Your SlideShare is downloading. ×
Employment Project for Union County College
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.


Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Employment Project for Union County College


Published on

  • Be the first to comment

  • Be the first to like this

No Downloads
Total Views
On Slideshare
From Embeds
Number of Embeds
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

No notes for slide


  • 1. UNION COUNTY COLLEGE CONTINUING EDUCATION SIX SIGMA GREEN BELT Spring 2009 Class Using DMAIC Methodology to Optimize the Employment Search Process for Seasoned Professionals during an Economic Downturn M B
  • 2. T he O PTIGON E mployment S ystem “ Keeping Job Seekers on their T O E S ” M B
    • By Ed May
    • The OPTIGON team is pleased to welcome you
      • We appreciate the SSGB project opportunity
      • We are grateful to those who helped us
      • We hope you find value in our work
    • The team is also pleased to welcome
      • Paul Jurmo , ED. D. Dean, Economic Development and Continuing Education, UCC
      • Laura Frazer , M.A., Assistant Dean Continuing Education, UCC
      • Annette Castro , Office Manager / Coordinator of Continuing Education, UCC
      • Eileen Mallor , Industry Business Institute, UCC
  • 5. Thanks to our Subject Matter Experts
    • Mary Burton , Founder, Burton Strategies
    • Elena Collins , Professional Services Group Facilitator, Dover, NJ
    • Gerry Crispin , Principal, CareerXroads
  • 6. Special Thanks as well to
    • Former UCC CE Six Sigma Students:
      • Ciro Casimiro, ASQ CSSBB
      • Shantanu Shee, ASQ CSSBB
      • Ken Smith, ASQ CSSBB
  • 7. Agenda
    • Introduction of Team (by Ed May)
    • Background on Six Sigma & Green Belt course (Ed May)
    • Project Presentation by the Team (Mike et al)
      • PowerPoint Slide Show
      • Hard Copy Hand Out
      • Electronic Documents
      • Project Notebook
    • Feedback from Champion (Ed May)
      • Signed Affidavits for ASQ CSSBB Exam Application
    • Feedback from the Dean (Laura Frazer)
      • Certificates of Completion from the UCC Continuing Education Department
    • Q & A
    • Ed May: Champion, Facilitator
    • Michael Reyman: Team Leader, Gantt Charter
    • Ana Fonseca: Researcher, Scribe
    • Bharat Dalal: Researcher, Power Pointer, Chart Developer
    • Curtis Crumholt: Researcher, Data Analyst
    • Eleni Vittase: Researcher, Notetaker
    • James Cummings: Researcher, Data Analyst
    • Louise Cadorette: Researcher, Timekeeper
    • Simbiat Ajao: Researcher, Data Analyst, Glossarian
  • 9. “ THE TEAM”
  • 10. Ed May - Instructor Ed May is the Faculty Chairperson for the Union County College Continuing Education Certificate Program for LEAN SIX SIGMA. He teaches the Intro to Six Sigma, Intro to Lean Thinking, Six Sigma Green Belt Project, Six Sigma Bridge to Black Belt, Six Sigma Green Belt Exam Prep, & Six Sigma Black Belt Exam Prep courses on the Cranford campus. Ed has supervised several Six Sigma team projects for Union County College, & implemented Lean Six Sigma projects at clients of the UCC Industry Business Institute and elsewhere. Ed is an Adjunct Instructor for New Jersey Institute of Technology, where he teaches courses in Quality Systems Management and Industrial Statistics, and serves on the Engineering Technology Advisory Committee. Ed is an American Society for Quality Certified Six Sigma Black Belt, Quality Engineer, Quality Auditor & Certified Manager of Quality / Organizational Excellence. He teaches Certification Courses for ASQ in North Jersey (some on-site at companies.) Ed spent two decades in the manufacturing industry before establishing his own company, in 2001. Ed has implemented ISO 9001:2000, Lean practices, and Six Sigma at numerous companies in the New Jersey metropolitan area. Before becoming a quality consultant, Ed held various positions in engineering, manufacturing, & quality management in local manufacturing companies. When Ed is not consulting, teaching, or training, he is busy volunteering for his alma maters: Stevens Institute of Technology and the Harvard Business School. Ed lives with his wife and children in Maplewood, NJ, where he is active in community affairs.
  • 11. Michael Reyman Michael Reyman has over 22 years of experience as an Industrial Engineer at United Parcel Service. Michael has held senior level engineering positions throughout the United States for UPS with the most recent being where he was responsible for Manhattan, the Bronx and Westchester County. Michael began working part-time for UPS while obtaining his Bachelors degree in Business Administration from Adelphi University in Garden City, New York.   Michael earned steady advancement through positions of increased responsibility while leading teams to make positive, measurable change to company operations and business results. Michael has managed automated facilities through all phases of planning, construction, opening, and operations, improving processes and performance while maintaining company and governmental standards (ISO, OSHA, NLRB, EEOC).   Michael has worked with UPS’s sales force to provide custom shipping and logistical innovations ranging form inventory control solutions to methods for successfully navigating international customs regulations.   Michael has also led District-level teams through a broad range of cost, service, and performance enhancement initiatives, generating across-the-board improvements that raised each District on the nationally ranked Corporate Balanced Scorecard. Michael’s last District went from the bottom five to the top ten in the Balanced Scorecard and was recognized by UPS’s Board of Directors during a quarterly visit to NYC.   On a more personal note, Michael has recently moved to Swarthmore, Pennsylvania, with his wife, Annette and their three children.
