
Recruitment
Clause 4
Naïve sensory assessors
Familiarization
Initiatedsensory assessors
SELECTION
According to
Clause 5
Selected sensory assessors
According to
Final choice of panels for particular methods
Clause 6
According to
Selected assessors (difference, ranking, rating) Assessorsselected in order to become
Clause 7
Monitoring and testing of performance Training
According to
Monitoring and testing of performance
Clause 8
Expert sensory assessors
Figure 1 — Entire process
vi © ISO 2012 – All rights reserved

INTERNATIONAL STANDARD ISO 8586:2012(E)
Sensory analysis — General guidelines for the selection,
training and monitoring of selected assessors and expert
sensory assessors
WARNING — This document does not purport to address all of the safety problems, if any,
associated with its use. It is the responsibility of the user to establish appropriate safety and
health practices and to ensure compliance with any national regulatory conditions.
1 Scope
This International Standard specifies criteria for the selection and procedures for the training and monitoring
of selected assessors and expert sensory assessors. It supplements the information given in ISO 6658.
2 Normative references
The following referenced documents are indispensable for the application 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 — Vocabulary
ISO 6658, Sensory analysis — Methodology — General guidance
ISO 8589, Sensory analysis — General guidance for the design of test rooms
3 Terms and definitions
For the purposes of this document, the terms and definitions given in ISO 5492 and the following apply.
3.1
repeatability
precision under repeatability conditions
Note 1 to entry: Repeatability can be expressed quantitatively in terms of the dispersion characteristics of the results.
[ISO 3534-2:2006, 3.3.5]
Note 2 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. See Table A.1.
3.2
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
operator using the same equipment within short intervals of time
Note 1 to entry: Repeatability conditions include:
— the same measurement procedure or test procedure;
— the same operator;
— the same measuring or test equipment used under the same conditions;
— the same location;
ISO 8586:2012(E)
— repetition over a short period of time.
[ISO 3534-2:2006, 3.3.6]
Note 2 to entry: Short intervals of time related to sensory analysis are defined as the repetition over the same session.
3.3
reproducibility
precision under reproducibility conditions
Note 1 to entry: Reproducibility can be expressed quantitatively in terms of the dispersion characteristics
of the results.
Note 2 to entry: Results are usually understood to be corrected results.
[ISO 3534-2:2006, 3.3.10]
Note 3 to entry: Reproducibility related to sensory analysis is defined as a measure of the agreement between
assessments on the same sample under different conditions for assessors and panel. See Table A.1.
3.4
reproducibility 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 equipment
[ISO 3534-2:2006, 3.3.11]
Note 1 to entry: Reproducibility conditions related to sensory analysis may include different times (sessions),
different environments and different panels. See Table A.1.
4 Selection of assessors
4.1 General
The following general characteristics are desirable for willing participants for training:
a) they shall be motivated and interested in further developing their sensory skills;
b) they shall be willing to participate.
4.2 Recruitment, preliminary screening and initiation
4.2.1 General
To recruit candidates and to select those most suitable for training as selected assessors, follow 4.2.2 to 4.2.5.
4.2.2 Recruitment
Three questions arise when recruiting persons to form a sensory analysis panel.
— From where should people be sought to constitute the group?
— How many people shall be selected?
— How shall the people be selected?
2 © ISO 2012 – All rights reserved

ISO 8586:2012(E)
4.2.3 Types of recruitment
4.2.3.1 General
Two types of recruitment are available to organizations:
— through the personnel department of 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 their 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 forming 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:
— by phone and newspaper (recruitment through classified advertisement in the local press, in
specialized publication or in newspapers which are distributed free of charge, etc. — in this case,
all types of people can reply and it is necessary to carry out a selection);
— opinion poll organizations — some of these organizations can provide the names and addresses of
persons likely to be interested;
— in-house “consumer” files, compiled as a result of advertising campaigns or complaints;
— persons visiting the organization;
— personal acquaintances.
4.2.3.4 Mixed panel
A mixed panel may be formed using internal and external recruitment, in variable proportions.
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 recruitment
4.2.4.2.1 Advantages
The advantages are:
— the people are available;
ISO 8586:2012(E)
— 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 vis-à-vis the results is ensured, which is particularly important for
research work;
— assurance of panellist punctuality.
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;
— 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;
— conflict of 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 persons by word of mouth;
— no problems with hierarchy;
— much easier selection, without the risk of offending people if they are unsuitable;
— easy availability.
