Job Smart Outcome 1: Consistency with fair employment law practices for all employee groups including disabled and youth. For the disabled, Job Smart meets all regulatory demands of the Equal Employment Opportunity Commission (EEOC) Department of Justice guidance rulings that pertain to Americans with Disabilities Act (ADA) for the food service industry and Federal Drug Administration (FDA) food code.  For youth, Job Smart meets all regulatory demands for Youth Employment Screening and Motivation Fair Labor Standards Act effective 2-14-2005.

Job Smart Outcome 2: Resume rankings eliminating the “less truthful”.

Education

Reasons for leaving past jobs

Salary

Job title

Scope of duty

Criminal record

Job Smart Outcome 3: Job Smart System lets you hire the right personality and train the skills. Job smart tames the turnover with the application/resume process

RETENTION 

Job Smart Asset Value. 2: FFF  trainings reinforce personal best with skills  

Training for Generation Y: Job Smart's FFF

Job Smart E learning is fun for everyone with humor, irony. and truth.  We make E learning the game of working smart from orientation to the day to day of customer service excellence. Using graphics and quick quip tips for your 14 to 24 year old web veterans, Job Smart gets your points across in a “story " that works.  Our training is self paced and. employee friendly. Pre and post testing, stated learning goals and concepts are presented in small chunks, three bites at a time.  E learning is great because it can be timed as a shift starter and done on or off your site with ease. You can deliver it one at a time for new hires or delivered to groups.  E learning is most cost effective because it supports the learning styles of all diversities. Job Smart customizes your training requirements in a consistent format and automatically accommodates for dyslexia, disabilities (sensory/deaf) and language (Spanish).  Job Smart has created the FFF concept of learning to interactively provide knowledge that reinforces builds skills. We keep your people in the game with the why, how, and when of customer service.

Plus, you can keep your staff up to date letting them log in to

Do their self paced training

See their schedule

Set up communication links that support your operations success at the best

FFF: Disability Service Training Opens Market Opportunity

Job Smart disability and diversity training is first and best in training staff (14 to 24 year old focused) on the nuances of disability as it relates to courteous identification of need and efficient order taking, money management and food service delivery. The training builds comfort and understanding of how, for example, to courteously identify and then engage a person who is deaf.  Job Smart training is delivered as self-pace e learning for each new hire or in groups for refresher courses.

Job Smart Outcome 1.2: Job Smart technologies, then seamlessly, let a staff person begin using an American Sign Language technology to (inside or at the drive up window) take an order, make change, and deliver product.  In the deaf community, word will quickly get around that your FFF is user friendly. Yeah, more sales!

Goal 2 Customer Focus: Job Smart supports continuous improvement in providing services that improve the guest experience (Courtesy and Kindness) and cross all disabilities that include all ages and diversities.  Customer service is delivered that is appropriate for those persons with disabilities whether physical, mental, or sensory.

Job Smart Asset Value 2.1: Reasonable Accommodation for all disabled customers and those from cultural diversities 

Job Smart FFF Trainings can support the way in which the customer experience is enhanced. All customer interactions can be automatically translated into American Sign Language and text for the hard of hearing at the drive up window.  This can serves as reasonable accommodation for customers who are deaf, hard of hearing, dyslexic, and for who English is second language. 

Job Smart Outcome 2.2: Job Smart FFF trainings are consistent with the National Restaurant Associations commitment to improving access to restaurant services. According to the Restaurant News bulletin on the December 14, 2004 meeting at Gualladet University (in D.C.) all restaurants should be focused on reducing barriers for people with sensory deficits in particular deaf and blind.  The result is reduction of access barriers and the increase of sales.

Goal 3: Staff Focus: Continuous improvement providing employees with a great place to work.

Job Smart Asset Value 3.1: With competency based job descriptions all staff can achieve personal best no matter what their ability, disability or diverse needs. Competency based job descriptions hire and promote best-fit employees. Job Smart keeps you in the know on your employee’s strengths of personality and skills. Plus, you can expand your labor pool using people who may need reasonable accommodation. Job Smart lets you do with ease.  For qualified disabled individuals, Job Smart provides you with a 44-factor assessment that is ADA compliant for planning and executing reasonable accommodation.  Assessment and reasonable accommodation planning can also be done for individuals returning to work after a disease or temporary or permanent disability. This assessment lets you correctly determine insurance best practice strategies for short, long term disability or workers compensation.

Job Smart Rewards Assessment: Determine what motivates each individual from day one and then double check it. Kids change!

Rewards Program: Needs Assessment that creates an employee Have it your way 

Thank you’s: What works for you ?

Praise in front of peers or not

Time off schedule for performance

Treat your friend’s and family card

Recruit and train your peers

Buddy schedules

Amusements that create winners

Discounts

The look is a reward also “Best employee shirt of the day!”

                                                        “Team choice… Atlanta Braves Hats …

Job Smart Outcome 3.1: Expand the labor pool with comfort, reward, and retain. Being able to plan and execute reasonable accommodations allows Burger King to attract and retain from an expanded new labor pool. Job Smart provides a strategy for operational excellence in hiring practices. Job Smart promotes operational excellence by providing FFF with Best Practices relative to the ADA per the EEOC and FDA document on ADA Guidance for Restaurants. Oct 28 2004 1C

Job Smart Asset Value 3.2: Break Room Breaks training give staff an opportunity at work style and life style learning. The Break Room Learning Series is a work style and life couch series that creates a resource of quick learning opportunity for youth staff.  Break Room Breaks Safety topics are related specifically to daily hazards for staff and customers.

