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Six Sigma Job Grades/Levels and Benchmarking

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  • #32544

    Leigh
    Participant

    Last year – the company I work for merged with another large company.  Our division in the old company was doing six sigma very successfully.  Other divisions dabbled at Six Sigma.  The other company was not doing Six Sigma.  Needless to say we’ve had alot of merger related activities.  Currently – the push is to benchmark all jobs against a MASTER LIST of jobs families  and grade levels within the families. Six Sigma jobs are not in the Benchmark master list – -so the question comes on what to map them against.  The Human Resource group suggested industrial engineering – which I strongly rejected.  I have suggested process engineering  – but noted that it also had parts of the business analyst and quality analyst roles in it. 
    My question is has anyone else had any experience in trying to benchmark six sigma jobs to a Job Family and Grade Level?
    ps ….I realize if this had been a corporate deployment vs a division deployment -this would be either a bigger issue or a non issue (we’d have already figured out how to deal  with it)
     
     

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    #87102

    Mayes
    Participant

    Why so quick to devoid yourself of Industrial Engineer.  Afterall, what we call Six Sigma concepts have been used by and a part of the I.E.’s portfolio for decades.  I guess we all forgot our roots.

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    #87103

    Matt M
    Participant

    I would tend to identify Six Sigma more with the Process/Quality Improvement families.
    Take a look at the ASQ Salary Surveys for ideas.

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    #87105

    faceman888
    Participant

    I agree with taking a look at the ASQ salary surveys.  This might not be a good sampling because it might not include BBs and GBs who came from the other disciplines (in our company only about 15% – 20% of Belts come from a Quality background), but I think Matt M is right, it is probably the least biased estimate that is readily available.  I would also look at the ASQ BOK for Black and see how it fits into the MASTER job descriptions.  Here is a link:
    http://www.asq.org/cert/types/sixsigma/sixsigma.pdf
    Finally, if your organization is set up as a functional organization then you might have trouble fitting the BB and GB job descriptions into existing job decsriptions.  Six Sigma looks more like a process oriented position than a functional one.  It puts a little matricing into the org.  The typical responsibilities of a black belt range from analyzing voice of the customer (usually sales marketing), turning that into objectives (management), estimating the financial impact of the problem and improvement (accounting / finance), a bunch of IE statistical stuff (IE, Manufacturing Engineering, QA), implemting controls like SPC (QA), TPM (maintenance – engineering), and throughout the BB/GBs have to manage both the team and the project.  This definitely doesn’t look like a job desc pulled out of a triditional functionally design organization.
    Good luck.

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    #87119

    Aerik
    Participant

    If there are several people in your division with Six Sigma Black Belt / Green Belt positions, perhaps a better answer is to (uh-oh, here it comes…) EXPAND the master job list.
    (Redefine the problem – it’s not the job description, it’s the list).
    Yeah, I know, not likely going to happen, but it’s a strange world…

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    #87311

    Deets
    Participant

    I agree w/ Aerik’s comment.  You need to expand the master list.  If your company is commited to the success of 6s, then a job family solely for those roles is what is necessary.
    If you see resistance to that effort, be brave…if you meet failure that probably tells you something about your management and their commitment to the cause.

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