  • 12. Ana Fonseca Ana Fonseca has worked in Quality Control Microbiology groups of Biopharmaceuticals and Pharmaceuticals companies for over seventeen years. She served as a Quality Control Microbiology Supervisor at ImClone Systems, a Biopharmaceutical company dedicated to developing breakthrough biologic medicines in the area of Oncology. Ms. Fonseca was mostly involved with the development, implementation and overlooking the daily activities of the environmental monitoring program established at ImClone. In 2000, when Ms. Fonseca first joined the company she helped design and established a new full functioning Microbiological Laboratory, with all new equipment validated in place, and procedures written and implemented. Previously, Ms. Fonseca worked for Novartis Pharmaceuticals for over a period of ten years, where she served as a senior scientist. She held various positions throughout the years of increased responsibility and expertise, where she developed and performed numerous microbiological assays. Earlier, Ms. Fonseca worked for four years as a Microbiologist at Gibraltar Biological Laboratories. She holds a BS in Biology from Montclair State University and her continued education includes a range of certificates in the areas of Microbiological Control and Validation, Endotoxin assays, Freeze and Freeze Drying of Microorganisms, Mold Identification and Environmental Monitoring. She is currently working in obtaining a Six Sigma Green Belt certification.
  • 13. Bharat Dalal Bharat Dalal holds a Master’s degree in Chemistry from Bombay University in India. He is a pharmaceutical and biotechnology professional with research and development experience across a wide range of functional areas. He had worked for a number of Fortune 500 firms such as Wyeth, Schering and Plough and Enzon, among others. He has held various roles in Research and Development departments. These include drug delivery systems using different technologies such as DNA vaccine, Pegylated protein, Recombinant protein etc. He has received training in project management, quality managements and Lean Six Sigma (green belt). Mr. Dalal has extensive experience in analytical method development, validation, and, pre-formulation. He has worked on different projects in different capacities to meet the objectives of a department. Mr. Dalal has conducted internal and external audits. He has assisted in preparing technical documentation for regulatory and quality compliance requirements. He has obtained extensive training in cGMP, GLP, and GCP. He has prepared SOPs and validation reports as per FDA, EPA, USP, and ICH requirements.
  • 14. Curtis Crumholt Mr. Crumholt has 25 years experience as a “Safety, Health and Environmental” (SHE) professional with an Environmental Engineering (BS) degree and currently pursuing an Occupational Safety and Health (MS) degree. Mr. Crumholt currently serves as the “Manager, Corporate Safety, Health and Environmental” for an international flavor and fragrance manufacturing, aroma chemical distributing company. While engaged in this position, he has learned the virtues of “LEAN” operations and is currently pursuing formal training in “LEAN Six Sigma”, focusing on obtaining certification as a “Green Belt”. Currently, Mr. Crumholt has current certifications as an “Environmental Safety and Health” trainer “CPR/First-Aid” instructor and as a “Safety Executive”. He is also recognized by the Occupational Safety and Health Administration (OSHA) as an “authorized trainer” for instructing specified “Construction Industry” and “General Industry” safety classes. In addition, he previously received certifications as an “Associate Safety Professional” and as a ISO 9001.2001 “Lead Auditor”. Mr. Crumholt’s previous employers include chemical companies, environmental and geotechnical engineering firms and a HAZMAT response company. His duties and roles varied from safety and environmental technician to safety consultant, from industrial hygienist to environmental manager. Mr. Crumholt has demonstrated experience as a “change agent”, improving workplace cultures that resulted in significant reductions in “OSHA Total Recordable Rates” (TRR) and worker’s compensation “Experienced Modifier Rates” (EMR). In addition to the financial savings for his employers, initiatives led by Mr. Crumholt resulted in qualifying to perform works for clients where his company did not previously meet their safety standards and receiving recognition from the Occupational Safety and Health Administration (OSHA) by being awarded a “Safety, Health Achievement and Recognition Program” (SHARP) certification. Along with being a change agent, Mr. Crumholt has also demonstrated experience as regulatory liaison with agencies such as the Department of Transportation (DOT), Environmental Protection Agency (EPA), Nuclear Regulatory Commission (NRC), OSHA and related state agencies. While his clients and employers have been subjected to various regulatory inspections during his career, none of these organizations received citations resulting in fines while he was actively engaged with them.
  • 15. Eleni Vittas    Eleni Vittas is a Global Executive and Business Leader in the Pharmaceutical, Biotechnology and Consumer Healthcare Industries. Eleni specializes in helping companies increase market share by developing profitable new products, reducing expenses and consistently meeting and exceeding company goals. Most specifically, Eleni has turned around companies’ new product pipelines and new product introductions for market leaders such as GSK, Wyeth, Alpharma and Daiichi Sankyo. Products included name brands such as Alavert, Advil, Robitussin, Dimetapp, Centrum, brand and generic prescription products.   Eleni uses her expertise in the Drug Development Process and extensive international background to lead cross-functional scientific and business teams in North America, Europe and Asia to develop and market new products and spearhead complex programs in strategy development and implementation. Most recently, Eleni was Global Drug Development Leader for an $800 million dermatology first-in-class new chemical entity.   Her career has given her deep insight into a broad array of therapeutic areas, including Cardiovascular, CNS, Dermatology, Dietary Supplements, Gastrointestinal and Respiratory.   Earlier in her career, Eleni held various positions in Research & Development, Sales, Marketing and Management including retail, finance and specialty chemicals industries. Eleni earned a master’s and bachelor’s degree in Chemical Engineering from Steven’s Institute of Technology and Lean Six Sigma certification from Union County College.
