Tom Borie is the founder and principal consultant of Values Alignment Solutions, LLC, a human resources management consulting firm. The firm provides various HR consulting services, such as strategic HR planning, employee engagement and culture transformation, competency-based systems, and training programs. It takes a holistic approach to values alignment within organizations using its proprietary VAS 3.7 system, which involves assessing values and competencies, identifying talent, measuring engagement, and monitoring performance. The goal is to align and engage people to achieve extraordinary performance through shared values.

1. Tom Borie
Founder and Principal Consultant
We Value…
Extraordinary Performance
and Transformational Results
Aligning and engaging people to achieve
extraordinary performance and results through shared values©
Values Alignment Solutions, LLC. www.valuesalignmentsolutions.com 256-735-8820

3. VAS Consulting Services
Human Resources Management
• Strategic and Tactical HRM • Union Avoidance
• HR Analytics • Union-Free Work Environment Training
• Structure and Alignment • Positive Employee Relations
• Employee Engagement and Culture • Team Building
Transformation • Change Management
• Diversity and Inclusion • Open Communication Systems
• Compensation and Benefits • Coaching, Counseling and Corrective
• Reward and Recognition Action and Help Chains
• Goal and Gain Sharing • Fair Treatment Process
• Recruiting and Staffing • Conflict Resolution
• Workforce Planning, Workforce and
Economic Development
• Peer Review Panels
• Collaborate with Workforce Investment Act • Legal Compliance (State/Federal)
(WIA) Career Centers (AIDT and UT-CIS, etc.) • Handbooks, Policy and Procedures
• On-boarding and Assimilation • Assessments, Audits and Surveys
• New Hire Orientation • Focus Groups and Action Plans

4. VAS Consulting Services
Competency-Based Systems (Safety, Quality and Productivity)
Competency-Based Systems Safety, Quality and Productivity
• Job Descriptions • Performance Management
• Functional Analysis, • Behavior-Based Safety
• Essential Job Functions • Quality Systems (ISO/QS/TS)
• Span of Control • High Performance Work Teams
• Pre-Hire Assessments (WorkKeys, DDI, (SQDCM)
SHL, Profiles Int’l. DiSC and Lominger) • Balanced Scorecards (CSF/KPI’s)
• Behavior-Based Interviewing and • Toyota Production System (TPS)
Selection • Training Within Industry (TWI)
• Talent Management • Lean Manufacturing
• Mentoring and Leadership • Six Sigma
Development • Standardized Work
• Training and Cross-training • Problem Solving
• Skills Assessment and Skill Building • Continuous Improvement

5. VAS Consulting Services
Training and Development
Who We Are Counts (WWAC) Training Within Industry (TWI)
Who We Are Counts® Human Relationship The TWI modules are based on resolving
Training and Leadership Development begins current issues through being shown, told,
with a 12 hour course that provides the basic practiced, and reinforced by supervisors.
principles and concepts of behavioral styles,
the identification of styles and value systems, The TWI program utilizes the 4J process (Job
and how that knowledge can help create more Relations, Job Instruction, Job Methods and
productive interpersonal relationships, Job Safety) which generates significant skill
improve communication and enhance advancement that can be easily and
productivity. immediately implemented on-the-job through
a "learn-by-doing" approach that is practical
The program continues with the Who We Are and effective.
Counts® Application Series which reinforces
the basic principles of the program and Each lesson is designed for students to
applies them to specific business needs. These prepare, present, apply and test in simple
are 4 hour modules delivered on a quarterly language to ensure clear transfer of
basis including: Values, the selection process, information and principles. We teach TWI in
performance management, teambuilding, four to five half-day classroom sessions where
conflict resolution, managing stress, sales and concepts are developed, applied with on-site
customer service. coaching that minimize time away from work.

6. Values Alignment Solutions
VAS takes a systems approach to values
alignment by integrally designing VAS3.7 ©
Values Alignment System.
VAS 3.7 © creates value for people in any
organization and corrects human capital
issues that are caused by misalignment.

7. Overview of the Process and Tools
VAS 3.7 *Tools: iCARE Plans, Q15, PDP, CIP and TLR
Alignment Engagement Transformation
VAS 3.7 Values Manager Decision-Making Talent and Dev. Plans Focus
Alignment Strategy and Self Matrix Leadership Profiles on both Strengths
Mission, Vision & Goals Evaluations (Q15 Engagement and Review and Dev. Areas
(Set Targets) (iCARE Plans) Survey and 9-Box) (TLR) (PDP/CIP)
Determine Identify Determine Gap Assess
Competencies Key Talent and between Organizational Monitor & Track
For Key Functions and Leadership Actual Performance Risks Employee’s
Positions to Maximize Candidates & (Behaviors and Results) and Develop Performance and
Business Results Assess Against and Required Strategies Development
(ROI/ROC) Competencies Competencies (Set Targets)
Process Process Implementation Process
Design Management
*Tools: iCARE Plans (Performance and Development) Q15 Engagement Survey, PDP=Performance, Development and Potential, CIP=Care Improvement Plans TLR=Talent, Leadership Review

8. 3 Phase HCM Strategy
Organizational and Individual Excellence
Organization Development (OD) Performance, Development
and Change Management (CM) and Potential (PDP)
Phase 1 Phase 1
Phase 2 Phase 2
Logo Logo
Phase 3 Phase 3
Vision Guided, Values-Driven Human Capital Management

