ALN Magazine, March 2015

MARCH 2015 VOLU M E 13 NUMBER 2

www.ALNmag.com

Enhancing Environmental Enrichment Without Breaking the Bank

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m nce.co onfere c y e k n ur 015 www.t y 7-8, 2 FOCUS

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Financial and Scientific Benefits of Cryopreservation Ultrasound in the Laboratory Environment Workplace Exposure Limits for Halogenated Anesthetic Agents

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March 2015 | Volume 13 | Number 2 | www.ALNmag.com

IN THIS ISSUE

10

Enhancing environmental enrichment without breaking the bank Creative thinking and repurposing of old materials can result in significant cost savings.

Anastasia Schimmel, BS, RVT, RLATG and RenĂŠe Hlavka BS, RVT, RLATG

13

Financial and scientific benefits of cryopreservation Is it right for your facility?

DEPARTMENTS

6

From the Editor

8

Trending on ALNmag.com

22 23

Workplace exposure limits for halogenated anesthetic agents A brief history of recommended exposure limits for halogenated agents and what to expect for the future.

Brett Field

18

Ultrasound in the animal laboratory environment

Product Focus Housing

24

Tools for Training Career focused learning Ann Marie Dinkel, RLATG

Robert A. Taft, Ph.D.

16

How it Works Refillable and Reusable Anesthetic Canister

25

Ask Dr. Marty Continuous motivation Martin Seidenfeld, Ph.D.

26

Vivarium Pulse

26

Ad Index

Concerns, measurement, mitigation, and planning Gadys Unger, Ph.D.

22

In Memorium: David M. Kelly

page 10

page 13

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MARCH 2015

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FROM the EDITOR | Elizabeth Doughman THE

2015

TurnKey CONFERENCE FOCUS ON INNOVATION

Top Reasons to Attend the 2015 Event May 7-8, 2015 Sheraton San Diego Hotel and Marina, San Diego, CA Now in its 12th year, the TurnKey Conference offers an educational and networking event for facility directors and managers, veterinarians, vendors, designers, and architects from all over the world.

• It’s Your Professional Learning One-Stop Shop

• Standards Education is Critical to your Success

• Sharpen Your Management Skills

• You’ve Got Questions, You Need Answers

• Leverage Others’ Experience

• Keeping Up with Key Topics & Trends

• Networking Opportunities Throughout the Event

• Explore Solutions and Services Efficiently

Register Now at: www.turnkeyconference.com 6

Adapting to change This year’s TurnKey Conference has a Focus on Innovation. But sometimes, and especially when you’re in the middle of the process, innovation is hard. If you are used to doing things a certain way, it can take a while to retrain your body and brain. In that vein, our keynote session for the Conference is called “Helping Staff Cope with Innovations, Novel Technologies, and Other Complexity in the Animal Facility.”

The environment for research animal care and use is continuingly evolving methods and technologies. Many are intended to maximize efficiency, ensure biosecurity, and permit real-time remote monitoring of just about any aspect of husbandry. Innovations that occurred once a decade seem to present weekly. IVC, robotics, BMS, and inventory technologies are acquired for use, give way to “next-gen” devices or equipment, and so it goes. Problems develop. In some instances, the “latest – greatest whatever” is applied for use without sufficient debugging, both literally and figuratively. Considering the staff diversity in Animal Care and Use Programs, strategies for successful integration of change and the necessary training of staff will be discussed during the keynote.

Presenting the keynote is Mike McGarry, Ph.D. Mike was involved in research for over 40 years and was part of the team that designed, occupied, and trained all staff for new animal facilities at Roswell Park Cancer Institute and Arizona State University. He has been involved in programs requiring ABSL 2 and 3, GLP, robotics, irradiation, and imaging using mice, rabbits, dogs, NHP, pigs, and several aquatic species. He has consulted for AAALAC, was on several NIH ad hoc Study Sections, is active in AALAS, and coauthored a book on Mouse Hematology and over 100 original articles.

OTHER AGENDA HIGHLIGHTS Taking place on May 7-8, 2015 in San Diego, CA, the TurnKey Conference agenda highlights the topics of design/build, vivarium renovation, and facility operations.

New this year, we will be having a panel discussion on the future of the vivarium. Five experts from design, operations, certification, research, and industry will present their views on what the vivarium and laboratory animal science will look like in coming years. We think their predictions will provide interesting and thought-provoking ideas about where the industry is headed.

Additionally, we are proud to welcome back AAALAC as they present on certification issues. AAALAC will present on overall animal facility design and site visits. They will also be available for one on one meetings to discuss any facility specific issues. Session descriptions, registration, group discounts, and other information are all available at www.turnkeyconference.com. We can’t wait to see you there. elizabeth.doughman@advantagemedia.com MARCH 2015

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TRENDING on ALNmag.com ❯ VIDEO

❯ MANAGEMENT TIP

Drug Tricks Body into Losing Weight

Four Steps to Establishing Realistic Career Goals As a manager you should help to make sure that you know each employee's career goals.

These goals should be things the employee really wants, not just something that sounded good at that moment. You should also help the employee make sure his goals are high enough.

When establishing career goals with an employee, these four steps should be carefully considered.

http://bit.ly/1JI3Kfu Researchers at the Salk Institute of Biological Studies have developed a new drug that tricks the bodies of laboratory mice into thinking it has consumed calories, causing them to burn fat. The study showed that mice given the compound fexaramine showed a halt in weight gain, minimal inflammation, and lowered blood sugar and cholesterol. The researchers hope to begin human clinical trials soon.

http://bit.ly/1v5orPq ❯ NEWS

To Trigger Body's Energyburning Brown Fat, Just Chill Researchers at UC Berkeley found that exposure to cold temperatures increases levels of a newly discovered protein that is critical for the formation of brown fat, the type of fat in our bodies that generates heat. With extended exposure to chilly air, the protein, called transcription factor Zfp516, also helps the more abundant white fat in our bodies—the kind that stores excess energy—become more similar to brown fat in its ability to burn energy.

The findings, published in the journal Molecular Cell, shed light on a type of fat that has drawn increased attention from researchers in the past five years.

The researchers noted that there are many steps between discovering the protein in mice and determining whether it can be useful in humans, but they said that having a clear target is an important development.

GENERAL MANAGER David A. Madonia 973-920-7048 david.madonia@advantagemedia.com EDITORIAL DIRECTOR Bea Riemschneider bea.riemschneider@advantagemedia.com EDITOR IN CHIEF Elizabeth Doughman elizabeth.doughman@advantagemedia.com NEWSLETTER EDITOR Ernest Austin ernest.austin@advantagemedia.com

ADVERTISING/SALES Denise Phillips 973-920-7657; denise.phillips@advantagemedia.com

❯ TURNKEY CONFERENCE

Focus on Innovation The upcoming TurnKey Conference in beautiful San Diego, CA on May 7-8, 2015, will focus on innovation. What does that mean? Wikipedia defines innovation as “finding a better way of doing something.”

As always, the TurnKey Conference will be full of information that’s absolutely essential for anyone building, renovating, or operating a laboratory animal facility. The conference is designed to provide information and ideas on how to update or design laboratories to be more efficient and economical, and how to avoid the common pitfalls and costly mistakes.

