Progress 09/01/08 to 08/31/13
Outputs
Target Audience: The audience was line employees of meat and poultry facilities that are native Spanish-speaking Hispanics, many of which would be defined as low-literacy. We also expandedthe curriculum to include retail facilites that handle meat and poultry products. These trainings were specifically designed to address cultural issues affecting proper adherence to GMP's and to create a change in knowledge, action and conditions to increase productivity and food safety. We additionally targeted English speaking supervisors to educate them on the specific cultrual issues and address the lack of "respect" that was identified in our focus groups. Changes/Problems: Two changes were made. Initially we had hoped for 2 hour long modules however after several facilties indicated this would be a disruption to their work day they indicated breaking the modules down to 15-minute increments so they could be delivered "in-house" when it was convienent (ex.before a shift, during a break, during lunchor after a shift). Secondly, intitally we had described using video cameras to capture change of behavior but facilties even after intitally agreeing were reluctiant to allow filming in facilities. Observed behavior by our team also showed to be challenging as we were from the outside and behaviors were not found to be "natural". We instead relyed on faciltiy self reporting to a certain extent which although not perferred allows us to get some feedback. Subsequesnt visits have also allowed us to discuss with employees if there seems to be a perceived change in behavior. What opportunities for training and professional development has the project provided? To date we have conducted 17 separate face to face training sessions (14 in North Carolina and 3 in South Carolina) in basic GMP's and specific GMP's collectively to over 500 employeesfor13businesses (5 within North Carolina and 8 within South Carolina). The audience was specifically line employeesof large manufacturing operations orretail meat employees of smaller businesses thatwere native Spanish-speaking Hispanics, many of which would be defined as low-literacy. Employees hailed from 7 different countries and had been working in foodmanufacturing from 2 months to 22 years.To datea train the trainer course and cultural awareness was provided to supervisors, materials (manuals, ppts., pre- and post quizzes, answer keys) were provided to facilities that participated and additional copies were sent to facilities in North Carolina, South Carolina and Virginia. How have the results been disseminated to communities of interest? To date we have conducted 17 separate face to face training sessions (14 in North Carolina and 3 in South Carolina) in basic GMP's and specific GMP's collectively to over 500 employeesfor13businesses (5 within North Carolina and 8 within South Carolina). The audience was specifically line employeesof large manufacturing operations orretail meat employees of smaller businesses thatwere native Spanish-speaking Hispanics, many of which would be defined as low-literacy. Employees hailed from 7 different countries and had been working in foodmanufacturing from 2 months to 22 years.To datea train the trainer course and cultural awareness was provided to supervisors, materials (manuals, ppts., pre- and post quizzes, answer keys) were provided to facilities and that participated and additional copies were sent to facilities in North Carolina, South Carolina and Virginia. What do you plan to do during the next reporting period to accomplish the goals?
Nothing Reported
Impacts
What was accomplished under these goals?
In 2011, interviews were conducted with 23 English-speaking and 24 Spanish-speaking supervisors collectively from 3 different facilities, varying in size, for approximately 4 hours in an attempt to identify the opportunities for improvement in the application of GMP’s. Interviews were conducted by individuals of similar cultural background and language to the interviewees guided by 20 vetted questions that were IRB approved. Additionally, on separate occasions, we interviewed line employees from these same facilities that represented individuals from Mexico, Cuba, Guatemala and El Salvador. As expected responses confirmed there was a lack of appropriate training and application of GMP’s. For example workers: • Do not remove their processing gear (including smocks) when going to restroom or exiting the plant • Do not wash hands or change gloves in the appropriate frequency or when required (i.e. when workers are beginning work, coming back from breaks, returning from the bathroom or after picking up items from the floor) • Misuse hairnet and beard-net • Wear jewelry (i.e. tongue, ear and nose-rings) • Spit in trash cans, sinks and water fountains • Chew gum or tobacco in the facility regularly Example opportunities and obstacles identified for curriculum development included: • Poor knowledge transfer in current trainings • Demonstrations might prove effective in conveying messages • Approximately 30% of employees are low-literacy or illiterate • Not having a clear understanding of why they must follow GMP’s • Supervisors set poor examples by not following GMP’s • Experienced individuals ignore requests to follow GMP’s from the less experienced • General leniency in GMP’s policy enforcement Some unique cultural training opportunities identified included: • The belief that washing hands with warm water after working in a cold environment causes arthritis • Cultural differences are used as an excuse to be lenient when reinforcing GMP’s • General feelings of discrimination and distrust • Use of certain