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

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

Dec 27, 2023 34 likes •186 views

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

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8 DEC 16

“KEEPING IT FRESH” - LITERACY AND NUMERACY

TRAINING AT SANFORD TIMARU

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SCOPE OF PRESENTATION

  • 1. Background
  • 2. Planning
  • 3. Implementa8on
  • 4. The Projects
  • 5. Presenta8ons
  • 6. Review
  • 7. Conclusions / Recommenda8ons
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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)
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SLIDE 4

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
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SLIDE 5

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
  • ur 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%)
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SLIDE 6

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
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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
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SLIDE 8

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)
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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

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SLIDE 10

RIPE FOR CHANGE

  • Video of Exercise Regime
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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

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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)
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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”

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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!!

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SLIDE 15

THANK YOU