With this year’s focus on innovation, the conference will present attendees with the best, the newest, and the most creative ways laboratory animal science is being done throughout the world.

www.turnkeyconference.com ❯

FOR SUBSCRIPTION RELATED MATTERS Contact: ABM@omeda.com or phone them at 847-559-7560 for assistance.

REPRINTS/E-PRINTS For reprints and permissions, contact The YGS Group 717-505-9701 x 2332 or ABMReprints@theYGSgroup.com LIST RENTALS INFOGROUP TARGETING SOLUTIONS Senior Account Manager, Bart Piccirillo, 402-836-6283; bart.piccirillo@infogroup.com Senior Account Manager, Michael Costantino, 402-863-6266; michael.costantino@infogroup.com

ADVANTAGE BUSINESS MEDIA 100 Enterprise Drive, Suite 600 Rockaway, NJ 07866-0912 Phone: 973-920-7000 • Fax: 973-920-7541 CHIEF EXECUTIVE OFFICER Jim Lonergan CHIEF OPERATING OFFICER/ CHIEF FINANCIAL OFFICER Terry Freeburg CHIEF CONTENT OFFICER Beth Campbell

http://bit.ly/15UjJJc 8

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F OC US ON IN N O VAT IO N THE

2015

TurnKey CONFERENCE

MAY 7-8, 2015 Sheraton San Diego Hotel & Marina San Diego, CA USA

The right environment, the right content, the right strategies for efficient facility design and operation.

The 2015 TurnKey Conference has been designed with your needs in mind. Over the course of two days, you’ll be exposed to industry-leading experts armed with successful formulas, essential information, and proven techniques that you can put into practice immediately. The first-class agenda will allow you to create an engaging curriculum to address your immediate laboratory animal facility design/build needs.

AGENDA–AT–A–GLANCE Risk Assessment and Mitigation by the IACUC Performance Testing of Class II Biological Safety Cabinets and Animal Transfer Stations Used for the Safe Handling of Animals KEYNOTE: Helping Staff Cope with Innovations, Novel Technologies, and Other Complexity in the Animal Facility AAALAC Session: Expectations for Physical Plant and Biocontainment: Design, Condition, and Function The Celgene Project: Making the Impossible, Possible Standalone Lab Science Building Design for Hot and Humid Climates: A design-build approach

The Evolution of Sustainable High Performance Floor and Wall Systems and Finishes for New and Renovated Animal Facility Applications; Their Intent, Performance and “Real Life Cycle Costs” Urban Vivaria: Lessons Learned on Two Academic Projects Vibration Measurement to Enhance the Process and AAALAC Certification and Ensure Lab Suitability TURNKEY AWARDS LUNCHEON: Recognizing Achievement in Facility Design and Teamwork Planning Flexible, Multi-Species Vivarium Facilities for Single-Building Research Enterprises The Economics of Sustainable Animal Watering

Developing SOPS to be Short and Sweet

Qualify for AIA and GBCI continuing education credits.

Don’t miss this opportunity to get closer to your goals with essential information, content, and expertise.

View the complete agenda and register at www.TurnKeyConference.com

Presented by:

ENRICHMENT |

Anastasia Schimmel, BS, RVT, RLATG and Renée Hlavka BS, RVT, RLATG

Enhancing environmental enrichment without breaking the bank Creative thinking and repurposing of old materials can result in significant cost savings.

“The primary aim of environmental enrichment is to enhance animal wellbeing by providing animals with sensory and motor stimulation, through structures and resources that facilitate the expression of species-typical behaviors and promote psychological well-being through physical exercise, manipulative activities, and cognitive challenges according to species-specific characteristics.” - Guide for the Care and Use of Laboratory Animals (8th edition)1 n recent years, more and more institutions have recognized the importance of environmental enrichment and behavioral management as part of the daily care for animals in research. Providing toys, activities, and socialization can have a significant impact on the quality of life for these animals. As part of a team that oversees the health and well-being of the animals, it is our responsibility to ensure the animals are provided the necessary tools for an environment that is positive and stimulating.

While an environmental enrichment program was already in place at our institution, we wanted to do more for the animals. An environmental enrichment committee was formed; comprised of the enrichment coordinator, two animal health technicians, and a veterinarian.

The main goal of the committee is to provide the animals with the highest quality of care by enhancing the program without increasing spending. The committee meets monthly to evaluate the program, involve any interested staff members, brainstorm and implement new enrichment ideas, discuss outcomes, and make changes if necessary.

The enhancements made to our program thus far include:

I

10

MONTHLY TREAT MENUS Providing a daily treat to all covered species was already part of the enrichment program. However, it was recognized that some animals were receiving the same treats multiple days in a row and some food

treats were wasted due to expiration prior to distribution. The treat menus are tailored to each specific covered species and updated monthly (Figure 1). Special notes are made on the menus if any treats are to be avoided for allergies or study related reasons. The

Environmental Enrichment Schedule Species: Rabbit TOYS - rotated weekly FOOD TREAT - provide large handful of timothy hay daily and food treat as noted SPECIAL TREAT – at least twice a month (provided by Animal Health Tech/Environmental Enrichment team) HOLIDAY EE – as noted

October 2014 Monday

Tuesday

Wednesday

Thursday

Friday

Saturday

Sunday

1 Spinach

2 ¼ Apple

3 2 Mini carrots

4 4 Grapes Paper rolls with hay and treat

5 Cilantro

6 Parsley

7 Cheerios

8 1/8 Banana no peel

9 Cherry tomato

10 2 Mini carrots

11 Kale Paper bags

12 Parsley

13 Cilantro

14 Spinach

15 Cheerios

16 4 Grapes

17 ¼ Apple

18 ¼ Pear Paper rolls with hay and treat

19 Cilantro

20 Parsley

21 4 Grapes

22 Cheerios

23 2 Mini Carrots

24 4 Blueberries

25 Kale Paper bags

26 ¼ apple

27 1/8 Banana no peel

28 Cilantro

29 Spinach

30 4 Grapes

31 Canned pumpkin w/ hay in paper roll

Figure 1: Example of a treat menu

MARCH 2015

ALNmag.com

the amount of food treats purchased, preventing overbuy and waste, which keep costs down.

HOLIDAY ENRICHMENT PARTIES An activity that many zoos already implement, the enrichment parties revolve around various holidays throughout the year Figure 2: Gifts for a Valentine’s Day enrichment party (i.e. St. Patrick’s menus ensure the animals receive a variaDay, Halloween, tion of food treats and help to avoid freChristmas, etc.). In preparation for the quent repeating of treats or potential study events, a notice is sent out to all staff interference. The treat menus also regulate asking for specific disposable items.

Boxes, paper bags, and rolls, all donated by staff, are decorated and filled with various treats such as hay, popcorn, cereal, seeds, etc (Figure 2). Staff members are invited to help decorate, assemble, and distribute the gifts for the animals. The animals are always very excited when opening the gifts, often throwing around the boxes and rolls before enjoying the tasty treats. The parties provide an alternative enrichment experience from the usual day to day treats, as well as fun team building events for the staff.

