Laserfiche WebLink
<br />002828 <br /> <br />Books/Deming <br /> <br />10. Eliminate slogans, exhorta- <br />tions and targets for the <br />workforce. <br />11. Eliminate numerical quotas. <br />12. Remove barriers to pride of <br />workmanship. <br />13. Institute a vigorous program <br />of education and retraining. <br />14_ Take action to accomplish <br />the transformation. <br /> <br />Deming's "Seven deadly dis- <br />eases," in brief: <br />1. Lack of constancy of pur- <br />pose. <br />2. Emphasis on short-term <br />profits. <br />3. Evaluation by performance, <br />merit rating, or annual review of <br />performance. <br />4. Mobility of management. <br /> <br />5. Running a company on in- <br />visible figures alone. <br />6. Excessive medical costs.' <br />7. Excessive costs of warranty, <br />fueled by lawyers that work on <br />contingency fee.' <br />. Pertinent only to the United <br />States. <br />Descriptive material on the <br />points in these lists is included <br />in Walton's book. <br /> <br />Job Evaluation project progresses <br /> <br />,& <br />;II <br /> <br />Colorado's New Directions in Job <br />Evaluation project continues and <br />will affect all classified employees <br />now and for years to come. <br /> <br />The project results from suggestions for <br />change by managers and employees, personnel <br />professionals, state and non-state auditors, <br />legislators, and the Governor's Productivity Com- <br />mission. The intended implementation date is <br />July 1993. <br />As described in recent Stateline articles and <br />agency presentations, the project will produce <br />new class descriptions focused on fou r common <br />factors: job complexity, decision-making <br />authority, purpose of work contacts, and <br />line/staff authority_ <br />At this stage, many employees have completed <br />system maintenance questionnaires (SMQ). The <br />information gathered by the questionnaires will <br />be used to rewrite all class specifications. <br />For the new job evaluation system to succeed, <br />the full participation of employees/supervisors <br />selected to complete questionnaires was re- <br />quired. THANKS for assuring selected <br />employees and supervisors accurately <br />completed their questionnaires. <br />Soon managers and employees (known as <br />"subject matter experts" in personnel jargon) will <br />have the opportunity to serve on panels to <br />evaluate the Questionnaires. Managers will <br /> <br />receive information about these evaluation <br />panels shortly. <br />Please volunteer to be a panel member or <br />allow a subordinate to be a panel member. This <br />is a chance to participe in a project that will <br />improve the state's personnel system with <br />results that will be used in Colorado well into <br />the 21st century. <br />Advantages? The new system is intended to: <br />. be easier for all to understand and result in <br />properly-structured jOb classes, improved un- <br />derstanding of job duties and competitive pay <br />grades; <br />. assist managers in organizational planning <br />and employees in career planning; <br />. use common evaluation factors and result in <br />a more equitable application of the system <br />statewide and more consistent evaluation <br />decisions; <br />. minimize bias and increase objectivity <br />through the use of evaluation panels, and <br />. have better class descriptions which will aid <br />understanding and use of the system. <br />Information on the project will continue to be <br />published periodically in Stateline and Leaders' <br />Digest. Project staff from the Department of <br />Personnel are available to present project <br />overviews. Please contact AIi Habashi, state <br />classification manager, at (303) 866-2455 <br />to schedule a presentation. <br /> <br />Winter 1991 <br /> <br />Leaders'Digest <br /> <br />Page 7 <br />