  • 16. James Cummings   James is a purchasing professional with Fortune 500 experience negotiating and implementing national contracts for materials, supplies and services. He worked at K Hovnanian Companies, a top ten ranked national home builder, for 9 years beginning as an estimator creating construction budgets. Later as an SAP functional consultant he created Variant Configuration code and Master Data Structures and managed the automated costing process. During the last 5 years as National Contracts Manager he developed and managed the process for implementing corporate purchasing agreements across all 25 business units and successfully negotiated contracts that saved the company millions of dollars. Prior to working at K Hovnanian James worked for the Wildlife Conservation Society as a horticulturist. James earned his Bachelor of Science degree in Plant Science at Cook College of Rutgers University.    
  • 17. Louise Cadorette Louise's professional background is rooted in international business. Her 12+ years of progressive experience interfacing with suppliers in the Americas, Asia Pacific and EMEA (Europe, Middle East and Africa) and routine international travel and team work with overseas' staff, have paved the way to her sharp understanding of intercultural communication and etiquette, and her extensive international negotiation skills.  Fluent in French and proficient in Spanish, Louise successfully managed through the language barrier to quickly resolve challenging negotiations and sensitive issues involving stakeholders from diverse cultural background. In her prior position as Director of Global Suppliers for GMAC Global Relocation Services, Louise' responsibilities ranged from project management, process improvement, and procurement to training and quality assurance.  Her portfolio includes successes in creating processes and protocols that improve work flow, productivity and quality, to developing strategies for cost reduction and revenue growth.    As a project manager, facilitator and implementation team leader for the procurement group, she routinely partnered with senior management teams, and internal cross functional teams in the finer applications of GMAC Global Relocation Services' mission to deliver Premier Service to their clients .  Other noteworthy contributions include creative revamping of major processes, such as supplier/consultant communication interface, work flow (integrating technology), implementation of new clients' vendor network and creation and implementation of uniform service scope and service level agreements worldwide.  Louise also distinguished herself by saving clients several hundred of thousand dollars each on supplier cost, while increasing supplier scope and reaching GMAC GRS’ goal of premier service performance.  She also initiated and implemented a referral based contract protocol in a previously non profit position – initiative which contributed to 10% of the supplier based revenue in its first year, and 25% in its second year – exceeding the projected and budgeted revenue by 100% both years.  In earlier phases of her career, namely at L’Oréal USA, Louise's focus was on internal communications, logistics and project management, and contributing to the successful expansion of the Maybelline brand in new international markets.  Louise earned an MBA in International Business from Fairleigh Dickinson University, an MA in Organizational Psychology from Kean University, and a BA in Business with a minor in French from Rutgers University.  She is well trained in the use of the Six Sigma and Lean Thinking tools and methodology for process improvements, and is a member of the American Society of Quality (ASQ).  Louise is also a certified Global Mobility Specialist (GMS) and a member of the Employee Relocation Council (ERC).
  • 18. Simbiat Ajao Simbiat Ajao is a Research scientist with a number of years of experience within the Consumer Product/Cosmetic industry, she recently worked for Schering -Plough Corp as an Analytical Chemist in its Quality Control labs, where she provided analytical support to the Manufacturing and Production Team. She was responsible for conducting and coordinating sample testing’s of all incoming raw materials and packaging components and also conducted safety and GMP audits. Prior to joining Schering-Plough, Simbiat worked for International Flavors and Fragrances Inc. as a Scientist, where she supported the Commercial Research team in creating cost and performance driven technologies for innovative products. Simbiat was responsible for investigating the stability performance of fragrance delivery technologies in various Consumer Product applications such as fabric-care, Laundry care and Hair care. She was recognized for strong analytical expertise and excellent results orientation talent. Simbiat began her industrial experience at Colgate –Palmolive in Piscataway NJ, as Temporary Analyst where she acquired a lot of bench work experience in formulations of products within the Household team and Oral Care team. Simbiat hold a Masters of Science degree in Geochemistry with Specialization in Petroleum, and a bachelor of science in Zoology, and recently obtained a Master Certificate in Project Management. Prior to relocating to the United states, Simbiat worked as an intern for Norsk Hydro Exploration and Production Company in Bergen Norway, and Exxon Mobil in Nigeria.
  • 19.
    • First meeting:
    • Introduce ourselves
    • Share contact information
    • Discuss possible projects
    • Discuss project goals
    • Select DMAIC method
    • Establish a timeline
    • Assign roles
    • Discuss a team name
    • Discuss project documents
    • Confirm the ground rules
    Team Ground Rules
  • 20.
    • Before and After Each Meeting
    • Meeting agenda
    • Purpose of the meeting
    • Whose attendance is required
    • Where to find background materials required
    • Schedule information (time, place, duration.)
    • Minutes of the previous meeting
    • Specific pre-meeting assignments
    • Set up room
    Team Ground Rules (Continued)
  • 21.
    • During Each Meeting
    • Be prepared for the meeting
    • Come to the meeting on time
    • Start the meeting on time
    • Participate in the meeting
    • Keep records of your own work
    • Keep records of the team's compiled work
    • Value the diversity of team members
    • Support the team concept and process
    • Make decisions by consensus of team members.
    • Listen and have an open mind
    • Summarize decisions & plans before ending
    • Continually improve the meeting
    Team Ground Rules (Continued)
  • 22. Course Summary By Ed May
    • Six Sigma Green Belt (60 hrs)
    • Six Sigma Quality is key to success in today’s world.
    • Green Belt employees spend time on improvement teams.
    • These teams use the DMAIC approach.