DOG TASK TRAINING A task training program was implemented to provide more contact time with the dogs in addition to the standard daily play time while socially housed or during routine husbandry duties. All animal care personnel are invited to participate in scheduled

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MARCH 2015

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11

ENRICHMENT task training with the dogs which includes teaching the dogs to sit, fetch, and walk on a leash. The positive reinforcement training is conducted with the use of clickers. The training positively affects the behavior of the dogs; they are calm, attentive to the staff, and enjoy the interaction time. The task training personnel are provided the opportunity to learn a new skill and a fun responsibility while working with the dogs.

PRIMATE TASK TRAINING Primates are smart and utilizing their intelligence to incorporate task training into their daily care can have multiple benefits.

The primate care technicians perform positive reinforcement training with the use of clickers. Tasks include: target touching games, cooperative feeding, moving to/ from cages, and having the primates present a limb for voluntary blood collection or an injection. Technicians spend several minutes with each primate at least three times per week. While goals such as presenting for an injection or voluntary blood collection are in place, it is the contact time between the primate and trainer that truly makes the difference. This training has been especially important for those primates unable to be socially housed. The training positively affects the psychological well-being of the primates, as well as builds positive, trusting relationships with

Figure 3: Primate play cage repurposed from a standard quadrant cage

12

Figure 4: Rabbit play area

the technicians. The technicians enjoy the extensive social relationships they develop with the primates through the interaction.

PRIMATE TUNNEL AND PLAY CAGE Purchasing new caging systems or providing play cages for primates can be costly.

Therefore, primate structures that were stored with no intention for future use were redesigned to fulfill additional caging needs. A caging system previously used for temporarily restraining primates was reduced in size so it could be used as a conjoining tunnel between two standard quadrant cages. Also, an extra standard quadrant primate cage was repurposed into a play cage (Figure 3). The sliding doors, floor grates, and pans were all removed to create an open play space for the primates.

Various hanging toys, a hammock, and a wood branch for sitting were placed inside.

These repurposed structures provide new and expanded space for the primates.

RABBIT PLAY AREA Many rabbit caging systems currently in use do not provide ample space for standing on hind limbs, running, and hopping; all of which are normal rabbit behaviors.

Because of this, an open play area was created in the rabbit room using child play fences and bed pans from an unused rabbit cage (Figure 4). The structure has two separate play areas both equipped with hanging toys and floor toys for throwing.

Each section also has a hut for hiding or jumping on top of, as well as adequate space for quick sprints. Food and water is provided in each area. Individual and socially housed rabbits are rotated through the play cages for a specific amount of time daily. The rabbits utilize the items

and entire space of the play cage and have shown calmer temperaments.

Throughout the revamping of the environmental enrichment program, department-wide awareness regarding the importance of environmental enrichment was brought by recruiting various staff members that were not previously involved with enrichment duties. The enhancements improve the welfare of the animals and provide fun team building activities for staff apart from the normal work day.

Overall, the enhancements require little cost for equipment by using repurposed and donated materials and regulating the amount of food treats purchased.

REFERENCES: 1. Guide for the Care and Use of Laboratory Animals (8th Edition). The National Academies Press – Washington DC

Anastasia Schimmel BS, RVT, RLATG is as an Animal Health Technician with the Division of Laboratory Animal Medicine at the University of California, Los Angeles. She graduated from California State Polytechnic University, Pomona and has worked with UCLA-DLAM for 11 years.

ASchimmel@mednet.ucla.edu Renée Hlavka BS, RVT, RLATG is as an Animal Health Technician with the Division of Laboratory Animal Medicine at the University of California, Los Angeles. She received her Associate’s degree in Veterinary Technology from Mt. San Antonio College and later, graduated from California State Polytechnic University, Pomona with a Bachelor’s degree in Anthropology. Renée has worked with UCLA-DLAM for six years.

RHlavka@mednet.ucla.edu

MARCH 2015

ALNmag.com

Robert A. Taft

| BIOMETHODOLOGIES

Financial and scientific benefits of cryopreservation Is it right for your facility? aintaining valuable research mice as live colonies is financially draining and carries many potential risks, including disastrous loss due to disease outbreaks, breeding cessation and facility failures. There are also other more insidious disasters including genetic contamination and genetic drift,1 either of which can go undiscovered until their effects ruin experiments.2 Cryopreservation followed by cryorecovery is a powerful colony management tool, assuring strains are available upon demand, for example, for regulatory requirements, re-initiation of projects, collaborations, and re-evaluation of data.

However, it is essential that any cryopreservation approach has successful cryorecovery rates, in addition to being cost-effective for both strain closure and strain recovery.2 The decision of who to entrust such a sensitive procedure is challenging since not all cryopreservation methods yield acceptable cryorecovery success rates and not all genetic backgrounds respond robustly to the cryostorage-reanimation process. Here we discuss the benefits of outsourcing cryopreservation services to reliable organizations and what to look for when considering potential providers.

M

WHY OUTSOURCE CRYOPRESERVATION SERVICES? The expense of training, operating, and maintaining in-house cryopreservation facilities is not cost-effective for most small or medium size academic or biotech organizations. Biopreservation is a complex procedure that is best executed by experts, since if not done correctly, the strain may be lost. This specialty includes processes that suppress biologi-

MARCH 2015

ALNmag.com

Figure 1: Cost-benefit of cryopreserving versus maintaining live colonies of low use research strains.

cal aging while supporting post-preservation restoration of function.3 When performed using suboptimal conditions, cryopreservation of animal species has been associated with extensive damage to cell membranes and alteration of the functional and metabolic status of the cells and mitochondria, as well as increase in DNA single-strand breaks. The extent of this damage varies between different techniques4 and between various genetic backgrounds.

Vendors that specialize in cryopreservation services will have significant experience in the cryopreservation process.

Many vendors have conducted research in murine reproductive biology, investigating optimal cryoprotectant solution design, and will have identified the optimal cooling and warming rates during the process of cryopreserving research mice of diverse genetic backgrounds.

BENEFITS OF CRYOPRESERVING RESEARCH ANIMAL MODELS Cost Control During the past six years, increasingly

stringent research budgets are driving institutions to promote outsourcing cryostorage of research models to limit the need for additional vivarium space and to significantly reduce the housing cost of long-term maintenance of breeding colonies. This trend is reducing operating costs, providing secure off-site backup of lines, and relieving investigators and core facilities of the burden of maintaining lines.

Colony costs depend on the number of boxes maintained and the cage cost/ day. The cost to maintain a heterozygous colony that requires frequent genotyping ranges from a few thousand, to over $10,000 per year. As shown in Figure 1, even in a scenario with low per diem rates, the cumulative cost of maintaining a colony increases significantly faster than the cumulative cost of cryopreserving a strain, even if a couple recoveries need to be done.

Protect a Precious Reagent Research mouse colonies are

13

BIOMETHODOLOGIES susceptible to disease outbreaks, breeding cessation, natural disasters, and facility failures. Cryopreservation ensures a rapid bounce-back from unfortunate events, providing investigators an efficient mechanism to get back on track with their research programs.