hand gestures and shouting is considered disrespectful to Hispanics • Failure of male employees to take direction from female employees Initially, two 2-hour basic GMP modules were designed to be piloted. After significant input from facilities the basic training was modified toeleven 15-minute modules so that they could be delivered to smaller groups around a work day schedule without significantly disrupting production. Additionally,five 15-minute modules on sanitation,five 15-minute modules on maintenance,five 15-minute modules on RTE production, cultural awareness for supervisorsand andfourinstuctor manuals (one for each major category)have been developed. To date we have conducted 17 separate face to face training sessions (14 in North Carolina and 3 in South Carolina) in basic GMP's and specific GMP's collectively to over 500 employeesfor13businesses (5 within North Carolina and 8 within South Carolina). The audience was specifically line employeesof large manufacturing operations orretail meat employees of smaller businesses thatwere native Spanish-speaking Hispanics, many of which would be defined as low-literacy. Employees hailed from 7 different countries and had been working in foodmanufacturing from 2 months to 22 years.To date atrain the trainer course and cultural awareness was provided to supervisors, materials (manuals, ppts., pre- and post quizzes, answer keys) were provided to facilities that participated and additional copies were sent to facilities in North Carolina, South Carolina and Virginia. Based on pre- and post-quizzes on average there was an approximate27% increase in knowledge of GMP's. The top 5 most learned concepts when asked of participants was Listeria, Allergens, Food Handling, Proper use of PPE and Handwashing, respectively. More interestingly, after an initial focus group of both employees and supervisors, a focus group report for both groups to management anda training, on a return visitalmost a year later for an additional training,discussion with the participants revealed many of the issues identified an year earlier had been resolved. Particularly the issue of "respect" from supervisors which seemed pervasive in our pre-training focus groups at all facilities.
Publications
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Progress 09/01/10 to 08/31/11
Outputs
OUTPUTS: To date we have conducted 12 separate face to face trainings and trained over 500 employees in 3 facilities within North Carolina by native Spanish trainers. Based on our initial few trainings and additional input from industry supervisors we modified our train-the trainer curriculum, supervisor cultural awareness training, maintenance module and the 4 initial GMP modules. Changes were reviewed by Ms. Villabla and Dr. Gonzalez to ensure cultural compatibility. Additional video and photos were added to enhance the low-literacy format of all curriculums. A 2 part sanitation module was also developed and the 2 part RTE module is currently under development by Dr. Eifert and his Spanish-speaking Hispanic students. Evaluation of the effectiveness was done with pre- and post- 20 question quizzes. Some participants that were illiterate had the quizzes read to them to assess their gain in knowledge. The results are under continuous statistical analysis. After each training session the data from the most recent course is added to the database from previous course to validate the questions and identify weaknesses in the curriculum. Further evaluation is still expected to include visual observation and final results will be disseminated in publications. Trainings for facilities in Virginia have been scheduled and will be delivered by Ms. Villalba and other native Spanish-speaking students of Dr. Eifert. PARTICIPANTS: Dr. Arritt and Dr. Eifert have had several communications by phone and one meeting in person to discuss the activities of the grant and coordinate between Va. Tech and NCSU. Dr. Fraser and Dr. Arritt also discussed Clemson's role by phone in the project for next year. Drs. Arritt, Ms. Villalba, Gonzalez, and native Spanish-speaking graduate students Bautista and Pena worked on the modification of the basic GMP modules and the modification of the manual for the train the trainer curriculum, the 2 part sanitation and the 2 part maintenance modules. Dr. Eifert and native Spanish-speaking graduate students worked on the development of the 2 part RTE module. Dr. Arritt and graduate students Pena and Bautista produced the additional videos and photos for the 5 modules. Drs. Hanson, Arritt and graduate students Pena and Bautista had several face to face meetings with both large and small meat and poultry processors to discuss collaborations, coordinate trainings and to conduct interviews. Dr. Solano and graduate student Pena delivered the trainings to facilities in North Carolina which gave Pena and opportunity to develop his skills in extension education. Dr. Eifert has continued being in communication by phone and face to face with processors in Virginia to secure their participation. TARGET AUDIENCES: To date we have conducted 12 separate face to face trainings in basic GMP's and GMP's for maintenance personnel to over 500 employees in 3 facilities within North Carolina. The audience was specifically line employees that are native Spanish-speaking Hispanics, many of which would be defined as low-literacy. These trainings were specifically designed to address cultural issues affecting proper adherence to GMP's and to create a change in knowledge, action and conditions to increase productivity and food safety. PROJECT MODIFICATIONS: Nothing significant to report during this reporting period.
