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Introduction

Job Smart Systems builds organizational strength from a foundation of competency based job descriptions that supports employee development. The areas of development are consistently defined in 7 core competencies which are knowledge, psychology, biomechanics, sensory, strength, safety and quality. JSS’s approaches to staff development is accommodation , training , engineering and supervision. JSS includes e-learning which is being continuously developed at the JSS Institute. In order to maintain a commitment to all learning diversities we use a multi media model classifying different forms of technology-related staff development initiatives. Our target goals in a corrective action plan are to improve competence to your performance standards. We do this by assessing, planning , and implementing  

Accommodation: we use a 45 factor analysis to assess, plan, and implement resource supports.

Training: Our training topics, over 300, are focused on productivity, safety, and quality 

Engineering Solutions: Our engineering solutions are data based using “state of the art” risk management tools to assess, plan, and implement cost effective interventions.

Supervision: We integrate Partners with People and the DISC method to assess, plan, and implement real change

JSS makes key distinctions between the classically structured (scheduled and possibly accredited) and equally important non-structured (SUPERVISORY ad hoc and generally less formal) provisions of learning. JSS further makes a distinction between hands-on skills-based training (technology) and more reflective (sales training), issues-based (lean manufacturing or OSHA) development. Clearly not all staff development activities can be neatly framed by these distinctions. JSS classification provides a useful framework for corrective actions that result in staff development of competencies.