KEEPING IT FRESH - LITERACY AND NUMERACY TRAINING AT SANFORD TIMARU - PowerPoint PPT Presentation

“ KEEPING IT FRESH” - LITERACY AND NUMERACY TRAINING AT SANFORD TIMARU 8 DEC 16

SCOPE OF PRESENTATION 1. Background 2. Planning 3. Implementa8on 4. The Projects 5. Presenta8ons 6. Review 7. Conclusions / Recommenda8ons

INTRODUCTION Presenter - Grant Day, Site Manager at Sanford Timaru • Fours years in the role (previously in the Meat Industry) • Timaru Factory; • Processes fresh fish for export and local markets • Reprocesses fish from deep water vessels • Employs between 100 – 130 personnel (seasonal varia8ons) •

BACKGROUND • Personnel on site generally have limited schooling, and / or hated school, had bad experiences, and have learned “on the job” • Sanford Staff Survey – Worker Engagement and Communica8on were the key areas that needed to be addressed • Opportuni8es and ideas on how this could be done were sought • Quite by accident, the Literacy & Numeracy opportunity came up

PLANNING • Labels! Drop the L&N Term • Ini8ally called “Communica*ons Training” but then changed to “Keeping it Fresh” • The name change was ideal, it implied a new direc8on, 8ed in with our fresh fish focus, and changing 8mes (HSWA etc) • Challenge – gedng the ini8al tes8ng done • TV in Café displayed an outline of the “Communica*ons Training” , all personnel to be rotated through on Day 1 (in effect test day!) • L&N Results – 80 tested, 32 on “Keeping it Fresh 1” (40%)

IMPLEMENTATION • Small Groups, 4 – 6 • Mixed up – different departments, different areas of the factory • Breaks down barriers • Creates understanding • Builds new rela8onships (mends others too!) • Easier for Managers / Supervisors to co-ordinate absence from worksta8ons • Timing set to match opera8ons • 06:00 – 10:00, 10:15 – 14:30, three days per week • Each group, four hours per week for 10 weeks • Easier for Managers / Supervisors to co-ordinate absence from worksta8ons

IMPLEMENTATION • No choice – compulsory; you are being paid! • Groups named ajer fish (iden8ty); Hoki, Gurnard, Tarakihi, Ling, Rig, Blue Cod • Some pushback ajer first session – advised to give it another go! • Second session – “There’s no way you are going to take me off this course!” • Alma’s Story • Projects – Last five weeks working on Group Projects

THE PROJECTS Generally an H&S / Communica8ons Focus: • Allergic to Work – Allergies in the Workplace • Tarakihi TV – Site Newsleler (run by staff) • Our Values – Timaru • “That was a Close Call!” – Near Miss Repor8ng • Going to the Gemba – H&S Walks with Staff • “RIPE” for Change (Repe88ve Injury Preven8on Exercises)

PRESENTATIONS • Senior Management invited; CEO, COO, CPO, friends and family, total of 62 alended • Held off-site at Timaru Yacht and Power Boat Club • PowerPoint / every individual spoke in front of the group / guests about their Groups Project • Very empowering / real courage shown by the individuals and groups

RIPE FOR CHANGE • Video of Exercise Regime

REVIEW • All projects implemented, apart from Allergic to Work • Allergic to Work – Allergies in the Workplace – More inves8ga8on required • Tarakihi TV – Site Newsleler (run by staff) – In place fortnightly • Our Values – Timaru – Photos on walls around the site • “That was a Close Call!” – Near Miss Repor8ng – new cards in place • Going to the Gemba – H&S Walks with Staff – occurring • “RIPE” for Change (Repe88ve Injury Preven8on Exercises) – In place and run every morning

REVIEW • Second round occurring – two groups, 1 x day shij / 1 x night shij • Training for personnel not on “ Keeping it Fresh” has been implemented – US based Food Related Processes and Procedures • Beler engagement of staff • More ideas being brought forward • Personnel taking the lead with ac8vi8es, Movember, Spor8ng ac8vi8es, other work ac8vi8es • More interest in H&S Commilee and SanWell Commilee (staff wellness focus)

CONCLUSIONS / RECOMMENDATIONS • Expecta8ons MUST be managed • Training / opportuni8es for other (non eligible) personnel MUST be implemented • It is a journey and not a one off! • Once the culture is changed (changing) the momentum MUST con8nue • Once you reach a 8pping point the team take on responsibility – you really then, become the “COACH”

CONCLUSIONS / RECOMMENDATIONS “It’s one of the proudest moments I’ve had as a boss. We’re in a place to make Sanford Timaru one of the best performing workplaces in Sanford. Outside of your comfort zone is where the magic happens!” My final comment to you: JUST DO IT!!

THANK YOU