4.2.4.3.2 Disadvantages
The disadvantages are:
— the method is expensive (remuneration, paperwork);
— this method is better suited to urban communities where there is a sufficient number of inhabitants;
in rural areas, it may not be easy to obtain sufficient suitable people in the area, but advantage
can be taken of co-operatives (e.g. milk, wine) — in this case, the risk that some candidates are
influenced in their judgment because of their experience shall be taken into account;
— since it is necessary that the individuals be available, a disproportionate number of retired people,
unemployed women or students are sometimes encountered because it is more difficult to recruit
those in full-time employment;
after having paid for the selection and training, there is a risk that people leave at a moment’s notice.
4 © ISO 2012 – All rights reserved

ISO 8586:2012(E)
4.2.5 Number of persons to be selected
Experience has shown that, after the recruitment, the selection procedures eliminate approximately
half the people for reasons such as gustative sensitivity and material conditions.
The number of persons to be recruited varies depending on the following elements:
— the financial means and the requirements of the organization;
— the types and frequency of tests to be conducted;
— whether or not it is necessary to interpret the results statistically.
It is highly desirable that a panel has at least 10 selected assessors. At least two or three times the number
of persons actually required to constitute the final panel should be recruited, e.g. in order to obtain a panel
of 10 persons, 40 to 60 persons should be recruited and a minimum of 20 persons should be selected.
For specialized purposes and different types of sensory tests, a higher number of assessors can be required.
4.3 Background information and preselection
4.3.1 General
Background information on the candidates may be obtained by submitting them to a combination of
clearly understood questionnaires coupled with interviews by persons experienced in sensory analysis.
The aspects specified in 4.3.2 to 4.3.5 shall be explored.
4.3.2 General criteria
4.3.2.1 Availability
Candidates shall be available to attend both training and subsequent assessments. Personnel who travel
frequently or who have continual heavy workloads are often unsuited for sensory work.
4.3.2.2 Attitudes to foods
Strong dislikes for certain foods and beverages, in particular those which it is proposed to assess,
together with any cultural or other reasons for not consuming certain foods or beverages, should be
determined. Candidates who are adventurous in their eating habits often make good assessors for
descriptive analyses.
4.3.2.3 Knowledge and aptitude
The initial sensory perceptions of the candidates have to be interpreted and expressed, requiring certain
physical and intellectual abilities, in particular the capacity to concentrate and to remain unaffected by
external influences. If the candidate is then required to evaluate only one type of product, knowledge of
all aspects of that product may be beneficial. It is then possible to choose expert assessors from those
candidates who have shown an aptitude for sensory analysis of this product.
4.3.2.4 Ability to communicate
The ability of candidates to communicate and describe the sensations they perceive during an assessment
is particularly important when considering candidates for descriptive analyses. This ability can be
determined at the interview and again during screening tests.
Additional desirable characteristics of candidates include:
a) a good memory for sensory attributes;
ISO 8586:2012(E)
b) the ability to verbalize descriptions of products.
4.3.2.5 Ability to describe
Desirable characteristics of candidates include the ability to:
a) describe products and verbalize sensations;
b) develop a memory for the description of sensory attributes.
4.3.3 Health criteria
The candidates shall be in good general health. They shall not suffer from any disabilities, allergies or
illnesses which may affect those senses relevant to the sensory analysis to be undertaken and shall not
be taking medication which might impair their sensory capacities and thus affect the reliability of their
judgements. It may be useful to know whether the candidates have dental prostheses, since they can
have an influence in certain types of evaluation involving texture or flavour.
Colds or temporary conditions (e.g. pregnancy) should not be a reason for eliminating a candidate.
4.3.4 Psychological criteria
4.3.4.1 Interest and motivation
Candidates who are interested in sensory analysis and the product or products to be investigated are
likely to be more motivated and hence are likely to become better assessors than those without such
interest and motivation.
4.3.4.2 Sense of responsibility and power of concentration
Candidates shall show interest and motivation for the tasks and shall be willing to persevere with tasks
demanding prolonged concentration. They shall be punctual in attending sessions and shall be reliable
and honest in their approach.
4.3.4.3 Ability to judge
Assessors shall come to a decision, stand by it without any personal preferences, be self-critical and
know their limitations.
4.3.4.4 Willingness to co-operate
Assessors should be willing to learn and not be dominant in a group discussion.
4.3.5 Other factors
Other information which may be recorded during recruitment is name, age group, sex, nationality,
educational background, current occupation, and experience in sensory analysis. Information on
smoking habits may also be recorded, but candidates who smoke shall not be generally excluded.
IMPORTANT — Any files on individual persons shall comply with the legal requirements of the
country concerned.
4.4 Screening
4.4.1 General
Various tests which may be used for screening purposes are described in 4.4.2.