9. 3 Phases: Growth and Multiplication
7 Stages: Cycle of Perfection and Completion
Alignment 1 Strategy
This is an example
VAS 3.7 ©
1. Org. Design/Re-design
text. Go ahead and
1 2. SWOT/PEST Analysis
replace it with your
3. iCARE Plans/CSF/KPI 2 Structure
own text.
4.VA/ WWAC/TWI/LEAN
System
3 Structure
Engagement
1. Engagement Survey
2. Focus Groups
4 Shared Values
2 3. Change Management
and CM Action Plans
5 Staff
Transformation
1. PDP/TLR Calibration 6 Style / Culture
and Succession Plan
3 2. Care Improvement
Plans (CIP) 7 Skills
*VA=Values Alignment, SWOT=Strength, Weakness, Opportunities, Threats, PEST=Political, Economic, Social, Technological, CSF=Critical Success Factors, KPI=Key Performance Indicators,
*WWAC=Who We Are Counts, TWI=Training Within Industry, PDP=Performance, Development and Potential, TLR=Talent, Leadership Review, CIP=Care Improvement Plan

10. OD/CM (Organizational Effectiveness)
Organizational Development and Change Management
Phase 1 3 Phases
Phase 1: Alignment
Phase 2 Align people with the organizations
values, mission and vision which lead
people to understand and care about
each other and their productivity
Logo
Phase 2: Engagement
Engage people with the organizations
goals and objectives. Accept and
Phase 3 leverage each others strengths and
opportunities
Phase 3: Transformation
People in the organization are
transformed through appreciating each
other and encouraging excellence

11. VAS 3.7 © OD/CM Process
Organizational Development and Change Management
PHASES PHASE 1: PHASE 1: PHASE 2: PHASE 2: PHASE 2: PHASE 3: PHASE 3:
1-3 1.Clarify the Top 1. Organization Complete 1. Administer 1. Initiate 1. Execute Review
Leaders Values, Design/Re-Design: The “Who We Q15 People Change Change ROI/ROC
Critical Success 2. Functional Are Counts” Engagement Management Management
Fctors, Current Analysis and (WWAC) Survey, Report Teams: Action Plans & 7
State and Future Essential Job Human and Analysis. 2. Develop CM 2. Care
State (desired Functions Relationship 2. Facilitate Action Plans Improvement
outcomes) 3. Span of Control and Leadership Focus Groups 3. Write Care Plans (CIP)
2.Human Capital Ratios Development to brainstorm Improvement WWAC
and Values 4. Start Team Basic Principles and suggest Plans (CIP) Module #3
Assessment. Building through and Concepts improvement 6
3. SWOT, PEST iCARE Plans, TWI Training opportunities
and Gap Analysis. and “Who We Are
4. Set Targets Counts” (WWAC) WWAC
Training 5 Module #2
STAGES 1 2 3 4 WWAC
1-7 Module #1
Integrate WWAC with Job Relations, Instruction, Safety and Methods Training
Alignment Engagement
Day 1 1st Qtr. 2nd Qtr. 3rd Qtr. 4th Qtr.

12. People-Driven Solutions
Once the Organization Development and
Change Management strategy has been
initiated, VAS 3.7© accelerates performance
and results by aligning and engaging the
organizations most valuable asset. People!
People who are driven to care about each
other, their productivity and potential.

13. PDP
Performance, Development and Potential (PDP)
Phase 1
3 Phases
Phase 1:
Establishing Leadership Expectations
Phase 2 around the values, character and attributes
that leaders are expected to have to set an
example, mentor and develop people
Phase 2:
Logo Leadership Assessment and Selection
based on competency, demonstrated
performance (behavior and results), potential,
role and organizational fit
Phase 3
Phase 3:
Leadership Measurement and Development
to improve leadership capabilities based on
opportunities identified in leadership
assessments; coaching, mentoring and role
expansion (special assignments are critical
components of leadership development)

14. iCARE Plans© (2 Perspectives)
Performance Reviews and Development Plans
Performance Development
1 2
Competency Character
Action Attributes
Results Relationships
Excellence Experience
Customized Performance Reviews and Development Plans
(Measure, Rate, Report and Feedback Systems that meet EEOC Guidelines):
Critical Incidents Method (CIM), Behaviorally Anchored Rating Scale (BARS),
Behavioral Observation Scale (BOS), Management By Objectives (MBO),
Graphic Rating Scales (GRS) and Forced Ranking Method (FRM)

15. Integrating VAS 3.7 © into Lean
Building and Sustaining a Continuous Imrpovement Culture

16. VAS 3.7 © PDP Process
Performance, Development, Potential / Talent, Leadership Review
PHASES PHASE 1: PHASE 1: PHASE 2: PHASE 2: PHASE 3: PHASE 3: PHASE 3:
1-3 1. Establishing Complete 1. Leadership 1. Midyear 1. Midyear Setup Year-end
Leadership The “Who We Assessment. Performance Talent Candidate PDP/TLR
expectations, Are Counts” Identify key Reviews Leadership Slates
(iCARE Plans for (WWAC) Human positions and (PDP). Review (TLR) iidentifying
Performance and Relationship key talent 2. Talent and and potential, 7
Development) and Leadership 2. Setup Leadership calibration. readiness and
2. Define Talent Development Talent and Assessment, 2. Begin Succession
and Leadership Basic Principles Leadership Selection and feedback, Plan WWAC
Assessments and Concepts Profiles Development coaching , Module #3
and Training counseling
Development and
6
needs mentoring
3. Set Targets WWAC
Module #2
5
STAGES 1 2 3 4 WWAC
1-7 Module #1
Integrate WWAC into Job Relations, Instruction, Safety and Methods Training
Alignment Engagement Transformation
Day 1 1st Qtr. 2nd Qtr. 3rd Qtr. 4th Qtr.