      • DMAIC
        • D EFINE
        • M EASURE
        • A NALYZE
        • I MPROVE
        • C ONTROL
    • This course gives students the knowledge, skills and experience needed to belong to, or lead, a Lean Six Sigma Process Improvement Team, as a Green Belt .
  • 23. Course Summary
    • Six Sigma Green Belt (60 hrs)
    • This course references the American Society for Quality Six Sigma Green Belt Body of Knowledge, and is taught by an ASQ Certified Six Sigma Black Belt.
    • The course incorporates a project employing basic Lean Six Sigma tools and statistical techniques.
    • Graduates receive a UCC Certificate and may be eligible to sit for the ASQ CSSGB Exam. ( )
  • 24.
    • Definitions – Key words
    Improvements Profits Investments Near Perfection BACKGROUND OF SIX SIGMA
  • 25.
    • Definitions
    • A goal for improvement that reaches near perfection. Sigma Level 6 implies 3.4 defects per million opportunities or a yield of 99.99966%.
    • The first improvement initiative that ties a level of investment to a clear profit return.
    • Six Sigma is a customer-focused, results-oriented approach to business improvement that has emerged in recent years, but is based on old fundamental quality principles.
  • 26.
    • Definitions
    • Six Sigma integrates many time-tested quality tools and techniques, which are packaged to appeal to modern company management.
    • Six Sigma is a business improvement approach that seeks to find and eliminate the causes of defects and errors in manufacturing and service businesses.
    • Six Sigma focuses on outputs that are both critical to customers and offer a clear financial return to the company.
  • 27.
    • Definitions
    • Six Sigma Philosophy has the ultimate stretch goal that all of the critical processes in an organization are at a Six Sigma level of capability.
    • Six Sigma works within other frameworks such as the Baldrige Criteria and ISO 9000.
  • 28.
    • Core Concepts
    • Alignment of
      • Key business processes.
      • Customer requirements.
      • Clear focus on overall strategic objectives.
  • 29.
    • Core Concepts
    • Focus on Corporate Sponsors responsible for championing projects, support team activities, help to overcome resistance to change, and obtain resources.
    • Emphasize such quantifiable measures such as DPMO (Defects Per Million Opportunities) that can be applied to all parts of an organization.
  • 30.
    • Core Concepts
    • Ensure that appropriate metrics are identified early in the process and that they focus on business results, thereby providing incentives and accountability.
    • Provide extensive training followed by project team deployment to improve profitability, reduce non-value added activities, and achieve cycle time reduction.
    • Set stretch objectives for improvement .
  • 31.
    • Core Concepts
    • A Six Sigma Quality Level corresponds to “a process variation equal to half of the design tolerance while allowing for the mean to shift as much as 1.5 standard deviations from the target”.
    1 sigma => forget about it 2 sigma => 69% 3 sigma => 93.3% 4 sigma => 99.4% 5 sigma => 99.98% 6 sigma => 99.99966% or 3.4 in 1,000,000 BACKGROUND OF SIX SIGMA
  • 32. Six Sigma Methodology DMAIC
    • DEFINE the problem and goals for the process.
    • MEASURE the defects and process operation.
    • ANALYZE data and discover causes of the problem.
    • IMPROVE the process to remove causes of defects.
    • CONTROL process to make sure defects don’t recur.
  • 33. DMAIC Project Presentation Module 1 – DEFINE M B
  • 34. Summary Of Tools Employed
    • Project Selection
      • Brain Storming
      • Input from Champion
  • 35. Summary Of Tools Employed
    • Project Definition
      • Business Case
      • Opportunity Statement
      • Goal Statement
      • Project Scope
      • Project Constraints
      • Project Assumptions
      • Meeting Plan
      • Team Ground Rules
      • Meeting Minutes
  • 36. Summary Of Tools Employed
    • Project Scheduling
      • Preliminary Plan
      • Project Plan
        • Gantt Chart
        • Work Breakdown Structure
  • 37. Summary Of Tools Employed
    • Process Understanding
      • SIPOC
      • Process Map
      • Data collection
      • Pareto Diagram
      • Storyboard (PowerPoint)
  • 38. Summary Of Tools Employed
    • Customer Understanding
      • Turn Customer Comments into Requirements
      • Kano Analysis
      • Voice of the Customer
  • 39. Summary Of Tools Employed
    • Project Definition
      • Project Charter
      • Project Title
      • Team Name
      • Project Leader
      • Team Members
      • Stake holders
    DEFINE 
  • 40.
    • Title
    • Business Case, Opportunity Statement, Goal Statement
    • Scope, Constraints, Assumptions
    • Team Roles, Stakeholders
    • Force Field, Cause & Effect
    • Gantt Chart
    • Glossary of Terms
  • 41.
    • Business Case
      • The current economic crisis has made it difficult for seasoned professionals to find meaningful employment.
      • People with college degrees, certifications, and professional expertise are losing their jobs.
      • Those who need or desire a new job are finding that the traditional methods of finding a job do not work very well.
      • "Landing" an equivalent (or better) position is increasingly difficult. It is taking longer to locate positions and earn job offers.
  • 42.
      • Business Case
        • It seems logical that treating the search for employment as a process, and applying the Define-Measure-Analyze-Improve-Control Methodology to that process, should produce better results than what today's seasoned professionals are experiencing.
  • 43.
    • Opportunity Statement
      • Most of the group (7 out of 8) are currently unemployed. Group members, following traditional methods of "Job Hunting", are experiencing long lengths of time to gain employment. This extended period of negative cash flow is resulting in stressful situations for the individual members and their families.