6 © ISO 2012 – All rights reserved

ISO 8586:2012(E)
The choice of the tests and of the materials to be used is conducted on the basis of the applications
envisaged and the properties to be assessed.
4.4.2 Types of screening test
All the tests described have the dual function of familiarizing the candidates with both the methods and
the materials used in sensory analysis. They are divided into three types as those aimed at:
a) determining impairment;
b) determining sensory acuity;
c) evaluating a candidate’s potential for describing and communicating sensory perceptions.
Test results should only be carried out after previous experience followed by familiarization.
The tests shall be conducted in an appropriate environment in accordance with the recommendations
specified in ISO 8589. They shall be followed by interviews. Several tests described in this International
Standard are based on those specified in ISO 6658.
The selection of assessors should take into account the intended application, the performance of the
candidates at the interviews, and their potential rather than their current performance. Candidates
with high success rates are to be expected to be more useful than others, but those showing improving
results with repetition are likely to respond well to training.
4.4.3 Colour vision
4.4.3.1 General
Candidates with abnormal colour vision are unsuitable for tasks involving judgement or matching of
colours. Assessment of colour vision can be carried out by using an effective test, e.g. the Ishihara test
(see Reference [11]) or the Farnsworth Munsell 100 hue test.
4.4.3.2 Reagents and materials
Use only reagents of recognized analytical grade, unless otherwise specified, and distilled or
demineralized water or water of equivalent purity.
4.4.3.2.1 Yellow quinoline yellow (E 104; CAS No. 8004-92-0; CI 47005).
4.4.3.2.2 Blue patent blue V (E 131; CAS No. 3536-49-0; CI 42051).
4.4.3.2.3 Red carmoisine red (E 122; CAS No. 3567-69-9; CI 14720).
4.4.3.2.4 Graphite (CAS No. 7782-42-5) and cornstarch (CAS No. 9005-25-8).
4.4.3.3 Preparation of stock solutions and mixture
Prepare the test series out of two stock solutions. For the colour test series from yellow to green and blue,
put 1 g quinoline yellow into a 500 ml volumetric flask and 0,1 g patent blue V in a 1 000 ml volumetric
flask, make up to volume with water.
For the colour test series from red over violet to blue, weigh 1 g carmoisine red into a 1 000 ml volumetric
flask and 0,1 g patent blue V into a 1 000 ml volumetric flask and make up to volume with water.
For the test with grey colour from light to dark, make a homogenous mixture from 90 % mass fraction
cornstarch (native low water content) and 10 % mass fraction graphite.
ISO 8586:2012(E)
4.4.3.4 Preparation of test solutions
For each of test samples 1 to 11, in a 100 ml volumetric flask, mix the volume(s) of stock solution(s), in
millilitres, listed in Table 1 with water, and transfer the solutions into a series of test tubes. Close the tubes.
Table 1 — Volumes of stock solution (colour solution) in 100 ml dilutions
Values in millilitres
Sample No.
Colour solution
volume
1 2 3 4 5 6 7 8 9 10 11
Yellow or red 25 23,5 21,5 19,0 16,5 12,5 7,0 3,5 1,5 0,5 0
Blue 0 1,5 3,5 6,0 8,5 12,5 18,0 21,5 23,5 24,5 25
NOTE Green = yellow + blue; violet = red + blue
For each of test samples 1 to 10, add the masses of cornstarch and graphite listed in Table 2.
Table 2 — Amount of stock mixture mixed with white cornstarch
Values in grams
Sample No.
Substance
1 2 3 4 5 6 7 8 9 10
Cornstarch 19,9 19,7 19,5 19,3 19,1 18,9 18,7 18,5 18,3 18,1
Graphite/cornstarch stock
0,1 0,3 0,5 0,7 0,9 1,1 1,3 1,5 1,7 1,9
mixture
4.4.3.5 Procedure
The test tubes are presented in randomized order and have to be sorted from yellow through green to
blue or red through violet to blue or from light to dark grey.
4.4.3.6 Minimum requirements
In every test series of 10 to 11 samples two mistakes involving two adjacent samples are allowed.
4.4.4 Ageusia and anosmia
It is desirable that candidates be tested to determine their sensitivity to substances which may be present
in small concentrations in products, in order to detect ageusia, anosmia or possible lack of sensitivity
[2]
(see ISO 3972 ).
Samples of sapid and/or olfactory materials (see Table 3) at well above threshold levels are prepared.
Each sample is attributed a different, random, three-digit code number. Candidates are presented with
one sample of each type and are allowed to familiarize themselves with them (see ISO 6658).
They are then presented with a series of the same materials labelled with different random numbers.
They are asked to match each of them to one of the original set and to describe the sensation they are
experiencing.
