People create results. Involving all employees is essential to Job Smarts quality approach. Job Smart is committed to providing opportunities and incentives for employees to focus their talents and energies on satisfying customers. Job Smart’s System is a master of managing cultural change and people issues carefully. “Creating change means being clear with people what competencies are valued from the start of the project”, says Dr. Kearney. To implement Six Sigma, you need people who have the passion and the knowledge to make change happen.  Competency based job descriptions guarantee a great foundation.  How?

      First ,each employee knows exactly what is expected in each competency area.

      Second, training is directly linked to a baseline of competencies. Training builds excellence.

      Third, strong like minded teams learn that clear communication creates a call to action.

      Finally, motivation is clearly defined by feedback loops, performance objectives and rewards.

Job Smart finds the leaders and grooms the actions. Training promotes the team process of analytical feedback as corrective action. As feedback is being passed back up through the representatives to the CEO and being acted on, employees get on the side of change and make excellence happen.  For a Six Sigma system to be successful, every single person must support it. Job Smart lets competencies shine. It does not settle for anything less.

• Job Smart System recruits,  selects, and retains employees with confidence EXAMPLE Black Belt Level
• Knowledge Competencies and Interview Questions :
• Knowledge competency: Business Acumen. Business knowledge & the ability to display the linkage between projects & desired business results.
• Interview Question: How have you managed projects to make the company stronger competitively and financially?
• Knowledge Competency: Project Management. Knowledge of fundamentals of balancing a projects scope, requirements, resources, timeline, and variance perspectives.
• Interview Question: How do you create a time line for projects?
• Psychological Competencies  and Interview Questions :
• Psychological Competency: Customer Advocacy. Ability to readily communicate the understanding that customers are always the recipients of processes, and that customers (both internal and external) are always the final judge of product or service quality.
• Interview Question: Do you believe that customer needs are the key to process improvement. Can you tell me how eliminating process variation is a key to business improvement?
• Psychological Competency: Enthusiasm Ability to be self-motivated with initiative and a positive attitude. Interview Question: Can you describe a work situation in which your leadership was required to overcome tough times on project? How did you persevere?
• Psychological Competency: Change Leadership. Demonstrated performance as a change agent in the past, regardless of their job duties.
• Interview Question Changing the organization and how business is accomplished may upset employees. How would you as a change agent and change leader have a way of accomplishing positive change while engendering support for the change?
• Psychological Competency: Communication. Effective communication skills in roles such as trainers, coaches, and mentors.
• Interview Question: Can you understandably speak to all audiences (from shop floor employees to executive management).
• Interview Question: Do you understand the various needs of audience members and can tailor the message to address their concerns?
• Psychological Competency: Team Player and Leader. Ability to lead, works with teams, be part of a team, and understands team dynamics (forming, storming, norming, performing ).
• Interview Question: How would you effectively lead a team?
• Interview Question: Would you characterize your skills as able to get along with people, have good influencing skills, and motivate others.
• Psychological Competency: Motivational strategies for varied personalities intrinsic versus extrinsic
• Interview Questions: How do you motivate yourself?
• Interview question: Do you enjoy your job? How would you motivate a team? Is fun a reward?
• Biomechanical Competency and Interview Question 
• Biomechanical competency:  Ability to life and carry and place samples that weigh 29 pounds.
• Interview Question: Can you lift, carry, and place a 29 pound bundle of product?
• Sensory Competency and Interview Question
• Sensory competency: Vision that is capable of discriminating shades of color in the same hue.
• Interview Question: Can you distinguish all primary colors? Shades in the same hue?
• Quality Competency and Interview Question
• Quality Competency Technical Aptitude:  Ability to collect and analyze data for determining an improvement strategy within the principles of six sigma. Demonstrated technical aptitude for computer/software literacy in excel and analytical skills.
• Interview Question: Do you have software and hardware skills to do statistical analysis such as analysis of variance?
• Safety Competency  and Interview Question
• Safety Competency: Ability to understand results oriented safety to perform and produce tangible financial results in the prevention of occupational illness and injury for the business.
• Interview Question: How would you assess the safety concerns of people regarding chemicals used in the production process?

JOB SMART SYSTEM IS A synergistic HUMAN FACTORS GUIDANCE SYSTEM TO SIX SIGMA QUALITY.