  • 44.
    • Goal Statement
      • To create a process that will allow the individual team members to obtain meaningful employment (employment within a company or self employment) that results in a satisfactory income stream in half the time that the process would normally take. Completion Date: May 2009 (Define-Measure-Analyze- Recommend). Projects results (Improve-Control) will be documented by the Champion by December 2009.
  • 45.
    • Scope
      • The problem is happening world-wide, across the country, among our friends and associates, and among our own group. The scope relates to our own group, but the results could be extrapolated beyond the group.
  • 46.
    • Constraints
      • Length of Course
      • January to May 2009
  • 47.
    • Assumptions
      • Each member actively seeking employment
      • and contributing to group efforts.
  • 48. DEFINE Stake Holder Analysis - Onion Chart Financial Institutions SOCIETY AT LARGE Local Economy FRIENDS FAMILY EMPLOYMENT SEEKER DEPARTMENT OF LABOR
  • 49. DEFINE Communication Matrix What does the Employment Seeker need to communicate to the Stake holders? Communication Stake holders What When How Family Reassure them that the situation is temporary Ask for their moral support Explain that spending cuts may be needed Determine whether others can go to work Explain that unemployment does not equal unlimited free time Initially and ongoing In Person Friends (Network) Let them know you are seeking employment in case they here of an opportunity Explain that certain social functions may have to wait until your employed again Initially and ongoing In Person Phone Internet Department of Labor Notify them of job loss Consult with counselors on training grants Report on job search Attend PSG Initially and ongoing Internet Phone In Person Financial Institutions If necessary approach them about your financial situation As needed In Person Phone Local Community Look for opportunities to open dialogs with local community members such as merchants, neighbors, etc. Initially and ongoing In Person
  • 50.
    • SIPOC
    • Six sigma relies on the SIPOC model to create, monitor, and improve closed-loop business systems for
      • process management
      • process improvement, and
      • process design/redesign.
    • SIPOC can help everyone see the business from an overall process perspective.
  • 51. DEFINE SIPOC DIAGRAM Process/Project Goal: GAP PERFORMANCE IN EMPLOYMENT SUPPLIERS (S) INPUTS (I) PROCESS (P) OUTPUTS (O) CUSTOMERS (C) Member Suitable opportunity Resume writing Employment Group member Suitable employer Improve skill set Job Application Satisfactory Income Family Existing experience DOL Motivation Networking Skilled labor Passion Training Educational Institute Effort Interviewing
  • 52. DEFINE Force Field Diagram EQUI L IBRIUM DRIVING FORCES RESTRAINING FORCES New or Good Opportunity Motivation needed to search for a new job Family Support Career Development Good Stress Economy Bad Stress Family Pressure Salary Compression Competition Human Resources Not enough jobs
  • 53. DEFINE Cause and Effect (Fishbone Analysis) MEMBER NEGATIVE CA$H FLOW MAN MATERIAL METHOD MEASUREMENT MANAGE CAREER MONEY MOTHER NATURE MISCELLANEOUS Not upgrading new skills Negativity Not enough Networking Sending too many resumes Resume mistakes Cover Letters Mistakes Not including cover letters when applying for jobs Not joining professional associations Not updating resume every 2 weeks Multiple channels of influence Not being thought the 7 or 8 different areas in getting a position (PSG) Fewer Jobs Unemployment is rising Companies downsizing Companies are merging Need self assessment Need more referrals (need to be an A player) Need to find jobs through company websites Need to do self reports on online applications Salary Compression is Rising Bad Economy Temporary jobs are rising Competition Businesses are changing, some types of businesses are declining Niche sites (long tail) versus major job boards are growing Companies are hiring from within Companies are using less and less third party recruiters to fill a job posting Need to tell recruiters they only represent you for 30 days Need to tag the job search results page with RSS reader
  • 54. DEFINE Tree Diagram
  • 55. DEFINE Gantt Chart MAYCON                           LEAN SIX SIGMA PROJECT NAME Using DMAIC methodology to optimize the employment search process for seasoned   GANTT CHART TEMPLATE professionals during an economic downturn               Created by Ed May, ASQ CSSBB Copyright 2009 NAME OF PERSON     COLOR CODES:                       TEAM MEMBERS   ALL ALL                 PLANNED TASK   SPONSOR   SP ALL UCC Six Sigma Students     CHAMPION   CH Ed May     TASK BEHIND SCHEDULE   TEAM LEADER   TL Mike Reyman     FACILITATOR   FA Ed May     LATE TASK AFFECTING CRITICAL PATH   GANTT CHARTER   GC Mike Reyman     TIMEKEEPER   TK Louise Cadorette     ADDED TASK   SCRIBE   SC Ana Fonseca     NOTE TAKER   NT Eleni Vittase     DELETED TASK   GLOSSARIAN   GL Simbiat Jao     DATA ANALYST   DA1 Curt Crumholt     ONGOING TASK   DATA ANALYST   DA2 James Cummings     DATA ANALYST   DA3 Bharat Dalal     TASK IN PROCESS   DATA ANALYST   DA4 Simbiat Jao     CHART MAKER   CM1 Louise Cadorette     COMPLETED TASK   CHART MAKER   CM2 Curt Crumholt                           CHART MAKER   CM3 James Cummings CHART MAKER   CM4 Ana Fonseca CHART MAKER   CM5 Simbiat Jao CHART MAKER   CM6 Eleni Vittase POWERPOINTER   PP Bharat Dalal Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 WHO 26-Jan 29-Jan 2-Feb 5-Feb 9-Feb 12-Feb 16-Feb 19-Feb 23-Feb 26-Feb 2-Mar 5-Mar 9-Mar 12-Mar 23-Mar 26-Mar 30-Mar 2-Apr 6-Apr 9-Apr                                                       