Approximately twice as many new samples as original samples shall be presented. None of the samples
shall be so intense as to produce strong carry-over effects and hence to influence subsequent tasting.
Odourless flavourless water shall be made available for cleansing the palate between samples.
Examples of materials that may be used are given in Table 3. For these substances and concentrations, it
is generally accepted that candidates who make fewer than 80 % correct matches should not be chosen
as selected assessors. A correct description of the sensations produced by the samples is desirable but
less important.
8 © ISO 2012 – All rights reserved

ISO 8586:2012(E)
Table 3 — Examples of taste or odour materials and concentrations for screening tests
Concentration Concentration in
Chemical
a
in water at room ethanol at room
Taste or odour Material Abstracts Ser-
temperature temperature
vice (CAS) No.
g/l g/l
Taste
Sweet Sucrose 57-50-1 10 (1 %) —
Acid Citric acid 77-92-9 0,3 (0,03 %) —
Bitter Caffeine 58-08-2 0,3 (0,03 %) —
Salty Sodium chloride 7647-14-5 2 (0,2 %) —
Monosodium glutamate or 0,6 or
mixture mass fractions 0,18
Umami/broth (50 % monosodium glutamate, 142-47-2
25 % disodium 5’-guanylate, 5550-12-9
25 % disodium 5’-inosinate) 4691-65-0
b
Tannic acid or 1401-55-4 1 —
quercetin or 117-39-5 0,5
Astringent
potassium aluminium sulfate 7784-24-9 0,5
(Alum)
Iron(II) sulfate heptahydrate, 7782-63-0 0,01 —
Metallic
c
FeSO ⋅7H O
4 2
Odour
−3
Lemon, fresh Citral (C H O) 5392-40-5 — 1 × 10
10 16
−3
Vanilla Vanillin (C H O ) 121-33-5 — 1 × 10
8 8 3
−4
Thyme Thymol (C H O) 89-83-8 — 5 × 10
10 14
Floral, lily of the Benzyl acetate (C H O ) 140-11-4
9 10 2
−3
— 1 × 10
valley, jasmine
a
Stock solutions are prepared with ethanol, but the final dilution is made with water and shall not contain more than 2 %
volume fraction of alcohol.
b
This material is not very soluble in water.
c
To avoid the appearance of a yellow coloration due to oxidation, it is necessary to use a freshly prepared solution.
5 Training of assessors
5.1 Principle
To provide assessors with rudimentary knowledge of procedures used in sensory analysis and to develop
their ability to detect, recognize, describe and discriminate sensory stimuli. To train assessors to use
this expertise so that they may become proficient in the use of such methods with particular products.
5.2 General
A number of assessors one and a half to two times greater than that finally required in the panel shall
be trained. To ensure the development of the correct approach to sensory analysis, all training shall be
conducted in a suitable environment in accordance with the recommendation given in ISO 6658. It is
also useful to train assessors in basic knowledge of the products they assess, e.g. by giving information
on the manufacturing process or by organizing visits to plants.
Assessors shall be instructed and trained to be objective and to disregard their likes and dislikes.
Results shall be discussed and assessors shall be given the opportunity to reassess samples and to check
their replies where disagreement exists.
ISO 8586:2012(E)
Assessors shall be instructed not to use perfumed products prior to or during sessions. They shall also
be asked to avoid contact with tobacco or with intensive tastes or odours for at least 60 min prior to such
sessions. Soap used for washing shall not leave any odour on the hands.
It shall be emphasized to assessors that if they carry any odour into the test room, tests may be invalidated.
5.3 Assessment procedure
At the start of any training programme, assessors shall be taught the correct way to assess samples. In
all assessments, instructions shall be read thoroughly before any task and adhered to throughout the
analysis. The temperature of samples shall be specified. Unless told to concentrate on specific attributes,
the assessors should usually examine attributes in the following order:
— appearance (mainly colour);
— odour;
— texture;
— flavour (comprising aroma and taste);
— after-taste.
When assessing odour, assessors shall be taught to take short rather than long sniffs and not to sniff too
many times lest they become confused and fatigued.
With both liquid and solid samples, the assessors shall be told in advance the procedure to be followed.
The problem of adaptation and the advantages of using a palate cleanser and of standard time intervals
between samples shall also be discussed. Any procedure finally agreed upon shall be stated clearly so
that all assessors assess products in the same way. The interval between samples shall be sufficient to
permit recovery, but not so long that assessors lose their ability to discriminate.
5.4 Training of colour, taste, odour and texture
5.4.1 Tests for detection of a stimulus
[3]
These tests are based on the triangle test according to ISO 4120.
One material at a time is tested. Two samples of the test material and one sampl
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