Strain archiving is an effective management tool to arrest genetic drift. In science it is key that the basic reagents are defined and uniform. Unlike chemical reagents, mice, like all living creatures, have an intrinsic genetic drive to change, with mutations accumulating over time leading to increasing genetic variation and phenotypic change. These changes compromise the reproducibility of experimental data over time and place.1 Simplify Strain Distribution Managing the distribution of increasing number of available research strains is a challenge. Outsourcing the distribution of your strains as frozen sperm or frozen embryos saves you time and money while fulfilling the NIH mandate to share new model organisms with the research community.

SELECTING A PROVIDER How do you choose among various vendors of cryopreservation services? It is wise that you do your own research before you make such an important decision. It is important to ask exactly what is included when you are given a quote for the cost of cryopreservation or cryorecovery. Some facilities limit their service to only storing frozen sperm or embryos. Other facilities guarantee the cryorecovery of several breeding pairs. While cost is an important consideration, it should not be the determining factor when selecting the provider.

It is important to know the success rates of facilities that you are considering. Many factors contribute to a facility’s success rate, and

these may change with time. Look for organizations that continue to advance the science of reliable, cost effective cryopreservation of mouse strains.

Only consider cryoservices from providers that have extensive experience collecting and cryopreserving large numbers of mouse germoplasm. Most importantly, limit your consideration to vendors that have proven experience successfully cryorecovering diverse types of strains, including the ones you have at hand.

Naturally, it is also important to look for organizations that have robust inventory systems and can store samples in more than one tank and in more than one physical location, to ensure the safety of your samples from potential facility failures.

CONCLUSION Safeguarding valuable mouse strains from catastrophe is a critical aspect of research. There are other benefits to long-term storage of mouse lines: cryopreservation reduces the cost of animal care, saves space in the vivarium, and simplifies importing and exporting mouse lines. Since frozen cells remain unaffected by mutation, genetic drift, or disease, cryopreservation minimizes the risk of strain loss due to contamination, disease, breeding problems, and disaster.

There are a variety of factors to weigh when selecting a cryopreservation provider that is right for you. The most important factors to consider are experience executing high throughput cryopreservation and history of high success with cryorecovery and scientific expertise.

REFERENCES 1. Taft RA, Davisson M, Wiles MV, (2006).

“Know thy mouse“. Trends Genet.

22(12):649-53. PMID: 17007958 2. Wiles MV, Taft RA, (2010). “The sophisticated mouse: protecting a precious reagent”. Methods Mol Biol. 602:23-36. doi: 10.1007/978-1-60761-058-8_2. PMID: 20012390 3. Baust JG, Gao D, Baust JM, (2009).

“Cryopreservation: An emerging paradigm change”. Organogenesis, 5(3):90-96. PMID: 20046670 4. Kopeika J, Thornhill A, Khalaf Y, (2014).

“The effect of cryopreservation on the genome of gametes and embryos: principles of cryobiology and critical appraisal of the evidence”. Hum Reprod Update. Dec 17. pii: dmu063. [Epub ahead of print] PMID: 25519143

ADDITIONAL READING • Byers SL, Payson SJ, Taft RA, (2006).

“Performance of ten inbred mouse strains following assisted reproductive technologies (ARTs).“ Theriogenology. 65(9):171626. PMID: 16271754 • Ostermeier GC, Wiles MV, Farley JS, Taft RA, (2008). “Conserving, Distributing and Managing Genetically Modified Mouse Lines by Sperm Cryopreservation“. PLoS ONE 3(7): e2792. doi:10.1371/journal.pone.0002792.

PMID: 18665210

Robert A. Taft, Ph.D. is the Director of Reproductive Technologies and Business Development for the Jackson Laboratory. Dr. Taft has worked at The Jackson Laboratory for 15 years and can be reached at 600 Main St. Bar Harbor, ME 04609.

Rob.taft@jax.org

"cryopreservation minimizes the risk of strain loss due to contamination, disease, breeding problems, and disaster."

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CALENDAR

OF

EVENTS

March 4-6, 2015 MSMR/NWABR 3Is Raleigh, NC www.msmr.org

May 30 – June 2, 2015 CALAS Montreal, QC, Canada www.calas-acsal.org

June 10-11, 2015 LAWTE Madison, WI www.lawte.org

March 4-6, 2015 Organizing and Operating Activities in a Laboratory Animal Facility Milan, Italy www.fondazioneguidobernardini.org

June 9-12, 2015 Scand-LAS Annual Meeting Turku, Finland www.scandlas.org

June 15-18, 2015 29th Annual Charles River Short Course on Laboratory Animal Science Newton, MA www.criver.com/shortcourse2015

June 11-13, 2015 2015 Midwest Zebrafish Conference St. Louis, MO devbio.wustl.edu/symposiaand-conferences/2015-midwestzebrafish-conference

June 19, 2015 LASA Care and Welfare Section/ LSHTM Biocontainment Meeting London, England info@lasa.co.uk

March 17-19, 2015 IAT Congress United Kingdom www.iat.org.uk March 19-20, 2015 PRIM&R IACUC Boston, MA www.primr.org March 22-26, 2015 SOT San Diego, CA www.toxicology.org April 9, 2015 MSMR Lab Animal Enrichment Symposium Newton, MA www.msmr.org April 15-17, 2015 LAMA Scottsdale, AZ www.lama-online.org April 21-22, 2015 EBSA Annual Conference Vienna, Austria www.ebsaweb.eu May 7-8, 2015 Turnkey Conference San Diego, CA www.turnkeyconference.com

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May 14-15, 2015 Health Monitoring of Rodents: Traditional and Innovative Approaches Milan, Italy www.fondazioneguidobernardini.org May 14-15, 2015 QUAD Uncasville, CT www.quad-aalas.org May 21, 2015 LASA Animal Science Section/ LAVA joint meeting on Severity Assessment South East England info@lasa.co.uk May 28-30, 2015 JALAS Kyoto, Japan www.jalas.jp

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REGULATIONS |

Brett Field

Workplace exposure limits for halogenated anesthetic agents A brief history of recommended exposure limits for halogenated agents and what to expect for the future. n the past 25 years, halogenated anesthetic agents, primarily isoflurane and sevoflurane, have become indispensible tools in laboratory animal science.

With the proliferation of rodent specific equipment, virtually every animal laboratory today makes use of these drugs.

Since the beginning of their widespread clinical use in the 1960’s, the health effects of halogenated agents have been the subject of numerous studies and by now, the importance of monitoring and limiting operator exposure has become common knowledge.

However, what is considered an acceptable level of exposure continues to be the subject of debate and discussion.

In the United States, the recommended exposure limit (REL) for isoflurane is often based upon a decades old report published before the drug was introduced. Shifting attitudes and new information are leading to updated policies on workplace exposure to the most commonly used agents in this industry.

I

THE NIOSH REPORT When setting policy for workplace exposure to isoflurane, the most often cited REL is from NIOSH, the National Institute for Occupational Safety and Health. In a report published in 1977, NIOSH recommended that no worker be exposed to greater than two parts per million (ppm) of any halogenated anesthetic. This document still guides workplace exposure policies today, though it is increasingly considered outdated as the report only covers older halogenated agents that have now fallen out of widespread use, namely halothane. Though the report refers to all halogenated agents, isoflurane was

16

introduced years later and is arguably not covered by this recommendation.