DEFINE                                               Project Definition                                               Formalize Project Team ALL                                             Assign Roles and Responsibilities ALL                                             Write Business Case ALL                                             Write Opportunity Statement ALL                                             Write Goal Statement ALL                                             Formalize Charter TL                                                                                                 MEASURE                                               Picturing the Data                                               Draw Pie Charts CM4                                             Draw Time Series Plots, Run Charts, Trend Charts CM4                                             Create Dot Plots or Equivalent CM6                                             Plot Histograms DA3                                             Employ the Normal Curve CM1                                             Draw Box and Whisker Plots CH                                                                                                 ANALYZE                                               Analyzing Data                                               Conduct Data Analysis DA3                                             Conduct Process Analysis DA1                                             Conduct Process Value and Time Analysis DA2                                             Analyze Statistical Process Control Charts DA4                                                                                                 IMPROVE                                               Generate Creative Solutions                                               Assumption Busting ALL                                             Force Field CM6                                             Impact / Effort CM3                                             Tree Diagram for Solution Development CM1                                                                                                 CONTROL TOOLS                                               Control Plan                                               Set Up Process Dashboards CM6                                             Set Up Balanced Scorecard CM1                                             Standardize on the New Methods DA1                                             Set up ongoing Process Control DA2                                                                                              
  • 56. DEFINE
    • Affinity diagram -A management and planning tool used to organize ideas into natural groupings in a way that stimulates new, creative ideas (usually gathered during brainstorming activity
    • Brainstorming ­- A technique used by teams to generate different ideas on a particular subject
    • Career- A sequence of jobs held during a person's work life.
    • Coaching/Counseling - (work coaching) is a method used by managers and supervisors to provide positive or constructive feedback to employees to help them continue excellent performance or identify ways to improve performance.
    • Cause/effect diagram- A cause and effect diagram is a visual tool used to logically organize possible causes for a specific problem or effect by graphically displaying them in increasing detail. It helps to identify root causes and ensures common understanding of the causes. It is also called an Ishikawa diagram.
    • Charter –A written statement commitment approved by management stating the scope of authority for an improvement project or team.
    • Economic Downturn- An extended decline in a nation's economic activity. The consequences typically include increased unemployment, decreased consumer and business spending, and declining stock prices.
    • See project binder for complete glossary terms.
  • 57. DEFINE Kano Analysis Kano Diagram
  • 58. DEFINE Summary Of Tools Employed
    • Checklist (TOLL GATE)
    • SIPOC Diagram
    • Force Field Diagram
    • Cause & Effect Diagram
    • Tree Diagram
    • Gantt Chart
  • 59. Module 2 – Measure M B
  • 60. If you can’t measure a process, you certainly cannot make it better!!! MEASURE
  • 61.
    • Process Definition
      • Measurement Planning
      • Critical To Quality (CTQ)
      • Operational Definitions (Glossary)
      • Sampling
  • 62.
      • Process Capability
      • Sigma Calculation
      • Tracking Variation
      • Metric definition
      • Enumerative Statistics
    MEASURE Tools Employed
  • 63. MEASURE Trend Graph
  • 64. MEASURE Column Chart
  • 65. MEASURE Column Chart
  • 66. MEASURE Column Chart
  • 67. MEASURE Team Composite <----------------------------------------- Category -----------------------------------------> 1 2 3 4 5 6 Age Education Employment Specialty Certificates Unemployed Years Years Years Years Number Months 53 18 20 18 0 4 46 18 23 20 0 12 44 16 18 12 6 12 45 16 25 9 2 12 44 16 23 23 2 9 40 21 15 10 2 3 44 16 20 12 2 12 39 14 10 6 2 8 Sum 355 135 154 110 16 72 Mean 44.38 16.88 19.25 13.75 2.00 9.00 Median 44 16 20 12 2 10.5 Mode 44 16 20 12 2 12 Range 14 7 15 17 6 9 Variance 17.98 4.41 23.91 35.05 3.42 13.99 Std Dev 4.24 2.10 4.89 5.92 1.85 3.74 plus 3 Sigma 57.10 23.18 33.92 31.51 7.55 20.22 minus 3 Sigma 31.66 10.58 4.58 -4.01 -3.55 -2.22 Minus 3 sigma less than zero implies Zero 35 24 18 14 5 4
  • 68. MEASURE Team Composite   Age Education Employment Specialty Unemployment Number of     (Years) (Years) (Years) (Months) Certificates               Mean 44.375 16.875 19.25 14.5 9 2 Median 44 16 20 12 10.5 2 Mode 44 16 20 12 12 2
  • 69.
