Competency Profile

Continuous-Improvement Specialist
Reports to: Head, Operations Manager, or Manager, Operational Excellence

Main • P
articipates in the implementation
Evolution • T
he current context encourages companies
of the continuous-improvement program: to restructure themselves and implement
Duties contributes to define the program parameters; of the continuous-improvement processes in order
may vary from
identifies areas of improvement; implements a to, among other things, increase process
one company
to another
deployment plan for the continuous-improvement Profession efficiencies and reduce costs.
program; ensures the plan’s follow-up; evaluates
performance of the improvements; ensures • T
here is a rising demand for
processes are in compliance with legislation, Continuous-Improvement Specialists,
standards, and regulations. even in large companies. Several companies are establishing
well-defined, dedicated continuous-improvement teams.
• I mproves policies, procedures, and processes: identifies
opportunities for improvement and defines the issues; identifies • T
he role of Continuous-Improvement Specialist requires an
objectives; considers current procedures and measures performance; understanding of statistical methods as well as enhanced analytical
recommends and implements optimal solutions; measures observed abilities in order to confidently propose appropriate recommendations.
improvements; drafts documents and reports.

• Manages the continuous-improvement program: defines

continuous-improvement needs; identifies team members and the role
of each person; plans activities; determines corrective measures;
implements the project and performs follow-up. • U
pgrade knowledge in order to remain effective
in the profession.
• A
dvises and assists personnel: ensures the management
Best
of changes; proposes solutions to achieve objectives; facilitates Practices • A
ttend conferences as well as continuing-education
the implementation of continuous-improvement projects; supports and development activities.
employees and the management team; provides training.
• C
ontinuous-Improvement Specialists have
access to training that, in particular, leads
to certification at the Green-Belt, Black-Belt, and Master Black-Belt
levels. They are required to take more general courses in areas such
as communications and change management. This training is
available both internally and externally (e.g., Mouvement québécois
Main responsibilities1 de la qualité [Quebec Quality Movement], universities, American
Society for Quality [ASQ]), Knowledge Management Institute
of Canada [KIM]).
Involvement in the implementation Management of
of a Continuous-Improvement Program Continuous-Improvement Projects
• C learly defines program objectives • C onducts a detailed analysis of the current situation Advisory Role and Change Management Support
and scope. and accurately describes the issues. • S
crupulously analyzes the issues pertaining
• Secures employee commitment • Identifies intervention priorities and indicators. to a project’s intent, deliverables, and leadership.
for proactive change management. • Secures commitment from process managers • P
rovides managers with sound advice and support
• Appropriately implements principles and mobilizes other involved parties. in developing communication strategies.
of governance. Evaluates and prioritizes • Specifies deliverables, outcome indicators, • R
ealistically identifies issues and program obstacles.
potential improvements based on gains and performance-measurement indicators. • A
ppropriately investigates or analyzes constraints
and required effort. • Identifies available resources: people, material, and compromises.
• Establishes a clear and well-articulated finances, etc. • D
evelops and drafts an action plan tailored
implementation plan. • Clearly identifies team members and associates, to the continuous-improvement project.
• Establishes criteria for the project’s and clarifies their roles and responsibilities. • Accurately identifies training needs.
success and prepares a sound statement • Maps out in detail the desired situation. • Imparts relevant work methods and tools.
of constraints. • Analyzes and identifies gaps. • E
nsures that personnel from concerned departments
• Realistically defines specific • Clearly and rigorously defines methodology. receive appropriate training or coaching.
project charters. • Accurately analyzes options as well as their impact • P
rovides appropriate support to department
• Resolves technical problems: e.g., and feasibility. managers in maintaining implementation
formulation, equipment, product, • Specifies obstacles and ways to overcome them from of the continuous-improvement initiatives within
interpretation of regulations, the perspective of continuous improvement. their respective sectors.
resource availability. • Regularly monitors the implementation of solutions
• Implements performance indicators to achieve objectives and expected benefits.
and establishes focus groups.
• Appropriately verifies the sustainability
of these measures.

1 As per the company’s mode of operations.

 Continuous-Improvement Specialists have:
• A university degree in science, engineering, management, or a related discipline or a college Career-Path
Qualifications degree in industrial engineering, technology, or science.
• Three to six years of experience in the pharmaceutical field or another regulated field.
Options
• Continuous-improvement certification at the Green- or Black-Belt level (an asset).

With experience, depend-

Employers are seeking candidates who possess the following skills and attributes:
ing on their interests,
• Ability to communicate with all levels within the organization. Continuous-Improvement
• Ability to weigh and manage priorities. Specialists can aspire
• Analytical and synthesis skills. to various management
• Flexibility and diplomacy in interpersonal relationships. and executive positions.
• Ability to influence decision-making.
• Methodical and rigorous work habits (safety- and quality driven while focused on productivity).
• Delivers on time.
• Organizational skills and ability to multitask (work on several projects at once).
• Fluency in French and English (written and spoken).
• Proficiency in commonly used and specialized software.

Competencies Behavioural Indicators

Engaging Leadership • U
nderstands the issues.
Ability to exert influence to achieve • Correctly evaluates facts and unforeseen situations in order to make
the objectives of continuous improvement. the best decisions.
• Is skillful in the art of negotiation and persuasion.
• Influences decisions.
• Adapts approaches according to the complexities of change management.
• Listens and is receptive to the views of others.
• Creates a work climate that motivates and mobilizes employees
in the same direction.

Communication and • C ommunicates clearly and effectively with all levels within the organization
Interpersonal Skills and uses plain language to make information accessible.
Ability to inspire confidence • Is comfortable speaking in front of people, using tact and nuanced speech.
and shows political acumen. • Builds fruitful interpersonal relationships.
• Develops effective working relationships and facilitates dialogue.
• Drafts reports within prescribed time frames and in compliance with
existing regulations.

Problem Solving • Adopts a diligent approach to problem resolution within a regulatory context.
Ability to implement relevant solutions • Assesses the urgency of situations.
to situational problems or changes. • Makes realistic and appropriate decisions.
• Proposes win–win solutions.

Innovation • Is proficient with regulatory requirements and good manufacturing practices.

Ability to identify improvement • Applies change management and continuous improvement concepts.
opportunities. • Benchmark trends and practices.
• Reviews practices and considers other people’s suggestions.

Please refer to the Continuous-Improvement Specialist’s Analyse de profession* and Profil de compétences* for all additional information.
The Competency Profile was made through funding by the Commission des partenaires du marché du travail.
* This document has not been translated yet.