One important takeaway from the NIOSH report is how they arrived at the two ppm limit. NIOSH was unable to determine a safe level of exposure based upon the information available at the time. Thus, the report recommends that “exposure be controlled to levels no greater than the lowest level detectable using the sampling and analysis techniques recommended by NIOSH in this document,” which happens to be two ppm. It does not imply that below two ppm is safe or above two ppm unsafe, it is essentially saying that any exposure is unacceptable. In light of the situation, this was the only sensible policy.

The inability to precisely determine the health risks of chronic exposure to halogenated agents is the reason that this ‘zero tolerance’ approach to exposure has persisted. Though these drugs have been administered to thousands of patients over the course of several decades, solid data on risks from chronic exposure is difficult to obtain. Workers are often exposed to a variety of anesthetics and in many cases halogenated agents are administered with nitrous oxide, making it difficult to pinpoint the effects of specific drugs.

However, since the publication of the original NIOSH report in 1977, a growing body of evidence has begun to allow for a reassessment of exposure limits. In 2006, NIOSH published a request for information on the toxicity of isoflurane, sevoflurane, and desflurane with the intent to review and establish RELs for these drugs. An in depth look at the research on the health effects

of halogenated agents is beyond the scope of this commentary, but looking at other guidelines published in the United States and abroad can give an idea of what to expect from a new NIOSH standard.

ACGIH’S THRESHOLD LIMIT VALUES In the late 1980’s, the American Conference of Governmental Industrial Hygienists (ACGIH) published recommended Threshold Limit Values (TLV) for halothane and enflurane at 50 ppm and 75 ppm respectively. Last updated in 2001, these values are recognized by OSHA and are cited in several workplace policies around the world.

Enflurane is very structurally similar to isoflurane, shares the same molecular weight and is generally assumed to have similar properties. For this reason the enflurane TLV is often applied to isoflurane. The ACGIH also makes a point to note the relative safety of enflurane vs halothane, stating: “all studies in humans and animals indicate that enflurane’s adverse effects are more rare than those of halothane…” The ACGIH cites this rationale for recommending a higher exposure limit for enflurane.

It should be briefly noted that OSHA does not have RELs for any halogenated agent and performs a purely advisory role at this time. OSHA’s Anesthetic Gases: Guidelines for Workplace Exposures provides an excellent summary of available information for anyone interested in anesthesia safety.

WORLDWIDE GUIDELINES Since the worldwide proliferation of halogenated anesthetics, other countries

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Table 1: Here is a small sample of current exposure limits for isoflurane and sevoflurane in European countries.

ISOFLURANE SEVOFLURANE (PPM) (PPM) UK

TWA: 50

IRELAND

TWA: 50

SWITZERLAND

STEL: 80 TWA: 10

NETHERLANDS

TWA: 20

SWEDEN

STEL: 20 TWA: 10

STEL: 20 TWA: 10

FINLAND

STEL: 20 TWA: 10

STEL: 20 TWA: 10

NORWAY

TWA: 2

TWA: 20

STEL: Short Term Exposure Limit, 15 minutes TWA: Time Weighted Average, 8 hours

have worked to set acceptable exposure limits (Table 1).

The UK standards, introduced in 1994, outline exposure limits of 10 ppm halothane and 50 ppm isoflurane, highlighting a trend towards setting lower limits for halothane than newer drugs.

The relative safety of isoflurane and enflurane vs halothane is often used as a gauge for setting limits, as seen in the ACGIH report for enflurane.

Another notable European example is that of the Dutch Expert Committee on Occupational Standards (DECOS), which set an REL of 20 ppm for isoflurane in 1998. Faced with a lack of information, DECOS relied on the similarities between enflurane and isoflurane when determining this value. This conjecture has been the justification for several policies on isoflurane.

THE FUTURE OF REVISED STANDARDS Though NIOSH has yet to publish a new guideline for isoflurane, sevoflurane, and desflurane, institutional polices are already changing in anticipation of revised standards. In 2012, the NIH adopted the ACGIH TLVs of 75 ppm enflurane and 50 ppm halothane as part of their Waste Anesthetic Gas (WAG) surveillance program.

This shows that the biomedical research

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industry is moving away from the original NIOSH standard. A cursory web search reveals other institutions that have adopted either the ACGIH TLVs, recommendations from abroad, or a combination thereof. Considering increasing evidence and current trends it is likely the industry will continue to move away from the two ppm REL for isoflurane and sevoflurane.

American Conference of Governmental Industrial Hygienists (ACGIH). (1989).

Threshold Limit Values and Biological Exposure Indices for 1989-1990.

Cincinnati, OH: Author. pp. 22, 25, 32.

Health Council of the Netherlands: Dutch Expert Committee on Occupational Standards (DECOS). Enflurane, Isoflurane and Cyclopropane.

(1998) Den Haag: Health Council of the Netherlands; publications no.

1998/16WGD. Health Service Advisory Committee (HSC). Anaesthetic Agents: Controlling Exposure Under COSHH. (1995) HSE Books, Sheffield, UK. ISBN 0 7176 1043 8.

CONCLUSION The need for strict safety protocols when using halogenated agents is without question. In spite of any uncertainties stemming from flawed research or inadequate information, the weight of evidence for potential health risks dictates that exposure to these agents should be controlled to the lowest practical level.

It is tempting to reason that until a 100% definitive safe level of exposure has been determined for isoflurane or sevoflurane that RELs should remain very low. However, there are negative costs associated with a zero tolerance approach to exposure that should be considered, the most important being compliance.

With thorough training, good technique, and quality equipment, it is possible to reduce user exposure to reasonable levels, even when using a basic tabletop anesthesia system, but it can be costly and time consuming to reduce exposure to near zero in many cases.

In laboratories with limited resources or oversight this often results in an apathetic attitude towards exposure. If the RELs are perceived to be impractical or not based on reality then they are easier to ignore.

National Institute for Occupational Safety and Health (NIOSH). NIOSH Criteria Document 77-140 [-] Criteria for a Recommended Standard of Exposure to Waste Anesthetic Gases and Vapors.

(March 1977) www.cdc.gov/niosh/ docs/1970/77-140.html

ADDITIONAL READING Airgas. Oxidizing Gas Mixtures [Material Safety Data Sheet] (April 2013). www. airgas.com/msds/005135.pdf

Want to read more about regulations? Go to www.alnmag. com/topics/regulations for exclusive content!

National Institutes of Health, Office of Research Services, Division of Occupational Health and Safety (DOHS). Waste Anesthetic Gas (WAG) Surveillance Program. (November 2014) www.ors.od.nih.gov/sr/dohs/ Documents/Waste Anesthetic Gas (WAG) Surveillance Program.pdf Occupational Safety and Health Administration (OSHA). Anesthetic Gases: Guidelines for Workplace Exposures. (18 May 2000) www.osha. gov/dts/osta/anestheticgases/index.html Brett Field graduated from from Rutgers University and has obtained the ALAT certification from AALAS. He joinedEuthanex in 2005 and has been actively involved in the design, manufacture and maintenance of small laboratory animal anesthesia systems. (610)8823800, bfield@euthanex.com, www. euthanex.com, www.ezanesthesia.com.

