Rubén Martinez

With the assistance of Marizel Davila Figueroa; William Escalante and Christian Ramirez

Annual Advisory Meeting

East Lansing, MI

June 18, 2013

Pre-evaluation of current behavioral barriers to adopting mastitis control protocolsTo understand current

behaviors/practices, knowledge, and beliefs about mastitis control and antimicrobial use on dairy farms Survey of dairy farms (pre-assessment)

Focus groups with owners/managers and employees

Sub-aim 1a

2

Conducted between from February through April in MI, PA & FLPiloted in MI (two focus groups in Dec,

2012)

Five in MI (additional Spanish-speaking groups)

Four in PA (additional Amish group)

Three in FL (three key groups)

Focus Groups

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Employers/Managers

Spanish Speaking Employees

English Speaking Employees

Amish owners

Groups

4

Employees generally have an understanding of mastitis prevention

Various types of bedding are used (manure; sawdust; sand; water beds)

Milker training is inconsistent

Information usually obtained from veterinarians, other managers, newsletters, etc.

Mastitis = Farm costs

Key Findings

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Cleanliness -- Farm-wide practices

Bedding

Milking practices Stripping

Dipping Variable across farms

Post-dipping

Sealing

Clean equipment (liner replacement, vacuum lines, milking machines)

Mastitis Prevention

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Well functioning equipment (pulsators; regulators, etc.)

Avoid overcrowding

Use of free stalls

Minimizing stress

Close observation of cows

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Mastitis Prevention Cont’d

Training of milkers is inconsistent and

usually done by co-workers (gap in views between workers & owners/mgrs)

Limited training provided by veterinarians, occasional workshops

Self learning through videos (limited use)

Manual (SOP; Protocol) for farm use (PA vets group)

Limited understanding of SCC 8

Training Issues

Mixed responses regarding communication

problems with Spanish-speaking

―Language a problem in other spheres‖ – getting to know them beyond workplace issues (―know their opinion of us‖)

Limited translators (usu. through a Latino manager)

Limited communications between work shifts

Latino workers reluctant to report problems (―don’t upset the boss‖; ―clam up when someone breaks something‖; seek to make temporary fixes)

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Communication Issues

[Latino workers] don’t like gray areas—‖they

want a boss‖

Limited understanding of SCC among workers

Banding marking Inconsistent use of colors

Minimizes communications between shifts

Minimum communications between ―bosses and workers‖ – limited opportunities for worker input Meeting do not seek worker inputs 10

Communication Issues Cont’d

Meetings with management have limited discussion (esp. with Latino workers); characterized by scolding/accusatory climate

Veterinarians → Mgmt → Workers

Owners → Foremen → Workers

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Communication Issues Cont’d

Veterinarians

Other Managers

Magazines/Newsletters

Local sales guys

Labels on meds

Nutritionist

Internet

12

Information Sources

Pressure on milkers to produce

Milkers get all the pressure—whole farm depends on them

Number of cows milked by employees suggested is 500 per shift (milking up to 800; maybe more)

―Quantity over Quality‖ climate; ―time pressures lead to shoddy work‖; distraction; ―Rapid pace leads to increased mastitis‖

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Production Issues

Lack of consistency in cleanliness

Inconsistent practices across shifts

Protocol drift; ―employee drift‖ (85-95% consistency)

Dirty bedding (problems with wet, frozen, and recycled sawdust and sand; removing dirty sand and adding to sand)

Dirty equipment (machines, hoses, etc.)

Improper use of gloves

Heat and humidity/wet pastures (lead to spikes) 14

Mastitis Prevention Problems

Keeping sick cows too long (should sell

earlier despite productive cows)

Undermilking and overmilking identified as problems (workers)

Cross-cutting measures lead to employee turnover, which leads to spikes in mastitis

Knowing which antibiotic to use in treatment

Part-time employees are inconsistent

Lack of team effort on the farm

Investment in prevention (costs money)15

Mastitis Prevention Problems Cont’d

Punitive model of worker management Upper management only meets with milkers when things

have gone wrong (―save downed cows and never rewarded‖; ―not even a tap on the shoulder‖)

Limited incentive models SCC bonuses by wholesale buyers don’t always flow

down to workers

Lack of wage increases (unpaid time; 30 early arrival for shift communication – FL)

Limited time off (12 hour work-shifts; no OT pay; 6 day work week;)

Little or no breaks provided for workers16

Human Resource Mgmt

Cultural Gaps – instrumental (task-oriented vspersonal-oriented culture)

Language communication problems are basis for lack of communication on personal level with workers

Spanish speaking workers feel very isolated

―Workers are not respected‖ – leads to worker apathy (les vale); workers view themselves as invisible

Mutual respect is critical17

Issues Peculiar to Latino Workers

Gap between worker and owner/manager views -- latter view them as hardworking and reliable

Workers want increased understanding of the how and why of practices

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Issues Peculiar to Latino Workers Cont’d

Mastitis = costs (important to avoid treatment costs)

Family farms take pride in quality – they are personally invested in the product

Profit rate is greater with low SCC

Employees want to perform well on behalf of employers

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Values

Achieve consistency in training; provide

constant reminders of protocol consistency

Provide information/education to meet (Latino) managers/employees desire to know more

View industry in transitional phase from family farm to corporate businesses and the need for HR development

Find ways to improve communications

Translate materials (manuals) into Spanish20

Summary Recommendations

“Happy cows are productive cows”

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Happy Workers are Productive Workers

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