Safety Topics

Slips, Trips, and Falls

Burns

Cuts

Bruises

Lifting

Homeland security of food

Health Inspections

Food preparation

Serve safety issues: no foreign objects 

Hot topic American life style trainings

Tattoos

How to study

Job Tips

Diversity: What is culture and what does religion have to do with it?

Gay in America

Working with all ages customers and staff

Money Management

How to buy a used car

NOTE: FFF training nationwide is culturally accommodated to support youth in the development of long term life skills

Healthy choice topics are a Break Room Break series & wellness conference (4 per

Year): 

Weight moderation

 Safe Driving

Smoking Cessation, and more

Break Room Breaks for Managers

Running the perfect shift

Selling the experience

Standards of excellence

Up-selling: Selling yourself to love your product

Customer Care: The pleasure of our customers is our success 

Supervision that directs and manages people‘s positive energy

Job Smart Outcome 3.2: Training that builds competencies builds confidence and promotes the safety, quality customer services, and productivity as part of a great place to team work.

Goal 4 Risk Management: Continuous improvement providing employees with a great place to work that is safe by building shift managers skills (workers compensation and general liability /customers).  

Job Smart Asset Value 4.1: Build in a risk management strategy of wellness for employees that support the prevention of occupational illness and injury.

Workers compensation claims are in the restaurant industry is lead by cuts and punctures representing 23.9 % of the claims. The average claim cost is $2,607.  All other claims are strains from lifting, burns and scalding, striking an object or being struck and stepping on an object.  Job smart tutorials are first and best at teaching best practices in safety.  But, more importantly, teaching managers and staff, the psychological effects of fatigue and distraction as it relates to accidents. Job Smart tutorials have proven to be the most effective way to build awareness of “near miss” fatigue and distraction points. This knowledge prevents accidents. A secondary gain, of the "near miss "training, is the enhancement of supervisory knowledge i.e. guiding them to recognize and instantly accommodate for fatigue and distraction in employees.

Job Smart Outcome: Keeping focused on high standards increases productive time and reduction of the cost of workers compensation.

Job Smart Asset Value 4.2: Reduce general liability claims for patrons

Restaurant Insurance Group in Colorado conducted a national review of patron claims and determined that 4 out of 10 claims by patrons were Slips, Trips, and Falls. The cost calculated for each claim averaged $3,550 per establishment. Slips, Trips, and Falls were cited as the most frequent general liability claim. Consistent with Job Smart job safety analysis and tutorials ,maintaining a non-slip environment means recognizing the potential for accidents and intervening before the accident.  Job Smart safety inspection protocols and training maintain due diligence. 

Job Smart Outcome 4.2: Cost effective reduction of patron near miss and claims and the promotion of cleanliness and customer service.

Goal 5 Market Position: Advantageously position FFF for the future

Job Smart Asset Value 5.1:  A software technology system that supports continuous adaptation and improvement in the delivery of human resource management with all required documentation for recruitment and selection of employees plus enhanced customer service and retention with e learning options.

Job Smart Outcome 5.1.1: First and best recruitment, selection, and retention of valued staff of all ages, diversity, and disabilities.

Job Smart Outcome.5.1. 2: First and best customer service technology supports that create a consistent response to accommodation for disabilities mental, sensory, or physical

Job Smart Asset Value 5. 2:  Providing a first and best solution to access for the deaf at the drive up window.       Example outside ordering accommodation

Drive up by deaf person to outside ordering screen

Digital light board flashes command for each customer asking if they need accommodation. Board directs person to honk horn-alerting staff

Deaf person honks and drives to the customer service window

Customer at service window

Staff turns on American Sign Language and Text screen for accommodation, which begins to sign her speech in American Sign Language. Example:

“We are pleased to serve you. Here is a menu sheet and pencil please checks off your order. I will confirm your order in American Sign Language and let you know how much your order will cost. Thank you for choosing Burger King.

Sheet is passed back in; cost calculated and returns to patron for review of correctness and payment 

 For blind person, traveling as a passenger, the order sheet is in Braille (for those blind that Braille trained (20%) Otherwise, the food is revealed in a text description for the customer. Most times, read by the driver. 

Job Smart Outcome 5.2: Reasonable accommodation ADA, 1990

Goal 6 Communication: Global consistency through all organizational levels

Job Smart Value Asset 6: Job Smart system customizes job descriptions and creates a documentation system (11 forms) that is consistent through all functions of human resource management on a global level. Job titles can be verified and culturally defined from seven competency data bases (knowledge, psychology, biomechanics, sensory, quality, and safety) from a verification document (1) to a final job description (2) from which a custom job application (3) can be posted for recruitment. Interviews (4) can be done consistently by assigning specific lead and prompt questions that directly relate to the essential functions defined by each competency.  Each independent interviewer does scoring. Prescreening (5) is developed from the specific job description competencies to be sent with the person to occupational health practitioners. Ergonomic job analysis (6) completes a job safety analysis from which risk and engineering solutions can be determined. Accommodation (7) and training (8) plans are written. Note: E learning tutorials number over 250. Value and compensation (9) and performance appraisals (10) are developed. Corrective action plans (11) are then developed and operationalized. 

Job Smart Outcome 6.1: Global consistency of human resource management with technological access to data and updates to e learning at any time. 

FFF is a sample client in this Franchise Market.