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DESIGN/BUILD |

Gadys Unger, Ph.D.

Ultrasound in the animal laboratory environment Concerns, measurement, mitigation, and planning s acoustical and vibration consultants, we are occasionally called upon to make measurements inside animal facilities. In some cases, the institution's interest is in protecting their animals from additional noise and vibration due to construction in, or adjacent to, the facility. In other cases, the institutions are interested in evaluating a new or renovated space that may hold animals. A typical measurement involves a monitoring system capable of measuring floor vibration and sound, both audible and ultrasonic.1 Operating 24 hours a day, these systems are used to archive data, send alarms at pre-set levels (e-mail and text), and provide real time viewing on the internet. During off hours and on weekends the data provides an excellent look at the levels the animal population experiences, in the absence of construction.

In addition to long term monitoring, we also receive requests to specifically measure for ultrasonic noise and, if high levels are present, to locate the source. In some cases we have identified ultrasonic noise levels that are dangerous to animals, in particular, to rodents. In these instances we use portable systems to identify the offending sound source.

A

WHY IS ULTRASOUND IMPORTANT? It is important to clarify what is meant when discussing “ultrasound” as the term applies to animal facilities. Ultrasound, or ultrasonic sound, is defined as sound with frequencies above the range of human hearing. Human hearing is generally considered to be within the range of 20 Hz to 20 kHz.2 The hearing range of laboratory animals can range from 500 Hz to 100 kHz, depending on the species. Rats and mice are particularly sensitive to the higher frequencies in this range.

Note that the ultrasonic spectrum does not end at 100 kHz. The sound generated during ultrasonic imaging can reach 2 MHz or higher.

This is still considered ultrasound. These frequencies are at least 20 times higher than those in the range of animal hearing. Thus, care must be taken when referring to the “ultrasonic range.”

Behavioral studies have shown that the hearing threshold for rats is 10 dB SPL3 at 38 kHz4 and for mice the threshold level is about 20 dB at 50 kHz.5 At very high exposure levels, ultrasound has been shown to cause seizures and even death in small laboratory animals. It can also confound research by adversely affecting normal behavior. Faith and Miller6 cite an extensive list of publications documenting the negative effects of ultrasonic noise exposure, including the induction of sei-

18

zures in susceptible strains. Castelhano-Carlos and Baumans write “Strikingly, exposing rats to ultrasounds of 50–80 kHz at 80–90 dB in the four days during the mating period reduced fertility by 73.2% and productivity by 84%.”7 CASE STUDY: SOLVING AN EXISTING PROBLEM A subpopulation of mice was experiencing seizures while being transported out of their holding rooms. We visited the facility and measured ultrasound (up to 80 kHz) throughout the facility; in the holding and procedure rooms, as well as the hallways connecting the rooms.

This facility was equipped with motion detectors that turned on the lights when people were present. We found that the motion detectors in the corridors were emitting extremely high levels of ultrasound. From the outward appearance of these detectors it was obvious that two different types of detectors had been installed.

Not surprisingly, the ultrasonic tone emitted by each type of detector was different. Figures 1 and 2 show the results of our measurements. The units most commonly in use, labeled Detector Type 1 on the graph, emitted ultrasound at 33,700 Hz. The less common units, labeled Detector Type 2, emitted ultrasound at 40,000 Hz. In both cases we measured levels as high as 100 dB at a distance of about one foot below the devices and about 85 dB at a distance of 20 feet. Animals transported across the hallway inevitably passed within 20 feet of the detectors.

We presented our results and presume that the motion detectors have been replaced with detectors that do not emit ultrasound.

CASE STUDY: TESTING BEFORE OCCUPANCY An existing non-animal facility was undergoing a fit-out to house small animals. We were asked to measure the baseline vibration and noise prior to occupancy. We observed very high levels of ultrasound; 31,500 Hz at a level of approximately 97 dB. Again the source was traced to a motion detector. We informed our client of the potential issue and remedial action was taken to replace the detectors.

CASE STUDY: THINKING PROACTIVELY An existing animal facility was being renovated. As part of the renovation, the florescent lights were being upgraded to LED bulbs. The project owners were aware of the potential of electrical equipment to produce ultrasonic sound and wanted to proactively determine the suitability of the new lighting in

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DESIGN/BUILD

Figure 1: Ultrasonic sound measured in proximity of two different types

Figure 2: Ultrasonic sound measured in proximity of motion detectors

of motion detectors

to keeping ultrasound out of vivaria has not been developed industry-wide. The Association for the Assessment and Accreditation of Laboratory Animal Care International (AAALAC International) offers a voluntary accreditation program. Currently there are more than 900 organizations (primarily universities, hospitals, and corporations) which have earned this accreditation.

Accreditation is based on the National Research Council's Guide for the Care and Use of Laboratory Animals. The noise guidelines state, “The location of equipment capable of generating sound at ultrasonic frequencies is important as some species can hear such high frequencies. Selecting equipment for rodent facilities that does not generate noise in the ultrasonic range should be considered.”8 Unfortunately no further guidance is given.

One institution appears to have taken a leadership role in terms of specifications for ultrasound, as well as for audible noise and vibration in animal facilities. The MD Anderson Cancer Center at the University of Texas, Houston, has studied vibration, noise and ultrasound and published their results in the “Noise, Vibration, and Ultrasonic Design Guide.”9 This report specifically states that “ultrasonic motion detectors should not be used in animal housing facilities unless they operate above 200 kHz; substantially above the hearing range of animals.” The report also cautions against the use of ultrasonic cleaners unless they are situated “such that there is no direct line of sight between the animals at any time and the cleaning device.”

Ultrasonic cleaners can operate anywhere from 20 kHz to 400 kHz. While the design guide does not say so, it seems prudent that ultrasonic cleaners in vivaria also be constrained to operate above 200 kHz. In the MD Anderson guide, there is a recommendation for measurements of vibration, sound, and ultrasound during the commissioning process. This suggests a process, similar to that often used in cleanrooms, where specifications for noise and vibration must be met before ownership is accepted. The guide specifically recommends measuring in at least two animal rooms, as well as in corridors directly adjacent to animal housing facilities. The report provides preliminary vivarium noise criteria for rodents which includes a NTE (not to exceed) curve. The NTE curve varies, from approximately

terms of unwanted noise (from the perspective of humans) and ultrasonic sound. Our instrumentation quickly confirmed that the new lighting did not produce ultrasound in the frequencies between 20 kHz and 100 kHz which allowed the work to proceed with the new LED lights.

INSTITUTIONAL PLANNING The potential for ultrasonic emissions to harm laboratory animals and/or compromise the studies they are involved in, is quite well known. Our recent experience suggests this knowledge is being used in an unsystematic way. In our first case study the institution recognized that laboratory rats were experiencing seizures during transport. Personnel were aware of the potential of ultrasound to trigger seizures. They called us in to determine if this was indeed the source of their problem. In this case, ultrasonic detectors were already operating in a laboratory where animal studies were ongoing, and harm had already been done.

In our second example, the laboratory was more proactive.

