2. What is Alabama E3?What is Alabama E3?
Collaboration among 25 local and state
government, federal agencies, utility companies,
associations, non-profits, and manufacturers
working together to promote sustainable
manufacturing
3. Alabama E3: Mission and GoalsAlabama E3: Mission and Goals
Help make manufacturers more profitable and
sustainable by implementing efficiencies,
eliminating energy and other wastes, reducing
costs, and driving growth through innovation
Reduce environmental impact of companies
Improve regional economies by adding and
retaining jobs
Enhance communities by attracting new
manufacturers and other businesses
4. What Does E3 Stand For?What Does E3 Stand For?
Economy - process improvements to allow
companies to make more output using less inputs
Energy - practical energy savings by smarter use
of resources such as lighting, compressed air, use
of motors and belts, steam, and electricity
Environment - conscious efforts to reduce
organization’s environmental burden by decreasing
greenhouse gas emissions (carbon footprint),
recycling, and responsible waste handling,
reduction, and prevention
5. ApproachApproach
Develop a Strategic Lean/Clean Value Stream Map or Waste Stream
Map to develop a sustainability implementation plan
Detailed assessment of opportunities
Production System assessment based on Lean principles
Environmental assessment
Energy assessment
Safety assessment
Pull in partners to provide resources based on needs identified in the
assessments
Train workforce in necessary skills to achieve implementation plan
Conduct continuous improvement events to carry out the
implementation plan
Conduct Innovation Engineering Jump Start, as appropriate.
Partnership collaborates to minimize costs of activities
6. 1) Assessment Tools1) Assessment Tools
Greenhouse Gas Calculator
Pollution Prevention Tools
Safety Assessment
Lean Assessment
Energy Best Practices Audit
Industrial Assessment Center
Lean and Green VSM
Waste Stream Mapping
DOE Software Tools
ePEP
7. 2) Workforce Development2) Workforce Development
Assessment uncovers training needs
Practical Energy/Best Practice
Industrial Maintenance Training
Purdue University Green Enterprise
Leadership Training
Rapid Improvement Workshops
Management Systems
Lean Training
Quality Training
Safety Training
8. 3) Waste Reduction Implementation3) Waste Reduction Implementation
Lean and Green VSM
Waste Stream Mapping
• Technical Assistance for Capital Projects
• Rapid Improvement Workshops
• Suggestion Programs
• Six Sigma Projects
• Energy Treasure Hunts
• Energy Kaizen Events
• Total Productive Maintenance (TPM)
• Right-size Equipment
• Plant Layout and Flow
• Standard Work, Visual Controls, and Mistake Proofing
9. Partner EngagementPartner Engagement
Generation Partners (AL Power and TVA)
Source of technical know-how
Technical Assistance Center
Identify incentives that exist
Energy training
Alabama Industrial Assessment Center (AIAC)
Assessments
Training
Alabama Technology Network
Assessments
Training
Implementation
Waste Reduction And Technology Transfer (WRATT)
Foundation
Training
10. Partner EngagementPartner Engagement
Utilities
Notify the local utility of engagement
Provide billing information and power fact
ADECA and other funding sources
Notify of potential qualifying projects for AlabamaSAVES
Identify and obtain grants and loans to fund activities
AAMA, EDA, SBA, and other associations
Market and recruit companies to participate
Tax abatement
MEP, EPA, DOE, DOL, USDA
Share lessons learned and training and grant support
11. ““THAT’S GREAT AND ALL, BUTTHAT’S GREAT AND ALL, BUT
HOW IS THAT SAVING MEHOW IS THAT SAVING ME
MONEY?”MONEY?”
20. Paper
Glass
Metal
Plastic
Electronics
Organic
Construction/
Demolition
Hazardous
Special/Universal
Mixed Residue
Solid Waste: Zero Landfill InitiativesSolid Waste: Zero Landfill Initiatives
21. ISO 9001/TS 16949 – Quality/Automotive
Management System
ISO 14001 – Environmental Management
System
ISO 50001 – Energy Management System
OHSAS 18001 – Occupational Safety and
Health Management System
Management Systems Auditing andManagement Systems Auditing and
Implementation AssistanceImplementation Assistance
22. 60 Energy assessments completed
60 Lean assessments completed
50 implementation projects completed
Total Energy Savings Opportunities Identified: $5,241,570
Average Energy Savings Opportunities Identified: $109,199
Implementation Savings: $ 1,598,583
Over 1,400 people trained
1 FTE hired so far
6 Interns working on energy implementations
E3 Impacts to DateE3 Impacts to Date
24. U.S. Department of EnergyU.S. Department of Energy
Assessment GrantAssessment Grant
25. DOE Assessment GrantDOE Assessment Grant
Pays for a 3 part assessment consisting of:
A Production System Assessment
An Environmental Assessment
An Energy Assessment
Opportunity to attend free training in energy saving best
practices
No Cost to Manufacturers
Energy assessment based on facility energy usage
Medium and large utility users typically receive IAC assessment
Small and medium utility users typically receive energy saving best
practices assessment through ATN
Available January 2012 through September 2013
DOE Grant
27. Continuous Improvement (CI)Continuous Improvement (CI)
GrantGrant
Pays 50% of the cost of a continuous improvement
event ($6,000 of $12,000)
Event has to have a significant benefit or impact
Examples:
ISO 9001 or 14001 system implementation
Six sigma quality improvement project
Kaizen event to improve a process
Implementation of recycling or waste stream reduction program
CI Grant
29. NIST-MEP E3X GrantNIST-MEP E3X Grant
Department of Commerce grant through the National
Institute of Science and Technology’s Manufacturing
Extension Partnership Program
Comprehensive package of assessment, VSM and/or waste
stream mapping, implementation assistance, and
sustainability training
Assessment covers production system, environmental, and energy
saving opportunities (safety also may be included)
Pays 1/3 of the cost of a engagement ($6,667 of $20,000;
Grant covers 50%, ATN Foundation covers remaining
portion)(plus travel)
If applicable, deeply discounted operations management &
leadership training is available under this grant
If applicable, Innovation Engineering event is also available
at 1/3 cost under this grant E3X Grant
30.