    • Process Baseline Estimates
      • Histograms
      • Box and Whisker Plots
    MEASURE Tools Employed
  • 70. MEASURE Histogram
  • 71. MEASURE Box-and-Whisker Data OPTIGON CONSULTING TEAM COMPOSITE Number Gender Age Education Employment Specialty Certificates Unemployed 1 thru 8 M or F Years Years Years Years Number Months Min 39 14 10 6 0 3   40 16 15 9 0 4 Q 1 42 16 16.5 9.5 1 6   44 16 18 10 2 8   44 16 20 12 2 9 Median 44 16 20 12 2 10.5   44 16 20 12 2 12   45 18 23 18 2 12 Q 3 45.5 18 23 19 2 12   46 18 23 20 2 12 Max 53 21 25 23 6 12 IQR 3.5 2 6.5 9.5 1 6
  • 72. MEASURE Box-and-Whisker Plots             AGE                                                 EDUCATION                                         EMPLOYMENT                                                             SPECIALTY                                                       CERTIFICATIONS                                           UNEMPLOYED                             0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54
  • 73. Module 3 - ANALYZE M B
  • 74. “ Make a habit of discussing a problem on the basis of the data and respecting the facts shown by them.” - Kaoru Ishikawa ANALYZE
  • 75. Mind Map ANALYZE
  • 76. Candidate submits resume to recruiter Candidate interviews with recruiter Recruiter reviews existing opportunities with candidate Candidate chooses to pursue opportunity Recruiter submits resume to hiring manager No Yes Hiring manager chooses to interview candidate Candidate interviews with hiring manager No Recruiter reports interview results to candidate Candidate is selected to continue interview process No Candidate interviews Yes Candidate lands job Yes Candidate selected as new hire Recruiter negotiates salary and benefits Yes No ANALYZE Recruiters’ Process
  • 77. Self Assessment - Tests to review skills, interests, needs, goals, personality - Education Goals
    • Resume and Cover Letter Development
    • - Update Resume(s)
    • Create Cover Letter
    Land Job Yes/No Build/Enhance Skills Recommend and Sponsor: - Short Term training - Obtaining (new) diploma - Apprenticeship No Yes
    • Effective Job Search
    • - PSG Networking
    • - PSG Training
    • Web based job bank
    • Interview Preparation
    • Strategies
    • Training: Mock Interview
    ANALYZE Department of Labor Process Networking Attend PSG sessions -on site networking -recommendations for off site networking Explore Career Options - Industry search website - Retraining options - Self employment - Informational interviews
  • 78. Self Assessment - Tests to review skills, interests, needs, goals, personality - Personal Consultant
    • Resume & Self Marketing Plan
    • - Update Resume(s)
    • Create Cover Letter
    • Create 30 sec intro
    • Create business card
    Land Job Yes/No Build/Enhance Skills Recommend: - Short Term training - Professional training No Yes
    • Effective Job Search
    • - Networking
    • Web based job bank
    • - Web learning tool
    • Interview Preparation & Negotiation strategies
    • -Strategies
    • Training: Mock Interview
    • Web learning tool
    • -Personal Consultant
    ANALYZE Outplacement Firm Process Networking -On site networking -Web based networking -Recommendations for off site networking
    • Explore Career Options
    • - Industry search website
    • - Self employment
    • Informational interviews
    • - Personal Consultant
  • 79. Registration Candidate registers with network such as LinkedIn and builds a personal profile (e.g. resume, bio, goals) Understand Candidate familiarizes self with browser to utilize all available resources Networking Search and send invitation to professionals, classmates, Colleagues (former) and/or requests to join groups or organizations Invitation Accepted Yes/No Building Network Add connection(s), and browse new connections’ network No Yes Establish Communication Share your information Ask for a recommendation Other Resources Utilized other resources such as message board, job posting, help wanted and professional link Expand Networking Group Contact people form other groups and send invitation ANALYZE Web Based Networking Process
  • 80. Self Assessment - Tests to review skills, interests, needs, goals, personality
    • Resume & Self Marketing Plan
    • - Update Resume(s)
    • Create Cover Letter
    • Self Training
    • - 30 second commercial
    Land Job Yes/No Build/Enhance Skills - Access to role playing with seasoned professionals in six different depart. for a minimum of 4 hrs weekly No Yes
    • Effective Job Search
    • - Networking
    • Web based job bank
    • Interview Preparation
    • - Strategies
    • Training: Mock Interview
    ANALYZE Professional Service Group Process Networking - On site networking - Recommendations for off site networking Explore Career Options - Group and Self Training - Career Assessment assistance
  • 81. ANALYZE Processes Comparison Department of Labor Outplacement Recruiters *Professional Service Group Re c o mmen d e d S t r a t e g i c S t e p s Self Assessment - Tests - Coaching - Library - Tests - Coaching - Minimum - Minimum Resume Development & Cover Letter - Templates - Coaching - Templates - Professional Consulting - Minimum - Group & Self training Self Marketing Plan See * PSG - Template - Professional Coach - Minimum - Self training Explore Career Options - Industry search website - Retraining options - Self employment assistance - Informational interviews - Career consulting - Self employment coaching - No Recommendation - Career Assessment Assistance Skill Building Recommend and Sponsor: - Short Term training - Obtaining (new) diploma - Apprenticeship Recommend - No Recommendation - Role playing within six different depart. for a minimum of 4 hrs weekly. Networking Strategies See * PSG - On site networking - Web learning tool - Professional Coach - Minimum - Connect with employers - Connect with other networking groups Effective Job Search - Web Learning tool - Job Bank - Networking (*PSG) - Web learning tool - Job Bank - Networking - Recruiter searches - Minimum Interview Strategies - Web materials - Web learning tool - Mock Interviews - Professional Coach - No Coaching. Recruiter will give high level info - Mock Interviews Negotiation Strategies - Web materials Professional Coaching/Consulting - Recruiter negotiates on behalf of parties - Group training
  • 82.
    • Analyzing Data and Investigating Causes
      • Mind mapping
      • Data Analysis
      • Process Analysis
    ANALYZE Summary Of Tools Employed
  • 83. Module 4 - IMPROVE M B
  • 84. “ Most people would rather live with a problem they can’t solve, than accept a solution they can’t understand.” - R.E.D. Woolsey and H.S. Swanson IMPROVE
  • 85.