They called us in to assess the potential harm that motion detectors might cause. The detectors were already installed but the facility was not yet occupied. This allowed them to replace the motion detectors before animals were exposed.

In the third case study, the laboratory was aware that motion detectors could be a potential source of ultrasonic sound in a laboratory setting. In fact, some forms of lighting, computer terminals, and ventilation systems have been shown to produce ultrasound. This organization took an even more proactive step of testing LED lights (for which data did not exist).

The progression of knowledge and pro-action is encouraging: from equipment installed and causing harm, to equipment installed that has a known potential to cause harm, and to new equipment for which data does not yet exist. With each step the facilities are coming closer to providing an ultrasound free environment for their animals from the very beginning.

INDUSTRY-WIDE PLANNING While institutions are individually becoming more proactive concerning ultrasound, unfortunately a more systematic approach

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80 dB at 1 kHz, decreasing to a minimum of ~60 dB around 20,000 Hz, and then increasing to higher sound pressure levels as the frequency increases. This NTE curve tracks the hearing threshold for rats, basically adding 60 dB to the hearing threshold. The MD Anderson report stops short of recommending these criteria, but they offer an excellent starting point for the discussion.

Clearly the most effective way to assure the health and safety of laboratory animals as this relates to ultrasound is to specify measurements prior to turning over the lab. The measurements should include the locations as recommended by MD Anderson, but in addition, a measurement survey should be conducted of laboratory equipment and MEP, to be put in use throughout the facility.

Reporting the ultrasonic levels produced by specific equipment would also be useful. Perhaps a database of such measurements could be established so designers can readily specify equipment meeting the needs of animal laboratories. If such a database were to be established, manufacturers might be encouraged to provide data for their own products. The benefits of such a system would be greater economy, enhanced animal well-being, and greater control of variables in the research protocol.

VENTILATOR SPECIFICATIONS

REFERENCES 1. Specialized instrumentation is required to measure ultrasound. The very high frequencies necessitate the use of specialized 1/4� microphones and high speed data acquisition systems capable of sampling at 200 kHz. 2. kHz means thousand Hz, so 20 kHz = 20,000 Hz. Likewise MHz means million Hz 3. Sound Pressure Level in decibels relative to 20 micro-Pascals.

4. Kelly JB & Masterton B (1977) Auditory sensitivity of the albino rat.

Journal of Comparative and Physiological Psychology 91, 930-936 5. Ehret G (1976) Development of absolute auditory thresholds in the mouse Mus musculus. Journal of the American Audiology Society 1, 179-184 6. Faith, R. and Miller, S. , ALN, 2007-07-01, "The Need for Sound and Vibration Standards in U.S. Research Animal Rooms" 7. M. J. Castelhano-Carlos and V. Baumans, Laboratory Animals, 2009, vol.43:311-327.

8. pg. 142, Guide for the Care and Use of Laboratory Animals; Eighth Edition, Committee for the Update of the Guide for the Care and Use of Laboratory Animals; National Research Council 9. MD. Anderson Noise, Vibration and Ultrasonic Design Guide, is located on MD Anderson's Owner's Design Guidelines - Supplemental Information webpage.

Dr. Gladys Unger, a Senior Consultant at Acentech, has a wide range of experience in acoustics and vibration. She has been involved in remote monitoring of vibration and noise as it pertains to sensitive research equipment and animal facilities.

33 Moulton St, Cambridge, MA 02138, 617-499-8087, gunger@ acentech.com, www.acentech.com.

Want to read more about noise and vibration concerns and solutions? Go to www.alnmag.com/topics/noiseand-vibration for exclusive content!

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, Ferrets, Cats 5-30ml (interchangeable inders, 0-5ml & 3-30ml) 150 strokes per minute I:

ed 1:1

PEEP

Water Column

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Anesthesia Electrical Re * Rate & volu to disconnec Optional ma When using (VaporGuard

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IN MEMORIUM |

David M. Kelly

t is with great sadness that ALN announces the passing of David M. Kelly, 48, on December 23, 2014. David was born and raised in the suburbs of Chicago, Illinois. He later moved to Kalamazoo, Michigan where he attended and graduated from high school.

He attended Northern Michigan University earning a B.S. in Business. Upon graduation from NMU, David joined the Upjohn Company Consumers Products Division as a Sales Representative. In 1996, David joined Shepherd Specialty Papers as a Regional Sales Manager based in Chicago.

From a young age, David learned about the world of selling. His father, Jack Kelly, was a lifelong Sales Representative for a variety of companies until his retirement several years ago. The field of Sales was a natural calling for David. Upon his hiring at Shepherd Specialty Products, David quickly learned the nuances of the Laboratory Animal Research Industry. He loved the people and the gregarious na-

I

HOW

IT

ture of the industry as a whole. Not surprisingly, some of his best friends were his customers or others associated with the industry.

He was a loving and devoted son of his parents, Jack and Sheila Kelly, and a loyal and caring brother to his sister, Maria Juergens (Kelly) and many other family members. David loved his city, Chicago, as well as his frequent visits to his parents’ home in Tennessee. David was an avid snowmobiler with his childhood and college friends. He loved his 1971 Cutlass convertible which he had owned since high school. Wherever David went, he knew the best place to go to eat. David had a real love for authentic cuisine which he loved to share with customers, friends, and colleagues. David was an exceptionally kind person with a terrific sense of humor, a hearty laugh, and an easy demeanor. He spread joy and happiness to all that knew him. His untimely passing leaves a true void for all of us.

Thanks David, you made our lives much richer.

WORKS

Refillable and Reusable Anesthetic Canister PROBLEM: The use of carbon canisters has become costly and has created an impact on the environment in the disposal of these canisters. A 2003 published article on waste anesthetic gas capture stated that the currently available carbon canisters were less effective than believed.

Investigators are also finding that frequent weighing and changing of disposable canisters tend to be time consuming with the current capacity of absorption.

SOLUTION: The Vaporguard XL-R is a refillable canister that can hold up to

22

100g of agent. A large capacity means long intervals between changes and few interruptions in a busy day. The R designation means that the canister is both reusable and refillable.

It is designed to be easily taken apart and refilled with bulk carbon.

The canister helps to create a clean environment because it features a refillable/reusable large canister that results in low freight costs because there’s less of a demand for the shipment of more product.

The Vaporguard XL-R is a refillable canister that can hold up to 100g of agent.

For more information, go to www. colmedsupply.com

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BioResearch

TOOLS for TRAINING |

Ann Marie Dinkel

Career focused learning he last column focused on welcoming the new employee, cementing the organizational relationship, and allowing the new hire to quickly become a productive member of the team. Once established, the next step in employee development is centered on retention by establishing a career path within the organization. This is a step which is often overlooked, leading to the perception that the job they were hired for is the only job possible within the company. In today’s more mobile workforce, dead-end jobs are not appealing when other alternatives exist.

A strong learning culture within the organization supports workforce planning to identify the skills needed for the organization to succeed and flourish into the future. Once satisfactory performance is confirmed, it is important to engage the employee in discussions in order to uncover their desired career trajectory and other interests. This engagement is especially important for millennials, but workers of all generations can benefit.