31. Program OverviewProgram Overview
Capitalized with $25M of ARRA SEP
funds
Credit enhancements w/private lender
partners
$60M total financing pool
Loan range: $50,000 - $4,000,000
Eligible applicants : Private companies
that own or operate existing
commercial, industrial, or institutional
facilities in Alabama
32. Loan TermsLoan Terms
Interest rate: 1%, fixed
Loan term: Blended useful life of the
improvements up to a maximum of 10
years
Use of Proceeds: Loans can be used
for up to 100% of project costs
33. Eligible CostsEligible Costs
Energy Efficiency, Demand Management and/or
Renewable Energy measures with savings that exceed
loan payments (in aggregate)
Mechanical systems (HVAC), hot water systems, lighting and power systems,
energy management, envelope upgrades, refrigeration improvements, combined
heat and power
Solar thermal, solar PV, biomass heat and power, geothermal, micro-
hydroelectric, methane capture and use, fuel cell technologies
Must be commercially available, proven technologies
Retrofits to existing buildings – NOT new construction
Consulting, project management, equipment and labor
costs
34. Program PartnersProgram Partners
Abundant Power Solutions
Administers the AlabamaSAVES Program and services loans from
the direct loan pool
Private Lenders
Provide project financing and loan servicing
Efficiency Finance
Serves as the origination partner for the program to recruit and train
contractors and help them source projects. Facilitates the process
for prospective borrowers from start to finish.
Metrus Energy
Offers an innovative financial solution to develop and fund
comprehensive energy efficiency projects with no upfront cost or risk
to Customers.
Phillips Lighting
Offers private financing for tailored lighting solutions , including
assessment, design and implementation
35. Application ProcessApplication Process
Visit the website, www.alabamasaves.com and
click the “Get Started” link
A designated program partner will help facilitate
your project from start to finish
Application fee: $500 for projects <$250K and
$1,000 for larger projects
Applications accepted on rolling basis
36. Leveraging All The Available GrantsLeveraging All The Available Grants
Use DOE grant (at no cost)(Valued from $4K to $8K)
Perform DOE 3-part Assessment
Energy training
Use E3X grant (for $6,667)(Valued at $20K)
Lean/Clean VSM or Waste Stream Map
1 day of sustainability training based on DOE assessment and VSM
Balance of labor hours for continuous improvement event
Use CI grant ($6,000)(Valued at $12K)
Perform a second continuous improvement activity identified from
assessments
AlabamaSAVES
Below market interest rate loan for energy efficiency upgrades
37. Recent Additions to E3Recent Additions to E3
Energy Intern Program
Onsite 40-hours a week for 12 weeks implementing
assessment recommendations
Presenting at Alabama E3 Sustainability Conference
Alabama E3 Sustainability Conference
August 22-23 in Montgomery
Tour of Coca Cola Plant
Speakers, work shops, and exhibits
Waste Exchange
Launching August 2013
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.
The waste of people is the waste of not using people’s (mental, creative, physical, skill) abilities. What does old-guard thinking do to the culture of an organization? Management through fear and directives. Who would want to work in such an environment? What should good hiring practices include? Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league, etc…. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. "It is only by capitalizing on employees' creativity that organizations can eliminate the other seven wastes and continuously improve their performance." We have to enable our workforce to make the proper decisions. When we purchase new equipment, you always want to talk to the operators and maintenance and find out what problems we have with similar equipment and design those problems out of the new equipment. We worked with another company in Arab, Al. Their plant manager was really big on I.Q. testing. He decided he wanted to see who the smart people in his plant were so he had everyone take an IQ test. This included all his managers, his engineers, operators and the secretaries- everyone. Who do you think was in the top 10%? The operators. Most all of us have other activities we do outside of work. We have a family to raise, plan fishing trips, work on our own cars, and coach little league or football. All these things require skill and planning. Yet we often don’t try to tap into that knowledge at work. We have an old school management style. I manage, you operate. Say: The waste of people is The waste of not using people’s (mental, creative, physical, skill) abilities. Ask: What does old-guard thinking do to the culture of an organization? Answer: Management through fear and directives. Who would want to work in such an environment? Ask: What should good hiring practices include? Answer: Job descriptions, resume screening, testing (drug, ability, writing, etc.), structured interviews, reference checks, etc. Say: The Symptoms of People Waste Include: A strict hierarchy where managers make all quality and performance decisions, while workers do physical work only and exercise little judgment Poor communication between shop floor and supervisors Lack of teams, suggestion systems or other participatory strategies. A workforce focused on very defined tasks that require a narrow range of skills with simple repetitive functions and no job rotation, problem solving, or continuous improvement activities Productivity through cutting labor and automation. A company that invests little in its workers gets what it pays for. Without proper training and empowerment, investments and improvement projects often do not meet return on investment goals. No CI effort Poor morale, high turnover. Turnover is one of the largest hidden costs in manufacturing companies. The cost of turnover is typically grossly under-estimated.