Impacts
The most significant outcome this past year was the change in knowledge both from our perspective as to what were the GMP issues within a meat and poultry facility and the awareness of the employees as to the issues. As hoped, the face to face trainings delivered by native Spanish-speaking Hispanics brought to light some tightly held cultural beliefs that could be discussed openly that may not have been discussed with non-native individuals. Individuals that grew up in the same culture outside of the US assisted us in reaching this audience and making an impact on behavior. These discussions resulted in a change of actions by many of the employees that were willing to adopt new practices that are not pervasive in their country of origin. This will lead to better employee adherence to GMP's and ultimately to a safer food supply for the general population. Additionally, in discussions with supervisors and with employees during the trainings other issues were brought to light due to topics incorporated within the curriculum. We were able to uncover some managerial and behavioral issues that are being addressed in the supervisor training dealing with cultural inclusiveness and respect of certain cultural differences. These changes in condition should increase productivity within the facilities and improve food safety.
Publications
- No publications reported this period
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Progress 09/01/09 to 08/31/10
Outputs
OUTPUTS: During the past year we have begun to completely assess the training needs of Spanish-speaking workers in meat and poultry facilities in North Carolina, Virginia and South Carolina. Focus group questions were developed and shared with participants from all three states and several interviews were conducted with both Spanish and English speaking supervisors from meat and poultry facilities. Results from those interviews were analyzed by our team of culturally diverse native Spanish speakers and incorporated into multiple 30-minute basic GMP modules based on industry feedback instead of two 4-hour modules. The team also created a Spanish manual for the train-the-trainer curriculum. Interviews also were critical in providing appropriate topics for the two-hour cultural training curriculum for English speaking supervisors that is currently being developed. Photos and video were produced for all five modules (2 basic GMP, RTE, Sanitation, and Maintenance) to assist in the delivery of the material in a low-literacy format. Dates for the dissemination of the basic curriculum "in-house" have been set for early next year and will be taught by our native Spanish speakers. Evaluation of training effectiveness will be achieved by direct observation before and after the delivery of the training versus videotaping as several companies were not comfortable with that protocol. Development of the three additional modules has begun and should be complete early next year. PARTICIPANTS: Dr. Arritt and Dr. Eifert have had several communications by phone and one meeting in person to discuss the activities of the grant and coordinate between Va. Tech and NCSU. Dr. Fraser and Dr. Arritt also discussed Clemson's role in the project for next year and IRB approval of focus group questions. Drs. Arritt, Eifert, Fraser, Gonzalez, Ms. Villalba and graduate students Bautista and Pena worked on the development of the focus group questions. Dr. Gonzalez, consultant Hanson, Bautista and Pena worked on the development of the basic GMP modules and the development of the manual for the train the trainer curriculum. Dr. Arritt and graduate students Pena and Bautista produced the videos and photos for the 5 modules. Drs. Hanson, Arritt and graduate students Pena and Bautista had several face to face meetings with both large and small meat and poultry processors to discuss collaborations, coordinate trainings and to conduct interviews. Significant amounts of data were obtained from HR departments of several companies to determine ethnic diversity within several facilities so the trainings could be more applicable. Dr. Eifert has also been in communication by phone and face to face with processors in Virginia to secure their participation. TARGET AUDIENCES: Nothing significant to report during this reporting period. PROJECT MODIFICATIONS: Nothing significant to report during this reporting period.