At one time, only the “rising star” or exceptional employee was afforded the opportunity for leadership development training or one-on-one mentoring. This sort of hand selection tends to alienate other very good employees, causing them to feel devalued by the organization. This can easily lead to turnover and the loss of good and dependable staff members. In addition to the cost of hiring and training a replacement, there is also a loss of corporate knowledge held by the exiting employee.

T

CHANGING DEMOGRAPHICS The hires of today are likely to be either Millennials or Gen Xers.

Since learning styles differ for each demographic, a thumbnail sketch of differences between the generations might be a good place to start.

Training for Millennials needs to be technology based, collaborative, and hands-on. They have been supported, coached and mentored by parents and teachers in their formative years.

They tend to like more self-directed learning that can be done on a handheld device at a time of their choosing.

For Gen Xers, management involvement in career recommendations is the norm. They are more likely to attend a traditionally structured training program, on or off-site, and want to be able to use the knowledge soon after the session. It is the more traditional adult learner model, where they are either in training for a particular job, or remedying a performance issue.

ON-GOING TRAINING According to one source,1 traditional, structured training programs need to be replaced with programs focused on creativity, collaboration, and relational learning. This shift opens up the training paradigm to encourage participation, mentoring, creativity, and a team spirit throughout the organization, not just for the selected few.

To retain good employees, provide a pathway to more responsibility, more self-fulfillment, more independence, and

24

more challenge. This can take many forms, including training, certification, job enrichment, flexible work scheduling, and additional responsibility. While some of these may fall into the broader category of personal development, in the long run they will translate into obvious benefits for the employer, in terms of organizational loyalty and creativity.

There are many training subjects that benefit all employees and the organization. Some of these include communication skills, teambuilding, dealing with difficult people (and situations), regulatory updates, writing skills, problem solving, and leadership skills.2 Workforce planning activities can affect the training needs of employees. Planning for a changing work environment, downsizing, retirements, and other external pressures can also identify training needs and opportunities.

Another way to challenge staff is to establish teams to address specific issues within the company. These are limited duration assignments that provide exposure to other areas of the company and encourage creative brainstorming to develop solutions to problems or project future directions.

Don’t let the age of the employee govern the options and opportunities for training. Many more baby-boomers are working into the traditional retirement years, and are driven to excel; denying training is not only a slap in the face for older workers, but might open an employer to legal action.

CONCLUSION Employees want to feel useful and valued in the workplace.

In order for them to do their best, they need to know the rules, be comfortable in the job, see a path forward and identify with the organization. On-going training plays a large part in cementing the ties that keep the workforce stable and productive.

The third installment of this series will deal with knowledge transfer before retirement and succession planning.

REFERENCES • Emelo, R., Preparing High Potentials for Tomorrow, Talent Management Magazine, Dec. 2011, p. 20 • Retrieved from: http://www.mindtools.com/pages/article/being-effective.htm

Ann Marie Dinkel, RLATG, has over 30 years of facility and staff management experience and serves as Adjunct Faculty at the Delaware Technical Community College and the Drexel MLAS program. She is a consultant and trainer in Laboratory Animal Science.

Want to read past Tools for Training? Go to www.alnmag. com/topics/tools-training for exclusive content!

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ask DR.MARTY | Martin Seidenfeld, Ph.D.

Continuous motivation orporate leaders at the highest level focus on continuous improvement. Managers, therefore, must focus on continuous motivation. Motivating employees must be a constant, ongoing managerial concern.

When a managers thinks, “How can I get Charley to do his job better?” he is really asking himself, “How can I better motivate Charley?” Here are seven important ways for achieving that.

C

ASK FOR PERFORMANCE - Talk to each of your employees and describe your feelings about how well they are doing their jobs now. Listen carefully to what they have to say and show your understanding. Then, tell them what your goals are and how you want their work to be done. If there are serious objections, or if realistic obstacles to your plan are identified, work with the employee to modify your goals. But whatever final goals you agree on, you must get your employee’s commitment to reach those goals.

POSITIVELY REINFORCE - In order to maintain a worker’s high level of motivation, that worker’s good performance should be rewarded. Every time there is even a small, incremental improvement it should be noted, and that improvement should be reinforced. But what serves as a reinforcement for one worker will not necessarily be the best reinforcement for another.

IMPROVE RELATIONSHIPS - Too many managers think that building a relationship with an employee means becoming their buddies. Relationships are important and managers should be warm and approachable but always professional.

It’s a narrow line to walk.

Show an interest in each employee, let the employee know you care about and value him/her, show appreciation for their work. But when you show interest in an employee’s life, care must be exercised. You must not cross the line so that the relationship becomes too personalized. Being warm and well liked, while being strictly professional in your interactions, is a skill that comes with experience and thoughtful consideration.

LISTEN - It’s simple and it’s complicated; it’s easy and it’s hard; it’s obvious and easily overlooked. But the best managers know it’s true and have mastered the skill of listening to their employees. Routinely, they ask for their employees’ opinions before they give directions or offer advice. They know that workers who are “on the line” best understand how things are actually accomplished. Effective managers realize that if they listen carefully to what their employees say, and listen with an open mind, they are much more likely to get the cooperation they need when they decide that something has to be done differently.

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BE A MODEL - A manager who practices "do what I say, not what I do" is looking for trouble. Like it or not, as a manager, your work attitudes and behaviors will be emulated.

If you approach your own work with a sense of urgency, so will they. If you use your time efficiently, so will they. If you persistently and consistently meet the goals you set for yourself, so will they. You have to show by your actions that your job really matters and that quality is important and that deadlines are real.

DON'T ACCEPT POOR PERFORMANCE - We all have good days and less good days. Some days we’re just stoked, and everything we do comes out great. Other days, not so much; it seems like nothing works. When you notice that an employee is having a bad day and his work is not up to snuff, let him know that you notice his below-par performance. Of course, you need to act proportionately. If there are small mistakes or somewhat lessened productivity, it might be enough just to say that you notice it and hope that he will do better tomorrow. If there is a major screw-up, then it has to be more forcefully dealt with.

If you believe the poor performance is due to a lack of effort, a reprimand might be in order. But if you believe the poor performance results from a lack of skill, then coaching or further training is called for. But either way, you're showing that high level performance really matters and that, in itself, is motivating.

BE FAIR - This is so obvious, it hardly seems worth mentioning. But a lack of perceived fairness can be caused by fairly subtle things. Inevitably, perhaps because of common backgrounds or interests or personality styles, you will find yourself feeling closer to some employees than to others. It would only be natural, therefore, for you to have lunch with them more often, or to discuss things with them more often.

But if other employees become aware of this—and you can bet they will—they will resent it and feel they are seen as second class. And people who believe they’re seen as second class will feel discouraged and will not strive to do their best. Perceived favoritism, whether real or imagined, is a motivation killer.

Are your employees strongly motivated? By following the practices described here you will achieve continuous motivation. That will produce continuous improvement, the crucial ingredient for a successful organization—and for success in your own career.

Besides his clinical work and university teaching, Martin Seidenfeld, Ph.D., provides consulting to organizations on management issues and on managing organizational stress.

Want to read past Ask Dr. Marty? Go to www.alnmag. com/topics/ask-dr-marty for exclusive content!

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