Association of

Laboratory Managers

Workshops

Workshops

Registration, Sheraton Palo Alto

Welcome Reception, Sheraton Palo Alto

Opening Remarks
Wayne Collins, ALMA President

Overview of H-P/Agilent
Stuart P. Cram, Worldwide Business Development Manager, Chemical Analysis Group, Agilent Technologies, Inc.

Program Introduction
Wayne J. Rohrbaugh, ALMA Program Chair & ALMA President-Elect

The Diversity of Roles in the Modern Analytical Laboratory
Larry Ryan, Research Manager, Corporate Center for Analytical Sciences, E. I. duPont de Nemours and Co.

Analytical scientists and technicians fill a variety of positions in the organization, from control “laboratorian,” to researcher and developer of new technology, to manager. Increasingly, analytical specialists are expected to be fully-engaged partners in satisfying the needs and expectations of customers, as well as in the innovation process, while the function of manager is changing from gatekeeper to mentor. In this talk, we will overview the many and evolving roles in the modern analytical laboratory.

Graduate Education: Controversial Issues in the Pipeline
Michael Babich, Head, Department of Chemistry, Florida Institute of Technology, and Governing Board Member, Council for Chemical Research

In the late 80s and early 90s much concern was raised about graduate education in science. The Council for Chemical Research through its Science Education Committee became very active in the area because no significant survey of programs had been done in over 40 years. The concern really arose from two separate considerations. The first and most obvious was the very poor job market at the time for Ph.D.’s in chemistry and huge growth in the postdoctoral pool. There was much talk about limiting the production of new Ph.D.’s and elimination of Ph.D. programs at some universities. Secondly, and probably more importantly, there was a first time look at whether Ph.D. programs were really filling the needs. Were we training the “right” sort of Ph.D.? Was it taking too long? This led to workshops at NSF (1995) and NAS (Chemical Sciences Roundtable 1999). Industry has taken a very active interest in the succeeding debates and real issues in the pipeline have emerged. The implications for the future are significant.

Break and Vendor Displays

Preparing Analytical Problem Solvers and Process Analytical Chemists
Lynn A. Melton, Professor of Chemistry, University of Texas at Dallas

This presentation describes the key findings of a benchmarking study conducted by nine wastewater utilities over a three-year period. Discussion includes both key findings from the study and lessons learned about the benchmarking process. Key findings include:

Industrial productivity often requires the use of analytical chemistry skills in solving production problems. The Doctor of Chemistry (DChem) Program at the University of Texas at Dallas focuses on the preparation of students for careers as doctoral-level industrial problem solvers, and, as part of their problem solving approach, DChem students are expected to make choices about the most effective analytical chemistry tools. The practical, problem-focused attitude of the DChem students should be seen as an additional analytical skill. This talk will describe the design and operation of the DChem program, including its Industrial Practicum (9–12 month internship), the career positions of its graduates, and its increasing involvement with process analytical chemistry.

Motivating and Developing Today’s Analytical Personnel
Robert Siegmund, Director, Analytical Research Services, Ciba Specialty Chemicals Corporation

Motivating and developing today’s analytical personnel presents unique challenges. The work environment and employee expectations have changed dramatically over the past decade. Present day scientists are required to be problem solvers, team players and have an understanding of the operations they support. Simply offering job security and competitive salaries is no longer sufficient. Scientists place a high value on job satisfaction. Development activities should focus on interpersonal and communication skills, increased knowledge of business strategies, and obtaining technical competency beyond the traditional analytical disciplines. Motivation and rewards have to be both individual and team based. Objectives and development programs must be consistent with business needs and individual technical advancement. Methods to accomplish these motivational and development challenges, along with examples of potential pitfalls, will be discussed.

Networking Lunch

Critical Skills and Training Assessments
Philip Engler, Coordinator, Separations & Environmental Analysis, Ashland, Inc.

Cost-efficient operation of an analytical laboratory demands optimum use of laboratory personnel. This requires matching the skill set of the analytical staff with the analytical needs of the organization and customers that the laboratory supports. This assessment allows managers to identify critical needs for formulating hiring and training plans. This presentation will discuss methods for evaluating the skills required for your laboratory versus the capabilities of individuals in your organization.

Doing More with Less: Creating a Winning Culture
Heather Simmerman, Laboratory Head, Analytical Resources, Biochemistry & Chemistry, Amgen

For their laboratories to excel, managers need to create an environment that unleashes the creative powers of their staff. Attributes will be presented of organizational structure and operations, management and team philosophy, and rewards that foster a culture staff can grow in.

Break and Vendor Displays

Roundtable Discussion Session I
(See topics below)

Roundtable Discussion Session II

• How To Improve Employee Satisfaction
  Moderator: John S. Sadowski, Director, Corporate Research Services, Air Products & Chemicals
• Safety Programs that Work
  Moderator: Thomas H. Grentzer, Coordinator, Materials Characterization, Ashland, Inc.
• Effective Award and Recognition Systems
  Moderator: Debra Meinhardt, Manager, Analytical/Quality Assurance, Avanti USA

Reception

Banquet

Tour of H-P/Agilent Research Laboratories
(Each person must have a photo I.D.)

Roundtable Discussion Summaries

Lunch

Career Enrichment for the Analytical Scientist
Rafael Aviles, Manager, Computational Technologies Section, Rohm and Haas Company

A characteristic of successful analytical organizations is that they pay special attention to identifying, recruiting, hiring, and keeping, top quality analytical scientists. After the recruiting and hiring is done, the organization must do its best to ensure that the newly hired scientists maintain and grow their interest in analytical science, while they learn and master the technologies of the areas in which they apply their analytical expertise. They must be given ample opportunities to grow professionally, to achieve challenging technical goals, and to be recognized and rewarded for their achievements. Career paths that may take them away from the analytical lab must be available to them, as well as paths for internal advancement. A variety of successful strategies for the enrichment of analytical careers will be presented. Some allow analytical scientists to expand their scientific breadth. Others help the scientists stay current and increase the depth of their knowledge. From a corporate standpoint, analytical scientists who transfer into other areas outside of the laboratory are usually very successful and are thus encouraged to consider this as a viable career path. However, this presents the analytical organization with the opportunity and the challenge of renewing and revitalizing its work force.

Leaders in the Laboratory
Wayne J. Rohrbaugh, Director, Corporate Technology Services, Ashland, Inc.

Identifying, testing, challenging, mentoring, developing, and placing tomorrow’s laboratory managers are critical activities necessary to sustain and enhance the value of the analyticallaboratory. How do we go about doing these things? What are the differences between leading and managing? How do we find and nurture the people whose vision will define the laboratory’s future? This presentation will explore answers to these and other questions relevant to the procreation of leaders in the laboratory.

Break

Business Meeting and Closing Remarks