Impacts
The most significant outcome for the previous year was a change in knowledge based on our interviews with both Spanish and English speaking supervisors. Several cultural issues were discussed by the Spanish speaking supervisors that the English speaking supervisors were unaware. This information was included in the cultural awareness training and when delivered will create a change in action in how the English supervisor approaches issues with Hispanic employees. Findings will also be published in journal articles upon completion of the project. We also learned a significant amount from the HR departments of several facilities by gaining access to the ethnic profiles of employees which had a direct impact on the development of the curriculums. This data will also be published as an outcome of this project. Ultimately, all the curriculums will create a change in condition with improved health of individuals who consume products produced in these facilities. Unfortunately, we do not have more outcomes at this point due to initial hesitancy by the companies we were working on some of our approaches. We have now come to a consensus, gained their trust and expect many more outcomes in the next year as the curriculums are delivered in all three states.
Publications
- No publications reported this period
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Progress 09/01/08 to 08/31/09
Outputs
OUTPUTS: Within the past year we began preparing for the following activites: 1. Conducting focus group interviews to assess the needs of Spanish-speaking meat and poultry industry workers to determine their food safety training needs and to identify potential cultural challenges with adoption of safe food handling practices. 2. Developing two Spanish-language, culturally appropriate, low-literacy/non-technical modules that focus on GMPs specific to the meat and poultry processing industries. The curriculum will be designed to reach employees of culturally diverse Hispanic origin and will be taught "in-house" by food safety experts of Hispanic origin, who are also native Spanish speakers. These activities are dependant upon execution of the following objectives: 1. To assess the specific food safety training needs of Spanish-speaking workers in meat and poultry processing facilities in North Carolina, South Carolina, and Virginia. 2. To develop five high quality GMP modules in Spanish (two basic GMP modules and separate GMP modules for Ready-to-Eat (RTE), Sanitation and Maintenance) that can be delivered or completed within two hours, that are low-literacy/non-technical, and that could be customized for use by meat and poultry facilities. Products that have begun to be generated are the curriculum for the modules based on previous workshops NC State has produced with input from Virginia Tech and Clemson. Clemson is working with the consultants to formulate the appropriate focus group questions for each company and ethnic group. After completion each university must seek IRB approval before engaging in the focus groups. PARTICIPANTS: Initially, all investigators met for a face to face meeting to discuss responsibilities and develop separate questionnaires for both the HR departments and plant managers to help identify which facilities in each state would contain the largest most diverse Hispanic population for the project. Preliminary development the GMP modules was discussed as well as the generation of photos to be used for the low-literacy presentation. Dr. Amezquita is getting approval from Unilever to use some of their facility photos. After the initial meeting each institution identified appropriate Spanish speaking graduate students to work on the project. Virginia Tech (Dr. Eifert and Ms. Villalba) and Clemson (Drs. Fraser and Northcutt) identified enrolled graduate students; however NC State (Drs. Arritt and Hanson) needed to recruit the appropriate student. In August, 2009 two graduate students were enrolled at NC State and began working on the project. For follow-up after the initial meeting the NC State team met face to face with Va. Tech to discuss their progress and assist them in identifying facilities. The Clemson group has met by phone with the NC State group on several occasions and is currently identifying participating facilities. Both Dr. Hanson and Dr. Arritt have had separate face to face meetings with a significant meat producer that has large Hispanic populations in multiple plants in both Virginia and North Carolina to discuss the project at length and they have agreed to participate. Additionally, Dr. Hanson has spoken to a smaller meat producer and Dr. Arritt has contacted a large multistate poultry producer about their participation. Currently, their participation is contingent upon administrative approval. Dr. Fraser is working with Dr. Gonzalez to formulate the appropriate focus group questions for each company and ethnic group. TARGET AUDIENCES: Nothing significant to report during this reporting period. PROJECT MODIFICATIONS: Nothing significant to report during this reporting period.
Impacts
There are no outcomes to report at this time. Due to the specific nature of the curriculum it was important to identify foreign born Hispanic graduate students and ethnically diverse facility participants to reach a large an audience as possible. Graduate students were not in place until August of 2009 due to the delay between student identification, application, acceptance and visa clearance. Many of the large facilities we are targeting also are hesitant to allow interviews of employees and video of practices that may expose deficiencies which requires the development of trusting relationships which takes time. Finally, subcontracts were not out to collaborating Universities until May of 2009.
Publications
- No publications reported this period
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