    • Generate Creative Solutions
      • Impact / Effort
  • 86. IMPROVE High Level Process Map for Employment Search Self Assessment Resume Review & Optimize Create a Marketing Plan Explore Career Options & Define Targets Networking (Multi Channels) Interview Strategies Application Process Conduct Effective Job Search Get Hired Negotiation Strategies Build (New) Skills
  • 87. Effort Impact IMPROVE Impact and Effort Analysis Do Nothing Networking Recruiters (multiple) PSG LOW MEDIUM HIGH LOW Career Counseling Newspaper Ads Cold Calling Professional Associations Internet Career Center Job Fair Join Organization Recruiter Referrals
  • 88.
    • Implement (Recommend) Improvement
      • Flowcharts
      • Redefining Process Flow
      • Defining the New Process
      • Process Maps (add new map)
      • Force Field
    IMPROVE Summary Of Tools Employed
  • 89. Module 5 - CONTROL M B
  • 90. CONTROL
  • 91. CONTROL PLAN Title: Obtain and Maintain Meaningful Employment That Results in Satisfactory Income Stream Control Plan For: Optigon Consulting Job Seeker Team Members: Michael, Ana, Bharat, Curt, Eleni, James, Louise and Simbiat Page: 1 of 4 Original date: 04-30-09 Contact Person: Ed May Revision Date: 05-01-09 Process Sub process Steps Key Input Variable (X) Key Output Variable (Y) Measurement Technique Frequency Person Responsible for Measurement Control Method Reaction Plan Obtain and maintain a source of income Be proactive Do not procrastinate Measurable activity Visual Action Taken Daily Self Refer to checklist of actions taken N/A Develop a Network Meet new people Develop a contact list Number Weekly / monthly Self Refer to LinkedIn and other Networks – see list Ask a friend to introduce you to another friend Show enthusiasm and interest in all of the job duties Become involved in committees / projects Help the company become successful Number of committees or projects involved Daily Self Keep a list Talk to upper management to let them know your interest
  • 92. Title: Obtain and Maintain Meaningful Employment That Results in Satisfactory Income Stream CONTROL PLAN Control Plan For: Optigon Consulting Job Seeker Team Members: Michael, Ana, Bharat, Curt, Eleni, James, Louise and Simbiat Page: 2 of 4 Original date: 04-30-09 Contact Person: Ed May Revision Date: 05-01-09 Process Sub process Steps Key Input Variable (X) Key Output Variable (Y) Measurement Technique Frequency Person Responsible for Measurement Control Method Reaction Plan Obtain and maintain a source of income Pay attention to telephone and e-mails etiquette Respond to calls or e-mails the same day or next day Become trustworthy and respected File Daily Self See file answered e-mails and phone calls Automatic response e-mail or phone message when absent. When unable to follow the etiquette, explain the reason why. Recognize opportunities to increase skills New software, how to operate a new piece of equipment New skills, become more marketable The skills obtained Daily, weekly, or monthly Self Update resume Find work areas that interest you and you can learn more about it Do more than what is expected Volunteer to help a coworker or ask to help on new projects Be recognized for your teamwork and initiative Reviews (mid and year-end) Daily Self Management or coworker feedback N/A
  • 93. Title: Obtain and Maintain Meaningful Employment That Results in Satisfactory Income Stream CONTROL PLAN Control Plan For: Optigon Consulting Job Seeker Team Members: Michael, Ana, Bharat, Curt, Eleni, James, Louise and Simbiat Page: 3 of 4 Original date: 04-30-09 Contact Person: Ed May Revision Date: 05-01-09 Process Sub process Steps Key Input Variable (X) Key Output Variable (Y) Measurement Technique Frequency Person Responsible for Measurement Control Method Reaction Plan Obtain and maintain a source of income Keep track of your accomplishments Be aware of all the work you do Ability to write on reviews all the work you did during the year. Itemize in a word document Weekly or monthly Self Update resume, write self reviews Remember the role you played on the work you did Blow your own horn Ensure upper management and coworkers know all the extra work you do Be recognized for all the work you do Send out e-mails letting upper management and coworkers know when you do extra work As needed Self Keep file for mid and year-end reviews Just remember don’t let others out shine you Evaluate career path Past, present and future Clear path to career goals N/A Yearly Self N/A Act on set goals
  • 94. Title: Obtain and Maintain Meaningful Employment That Results in Satisfactory Income Stream CONTROL PLAN Control Plan For: Optigon Consulting Job Seeker Team Members: Michael, Ana, Bharat, Curt, Eleni, James, Louise and Simbiat Page: 4 of 4 Original date: 04-30-09 Contact Person: Ed May Revision Date: 05-01-09 Process Sub process Steps Key Input Variable (X) Key Output Variable (Y) Measurement Technique Frequency Person Responsible for Measurement Control Method Reaction Plan Obtain and maintain a source of income Don’t be afraid to ask for help Ask family, friends, coworkers or upper management A more balanced and not stressed individual N/A As needed Self N/A Be aware of stressful situations and unhappiness, react by talking to family and close friends Be friendly and don’t take anything to heart Socialize with upper management and coworkers Reap the benefits of friendship How many friends made at work Daily Self Address book Take a breather and don’t react on instant Maintain an appearance that is appropriate for the workplace Business casual Look professional Self check and awareness Daily Self Shop specifically for work attire and ask for opinion Always be prepared, accidents happen
  • 95. The Six Sigma Green Belt Team SPECIAL THANKS TO: Ed May and to all the people that contributed to our project and future successes. THANK YOU